Director, Business Development - Security
for each section heading. Use - for lists. Use
for prose.
We need to ensure we don't create empty sections.
Let's craft.
About the role: combine paragraphs.
Responsibilities: list items.
Requirements: list items.
Qualifications: list items (extra excited).
Skills: list items (specific skill items). Could combine some.
Benefits: list items.
Pay: paragraph with range and note about bonus, commission, equity.
Schedule: paragraph about hybrid.
Let's extract details precisely.
About the role text:
"Cohesity is a leader in AI-powered data security and management. Aided by an extensive ecosystem of partners, Cohesity makes it easy to secure, protect, manage, and get value from data — across the data center, edge, and cloud. Cohesity helps organizations defend against cybersecurity threats with comprehensive data security and management capabilities, including immutable backup snapshots, AI-based threat detection, monitoring for malicious behavior, and rapid recovery at scale. We’ve been named a Leader by multiple analyst firms and have been globally recognized for Innovation, Product Strength, and Simplicity in Design. Join us on our mission to shape the future of our industry. The Security specialist organization is a founding team: a lean group of Security Sales Specialists and Solutions Architects covering the highest-priority markets first, with more markets earning dedicated coverage over time. A team this size can't put a dedicated person in every territory on day one, and it can't afford every rep independently rebuilding enablement or waiting on operational support that doesn't exist yet. This role is both things a lean specialist team needs and doesn't yet have: the scale mechanism that generates coverage in markets without a dedicated rep, and the connective tissue that keeps a fast-growing, globally distributed team operating as one function instead of independent pods. You have two jobs that reinforce each other. First, you own go-to-market motion and pipeline generation for every market without a dedicated Security Sales Specialist or Security Solutions Architect — through targeted campaigns, partner-sourced pipeline, and programs that reach accounts the core team can't cover directly. Second, you are the operational hub for the specialist organization itself — enablement, reporting, cross-functional coordination, and the infrastructure that lets the VP, the Solutions Architecture leader, and the field spend their time selling and coaching instead of building decks and chasing status updates. At the center of this role is one standing responsibility: helping structure and maintain a cohesive, impactful operating model for the Security specialist organization as it scales."
That's enough.
Responsibilities list from "HOW YOU’LL SPEND YOUR TIME HERE:" plus earlier two jobs.
Let's extract bullet points:
- Own an assigned quota for markets without dedicated coverage — build and run targeted campaigns, plays, and programs that generate and convert pipeline.
- Own the data model that signals when a market is ready for dedicated coverage, and manage joint go-to-market programs with technology and channel partners.
- Build direct executive relationships between Cohesity and customer security leadership — briefing programs, roundtables, and a consistent point of view.
- Be the cross-functional connective tissue for the specialist organization — the single point of coordination with Marketing, Sales/Revenue Operations, Product, and the broader delivery ecosystem.
- Own and maintain the team's enablement and positioning library, and scale what works into repeatable sales plays, programs, and campaigns.
- Design and run internal sales incentives, and own territory data hygiene and the reporting infrastructure that gives leadership a single source of truth.
- Build and maintain the recurring leadership narrative, run the team's operating cadence, and partner with recruiting on hiring pipeline and ramp logistics.
Also earlier: "You own go-to-market motion and pipeline generation for every market without a dedicated Security Sales Specialist or Security Solutions Architect — through targeted campaigns, partner-sourced pipeline, and programs that reach accounts the core team can't cover directly." and "You are the operational hub for the specialist organization itself — enablement, reporting, cross-functional coordination, and the infrastructure that lets the VP, the Solutions Architecture leader, and the field spend their time selling and coaching instead of building decks and chasing status updates." Those are somewhat covered but we can keep as separate bullet maybe.
But to avoid duplication, we can incorporate them.
We'll produce a list.
Requirements list from "WE’D LOVE TO TALK TO YOU IF YOU HAVE MANY OF THE FOLLOWING:":
- Minimum of 5 years of experience in the cybersecurity industry, with a focus on business development and strategic partnerships.
- Demonstrated success building and scaling partner-driven growth initiatives in a global environment.
- Demonstrable experience driving scale in a global environment.
- Experience building demand-generation or scale-coverage programs, and managing partner/channel go-to-market programs — co-marketing, deal registration, joint pipeline.
- Strong cross-functional operating skills — comfortable being the connective tissue among Sales, Marketing, Product, and Operations without formal authority.
- Data fluency and program-management discipline — able to run multiple concurrent workstreams without dropping any of them.
- Strong written and visual communication skills, and experience designing sales incentive programs that turn a one-off win into a repeatable play.
- Demonstrated ability to leverage AI tools to enhance productivity, streamline workflows, and support decision making.
- Professional English language proficiency for customer and internal communication.
- The ability to travel as required for the role.
Qualifications list from "WE ARE EXTRA EXCITED IF YOU HAVE ANY OF THE FOLLOWING:":
- Experience supporting a newly formed or fast-scaling specialist / overlay sales organization, with background in cybersecurity, data protection, or cyber-resilience markets.
- Experience with territory or trigger-based coverage models, and building recruiting pipeline or onboarding programs with a hiring manager or Talent team.
Skills: maybe we can extract specific skill items not covered elsewhere: maybe "data fluency and program-management discipline", "strong written and visual communication skills", "experience designing sales incentive programs", "ability to leverage AI tools". But those are already in Requirements. Could move some to Skills.
But we need to avoid duplication. Perhaps we treat Requirements as experience, Qualifications as extra excited, Skills as specific abilities like data fluency, program-management, communication, AI tools, designing incentives.
Let's define:
Skills:
- Data fluency and program-management discipline — able to run multiple concurrent workstreams without dropping any of them.
- Strong written and visual communication skills.
- Experience designing sales incentive programs that turn a one-off win into a repeatable play.
- Demonstrated ability to leverage AI tools to enhance productivity, streamline workflows, and support decision making.
But note that "data fluency and program-management discipline" already in Requirements; we could move it to Skills and remove from Requirements to avoid duplication. However we must preserve all substantive info; moving is okay as long as it's present somewhere.
Let's decide: Keep Requirements as experience items (years, success building partner-driven initiatives, experience driving scale, experience building demand-gen programs, strong cross-functional operating skills, professional English, ability to travel). Then Skills as data fluency, program-management, written/visual communication, designing incentives, AI tools.
Qualifications as extra excited items.
Now Benefits: "Additionally, full-time employees are eligible to participate in our comprehensive benefits framework, including health and wellness benefits, vacation, paid holidays and refresh days, 401(k) retirement plan, life and disability insurance coverages, and other benefits the Company may offer from time to time."
Also earlier: "This position may also be eligible for bonus compensation, commission (if in a sales function), and/or equity grants." That's compensation not benefits but could be in Pay.
Pay: "Disclosure Pursuant to Applicable State Equal Pay Transparency Laws - This position has a starting pay range as listed below. Actual salary depends upon many factors, including a candidate’s skills, qualifications and experience, location, and salary expectations, and therefore a starting salary at the low end, high end, or even above the stated range may be offered. This position may also be eligible for bonus compensation, commission (if in a sales function), and/or equity grants. Additionally, full-time employees are eligible to participate in our comprehensive benefits framework, including health and wellness benefits, vacation, paid holidays and refresh days, 401(k) retirement plan, life and disability insurance coverages, and other benefits the Company may offer from time to time. Pay Range : $269,280.00-$336,600.00 The compensation noted above is based on an annualized hourly rate assuming normal full-time employment. Current pay transparency shows the OTE (On-Target Earnings) for commission-based roles."
We need to keep Pay section with range and mention bonus, commission, equity, OTE.
We should not include the boilerplate about disclosure? It's part of Pay info; we can keep but it's somewhat legal. However it's substantive about pay range. We can keep a short paragraph.
Schedule: "In-Office Expectations Cohesity employees who are within a reasonable commute (e.g. within a forty-five (45) minute average travel time) work out of our core offices 2-3 days a week of their choosing. We strongly prefer candidates who are currently located in or near the designated job location. Candidates outside the area should apply only if they are committed to relocating prior to their start date and have the legal right to work in the job location."
We can summarize as hybrid expectation: 2-3 days in office per week for those within reasonable commute; preference for local candidates; relocation
for prose. We need to ensure we don't create empty sections. Let's craft. About the role: combine paragraphs. Responsibilities: list items. Requirements: list items. Qualifications: list items (extra excited). Skills: list items (specific skill items). Could combine some. Benefits: list items. Pay: paragraph with range and note about bonus, commission, equity. Schedule: paragraph about hybrid. Let's extract details precisely. About the role text: "Cohesity is a leader in AI-powered data security and management. Aided by an extensive ecosystem of partners, Cohesity makes it easy to secure, protect, manage, and get value from data — across the data center, edge, and cloud. Cohesity helps organizations defend against cybersecurity threats with comprehensive data security and management capabilities, including immutable backup snapshots, AI-based threat detection, monitoring for malicious behavior, and rapid recovery at scale. We’ve been named a Leader by multiple analyst firms and have been globally recognized for Innovation, Product Strength, and Simplicity in Design. Join us on our mission to shape the future of our industry. The Security specialist organization is a founding team: a lean group of Security Sales Specialists and Solutions Architects covering the highest-priority markets first, with more markets earning dedicated coverage over time. A team this size can't put a dedicated person in every territory on day one, and it can't afford every rep independently rebuilding enablement or waiting on operational support that doesn't exist yet. This role is both things a lean specialist team needs and doesn't yet have: the scale mechanism that generates coverage in markets without a dedicated rep, and the connective tissue that keeps a fast-growing, globally distributed team operating as one function instead of independent pods. You have two jobs that reinforce each other. First, you own go-to-market motion and pipeline generation for every market without a dedicated Security Sales Specialist or Security Solutions Architect — through targeted campaigns, partner-sourced pipeline, and programs that reach accounts the core team can't cover directly. Second, you are the operational hub for the specialist organization itself — enablement, reporting, cross-functional coordination, and the infrastructure that lets the VP, the Solutions Architecture leader, and the field spend their time selling and coaching instead of building decks and chasing status updates. At the center of this role is one standing responsibility: helping structure and maintain a cohesive, impactful operating model for the Security specialist organization as it scales." That's enough. Responsibilities list from "HOW YOU’LL SPEND YOUR TIME HERE:" plus earlier two jobs. Let's extract bullet points: - Own an assigned quota for markets without dedicated coverage — build and run targeted campaigns, plays, and programs that generate and convert pipeline. - Own the data model that signals when a market is ready for dedicated coverage, and manage joint go-to-market programs with technology and channel partners. - Build direct executive relationships between Cohesity and customer security leadership — briefing programs, roundtables, and a consistent point of view. - Be the cross-functional connective tissue for the specialist organization — the single point of coordination with Marketing, Sales/Revenue Operations, Product, and the broader delivery ecosystem. - Own and maintain the team's enablement and positioning library, and scale what works into repeatable sales plays, programs, and campaigns. - Design and run internal sales incentives, and own territory data hygiene and the reporting infrastructure that gives leadership a single source of truth. - Build and maintain the recurring leadership narrative, run the team's operating cadence, and partner with recruiting on hiring pipeline and ramp logistics. Also earlier: "You own go-to-market motion and pipeline generation for every market without a dedicated Security Sales Specialist or Security Solutions Architect — through targeted campaigns, partner-sourced pipeline, and programs that reach accounts the core team can't cover directly." and "You are the operational hub for the specialist organization itself — enablement, reporting, cross-functional coordination, and the infrastructure that lets the VP, the Solutions Architecture leader, and the field spend their time selling and coaching instead of building decks and chasing status updates." Those are somewhat covered but we can keep as separate bullet maybe. But to avoid duplication, we can incorporate them. We'll produce a list. Requirements list from "WE’D LOVE TO TALK TO YOU IF YOU HAVE MANY OF THE FOLLOWING:": - Minimum of 5 years of experience in the cybersecurity industry, with a focus on business development and strategic partnerships. - Demonstrated success building and scaling partner-driven growth initiatives in a global environment. - Demonstrable experience driving scale in a global environment. - Experience building demand-generation or scale-coverage programs, and managing partner/channel go-to-market programs — co-marketing, deal registration, joint pipeline. - Strong cross-functional operating skills — comfortable being the connective tissue among Sales, Marketing, Product, and Operations without formal authority. - Data fluency and program-management discipline — able to run multiple concurrent workstreams without dropping any of them. - Strong written and visual communication skills, and experience designing sales incentive programs that turn a one-off win into a repeatable play. - Demonstrated ability to leverage AI tools to enhance productivity, streamline workflows, and support decision making. - Professional English language proficiency for customer and internal communication. - The ability to travel as required for the role. Qualifications list from "WE ARE EXTRA EXCITED IF YOU HAVE ANY OF THE FOLLOWING:": - Experience supporting a newly formed or fast-scaling specialist / overlay sales organization, with background in cybersecurity, data protection, or cyber-resilience markets. - Experience with territory or trigger-based coverage models, and building recruiting pipeline or onboarding programs with a hiring manager or Talent team. Skills: maybe we can extract specific skill items not covered elsewhere: maybe "data fluency and program-management discipline", "strong written and visual communication skills", "experience designing sales incentive programs", "ability to leverage AI tools". But those are already in Requirements. Could move some to Skills. But we need to avoid duplication. Perhaps we treat Requirements as experience, Qualifications as extra excited, Skills as specific abilities like data fluency, program-management, communication, AI tools, designing incentives. Let's define: Skills: - Data fluency and program-management discipline — able to run multiple concurrent workstreams without dropping any of them. - Strong written and visual communication skills. - Experience designing sales incentive programs that turn a one-off win into a repeatable play. - Demonstrated ability to leverage AI tools to enhance productivity, streamline workflows, and support decision making. But note that "data fluency and program-management discipline" already in Requirements; we could move it to Skills and remove from Requirements to avoid duplication. However we must preserve all substantive info; moving is okay as long as it's present somewhere. Let's decide: Keep Requirements as experience items (years, success building partner-driven initiatives, experience driving scale, experience building demand-gen programs, strong cross-functional operating skills, professional English, ability to travel). Then Skills as data fluency, program-management, written/visual communication, designing incentives, AI tools. Qualifications as extra excited items. Now Benefits: "Additionally, full-time employees are eligible to participate in our comprehensive benefits framework, including health and wellness benefits, vacation, paid holidays and refresh days, 401(k) retirement plan, life and disability insurance coverages, and other benefits the Company may offer from time to time." Also earlier: "This position may also be eligible for bonus compensation, commission (if in a sales function), and/or equity grants." That's compensation not benefits but could be in Pay. Pay: "Disclosure Pursuant to Applicable State Equal Pay Transparency Laws - This position has a starting pay range as listed below. Actual salary depends upon many factors, including a candidate’s skills, qualifications and experience, location, and salary expectations, and therefore a starting salary at the low end, high end, or even above the stated range may be offered. This position may also be eligible for bonus compensation, commission (if in a sales function), and/or equity grants. Additionally, full-time employees are eligible to participate in our comprehensive benefits framework, including health and wellness benefits, vacation, paid holidays and refresh days, 401(k) retirement plan, life and disability insurance coverages, and other benefits the Company may offer from time to time. Pay Range : $269,280.00-$336,600.00 The compensation noted above is based on an annualized hourly rate assuming normal full-time employment. Current pay transparency shows the OTE (On-Target Earnings) for commission-based roles." We need to keep Pay section with range and mention bonus, commission, equity, OTE. We should not include the boilerplate about disclosure? It's part of Pay info; we can keep but it's somewhat legal. However it's substantive about pay range. We can keep a short paragraph. Schedule: "In-Office Expectations Cohesity employees who are within a reasonable commute (e.g. within a forty-five (45) minute average travel time) work out of our core offices 2-3 days a week of their choosing. We strongly prefer candidates who are currently located in or near the designated job location. Candidates outside the area should apply only if they are committed to relocating prior to their start date and have the legal right to work in the job location." We can summarize as hybrid expectation: 2-3 days in office per week for those within reasonable commute; preference for local candidates; relocation