Sr. Manager, Security Channel & Market Growth (Splunk) (Remote)
(not a heading). It's not a section heading. - "Meet the Team Splunk Security ..." This is about the team. Could be "About the role" or maybe "About the team". The instruction says use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have "About the role" heading and include description of team and impact.
- "Your Impact" bullet list: define and execute partner market-readiness strategies ... etc. That's responsibilities.
- "Minimum Qualifications" list: 7+ years experience etc. That's qualifications/requirements.
- "Preferred Qualifications" list: experience developing and scaling MSP... etc. That's also qualifications/skills.
- There's also "Cisco may use AI Tools..." that's boilerplate? It's about AI usage in recruitment; maybe considered boilerplate? It's not about job duties; could be removed as it's not substantive about role. The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The AI statement might be considered legal/boilerplate; but it's about recruitment process. Might be considered boilerplate; safer to remove.
- "Why Cisco?" section: description of company; that's not about role; could be considered boilerplate? It's generic company marketing; maybe remove as not specific to role. The instruction says preserve ALL substantive information; but "Why Cisco?" is not substantive about the role; it's company overview. Likely considered boilerplate; remove.
- "Message to applicants applying to work in the U.S. and/or Canada:" includes salary range, benefits, etc. This includes Pay and Benefits specifics. Must include Pay and Benefits sections if posting actually states them. Indeed they give salary range and benefits details. So we need Pay section with salary ranges (including location-specific). Benefits section with description of benefits (medical, dental, vision, 401k, parental leave, etc). Also schedule? Not mentioned. No schedule info. So we should not create Schedule section.
- Also there is info about paid time off, sick time, volunteer days, bonuses, etc. That's benefits.
- There's also info about Cisco sales plans incentive pay details; that's part of compensation (Pay). Might be considered Pay details.
- There's also "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." That's pay.
- Also "Employees in Illinois, whether exempt or non-exempt, will participate in a unique time off program to meet local requirements." That's benefits/time off.
Thus we need sections: About the role (maybe combine Meet the Team and Your Impact?), Responsibilities (Your Impact), Requirements (Minimum Qualifications), Qualifications (Preferred Qualifications), Skills (maybe combine with qualifications? But we can have Skills section for preferred qualifications that are skill-based). Benefits, Pay.
We must not create sections with filler. Ensure each heading has substantive content.
We need to use for headings. Use - for any list of duties/requirements/benefits. Use
for prose.
We must not repeat job title. Not include Job ID.
We must output only HTML fragment.
Let's craft:
About the role
Meet the Team: Splunk Security focuses on helping organizations strengthen security operations through market-leading security products. The 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. The team works 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.
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 Cisco matching contribution.
- Paid parental leave.
- Short and long‑term disability coverage.
- Basic life insurance.
- Paid time off: 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 4.92 hours per pay period for full‑time employees.
- Exempt employees participate in Cisco’s flexible vacation time off program with no defined limit (subject to availability and some business limitations).
- 80 hours of sick time off provided on hire date and each January 1st thereafter, with up to 80 hours of unused sick time carried forward.
- Optional 10 paid days per full calendar year to volunteer.
- Eligibility for annual bonuses (non‑sales roles) and performance‑based incentive pay for sales roles (details in Pay section).
- Employees may be eligible to receive grants of Cisco restricted stock units that vest following continued employment.
- Illinois employees participate in a unique time off program to meet local requirements.
Pay
The starting salary range for this position is $169,300.00 to $237,200.00 for new hires in U.S. and/or Canada locations, not including incentive compensation, equity, or benefits. Individual pay is determined by hiring location, market conditions, job‑related skillset, experience, qualifications, education, certifications, and/or training.
Location‑specific full salary ranges:
- 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 include base pay and sales target incentive compensation combined. Incentive pay structure: .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. 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.
We also need to include the application window close date? Could be a short before sections. The instruction: "Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it." So we can include a short
for the application window date.
Add at top:
The application window is expected to close on 09/28/2026.
We must not include any other boilerplate like "Why Cisco?" etc. We removed that.
Check for any duplicated lines: we have not duplicated.
Check for any placeholders like "commensurate with experience": none.
Check for any sections that might be empty: all have content.
Check for any mention of schedule: none, so we omit Schedule section.
Check for any mention of "Skills": we have Qualifications section; maybe we should rename Qualifications to Skills? The instruction list includes Skills as a possible heading. We have both Requirements and Qualifications; we could treat Requirements as minimum qualifications, Qualifications as preferred qualifications, and Skills maybe not needed. But we already have Qualifications heading with preferred qualifications content. That's fine.
We have Requirements (minimum) and Qualifications (preferred). That's okay.
We also have Benefits and Pay.
We also have About the role and Responsibilities.
We need to ensure we didn't miss any substantive info: The "Meet the Team" paragraph we included. The "Your Impact" we turned into Responsibilities. The "Minimum Qualifications" we turned into Requirements. The "Preferred Qualifications" we turned into Qualifications. The "Why Cisco?" we removed. The "Message to applicants..." we turned into Pay and Benefits. The AI statement we removed. The "Cisco may use AI Tools..." we removed. The "For quota-based sales roles..." we
- for any list of duties/requirements/benefits. Use
for prose. We must not repeat job title. Not include Job ID. We must output only HTML fragment. Let's craft:
About the role
Meet the Team: Splunk Security focuses on helping organizations strengthen security operations through market-leading security products. The 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. The team works 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.
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 Cisco matching contribution.
- Paid parental leave.
- Short and long‑term disability coverage.
- Basic life insurance.
- Paid time off: 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 4.92 hours per pay period for full‑time employees.
- Exempt employees participate in Cisco’s flexible vacation time off program with no defined limit (subject to availability and some business limitations).
- 80 hours of sick time off provided on hire date and each January 1st thereafter, with up to 80 hours of unused sick time carried forward.
- Optional 10 paid days per full calendar year to volunteer.
- Eligibility for annual bonuses (non‑sales roles) and performance‑based incentive pay for sales roles (details in Pay section).
- Employees may be eligible to receive grants of Cisco restricted stock units that vest following continued employment.
- Illinois employees participate in a unique time off program to meet local requirements.
Pay
The starting salary range for this position is $169,300.00 to $237,200.00 for new hires in U.S. and/or Canada locations, not including incentive compensation, equity, or benefits. Individual pay is determined by hiring location, market conditions, job‑related skillset, experience, qualifications, education, certifications, and/or training.
Location‑specific full salary ranges:
- 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 include base pay and sales target incentive compensation combined. Incentive pay structure: .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. 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.
We also need to include the application window close date? Could be a shortbefore sections. The instruction: "Do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it." So we can include a short
for the application window date. Add at top:
The application window is expected to close on 09/28/2026.
We must not include any other boilerplate like "Why Cisco?" etc. We removed that. Check for any duplicated lines: we have not duplicated. Check for any placeholders like "commensurate with experience": none. Check for any sections that might be empty: all have content. Check for any mention of schedule: none, so we omit Schedule section. Check for any mention of "Skills": we have Qualifications section; maybe we should rename Qualifications to Skills? The instruction list includes Skills as a possible heading. We have both Requirements and Qualifications; we could treat Requirements as minimum qualifications, Qualifications as preferred qualifications, and Skills maybe not needed. But we already have Qualifications heading with preferred qualifications content. That's fine. We have Requirements (minimum) and Qualifications (preferred). That's okay. We also have Benefits and Pay. We also have About the role and Responsibilities. We need to ensure we didn't miss any substantive info: The "Meet the Team" paragraph we included. The "Your Impact" we turned into Responsibilities. The "Minimum Qualifications" we turned into Requirements. The "Preferred Qualifications" we turned into Qualifications. The "Why Cisco?" we removed. The "Message to applicants..." we turned into Pay and Benefits. The AI statement we removed. The "Cisco may use AI Tools..." we removed. The "For quota-based sales roles..." we