Sales

- Remote

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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.

Role Summary

Due to our expansive growth we are seeking an extraordinary sales leader to join our team as Area Vice President, Sales. In addition to requisite passion, skills, and experience, you will have a consistent track record in building and leading high performing teams that exceed revenue targets and associated company priorities. Your role will have a material impact on Splunk’s overall performance, are you up for the challenge?

What you'll get to do:

Develop a team of first line leaders and partner closely with other functional teams.
Lead by example, set expectations, and follow through effectively.
Provide coaching and mentorship as needed and ensure that managers do the same for their team.
Consistently deliver against targets – ensuring company goals, and objectives are achieved consistently and sustainably.
Accurately forecast monthly, quarterly, and annual targets for assigned region.
Effectively manage region by considering each and all accounts collectively; establish accurate plans and forecasts; prioritize efforts; generate short-term results while holding a long-term perspective to achieve overall results.
Put into place sales force structure, process strategies, and strategic resource plans that will bring together key opportunities in target markets throughout the Region.
Maintain market intelligence and develop strategies to maintain the Company’s leadership position.
Provide leadership and oversight to ensure the team demonstrates and deploys resources expertly and for the highest impact. Collaborating with sales engineering, channels/alliances, customer success, renewals professional services, product, legal, marketing, and engineering teams to create a flawless customer experience

Must-have Qualifications

10+ years experienced building and running enterprise sales teams; second line management experience required.
Relevant software industry experience in any of the following: IT systems, enterprise or infrastructure management, application development and management, security, business applications and/or analytics. Subscription, SaaS, or Cloud software experience is mandatory.
History of consistently meeting/exceeding targets and objectives personally and as a leader.
Excellent leadership and influencing skills; ability to build strong business partnerships both outside, and within the organization.
Skilled at business planning and diligent at measuring and communicating progress towards the plan, identifying roadblocks, and coming up with appropriate solutions.
Highly professional persona and polished demeanor. Strong verbal and written communication skills; effective at delivering executive level presentations.
Ability to travel ~50%

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

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