Finance Rotational Program - LIFT (Full Time) United States
Job description
- Craft new and dynamic business models and come up with profitable strategies
- Turn data into the information that will take on business problems
- Assist in finding the balance between giving our shareholders the greatest value and meeting the technological and business needs of our customers
- Learn and develop the business insight and technical skills necessary to excel as a future finance leader
- Collaborate and interact with finance Leaders, cross-functional teams, and other LIFT professionals
Who You'll Work With
Who You Are
- Including but not limited to a graduate/upcoming graduate of a certification program from a Boot Camp, Apprenticeship, Community College or 4-Year University.
- Real passion for finance, leadership and technology
- Understand business and industry trends
- Exceptional communicator and contributor to teams
- Advocate for Cisco, Cisco Finance & LIFT
- Flourish in a dynamic, changing environment
Why Cisco
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, plus a day off for their birthday. Employees accrue up to 20 days of Paid Time Off (PTO) each year and have access to paid time away to deal with critical or emergency issues without tapping into their PTO. We offer additional paid time to volunteer and give back to the community. Employees are also able to purchase company stock through our Employee Stock Purchase Program.
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 pays at the standard rate of 1% of incentive target for each 1% revenue attainment against the quota up to 100%. Once performance exceeds 100% quota attainment, incentive rates may increase up to five times the standard rate 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.
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