"Alerted.org

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

We are looking for a transformative Enterprise Software Sales representative to focus on the Higher Education Customers. You have sales experience in this vertical with a terrific reputation for overachieving quota while focusing on the customer. The RSM is a self-starter who is driven to develop and execute against a territory coverage plan and consistently deliver on quarterly revenue targets and improve market share.

You will possess both a sales and technical background that enables them to drive an engagement at the CXO level as well as with software developers and IT architects. You will be especially strong and a creative thinker who thrives in a team environment and adopts all aspects of selling. As an RSM, you should be able to work in a fast-paced, dynamic environment and have very strong verbal and written communication skills.

The primary job duty is to sell technology software products and related services into the City of Houston, City of San Antonio local government and K-12 . You should be an expert in contract capture, negotiating large, complex deals and working out creative financing as needed.

Job Responsibilities:

+ Identifies, qualifies and closes new opportunities.

+ Leading contributor to territory quota.

+ Responsible for positioning, presenting, and creating a strategy for the territory.

+ Excellent communication skills and problem-solving ability are essential.

+ The ability to succeed requires a strong drive and involves the application of sophisticated technical/business skills.

Requirements:

+ Minimum 5+ years of professional sales experience

+ At least 3 or more years of enterprise software executive sales experience

+ Prior sales experience in the SLED and/or Higher Education field is required

+ Consistent track record of sales stellar performance

+ IT Operations and/or Security space is a strong plus

+ Technical acumen with the ability to relate it with business value

+ Comfortable with both an enterprise and transactional sales model

+ Experience and credibility selling at the CxO and senior sales business manager level

+ Ability to forecast sales pipeline, manage sales expenses

+ High perceptiveness and the capacity to multi-task

+ Excellent qualifying and closing skills

+ Business development, prospecting skills and ability to build strong partner relationships

+ Up to 50% travel

+ Must live in the Texas region

Education:

+ Minimum of a Bachelor's degree

+ Must be authorized to work in the United States on a full time basis

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

$267900 - $375800

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.

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.