Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.

Meet the Team

The Field Acceleration & Enablement Team within Splunk’s Product Marketing organization is the connective tissue between our product strategy and the field teams who take it to market — we define the narrative, the differentiation, and the commercialization motions that turn product innovation into revenue.

Your Impact

This role sits at the center of our work, building the sales plays and competitive takeout motions that Splunk sellers run in their accounts across every theater and segment.

Own the strategy, design, and operating model for how Splunk translates product strategy, messaging, and competitive insight into a portfolio of repeatable commercialization motions — sales plays — that drive measurable revenue outcomes at global scale. Set the standard for what a great sales play looks like at Splunk: how plays are prioritized, built, launched, measured, and retired. Influence senior Sales, Product Marketing, and Enablement leaders to adopt that model across theaters and segments, operating as a senior individual contributor who leads through influence rather than headcount. Success is measured not by the volume of plays and content produced, but by the business outcomes the portfolio delivers — win rate, pipeline conversion, and product adoption — and the durability of the operating model behind it.

• Own the global sales play portfolio end to end, defining the prioritization framework, sequencing, and investment trade-offs based on product strategy, market opportunity, segment economics, and field feedback.
• Serve as lead designer for the highest-complexity, highest-visibility plays and as the escalation point for play quality, defining the methodology, quality bar, and templates other product marketers build against.
• Translate product innovation and messaging into structured plays that technical and non-technical sellers can activate — messaging frameworks, discovery questions, competitive landmines, objection handling, and enablement assets — and drive adoption through launch and sustain motions.
• Operationalize the measurement model for play effectiveness (attach rate, influenced pipeline, win rate, cycle time), deliver executive-level readouts to senior Field and GTM leadership, and recommend where to scale, refine, or sunset plays based on the evidence.
• Set the strategy for Splunk's competitive takeout motions — displacement, win-back, and consolidation — and own the supporting play portfolio and core asset set across priority competitors in partnership with Competitive Intelligence.
• Design and lead targeted competitive enablement, from large-scale programs to focused geo-based sessions on a single competitor and build scalable delivery models so demand does not depend on your personal bandwidth.
• Partner with Global Field Enablement to embed plays into the enablement calendar, onboarding, certification paths, pipeline reviews, account planning, QBRs, and Sales Kickoff so play usage becomes part of the standard sales operating rhythm.
• Drive alignment across Product Marketing, Demand Generation, Marketing Operations, and Sales Operations on narrative, targeting, and instrumentation; institutionalize win/loss and field feedback into a continuous refinement cycle; and mentor product marketers and enablement partners on play design and field activation.

Minimum Qualifications

• 10+ years of experience across product marketing, digital marketing, sales enablement, or field-facing GTM roles, including 3+ years owning programs at global or multi-theater scale.
• 5+ years of experience building and launching sales plays or GTM programs from scratch, including defining the messaging framework, enablement assets, and launch motion.
• 5+ years of experience supporting B2B SaaS or subscription sales cycles, including direct work on field execution or competitive displacement motions.
• 3+ years of experience translating product or corporate strategy into documented sales-facing frameworks — such as plays, discovery guides, qualification models, or objection-handling assets — adopted by a sales organization.
• 3+ years of experience defining success metrics for GTM programs and using performance data (such as attach rate, influenced pipeline, win rate, or cycle time) to scale, refine, or sunset those programs.

Preferred Qualifications

• Experience in observability, security, or data platform markets.
• Experience building an enablement or sales play framework that was adopted as a company-wide standard.
• Demonstrated ability to influence and earn credibility with senior Sales and GTM leaders at the VP level and above without formal authority.
• Experience mentoring product marketers or leading virtual teams and cross-functional working groups.
• Comfort setting direction in ambiguous, undefined problem spaces and making trade-off decisions with incomplete information.

Why Cisco? 

At Cisco, we’re revolutionizing how data and infrastructure connect and protect organizations in the AI era – and beyond. We’ve been innovating fearlessly for 40 years to create solutions that power how humans and technology work together across the physical and digital worlds. These solutions provide customers with unparalleled security, visibility, and insights across the entire digital footprint.

Fueled by the depth and breadth of our technology, we experiment and create meaningful solutions. Add to that our worldwide network of doers and experts, and you’ll see that the opportunities to grow and build are limitless. We work as a team, collaborating with empathy to make really big things happen on a global scale. Because our solutions are everywhere, our impact is everywhere. 

We are Cisco, and our power starts with you. 

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

The starting salary range posted for this position is $194,600.00 to $285,700.00 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.

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:

$194,600.00 - $328,600.00

Non-Metro New York state & Washington state:

$179,000.00 - $294,000.00

* 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.