Travel required up to 10%

• Drive adoption of software and services, leading to successful renewals and growth by mitigating renewal risks and increasing customer retention rates.
• Develop and maintain strong executive and technical relationships with customers, understanding their business challenges and objectives.
• Advocate for customers within Cisco, ensuring their needs are met, and they receive a high-quality customer experience.
• Own financials, including services revenue and margin, and make strategic financial decisions.
• Build and implement Technical Adoption Plans and E2E Customer plans in partnership with CSS, aligning with customer goals to improve technology investments and promote full use of our technologies.

• Knowledge of SP technology.
• Italian language fluency
• 3 years of delivery experience and a solid understanding of software lifecycle practices.
• Experience in developing and cultivating strong relationships with executive level customers.
• Experience leading diverse, cross-functional virtual teams in a collaborative, matrixed organization.
• Experience with recurring revenue concepts, margin and attrition.
  

Message to applicants applying to work in the U.S. and/or Canada:

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, plus a day off for their birthday. Employees accrue up to 20 days of Paid Time Off (PTO) each year and have access to paid time away to deal with critical or emergency issues without tapping into their PTO. We offer additional paid time to volunteer and give back to the community. Employees are also able to purchase company stock through our Employee Stock Purchase Program.
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.