Sales Forecasting Strategy Apply (https://jobs.cisco.com/jobs/Login?projectId=1451201) + Location:Offsite, RTP, North Carolina, US + Alternate LocationRemote, US; Remote, EMEA + Area of InterestBusiness Strategy and Operations + Compensation Range128300 USD - 191500 USD + Job TypeProfessional + Technology Interest*None + Job Id1451201 **Meet the Team** The Global Sales Tech Stack team is part of Sales Operations Organization at Cisco. It is responsible for tool strategy and adoption across all sales personas, including tools for deal management, forecasting and customer engagement. **Your Impact** Your role will be essential in developing forecasting processes, strategies, and enablement initiatives aligned with sales and finance priorities. By working closely with cross-functional leaders, you’ll drive a collaborative approach that strengthens forecasting accuracy, transparency, and efficiency. **Responsibilities** + Act as the primary liaison between the sales organizations and other forecasting stakeholders, ensuring that unique needs are fully integrated into the unified forecasting process. + Collaborate with Sales, Finance, & Operational teams to define forecasting requirements, goals, and deliverables that support a streamlined, end-to-end process. + Lead the development and rollout of enablement programs for forecasting needs, working closely with enablement teams to ensure training and support. + Define and implement processes and solutions that improve forecasting accuracy and insights, aligning these initiatives with the company’s broader forecasting strategy. + Regularly gather feedback from Current and future Acquisitions team members to ensure their needs are met, refine processes, tools, and enablement materials as needed. + Drive project management efforts for all initiatives in the organization, ensuring landmarks are met and deliverables align with the strategic vision for forecasting transformation. + Provide regular updates and insights to executive leadership on the progress, forecasting integration and identifying challenges, solutions, and areas for improvement. + Build performance indicators to measure the success using data to support continuous improvement. **Minimum Qualifications** · Bachelor’s in Business Administration, or equivalent experience + 5+ years of experience in sales operations, or program/project management within a large technology company. + Demonstrated experience in developing Sales processes, forecasting strategies, or sales enablement, including experience integrating functional requirements into larger operational frameworks **Preferred Qualifications** + MBA or PMP certification is a plus + Experience with Revenue Forecasting is a plus · 10 years of sales operations, or program/project management within a large technology company. + Proven experience leading cross-functional projects and driving collaboration across departments. + Excellent communication and relationship-building skills, with experience communicating at an executive level. + Strong project management capabilities with experience handling complex initiatives, meeting timelines, and driving successful outcomes + Familiarity with forecasting tools, CRM platforms (e.g., Salesforce, Clari, Gong), and data-driven forecasting methodologies. + Strategic thinker who can anticipate challenges, find opportunities, and build solutions. **Message to applicants applying to work in the U.S. and/or Canada:** 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. U.S. employees haveaccess (https://www.cisco.com/c/en/us/about/careers/we-are-cisco/benefits-and-perks.html) 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 (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. Cisco is an Affirmative Action and 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. Cisco will consider for employment, on a case by case basis, qualified applicants with arrest and conviction records.