Sr. Manager, Security Channel & Market Growth (Splunk) (Remote)
or drop it." So we can include a short p for application window closing date maybe. But we need to preserve all substantive information. The posting includes: "The application window is expected to close on: 09/28/2026". That's metadata; we can put in a p. Then we have "Meet the Team Splunk Security..." That's about the team, could be "About the role" or maybe "About the team". The instruction says use headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we need to map content accordingly. We have sections: "Your Impact" which is responsibilities. Then "Minimum Qualifications" and "Preferred Qualifications". Also "Why Cisco?" which is benefits/ culture. Also salary and benefits details. Also "Message to applicants..." includes salary range and benefits. Also "U.S. employees are offered benefits..." etc. Also "Employees may be eligible to receive grants..." etc. Also "U.S. employees are eligible for paid time away..." etc. Also "For non-sales roles..." etc. Also "Employees On Sales Plans Earn Performance-based Incentive Pay..." etc. Also "The applicable full salary ranges for this position, by specific state, are listed below:" with ranges. We need to decide which sections to include. We must include a section only when posting has real, specific content for it. So we need to see if we have content for each heading. - About the role: we have "Meet the Team Splunk Security..." and "This is an opportunity to shape how Splunk Security brings new capabilities to market through partners around the world." That's about the role/team. So we can put that under About the role. - Responsibilities: "Your Impact" bullet points: Define and execute partner market-readiness strategies..., Drive readiness..., Identify and resolve readiness gaps..., Develop repeatable go-to-market motions..., Measure success... That's responsibilities. - Requirements: Minimum Qualifications list. - Qualifications: Preferred Qualifications list. - Skills: Could be derived from Preferred Qualifications? But we already have Qualifications. The instruction says we can have Skills section separate if there is specific skill content. The posting includes "Experience using business metrics and reporting..." etc. That's more qualifications. Might be okay to not have Skills if not distinct. But we could include Skills as a subsection of Qualifications? However instruction: Prefer a few substantive sections over many thin ones. So maybe combine Minimum and Preferred Qualifications into a single "Requirements" section? But they said we can have Requirements and Qualifications separate. We need to decide. We have Minimum Qualifications (mandatory) and Preferred Qualifications (desired). Could map Minimum to Requirements, Preferred to Qualifications. That seems appropriate. - Skills: Not explicitly separate; we could omit. - Benefits: We have details about benefits: medical, dental, vision, 401(k), paid parental leave, disability, life insurance, restricted stock units, paid time off details, sick time, volunteer days, bonuses, etc. That's substantive. So we can include Benefits. - Pay: Salary range details: starting salary range $169,300 to $237,200, plus location-specific ranges, plus incentive details. That's substantive. So include Pay. - Schedule: Not explicitly mentioned; there is mention of vacation time, sick time, but that's benefits. No specific schedule like full-time, remote, etc. So we should not create Schedule section unless there is real content. There's no explicit schedule info. So omit Schedule. We also need to include the application window closing date as a short p maybe before sections. We must not include boilerplate like EEO, legal, scam warning, duplicated lines. The posting includes "Cisco may use AI Tools..." that's maybe boilerplate but it's about AI usage; could be considered legal? It's not EEO but it's about AI usage. Might be considered boilerplate? The instruction says remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. The AI Tools statement could be considered legal? It's about usage of AI in recruitment; might be considered legal. Safer to remove it. Also "Why Cisco?" section is not boilerplate; it's company culture. Keep. Also "Message to applicants applying to work in the U.S. and/or Canada:" includes salary range and benefits; we already captured salary and benefits; we can keep that content but not the heading. We'll embed the relevant details under Pay and Benefits sections. We must preserve ALL substantive information; do not invent or summarize away detail. So we need to keep all details from the posting, but we can reformat. We need to be careful not to lose any detail: e.g., the specific bullet points under Minimum Qualifications, Preferred Qualifications, benefits details, salary ranges, incentive details, paid time off details, etc. We must not add filler like "commensurate with experience". Avoid. We need to output only HTML fragment, no /, no markdown fences. We'll structure:
Application window expected to close on: 09/28/2026
About the role
Meet the Team Splunk Security is focused on helping organizations strengthen their security operations through market-leading security products and capabilities. Our Partner Go-to-Market team enables a global ecosystem of resellers, MSPs, MSSPs, GSIs, and other strategic partners to successfully position, sell, deliver, and support Splunk Security solutions. We work at the intersection of Product Management, Channel, Sales, Marketing, Enablement, Finance, and Operations to translate product strategy into scalable partner motions. The team is collaborative, execution-oriented, and energized by solving complex go-to-market challenges that directly accelerate growth. This is an opportunity to shape how Splunk Security brings new capabilities to market through partners around the world.
Responsibilities
- Define and execute partner market-readiness strategies across the Splunk Security portfolio to reduce time to market and accelerate partner-led growth.
- Drive readiness for new products, major releases, and strategic capabilities by ensuring partners have the programs, enablement, messaging, tools, demos, commercial models, and operational processes required for launch and scale.
- Identify and resolve readiness gaps that affect a partner’s ability to position, transact, demonstrate, deploy, or support Splunk Security solutions.
- Develop repeatable go-to-market motions and partner-specific sales plays across resellers, MSPs, MSSPs, GSIs, and other strategic partner types.
- Measure success through partner activation, productivity, pipeline, customer acquisition, and the adoption of scalable partner motions.
Requirements
- 7+ years of experience in product go-to-market, channel or partner strategy, sales operations, business operations, product management, or a related field.
- 3+ years of experience supporting product launches, partner programs, sales motions, or market-readiness initiatives.
- Experience working in SaaS, cybersecurity, cloud, data, or another complex enterprise technology market.
- Experience working with one or more partner business models, including resellers, managed service providers, managed security service providers, global systems integrators, or distributors.
- Experience using business metrics and reporting to measure program performance, including partner activation, pipeline, customer acquisition, or revenue growth.
Qualifications
- Experience developing and scaling MSP and MSSP go-to-market motions, including commercial models, operational readiness, and partner profitability.
- Experience translating complex technical capabilities into partner messaging, customer outcomes, use cases, competitive positioning, demos, and sales tools.
- Experience partnering cross-functionally with Product Management, Sales, Channel, Marketing, Enablement, Finance, Engineering, and Operations.
- Ability to create clarity and structure in ambiguous, fast-paced environments while balancing strategic planning with hands-on execution.
- Strong communication, analytical, project-management, and stakeholder-influence skills.
Benefits
- Medical, dental and vision insurance.
- 401(k) plan with a Cisco matching contribution.
- Paid parental leave.
- Short and long-term disability coverage.
- Basic life insurance.
- 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: 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.
Pay
The starting salary range posted for this position is $169,300.00 to $237,200.00 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.
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.
The full salary range for certain locations is 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.
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.
For quota-based incentive pay, Cisco typically pays as follows: .75% of incentive target for each 1% of revenue attainment up to