Remote Leader, Regional Sales - Aerospace/DoD en Splunk
Splunk · Washington, Estados Unidos De América · Remote
- Senior
SalesRemote, Virginia
Description
Splunk, a Cisco company, is building a safer and more resilient digital world with an end-to-end full stack platform made for a hybrid, multi-cloud world. Leading enterprises use our unified security and observability platform to keep their digital systems secure and reliable. Our customers love our technology, but it's our caring employees that make Splunk stand out as an amazing career destination. No matter where in the world or what level of the organization, we approach our work with kindness. So bring your work experience, problem-solving skills and talent, of course, but also bring your joy, your passion and all the things that make you, you. Come help organizations be their best, while you reach new heights with a team that has your back.
Want to help make an IMPACT to our government agencies missions? Want to be a part of a company CHANGING the WORLD? We are seeking an outstanding sales leader to join our team as Regional Sales Director of Federal sales- INTEL. This position reports to the AVP, Civilian Sales, Public Sector. In addition to requisite passion, skills and experience, you will have a measurable track record in building and leading hard-working sales organizations passionate about DoD Agencies.
Responsibilities:
- Directly manage the sales team and work closely with assigned technical resources and inside sales
- Consistently deliver new licenses, support and service revenue targets – dedication to the number and to deadlines
- Territory mapping, account planning and opportunity management
- Negotiate favorable pricing and business terms with large commercial enterprises by selling value and return on investment
- Work with inside sales and partners for maximum efficiency
- Use sales engineering and in-house as well as partner services resources
- Player /leader, hands on with the team; very involved with account planning, strategy and sales calls
- Hire the right team to match our growth
- Use our sales methodology and processes effectively
- Understand how to use both international and domestic colleagues to expand deal size and value to the customer
- Good corporate citizen – two way flow of relevant and timely information; work as a team for the most efficient use and deployment of resources
- Provide timely and informative input back to other corporate functions, particularly product management and marketing
Requirements:
- 5+ years current experience running Federal- DoD front line software sales teams; ability to grow and scale upward with the company; second line management experience ideal
- 10+ years direct and channel selling experience to large, federal enterprises within the Agencies
- Relevant software experience in IT systems, enterprise or infrastructure management
- Forecasting commitments and forecasting accuracy
- Outstanding management, interpersonal, written and presentation skills
- Thrives in a fast-paced, rapidly changing environment
- Able to work independently and remotely from other members of your team and corporate
- Track record of success and knowledge with prospects and customers in the defined territory
- US Citizenship Required and already living in the US
- Location: Washington DC area
- Active TS/SCI/Poly Clearance desired
- Bachelor's degree preferred and MBA a plus
Cisco is an Equal Opportunity Employer
Cisco, is an Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, national origin, genetic information, age, disability, veteran status, or any other legally protected basis.
OTE Range
$355,000 -$420,000
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.
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.
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