Regional Sales Manager-ANZ, ASEAN, China

Who We Are

Cisco ThousandEyes is a leading Digital Experience Assurance platform, empowering organizations to deliver flawless digital experiences across every network, even those they don’t own. Leveraging AI and unparalleled network telemetry, ThousandEyes enables proactive detection, diagnosis, and remediation of issues before they impact users. Integrated across Cisco’s full portfolio, ThousandEyes delivers critical assurance insights for its Networking, Security, Collaboration, and Observability solutions.

What You’ll Do

As Regional Sales Manager for ThousandEyes in ANZ, Greater China, and ASEAN, you will lead a team of Account Executives and drive regional growth for one of Cisco’s fastest-growing SaaS businesses.

Reporting to the Head of APJC Sales, you will be responsible for achieving territory sales targets, scaling ThousandEyes’ business, orchestrating sales motions, and mainstreaming assurance as a key differentiator across Cisco’s portfolio. You will partner closely with ThousandEyes Solution Engineering, Channel, Renewals, Marketing and Product teams as well as with Cisco regional sales leadership, portfolio sellers, and specialists’ sales teams.

Key Responsibilities

Team Leadership

• Build, coach, and empower a high-performing team of Account Executives responsible for new and expansion bookings, while supporting the full customer lifecycle, including renewals, to drive ARR growth.
• Cultivate a culture of innovation, excellence, and collaboration within the sales organization, aligned with Cisco’s values and guiding principles.

Sales Strategy and Execution

• Own and execute the regional GTM strategy, sales plays and initiatives aligned with global and local market objectives and priorities.
• Integrate ThousandEyes into Cisco’s broader portfolio sales motions and drive scale via Cisco portfolio sellers, specialists and the Cisco partner network.
• Identify and act on opportunities to expand our footprint across ANZ, ASEAN and Greater China, including emerging verticals and whitespace.

Operational Rigor and Excellence

• Deliver accurate forecasting and disciplined pipeline management by leveraging data-driven processes, sales tools, and regular review cadences
• Establish and continuously improve standardized sales processes and best practices to drive operational efficiency, consistency, and scalability across the region.

Cross-functional Collaboration

• Establish and participate in a regular cadence with local sales leadership across ANZ, ASEAN and Greater China to drive ThousandEyes pipeline, provide visibility, and influence deals strategies to ensure assurance is positioned across all deals.
• Partner with Solution Engineering, Channel, Customer Success, Marketing, Product, and local Cisco teams to align sales initiatives and drive integrated execution.
• Lead with transparency and a growth mindset, sharing learnings across APJC to elevate team performance and customer impact.

Value Proposition and Market Positioning

• Internally: Champion and promote the ThousandEyes value proposition within Cisco, driving awareness, alignment, and sales execution across portfolio sellers and specialist's sales teams.
• Externally: Clearly communicate the unique business and technical value of ThousandEyes to customers and partners, accelerating customer adoption and strengthening Cisco’s competitive position.

Required Qualifications

• Leadership: 10+ years’ experience in enterprise software/SaaS sales; 5+ years leading and developing high-performing sales teams in matrixed organizations. Proven record hiring and developing “A players” and fostering an inclusive team culture.
• Regional Experience: Demonstrated success in the ANZ/APJC markets, with an established customer network.
• Customer Focus: Strong consultative selling skills with a focus on solving customer problems and delivering business value.
• Strategic & Analytical: Skilled at translating business goals into actionable sales plans and leveraging data for decision-making.
• Coaching & Talent Development: Experience coaching teams through deal reviews, win/loss analysis, and skills development.
• Operational Acumen: Expertise in pipeline management, accurate forecasting, sales process rigor, and use of frameworks such as MEDDPICC.
• Influence & Communication: Executive presence with outstanding communication and influencing skills at all levels.
• Drive & Adaptability: High energy, entrepreneurial mindset, and ability to thrive in fast-paced, dynamic environments.
• Travel: Willingness to travel across ANZ, ASEAN and Greater China as needed.

Cisco values the perspectives and skills that emerge from employees with diverse backgrounds. That's why Cisco is expanding the boundaries of discovering top talent by not only focusing on candidates with educational degrees and experience but also placing more emphasis on unlocking potential. We believe that everyone has something to offer and that diverse teams are better equipped to solve problems, innovate, and create a positive impact.

We encourage you to apply even if you do not believe you meet every single qualification. Not all strong candidates will meet every single qualification. Research shows that people from underrepresented groups are more prone to experiencing imposter syndrome and doubting the strength of their candidacy. We urge you not to prematurely exclude yourself and to apply if you're interested in this work.

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

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.