The application window is expected to close on: 10/6/2025

Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.

Location: San Jose/ Bay Area Preferred or Alternate locations: San Diego, Los Angeles or Seattle WA

Meet the Team

Join Cisco’s Pricing and Strategy team—an essential part of our Product Organization—where innovation meets impact. We develop pricing strategies, drive monetization initiatives, and optimize pricing models to enable Cisco’s platformization strategy, accelerate AI-driven offerings, and unlock cross-sell and upsell potential across our global portfolio.

Your Impact

We are seeking a dynamic and experienced Pricing Strategy Leader to own and advance pricing and monetization strategies for Cisco’s product portfolio, which spans both hardware and software solutions. In this high-impact role reporting to the Vice President of Pricing and Strategy, you will help shape how Cisco captures value in a competitive, rapidly evolving market—ensuring we lead with both innovation and discipline.

Key responsibilities will include:

• Lead the development and execution of pricing strategies across Cisco’s product portfolio.
• Partner with product management, strategy, engineering, finance, GTM, operations, and sales to deliver actionable pricing and packaging strategies.
• Drive annual pricing reviews to identify improvement opportunities across monetization models and packaging structures.
• Conduct competitive and market analysis to benchmark pricing trends and innovations within the high tech industry.
• Analyze customer buying behaviors, price elasticity, and willingness to pay to inform and optimize pricing strategies.
• Collaborate across the broader Pricing and Strategy team to build scalable pricing capabilities and tools for the organization.

Minimum Qualifications:

• 10+ years of experience in pricing strategy, revenue management, or business strategy within technology, cybersecurity, SaaS, or top-tier consulting firms.
• Deep knowledge of hardware, software, and services pricing models (e.g., subscription, consumption-based, perpetual licensing).
• Strong proficiency in data analytics, financial modeling, and pricing elasticity methodologies.
• Proven success in leading cross-functional strategic initiatives and influencing senior stakeholders.
• Experience with pricing and analytical tools

Preferred Qualifications:

• MBA or equivalent experience in business strategy, finance, or economics
• Previous experience at a top-tier management consulting firm

#WeAreCisco where every individual brings their unique skills and perspectives together to pursue our purpose of powering an inclusive future for all.

Our passion is connection—we celebrate our employees’ diverse set of backgrounds and focus on unlocking potential. Cisconians often experience one company, many careers where learning and development are encouraged and supported at every stage. Our technology, tools, and culture pioneered hybrid work trends, allowing all to not only give their best, but be their best.

We understand our outstanding opportunity to bring communities together and at the heart of that is our people. One-third of Cisconians collaborate in our 30 employee resource organizations, called Inclusive Communities, to connect, foster belonging, learn to be informed allies, and make a difference. Dedicated paid time off to volunteer—80 hours each year—allows us to give back to causes we are passionate about, and nearly 86% do!

Our purpose, driven by our people, is what makes us the worldwide leader in technology that powers the internet. Helping our customers reimagine their applications, secure their enterprise, transform their infrastructure, and meet their sustainability goals is what we do best. We ensure that every step we take is a step towards a more inclusive future for all. Take your next step and be you, with us!

When available, the salary range posted for this position reflects the projected hiring range for new hire, full-time salaries in U.S. and/or Canada locations, not including equity or benefits. For non-sales roles the hiring ranges reflect base salary only; employees are also eligible to receive annual bonuses. Hiring ranges for sales positions include base and incentive compensation target. Individual pay is determined by the candidate's hiring location and additional factors, including but not limited to skillset, experience, and relevant education, certifications, or training. Applicants may not be eligible for the full salary range based on their U.S. or Canada hiring location. The recruiter can share more details about compensation for the role in your location during the hiring process.

U.S. employees have access to quality medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, short and long-term disability coverage, basic life insurance and numerous wellbeing offerings.

Employees receive up to twelve paid holidays per calendar year, which includes one floating holiday (for non-exempt employees), plus a day off for their birthday. Non-Exempt new hires accrue up to 16 days of vacation time off each year, at a rate of 4.92 hours per pay period. Exempt new hires participate in Cisco’s flexible Vacation Time Off policy, which does not place a defined limit on how much vacation time eligible employees may use, but is subject to availability and some business limitations. All new hires are eligible for Sick Time Off subject to Cisco’s Sick Time Off Policy and will have eighty (80) hours of sick time off provided on their hire date and on January 1st of each year thereafter. Up to 80 hours of unused sick time will be carried forward from one calendar year to the next such that the maximum number of sick time hours an employee may have available is 160 hours. Employees in Illinois have a unique time off program designed specifically with local requirements in mind. All employees also have access to paid time away to deal with critical or emergency issues. We offer additional paid time to volunteer and give back to the community.

Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components. For quota-based incentive pay, Cisco typically pays as follows:

.75% of incentive target for each 1% of revenue attainment up to 50% of quota;

1.5% of incentive target for each 1% of attainment between 50% and 75%;

1% of incentive target for each 1% of attainment between 75% and 100%; and once performance exceeds 100% attainment, incentive rates are at or above 1% for each 1% of attainment with no cap on incentive compensation.

For non-quota-based sales performance elements such as strategic sales objectives, Cisco may pay up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.