[Remote] Virtual Sales Account Executive - Splunk -Portuguese Speaking (Remote)

Note: The job is a remote job and is open to candidates in USA. Cisco is hiring a Virtual Sales Account Executive to grow Splunk’s customer pipeline and manage sales opportunities from initial outreach through completion. The role works with field sales, cross-functional teams, and partners to advance deals and meet customer needs.

Responsibilities

• Make 30+ targeted outbound calls daily to generate, qualify, and progress opportunities, ensuring steady pipeline growth
• Use account-based strategies to identify key contacts, deliver tailored messaging, and create new business opportunities
• Research target accounts to inform outreach and engagement efforts
• Take ownership of deals from initial engagement through to completion, ensuring a positive experience for prospects and customers
• Manage multiple opportunities simultaneously, keeping momentum and engagement high throughout each stage of the sales process
• Maintain accurate pipeline information and sales activity in CRM systems, supporting effective forecasting and planning
• Partner with field sales and cross-functional teams to support broader account strategies and ensure customer needs are met
• Collaborate with channel and ecosystem partners to identify joint opportunities, coordinate outreach, and advance deals, maximizing value for customers and driving mutual success
• Share protocols and market insights to help achieve team sales goals

Skills

• Full professional proficiency in both Portuguese and English (written and spoken), with the ability to navigate complex business terminology and cultural nuances effortlessly
• 2+ years of proven experience as an Inside Sales Representative, Account Executive, or in a similar quota-carry sales role in the LATAM market
• Track record of successfully moving prospects through the sales process and contributing to revenue targets
• Understanding of SaaS sales cycles and consultative sales approaches, including prospecting, qualification, and solution positioning
• Adaptable, organized, and able to prioritize in a dynamic environment
• Coachable, with a continuous learning mindset and a focus on results

Benefits

• U.S. employees are offered medical, dental and vision insurance, subject to Cisco’s plan eligibility rules.
• A 401(k) plan with a Cisco matching contribution, subject to Cisco’s plan eligibility rules.
• Paid parental leave, subject to Cisco’s plan eligibility rules.
• Short- and long-term disability coverage, subject to Cisco’s plan eligibility rules.
• Basic life insurance, subject to Cisco’s plan eligibility rules.
• Employees may be eligible to receive grants of Cisco restricted stock units, which vest following continued employment with Cisco for defined periods of time.
• 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 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.
• Employees on sales plans earn performance-based incentive pay on top of their base salary, split between quota and non-quota components, subject to the applicable Cisco plan.
• For quota-based incentive pay, Cisco typically pays 0.75% of incentive target for each 1% of revenue attainment up to 50% of quota; 1.5% for each 1% of attainment between 50% and 75%; 1% for each 1% of attainment between 75% and 100%; and, above 100% attainment, incentive rates 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 0% up to 125% of target.
• Cisco sales plans do not have a minimum threshold of performance for sales incentive compensation to be paid.
• The role can be performed anywhere in the United States.

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