Senior Director, Marketing - Mid-Market and Medium Business Velocity
Cisco
The application window is expected to close on: October 17, 2025.
Why You'll Love Cisco
We change the World. You will become passionate about your employer and the brand you represent. Everything is converging on the Internet, making networked connections more meaningful than ever before in our lives. Our employees' groundbreaking ideas impact everything. Here, that means we take creative ideas from the drawing board to dynamic solutions that have real world impact. You'll collaborate with Cisco leaders, partner with mentors, and develop incredible relationships with colleagues who share your interest in connecting the unconnected. You'll be part of a team that cares about its customers, enjoys having fun, and you'll take part in changing the lives of those in our local communities. Come prepared to be encouraged and inspired.
| What You’ll Do Cisco's Global Field & Partner Marketing team is seeking an organized and motivated Sr. Director responsible for driving the intersection of Sales, Virtual Demand Center, Partner Marketing and direct campaign / demand generation for Mid-Market and Medium Business Velocity activation. This includes managing the marketing operations to build pipeline and deliver sales enablement spanning Security, Networking and Collaboration for this new Cisco go-to-market capability. Responsibilities include: o Understand SVP priorities and transformation plans for Field & Customer Marketing, C Suite engagement, Sponsorships & Talent Development; establish and clearly articulate plans to build on existing work already underway; bring new ideas and approaches that will assist in transforming experiential event activations across Cisco. o Drive cross-organizational collaboration, alignment, and execution around key strategic initiatives and campaign pillars for inclusion in Account-based Marketing activities; operational rigor to ensure execution and impact; forge positive relationships; work in a matrixed organization to win together. o Proactively identify challenges and opportunities requiring executive engagement. o Partner cross-functionally to establish and report key performance indicators, track program results against intended business outcomes, and assess overall efficiency of the initiative. o Ability to problem solve creatively to complete complex assignments. o Oversee resource planning. o Lead and mentor teams cross-functionally and collaboratively throughout the organization o Partner with executive communications to deliver effective & timely messaging
What You Bring The ideal candidate moves easily between thinking strategically and acting efficiently on tactics, while developing a strong, consistent process for cross-functional engagement and execution of Field and Customer Marketing engagements and initiatives. o 15+ years B2B Marketing and Event execution o 15+ years supporting multi-disciplined marketing capabilities and Go-to-market strategies o Global marketing leadership experience o 15+ years managing budgets and finances across multiple global organizations o Ability to make data driven decisions o Collaborative leadership style with proven ability to develop complex, multi-dimensional engagement plans that incorporate all facets of marketing, including: programmatic, events, sponsorship activity, brand building and field marketing o Sophisticated communication and interpersonal skills to cultivate and maintain relationships with stakeholders and collaborators o Experience interacting with, presenting to and influencing all levels of leadership o Ability to influence without authority |
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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.