Senior Manager of Pricing Strategy and Monetization

Job description

Senior Manager of Pricing Strategy and Monetization

Apply (https://jobs.cisco.com/jobs/Login?projectId=1450076)

+ Location:San Jose, California, US
+ Alternate LocationBay Area, Los Angeles, San Diego, Seattle
+ Area of InterestBusiness Development
+ Compensation Range156600 USD- 273800 USD
+ Job TypeProfessional
+ Technology InterestSecurity
+ Job Id1450076

The application window is expected to close on: 11/28/2025.

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

**Meet the Team**

Join Cisco’s Pricing and Strategy team—a crucial part of our Product Organization—where innovation meets impact.

We develop pricing strategies, drive monetization initiatives, and optimize pricing models to enable Cisco’s platformization strategy, accelerate AI-driven offerings, and unlock cross-sell and upsell potential across our global portfolio.

**Your Impact**

We are seeking a strategic and analytical pricing professional to support the creation of pricing and monetization strategies across Cisco’s portfolio of hardware and software solutions.

Reporting to the Sr. Director, you will help build how Cisco bring together value in a highly competitive and constantly evolving market—ensuring we lead with both innovation and diligence.

**Key responsibilities will include:**

+ Lead the development and execution of pricing strategies across our product portfolio.
+ Collaborate with product management, strategy, engineering, finance, GTM, operations, and sales to deliver actionable pricing and packaging strategies.
+ Lead annual pricing reviews to identify and evaluate improvement opportunities across monetization models and packaging structures.
+ Conduct competitor market analysis, including sales and customer research, to benchmark pricing trends and innovations within the high-tech industry.
+ Build analytics models, employing customer buying behaviors, price elasticity, and willingness to pay to educate and improve pricing strategies.
+ Drive the development of scalable pricing capabilities and tools for the organization.

**Minimum Qualifications:**

+ Bachelors’ degree and 8+ years' experience in pricing strategy, revenue management, or business strategy, ideally within technology, cybersecurity, SaaS, or consulting firms.
+ Familiarity with different pricing models, including subscription, consumption-based, and perpetual licensing.
+ Expertise in data analytics, financial modeling, and pricing analytics.
+ Strong communication skills and proven track record to work cross-functionally and lead multiple team members.
+ Experience with pricing tools and analytical platforms (e.g. Excel, Tableau, SQL, or similar) and research methodologies (Van Westendrop, Gabor Granger, Conjoint, etc) and conducting end to end market research.

**Preferred Qualifications:**

+ MBA or equivalent experience in business strategy, finance, or economics.
+ Previous experience at a credible management consulting firm.

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.

Simply put – we power the future.

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:**

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 haveaccess (https://www.cisco.com/c/en/us/about/careers/we-are-cisco/benefits-and-perks.html) 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.
Cisco is an Affirmative Action and Equal Opportunity Employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender, sexual orientation, national origin, genetic information, age, disability, veteran status, or any other legally protected basis.
Cisco will consider for employment, on a case by case basis, qualified applicants with arrest and conviction records.

Required Skill Profession

Other General