Leader, Regional Sales – AI Clouds & Neoclouds

Location: Bay Area, CA (Preferred)
Department: Webscale
Reports To: Sr. Director, Webscale

Position Overview

Cisco is seeking a first-line sales leader to build and manage our AI and Neoclouds region—an emerging, high-growth segment within Webscale. This role is critical in defining Cisco’s Go-To-Market (GTM) strategy, driving revenue, and establishing key relationships within this rapidly evolving space.

The Neocloud market consists of specialized cloud providers offering advanced AI and machine learning infrastructure, primarily through high-performance GPU cloud services. Cisco is investing in this space to lead AI infrastructure innovation, making this an exciting opportunity to drive impact at scale.

Key Responsibilities

• Sales Leadership – Recruit, develop, and lead a high-performing team of account managers, driving revenue growth within the region.
• Customer Champion – Partner cross-functionally within Cisco to align solutions across our portfolio and bring maximum value to Neocloud customers. Heavy engagement with BU product and engineering, Corporate Strategy, Commercial Finance, Legal and Marketing.
• GTM & Partner Strategy – Identify joint GTM and co-sell opportunities with Neocloud providers and leverage Cisco’s extensive partner network.
• Market Development – Build strategic relationships with customers and industry stakeholders to position Cisco as a trusted leader in AI secure cloud infrastructure.

Preferred Qualifications

• Proven Sales Leadership – Prior experience leading sales teams in a fast-paced environment.
• Cloud & AI Expertise – Background in Cloud, Service Providers, AI, or GPU-based computing.
• Strategic GTM Execution – Experience in developing sales and partnership strategies for emerging markets.

Working Conditions

• Hybrid role with customer-facing engagements. Some travel required.

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 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 (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.