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The application window is expected to close on: 08/08/2026Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.
Meet the Team
Join a high\-impact team at the center of Cisco's mission to revolutionize how organizations connect and protect in the AI era. We are building a modern sales team of AI\-enabled sellers who show up more prepared, compete differently, and unlock innovation for customers and partners. With AI, the seller experience, and customer value at our core, we are redefining how we activate and drive adoption so our strategy becomes reality.
Your Impact
As the Adoption\& Activation Manager, AI for Sales, you own the health and momentum of the AI for Sales CoE (Center of Excellence) and the program that enables our AI CoE for Sales Engagement Leads to drive adoption with leaders and sellers. You establish a reliable operating cadence for the AI for Sales CoE and turn inputs from across our broad AI capabilities, tools, and initiatives into the clear, consistent story, proof points, and materials the Engagement Leads use to move sellers and sales leaders from a conversation about tools and features to one about outcomes and workflows.
This role that spans the full AI for Sales capabilities rather than any single tool. You are the connective tissue and single point of accountability across initiatives — owning the AI for Sales CoE’s operating rhythm and system of record, and equipping the Engagement Leads with the narrative and proof points they take to senior leaders.
You are an AI\-forward professional with genuine conviction about the technology — credible enough to be a trusted thought partner to the Engagement Leads and, when needed, to build confidence directly with senior stakeholders.
Working with the AI for Sales CoE team and cross\-functional partners, your responsibilities include:
Enabling Executive\& Frontline\-Manager Engagement
- Develop and implement tailored adoption plans for the AI CoE sales initiatives, programs and sales leadership personas
- Design and execute detailed adoption plans, including multi\-channel communications, training, and support strategies, that are tailored to effectively inform, engage, enable, and motivate the global sales organization throughout key AI transformations.
- Prioritize frontline\-manager activation as a high\-leverage audience, building the messaging and touchpoints the Engagement Leads use to turn managers into visible AI role models for their teams.
- Own the format, content, and follow\-through for recurring senior\-leadership briefings, equipping the Engagement Leads to run them and land the specific actions that drive adoption and behavior change.
- Design and sequence a program of executive micro\-learnings for the Engagement Leads to deliver, so each leadership touchpoint builds on the last.
- Partner with the communications and Activation\& Adoption teams to equip Engagement Leads to embed AI for Sales into existing leadership routines — leadership forums, team meetings, all\-hands — anchored on clear messages and proof points, so it becomes part of how leaders run their business.
- Help elevate the conversation to leadership outcomes — such as forecast accuracy and the quality of customer conversations — connecting each to the AI capabilities that support them.
AI for Sales CoE Program Health\& Accountability
- Own AI for Sales CoE program\-level health: the operating cadence, participation, and system of record, ensuring nothing falls between forums and every action has a named owner and a due date.
- Provide one coherent, current view of program performance for executive audiences, drawn from across the AI portfolio.
- Work with cross\-functional partners to build a clear narrative and adoption plans that leaders and sellers can act on.
Adoption Insight\& Measurement
- Partner with the AI for Sales CoE engagement leads and other AI for Sales teams to make workflows the unit of adoption, measuring whether sellers work differently and the business impact that follows.
- Translate complex adoption data into measurable actions for leaders to drive action.
- Track honest progress along an AI\-maturity path, showing leaders where they stand and what it takes to advance, while ensuring measurement stays a valid signal.
Cross\-Functional Orchestration
- Connect platform, communications, product, sales strategy, operations, and regional stakeholders, translating priorities into practical operating plans and field\-ready, executive\-ready content.
- Influence without authority across a complex, global, matrixed organization, and use AI\-enabled tools to improve program operations, reporting, and follow\-through.
Minimum Qualifications
- BA/BS or equivalent experience in Business, Communications, Marketing, Organizational Development, Sales Operations, or a related field.
- 9\+ years in executive communications, go\-to\-market/sales strategy, program management, enablement, change management, or a related discipline.
- Demonstrated experience owning a recurring, executive\-facing program — running leadership cadences, managing a system of record, and driving accountability to named owners and deadlines.
- Proven ability to translate complex, multi\-source inputs into clear, compelling executive narratives, and to influence senior stakeholders without direct authority.
- Hands\-on fluency with generative AI tools in daily work, with genuine conviction about their value and the ability to build confidence with senior audiences.
Preferred Qualifications
- Experience supporting sales, go\-to\-market, customer success, or other revenue\-facing organizations, ideally within the Americas.
- Experience with AI\-powered tools, sales technology, or seller\-productivity initiatives.
- Chief\-of\-staff, executive\-communications, or senior\-leadership\-facing program experience.
- Ability to turn adoption data and field sentiment into actionable insight, with executive presence across regions and functions.
- Proven experience / certification with change management methodologies (Prosci ADKAR, CCMP, or equivalent).
Why Cisco?
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.
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:
The starting salary range posted for this position is $127,600\.00 to $161,700\.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. The full salary range for certain locations is listed below. For locations not listed below, the recruiter can share more details about compensation for the role in your location during the hiring process.
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. Please see the Cisco careers site to discover more benefits and perks. 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 as described below, subject to Cisco’s policies:
- 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.
Employees on sales plans earn performance\-based incentive pay on top of their base salary, which is split between quota and non\-quota components, subject to the applicable Cisco plan. 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 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 applicable full salary ranges for this position, by specific state, are listed below:
New York City Metro Area:
$148,500\.00 \- $234,600\.00
Non\-Metro New York state\& Washington state:
$135,400\.00 \- $215,200\.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.
Salary Context
This $127K-$234K range is above the median for AI/ML Engineer roles in our dataset (median: $175K across 2162 roles with salary data).
View full AI/ML Engineer salary data →Role Details
About This Role
AI/ML Engineers build and deploy machine learning models in production. They work across the full ML lifecycle: data pipelines, model training, evaluation, and serving infrastructure. The role has evolved significantly over the past two years. Where ML Engineers once spent most of their time on model architecture, the job now tilts heavily toward inference optimization, cost management, and integrating LLM capabilities into existing systems. Companies want engineers who can ship production systems, and the experimenter-only role is fading fast.
Day-to-day, you're writing training pipelines, debugging data quality issues, setting up evaluation frameworks, and figuring out why your model performs differently in staging than it did on your dev set. The best ML engineers are obsessive about reproducibility and measurement. They instrument everything. They know that a model is only as good as the data feeding it and the infrastructure serving it.
Across the 4,317 AI roles we're tracking, AI/ML Engineer positions make up 70% of the market. At Cisco, this role fits into their broader AI and engineering organization.
Demand for AI/ML Engineers has been strong and consistent. Unlike some AI roles that spike with hype cycles, ML engineering is a foundational need. Every company deploying AI models needs people who can keep them running, and the gap between research prototypes and production systems keeps growing.
What the Work Looks Like
A typical week might include: debugging a data pipeline that's silently dropping 3% of training examples, running A/B tests on a new model version, writing documentation for a feature flag system that lets you roll back model deployments, and reviewing a junior engineer's PR for a new evaluation metric. Meetings tend to be cross-functional since ML touches product, engineering, and data teams.
Demand for AI/ML Engineers has been strong and consistent. Unlike some AI roles that spike with hype cycles, ML engineering is a foundational need. Every company deploying AI models needs people who can keep them running, and the gap between research prototypes and production systems keeps growing.
Skills in Demand for This Role
Python and PyTorch dominate the requirements. Most roles expect experience with cloud platforms (AWS, GCP, or Azure) and familiarity with ML frameworks like TensorFlow or JAX. RAG (Retrieval-Augmented Generation) has become a top-3 skill requirement as companies integrate LLMs into their products. Docker and Kubernetes show up in about a third of postings, reflecting the production focus of the role.
Beyond the core stack, employers increasingly want experience with experiment tracking tools (MLflow, Weights & Biases), feature stores, and vector databases. Fine-tuning experience is valuable but less common than you'd think from reading Twitter. Most production LLM work is RAG and prompt engineering, not fine-tuning. If you have both, you're in a strong position.
Companies that are serious about AI/ML hiring tend to post specific infrastructure details in the job description: the frameworks they use, their model serving stack, their data pipeline tools. Vague postings that just say 'ML experience required' without specifics are often companies that haven't figured out what they need yet.
Compensation Benchmarks
AI/ML Engineer roles pay a median of $214,900 based on 6,420 positions with disclosed compensation. Mid-level AI roles across all categories have a median of $194,400. This role's midpoint ($181K) sits 16% below the category median. Disclosed range: $127K to $234K.
Across all AI roles, the market median is $215,000. Top-quartile compensation starts at $266,300. The 90th percentile reaches $320,790. For comparison, the highest-paying categories include AI Safety ($287,500) and Research Engineer ($272,100). By seniority level: Entry: $110,000; Mid: $194,400; Senior: $227,400; Director: $274,554; VP: $241,000.
Cisco AI Hiring
Cisco has 16 open AI roles right now. They're hiring across AI/ML Engineer, AI Product Manager, Research Engineer, AI Software Engineer. Positions span Seattle, WA, US, Milpitas, CA, US, San Jose, CA, US. Compensation range: $203K - $498K.
Location Context
Across all AI roles, 15% (635 positions) offer remote work, while 3,657 require on-site attendance. Top AI hiring metros: New York (1,650 roles, $220,000 median); San Francisco (1,335 roles, $265,000 median); Los Angeles (708 roles, $214,112 median).
Career Path
Common paths into AI/ML Engineer roles include Data Scientist, Software Engineer, Research Engineer.
From here, career progression typically leads toward ML Architect, AI Engineering Manager, Principal ML Engineer.
The fastest path into ML engineering is through software engineering with a self-directed ML education. A CS degree helps, but production engineering skills matter more than academic credentials. Build something that works, deploy it, and measure it. That portfolio project is worth more than a Coursera certificate. For career growth, the fork comes around the senior level: go deep on technical complexity (staff/principal track) or move into managing ML teams.
What to Expect in Interviews
Expect system design questions around ML pipelines: how you'd build a training pipeline for a specific use case, handle data drift, or design A/B testing infrastructure for model deployments. Coding rounds typically involve Python, with emphasis on data manipulation (pandas, numpy) and algorithm implementation. Take-home assignments often ask you to build an end-to-end ML pipeline from raw data to deployed model.
When evaluating opportunities: Companies that are serious about AI/ML hiring tend to post specific infrastructure details in the job description: the frameworks they use, their model serving stack, their data pipeline tools. Vague postings that just say 'ML experience required' without specifics are often companies that haven't figured out what they need yet.
AI Hiring Overview
The AI job market has 4,317 open positions tracked in our dataset. By seniority: 138 entry-level, 2,071 mid-level, 1,655 senior, and 453 leadership roles (Director, VP, C-Level). Remote roles make up 15% of the market (635 positions). The remaining 3,657 roles require on-site or hybrid attendance.
The market median for AI roles is $215,000. Top-quartile compensation starts at $266,300. The 90th percentile reaches $320,790. Highest-paying categories: AI Safety ($287,500 median, 34 roles); Research Engineer ($272,100 median, 227 roles); AI Engineering Manager ($244,000 median, 23 roles).
Demand for AI/ML Engineers has been strong and consistent. Unlike some AI roles that spike with hype cycles, ML engineering is a foundational need. Every company deploying AI models needs people who can keep them running, and the gap between research prototypes and production systems keeps growing.
The AI Job Market Today
The AI job market spans 4,317 open positions across 15 role categories. The largest categories by volume: AI/ML Engineer (3,004), Data Scientist (345), AI Software Engineer (309). These three account for the majority of open positions, though smaller categories often have higher per-role compensation because of specialized skill requirements.
The seniority mix tells a story about where AI teams are in their maturity. Entry-level roles (138) are outnumbered by mid-level (2,071) and senior (1,655) positions, reflecting that most companies are past the 'build a team from scratch' phase and need experienced engineers who can ship production systems. Leadership roles (Director, VP, C-Level) total 453 positions, representing the bottleneck between technical execution and organizational strategy.
Remote work availability sits at 15% of all AI roles (635 positions), with 3,657 requiring on-site or hybrid attendance. The remote share has stabilized after the post-pandemic correction. Senior and specialized roles (Research Scientist, ML Architect) are more likely to be remote-eligible than entry-level positions, partly because experienced hires have more negotiating power and partly because these roles require less hands-on mentorship.
AI compensation is structured in clear tiers. The market median sits at $215,000. Top-quartile roles start at $266,300, and the 90th percentile reaches $320,790. These figures include base salary with disclosed compensation. Total compensation (including equity, bonuses, and sign-on) runs 20-40% higher at companies that offer those components.
Category matters for compensation. AI Safety roles lead at $287,500 median, while Prompt Engineer roles sit at $145,000. The spread between highest and lowest-paying categories reflects the premium on specialized technical skills versus broader analytical roles.
The most in-demand skills across all AI postings: Python (2,249 postings), Aws (1,224 postings), Azure (938 postings), Rag (915 postings), Gcp (660 postings), Pytorch (640 postings), Prompt Engineering (624 postings), Kubernetes (559 postings). Python dominates, appearing in the vast majority of role descriptions regardless of category. Cloud platform experience (AWS, GCP, Azure) is the second most common requirement. The newer entrants to the top skills list (RAG, vector databases, LLM APIs) reflect the shift from traditional ML toward generative AI applications.
Frequently Asked Questions
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