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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

As Director/Snr. Manager of Product Management, you will be responsible for defining the roadmap for key facets of the AppDynamics product offerings.

You will work closely with top enterprise customers across multiple verticals such as banking, insurance, Govt, Manufacturing, Healthcare to set the future direction and vision for core part of AppDynamics. You will develop plans for service definition, monetization & customer adoption in partnership with CX, engineering, Sales & product marketing. You will lead a team of PMs and work with a geo-distributed engineering teams on roadmap planning feature prioritization and execution.

The successful candidate will have a strong technical foundation, experience in cloud services (SaaS/IaaS) in either product management, engineering or technical marketing and have proven ability to work closely with and influence senior engineers and architects.

What you’ll get to do

+ Product Strategy: Define the strategy, roadmap, commercialization for key areas of Observability such as Open Telemetry, AI assisted troubleshooting, root cause analysis and ecosystem integrations

+ Customer Engagement: Work with marquee customers to represent the roadmap across the product portfolio, drive product adoption among them, develop customer intimacy programs leading cross functional teams across the business entity and the field

+ People Leadership: Manage a team of highly motivated Product Managers and guide them into a common strategy

+ Field Engagement: Develop solid relationships with field leaders to drive key business results and success measures

+ Cross Team Leadership: Contribute to the overall vision and roadmap for the Splunk Observability portfolio and & lead initiatives outside of core responsibility areas

Must-have Qualifications

+ BS/MS in Computer Science, MBA preferable

+ 10-12 years of experience in a Product Management role;5+ years of experience in managing teams of product managers; prior technical experience in software development, system engineering.

+ Demonstrated ability to be a strong customer advocate and ability to navigate cross functional teams to drive successful customer outcomes.

Nice-to-have Qualifications

+ Experience with using Data, AI/ML in building enterprise SaaS offerings including expertise in public and private/on-premises clouds

+ Strong ability to communicate and translate technical issues for business users as well engage & lead architecture & design discussions with engineering architects

+ Track record of presenting in industry and analyst events

+ Works well with peers and team members both inside and outside of the assigned area of responsibility

Base Salary Range - 184,000- 266,000 USD

Cisco is an Equal Opportunity Employer

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.