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This role can be performed remote within the United StatesMeet the TeamThe Field Acceleration team is the field activation arm of Product Marketing that works on efforts that shape the behavior of our Field and the broader GTM functions at large. The team works closely with other GTM organizations such as Field Enablement and Renewal Sales, in addition to core Sales organizations. This role will be reporting to the Senior Director of Field Acceleration Product Marketing.
Your ImpactThe Field Enablement and Acceleration Manager will be responsible for translating product strategy, messaging, and competitive insights into structured, repeatable sales plays that enable effective field execution, education and ultimately impact revenue outcomes. This critical role ensures Splunk product innovation, pricing and customer use cases are not only communicated, but operationalized within the Field through repeatable, high-impact sales plays that improve win rates, pipeline conversion, and product adoption. This role serves as the activation layer between product marketing and Sales execution.
Sales Play Development- Translate product innovation and associated messaging into structured and repeatable sales plays that are operationalized by the field
- Translate marketing led customer profiles and use cases into customer outcomes and differentiation that technical and no technical sellers can activate in their accounts
- Package plays for the field execution including messaging frameworks, discovery questions, competitive landmines, and enablement assets and deliver it to the field
- Act as the feedback loop from the sales organization informing the ongoing development of new sales plays and use cases
- Prioritize plays based on product strategy, market opportunity and Field feedback
Competitive Takeout Sales Play Design- Build and maintain competitive takeout sales plays (displacement, win-back) and run external market-facing campaigns as aligned to the takeout sales play
- Partner with Competitive Intelligence and product marketing teams to build core assets for the Field to execute the sales plays
- Design and run targeted enablement sessions (e.g. for a specific target competitor, oftentimes in smaller geo-based groups) as requested by the Field
- Contiguously refine plays based on field feedback and win/loss analysis
Field Activation & Enablement- Partner with Global Field Enablement to operationalize plays into field-ready assets
- Ensure Field understands:
- When to use each play
- How to position product value effectively
- How to compete and win in priority competitive takeout scenarios
- Support Product Marketing and Sales leadership in embedding plays into pipeline reviews and account planning
Cross-Functional GTM Alignment- Work with key Product Marketing Leaders by Product Areas to align plays with roadmap and product launches
- Partner with Global Demand Generation to ensure campaign alignment with PMM-defined narratives
- Collaborate with Marketing Operations and Sales Operations to define segmentation and targeting inputs
- Act as PMM bridge to Field for continuous feedback loop on messaging effectiveness
Minimum Qualifications- 8+ years of experience in sales enablement, field facing role, product marketing
Preferred Qualifications- Strong experience in working with field to design programs, execute enablement and operationalize scale
- Deep understanding of B2B SaaS sales cycles and field execution dynamics.
- Ability to translate abstract strategy into actionable sales behaviors and customer outcomes
- Strong cross-functional influence skills and ability to build partnership with key stakeholders.
Message to applicants applying to work in the U.S. and/or Canada:
Individual pay is determined by the candidate's hiring location, market conditions, job-related skillset, experience, qualifications, education, certifications, and/or training. The full salary range for certain locations is listed below. For locations not listed below, the recruiter can share more details about compensation for the role in your location during the hiring process.
U.S. employees are offered benefits, subject to Cisco's plan eligibility rules, which include medical, dental and vision insurance, a 401(k) plan with a Cisco matching contribution, paid parental leave, short and long-term disability coverage, and basic life insurance. Please see the Cisco careers site to discover more benefits and perks. Employees may be eligible to receive grants of Cisco restricted stock units, which vest following continued employment with Cisco for defined periods of time.
U.S. employees are eligible for paid time away as described below, subject to Cisco's policies:
- 10 paid holidays per full calendar year, plus 1 floating holiday for non-exempt employees
- 1 paid day off for employee's birthday, paid year-end holiday shutdown, and 4 paid days off for personal wellness determined by Cisco
- Non-exempt employees** receive 16 days of paid vacation time per full calendar year, accrued at rate of 4.92 hours per pay period for full-time employees
- Exempt employees participate in Cisco's flexible vacation time off program, which has no defined limit on how much vacation time eligible employees may use (subject to availability and some business limitations)
- 80 hours of sick time off provided on hire date and each January 1st thereafter, and up to 80 hours of unused sick time carried forward from one calendar year to the next
- Additional paid time away may be requested to deal with critical or emergency issues for family members
- Optional 10 paid days per full calendar year to volunteer
For non-sales roles, employees are also eligible to earn annual bonuses subject to Cisco's policies.
Employees on sales plans earn performance-based incentive pay on top of their base salary, which is split between quota and non-quota components, subject to the applicable Cisco plan. 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 0% up to 125% of target. Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.
The applicable full salary ranges for this position, by specific state, are listed below:
New York City Metro Area:
$165,000.00 - $239,200.00
Non-Metro New York state & Washington state:
$145,000.00 - $210,200.00
* For quota-based sales roles on Cisco's sales plan, the ranges provided in this posting include base pay and sales target incentive compensation combined.
** Employees in Illinois, whether exempt or non-exempt, will participate in a unique time off program to meet local requirements.
