Sovereign Cloud and Global Activation Strategy and Planning, Market Access

The application window is expected to close on: 11/19/2026

Note: The role can be remote, but candidates need to be willing to travel for internal and external events as needed. East Coast states preferred (MA, NY, CT, NJ, PA, MD, DE, VA, DC, NC, SC, WVA, GA, FL)

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

The starting salary range posted for this position is $155,500.00 to $226,800.00 and reflects the projected salary range for new hires in this position in U.S. and/or Canada locations, not including incentive compensation*, equity, or benefits.

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.

The applicable full salary ranges for this position, by specific state, are listed below:

New York City Metro Area:

$198,500.00 - $324,100.00

Non-Metro New York state & Washington state:

$180,200.00 - $278,600.00

* 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.

Meet the Team

Cisco’s Market Access team, a critical pillar within the Chief Strategy Office (CSO), is dedicated to bringing compliant, regulated, and next-generation technologies to market worldwide. Our portfolio priorities span sovereign cloud architectures, post-quantum cryptography, and cloud-regulated offers, accelerating time-to-market and time-to-revenue across global direct and partner routes-to-market. In an increasingly complex geopolitical landscape, we design the strategic launch, governance, and operational enablement frameworks that empower governments, critical infrastructure operators, and global enterprises to deploy secure solutions with stringent data residency. We are a high-impact, agile team operating at the intersection of corporate strategy, product engineering, regulatory compliance, and executive communications. Joining our team means directly driving one of Cisco’s highest-priority strategic growth vectors and defining how sovereign technology is activated globally.

Your Impact

As the Sovereign Cloud and Global Activation Strategy and Planning Manager, you will orchestrate the global launch strategy, executive messaging, and operational activation across Cisco’s Market Access portfolio. You will establish and execute the comprehensive event roadmap, messaging criteria, and narrative frameworks for high-profile industry platforms, major press announcements, and Executive Leadership Team (ELT) keynotes. You will partner closely with executive communications leaders across Product and the Chief Strategy Office to sequence and embed cohesive sovereign cloud messaging for customers, partners, and market analysts. You will drive cross-functional alignment and accountability across legal, regulatory, product, and business development stakeholders to track partnership agreements, compliance milestones, and critical launch deliverables. By translating complex geopolitical, regulatory, and architectural requirements into actionable operational playbooks, you will accelerate market readiness and build lasting commercial momentum for Cisco’s sovereign cloud business.

Minimum Qualifications

Preferred Qualifications

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.