E-3 Visa Sales Business Development Jobs
Sales and business development roles qualify as E-3 visa specialty occupations when the position requires a bachelor's degree in a relevant field, marketing, business, economics, or a related discipline. Australian professionals can secure sponsorship without competing in an H-1B lottery, and the visa renews in two-year increments with no cap on the number of renewals.
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Get Access To All JobsThe application window is expected to close on: 07/27/2026
Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.
The application window is expected to close on: 07/17/2026
Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.
Desired Location is RTP, or Tampa FL.
Meet the Team
As a member of Cisco Security’s Sales Acceleration team, you will work closely with S leadership, regional and area sales leaders, specialist sellers, solutions engineers, partner teams, product management, offers, marketing, enablement, sales operations, finance, legal, Customer Success, and communications teams.
This field-facing and highly collaborative role requires influencing work across teams by bringing structure, data, customer and seller empathy, and credible execution to complex priorities.
Your Impact
Cisco Security continues to command executive attention as customers modernize their security architectures, consolidate platforms, and seek measurable outcomes. Cisco is investing to accelerate security growth by turning strategy into repeatable sales execution.
The Security Business Development Manager plays a crucial role in translating GTM priorities into targeted sales plays, seller-ready content, partner activation models, product feedback loops, and customer proof that help the field move faster with quality.
This senior individual contributor role influences cross-functional teams without formal people management, uses data to focus investment and sharpen decision-making, and promotes practical experimentation that improves seller productivity and customer impact.
Key Responsibilities:
- Align GTM Priorities and Operating Rhythm: Partner with sales leadership to translate Cisco Security GTM priorities into activation plans, sales plays, and measurable outcomes. Maintain regular cadence with field leaders and cross-functional teams to prioritize work and improve operational outcomes using data such as pipeline, adoption, win/loss, and seller feedback.
- Design and Launch Targeted Sales Plays: Create and launch sales plays for priority security architectures, offers, customer segments, and competitive motions. Define seller motions, partner models, enablement paths, and KPIs. Pilot, iterate, and scale plays based on customer and pipeline impact.
- Own Seller Success Content and Sales Assets: Manage creation, curation, and lifecycle of seller-facing assets including talk tracks, discovery guides, executive narratives, objection handling, battlecards, competitive insights, ROI messaging, and partner activation kits. Ensure content governance for currency and consistency.
- Connect Field Execution to Product Evolution: Interface with product and offer teams to provide field insights for product evolution, packaging, messaging, roadmap, and competitive positioning. Synthesize feedback into recommendations and advocate for innovative GTM solutions.
- Accelerate Seller and Partner Execution: Support sellers with AI-driven tools, workflows, and partner engagement models to reduce friction and improve execution quality and speed. Coordinate with marketing on demand generation and campaign assets. Coach field teams and partners on applying plays and converting interest into pipeline.
- Build Customer Proof and Reference Programs: Develop and manage a customer reference library organized by use case, industry, offer, persona, region, and business outcome. Partner with customer success, marketing, legal, and field teams to package references into practical seller assets.
- Drive Experimentation, Measurement, and Continuous Improvement: Promote experimentation, measure outcomes, and adopt models that improve efficiency and impact. Maintain focus on strategic priorities and create feedback loops connecting field adoption, content effectiveness, demand generation, partner engagement, and product input.
Minimum Qualifications:
- 5+ years in enterprise sales, sales acceleration, business development, sales strategy, partner GTM, product marketing, enablement, or related SaaS/security roles.
- Experience translating GTM priorities into field-ready sales plays, seller assets, partner motions, and measurable adoption plans.
- Working knowledge of enterprise security, SaaS, cloud, software buying motions, and familiarity with Network Security, Cloud Security, SASE, XDR, Zero Trust, SecOps, or adjacent architectures.
- Good understanding of Cisco’s Campus, Branch, and Data Center Networking solutions.
- Ability to create clear seller-facing content, executive narratives, and practical sales tools.
- Strong data orientation and ability to use pipeline, adoption, engagement, win/loss, or campaign data for decision-making.
- Excellent communication skills and proven cross-functional influence.
- Ability to travel as needed.
Preferred Qualifications:
- Experience with Cisco Security offerings, sales motions, partner routes to market, or field enablement platforms.
- Hands-on experience with SharePoint, CRM, sales enablement platforms, analytics dashboards, AI-assisted seller tools, or similar.
- Proven track record launching sales plays, partner-led motions, demand-generation initiatives, or field programs that improve pipeline, productivity, deal progression, or customer engagement.
- Experience building or managing customer reference programs, proof libraries, voice-of-customer assets, or outcome-based sales narratives.
- Familiarity with competitive security landscape including Palo Alto Networks, CrowdStrike, Fortinet, Zscaler, Netskope, Check Point, or similar providers.
- This role is highly collaborative, field-facing, and requires the ability to influence cross-functional teams without formal people management authority, using data and practical experimentation to drive consistent, high-quality growth in Cisco Security sales.
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 $181,500.00 to $235,100.00 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:
$215,400.00 - $320,300.00
Non-Metro New York state & Washington state:
$195,200.00 - $297,100.00
- 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.
The application window is expected to close on: 07/27/2026
Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.
The application window is expected to close on: 07/17/2026
Job posting may be removed earlier if the position is filled or if a sufficient number of applications are received.
Desired Location is RTP, or Tampa FL.
Meet the Team
As a member of Cisco Security’s Sales Acceleration team, you will work closely with S leadership, regional and area sales leaders, specialist sellers, solutions engineers, partner teams, product management, offers, marketing, enablement, sales operations, finance, legal, Customer Success, and communications teams.
This field-facing and highly collaborative role requires influencing work across teams by bringing structure, data, customer and seller empathy, and credible execution to complex priorities.
Your Impact
Cisco Security continues to command executive attention as customers modernize their security architectures, consolidate platforms, and seek measurable outcomes. Cisco is investing to accelerate security growth by turning strategy into repeatable sales execution.
The Security Business Development Manager plays a crucial role in translating GTM priorities into targeted sales plays, seller-ready content, partner activation models, product feedback loops, and customer proof that help the field move faster with quality.
This senior individual contributor role influences cross-functional teams without formal people management, uses data to focus investment and sharpen decision-making, and promotes practical experimentation that improves seller productivity and customer impact.
Key Responsibilities:
- Align GTM Priorities and Operating Rhythm: Partner with sales leadership to translate Cisco Security GTM priorities into activation plans, sales plays, and measurable outcomes. Maintain regular cadence with field leaders and cross-functional teams to prioritize work and improve operational outcomes using data such as pipeline, adoption, win/loss, and seller feedback.
- Design and Launch Targeted Sales Plays: Create and launch sales plays for priority security architectures, offers, customer segments, and competitive motions. Define seller motions, partner models, enablement paths, and KPIs. Pilot, iterate, and scale plays based on customer and pipeline impact.
- Own Seller Success Content and Sales Assets: Manage creation, curation, and lifecycle of seller-facing assets including talk tracks, discovery guides, executive narratives, objection handling, battlecards, competitive insights, ROI messaging, and partner activation kits. Ensure content governance for currency and consistency.
- Connect Field Execution to Product Evolution: Interface with product and offer teams to provide field insights for product evolution, packaging, messaging, roadmap, and competitive positioning. Synthesize feedback into recommendations and advocate for innovative GTM solutions.
- Accelerate Seller and Partner Execution: Support sellers with AI-driven tools, workflows, and partner engagement models to reduce friction and improve execution quality and speed. Coordinate with marketing on demand generation and campaign assets. Coach field teams and partners on applying plays and converting interest into pipeline.
- Build Customer Proof and Reference Programs: Develop and manage a customer reference library organized by use case, industry, offer, persona, region, and business outcome. Partner with customer success, marketing, legal, and field teams to package references into practical seller assets.
- Drive Experimentation, Measurement, and Continuous Improvement: Promote experimentation, measure outcomes, and adopt models that improve efficiency and impact. Maintain focus on strategic priorities and create feedback loops connecting field adoption, content effectiveness, demand generation, partner engagement, and product input.
Minimum Qualifications:
- 5+ years in enterprise sales, sales acceleration, business development, sales strategy, partner GTM, product marketing, enablement, or related SaaS/security roles.
- Experience translating GTM priorities into field-ready sales plays, seller assets, partner motions, and measurable adoption plans.
- Working knowledge of enterprise security, SaaS, cloud, software buying motions, and familiarity with Network Security, Cloud Security, SASE, XDR, Zero Trust, SecOps, or adjacent architectures.
- Good understanding of Cisco’s Campus, Branch, and Data Center Networking solutions.
- Ability to create clear seller-facing content, executive narratives, and practical sales tools.
- Strong data orientation and ability to use pipeline, adoption, engagement, win/loss, or campaign data for decision-making.
- Excellent communication skills and proven cross-functional influence.
- Ability to travel as needed.
Preferred Qualifications:
- Experience with Cisco Security offerings, sales motions, partner routes to market, or field enablement platforms.
- Hands-on experience with SharePoint, CRM, sales enablement platforms, analytics dashboards, AI-assisted seller tools, or similar.
- Proven track record launching sales plays, partner-led motions, demand-generation initiatives, or field programs that improve pipeline, productivity, deal progression, or customer engagement.
- Experience building or managing customer reference programs, proof libraries, voice-of-customer assets, or outcome-based sales narratives.
- Familiarity with competitive security landscape including Palo Alto Networks, CrowdStrike, Fortinet, Zscaler, Netskope, Check Point, or similar providers.
- This role is highly collaborative, field-facing, and requires the ability to influence cross-functional teams without formal people management authority, using data and practical experimentation to drive consistent, high-quality growth in Cisco Security sales.
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 $181,500.00 to $235,100.00 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:
$215,400.00 - $320,300.00
Non-Metro New York state & Washington state:
$195,200.00 - $297,100.00
- 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.
See all 1,907+ E-3 Visa Sales Business Development Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new E-3 Visa Sales Business Development Jobs.
Get Access To All JobsTips for Finding E-3 Visa Sponsorship in Sales Business Development
Frame your Australian sales credentials precisely
U.S. hiring managers often undervalue international titles. Map your Australian role, BDM, account executive, new business manager, to U.S. equivalents and articulate the revenue targets and market scope you owned to establish specialty occupation credibility.
Target employers with existing LCA filing history
Search the DOL's public Labor Condition Application disclosure data to identify companies that have previously filed LCAs for sales or business development roles. Prior filings signal a finance team already familiar with E-3 obligations.
Use Migrate Mate to find sponsoring employers
Finding companies open to E-3 sponsorship is the hardest part of the process. Migrate Mate filters roles by sponsorship history and visa type so you're applying to sales and business development positions where sponsorship is already on the table.
Clarify your degree field before the offer stage
An E-3 requires your degree to directly relate to the role. A commerce or business degree typically supports BDR and account executive positions, but a humanities degree needs a stronger case. Confirm the connection with your prospective employer before paperwork begins.
Negotiate who handles LCA filing early
The employer must file the LCA with DOL before your visa application proceeds. Establish upfront whether their HR team or an external provider will manage it, delays at this step are the most common cause of postponed start dates for sales hires.
Use Migrate Mate's E-3 filing service after your offer
Once you have a signed offer, use Migrate Mate's E-3 filing service to handle your LCA and visa paperwork end-to-end, from DOL certification through consulate preparation, so your start date isn't held up by avoidable filing errors.
E-3 Visa Sales Business Development: Frequently Asked Questions
How do I find Sales Business Development jobs that offer E-3 visa sponsorship?
Migrate Mate is the most direct way to search, it surfaces sales and business development roles specifically filtered by E-3 sponsorship history, so you're not cold-applying and hoping the employer knows the visa exists. Most general job boards don't filter by visa type, which means most applications go nowhere for Australian candidates.
How much does it cost to get an E-3 visa?
Migrate Mate's E-3 filing service covers the entire process for $499, including the Labor Condition Application, visa document preparation, and consulate appointment guidance. Traditional immigration lawyers charge $2,000–$5,000+ for the same work. The E-3 has less paperwork than most work visas, so paying thousands for legal help is usually unnecessary.
Does a sales or business development role qualify as a specialty occupation for the E-3?
Yes, provided the position genuinely requires a bachelor's degree in a specific field, typically business, marketing, economics, or a related discipline, and the job duties reflect that requirement. Generalist sales roles where any degree or no degree is acceptable won't qualify. The job description needs to specify the degree field, and your credentials need to match it.
How does the E-3 compare to the H-1B for Sales Business Development roles?
The E-3 has no lottery and no annual cap, so you can apply at any time of year and your start date isn't tied to an October 1 fiscal year cycle. H-1B selection is random and leaves many qualified candidates unsponsored for a year or more. For Australian sales professionals with a qualifying degree, the E-3 is a direct path the H-1B can't reliably offer.
What happens to my E-3 status if I change employers or get a new sales role?
Your E-3 status is tied to the specific employer and role listed on your LCA and visa. If you change jobs, your new employer must file a fresh LCA with DOL and you'll need to either apply for a new E-3 visa or, if you're already in the U.S., potentially change status. You can start working for the new employer once the new LCA is certified and the visa process is underway.