Iga Jobs in Wisconsin (NOW HIRING)

SailPoint is theleader in Identity Security. SailPoint customers represent half of the Fortune 500 and half of the ASX 50. This customer strength provides us with a great community of customers, partners and analysts who trust SailPoint and our team to solve complex challenges. SailPoint continues to grow globally and expanding our global presence creates opportunities for top salespeople to become a part of our awesome culture. We are recognized by analysts such as Gartner, Forester and Kuppinger Cole as the leader in the market and we continue to push ourselves to define the market rather than follow what the analysts or competitors are marketing. Organizations struggle to understand who has access to what applications and data, and we help them answer these key questions. Identity security is the central control point for risk management for the enterprise. We are proud of our team and the culture we have built which has led to our employees voting us "best places to work" – 15 years in a row.

We are seeking a Regional Vice President to support the Healthcare team within the South Central region. This position is responsible for managing a team of sales professionals who sell to end users directly and leverage the support of our influential channel partners in selling our market leading IGA Solution Suite. Primarily a SaaS offering, our IGA Solution Suite sits at the heart of an organization's enterprise security. The position requires someone with a successful track record of leading sales teams within high growth SaaS or Cyber-sec organizations, and ideally someone who has lead sales during a transition from on-prem to SaaS. Our sales managers bring structure and rigour to all aspects of the sales process including pipeline and forecasting whilst also acting as inspirational leader to their teams.

1-month milestones: First month is likely to be more internally focused. Approach onboarding sessions with a clear plan to maximize their value and ensure you gain the necessary insights. Evaluate the status quo within your reporting structure, consisting of detailed analysis of People; Process; Cadence; Structure. Work with Talent Acquisition to identify candidates for any open requisitions and develop a plan/pipeline to address any potential backfill requisitions. Coordinate meetings with key leadership and relevant peers, ensuring thorough preparation to maximize their value Engage with and establish relationships with key supporting functions beyond your immediate reporting structure. Familiarize yourself with our products, success stories, and key differentiators. You should be confident in articulating the SailPoint value proposition Passed "1st Mate" enablement badge.

2-month milestones: During your second month your focus should begin to move beyond your immediate team: Evaluate the status quo within the non-direct support structure, consisting of detailed analysis of People; Process; Cadence; Structure. Evaluate the status quo within your install base, your target Customers & Partners. Begin to arrange meetings with Customers & Partners Evaluate the quality of the pipeline & the forecasting process, looking for immediate and long-term opportunities for improvement.

3-month milestones: Develop a 12-month plan for your business, broken down by milestones, underpinned with primary actions required to attain the goals. Present the business plan to your manager & the region-specific Leadership Team Identify the first of any new hires that you intend to make and have start dates confirmed. Develop plans with marketing and the partner team to show the white space opportunities in your existing customers + potential new logo opportunities + identify potential customers with compliance/governance requirements and/or business drivers requiring an IGA solution. Passed "Sailing Master" and "Quarter Master" enablement badges.

6-month milestones: Develop a 3-year plan for your business, broken down by milestones, underpinned with primary actions required to attain the goals. Your People; Process; Cadence; Structure should have been adjusted & refined to support your plan. Ability to demonstrate where you have already moved the needle and the improvement of process and/or results in relation to these four areas of focus. Acquired "Captain" enablement badge.

12-month milestones: By the end of your first year, you should be on track with established plans and have built a strong foundation for sustained growth. At this stage, you should refine and update your three-year plan based on your current position. Reassess and enhance the People, Process, Cadence, and Structure—both direct and indirect—to ensure continued alignment with overall goals and the ability to execute effectively. Maintain rigor within the forecasting process, ensuring ongoing accuracy and reliability in projections. Collaborate with marketing and the partner team to identify white-space opportunities within existing accounts, uncover potential new customer prospects, new logo opportunities, and pinpoint organizations with compliance, governance, or business drivers necessitating an IGA solution. Ensure that pipeline is 3x quota.

Benefits and Compensation listed vary based on the location of your employment and the nature of your employment with SailPoint. As a part of the total compensation package, this role may be eligible for the SailPoint Corporate Bonus Plan or a role-specific commission, along with potential eligibility for equity participation. SailPoint maintains broad salary ranges for its roles to account for variations in knowledge, skills, experience, market conditions and locations, as well as reflect SailPoint’s differing products, industries, and lines of business. Candidates are typically placed into the range based on the preceding factors as well as internal peer equity. We estimate the base salary, for US-based employees, will be in this range from (min-max, USD): $86,700 - $146,143.00 Base salaries for employees based in other locations are competitive for the employee’s home location.

• Health and wellness coverage: Medical, dental, and vision insurance
• Disability coverage: Short-term and long-term disability
• Life protection: Life insurance and Accidental Death & Dismemberment (AD&D)
• Additional life coverage options: Supplemental life insurance for employees, spouses, and children
• Flexible spending accounts for health care, and dependent care; limited purpose flexible spending account
• Financial security: 401(k) Savings and Investment Plan with company matching
• Time off benefits: Flexible vacation policy
• Holidays: 8 paid holidays annually
• Sick leave
• Parental support: Paid parental leave
• Employee Assistance Program (EAP) and Care Counselors
• Voluntary benefits: Legal Assistance, Critical Illness, Accident, Hospital Indemnity and Pet Insurance options
• Health Savings Account (HSA) with employer contribution

SailPoint is an equal opportunity employer and we welcome all qualified candidates to apply to join our team. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, or any other category protected by applicable law.

SailPoint is a leading provider of identity security for the modern enterprise. Enterprise security starts and ends with identities and their access, yet the ability to manage and secure identities today has moved well beyond human capacity. Using a foundation of artificial intelligence and machine learning, the SailPoint Identity Security Platform delivers the right level of access to the right identities and resources at the right time—matching the scale, velocity, and environmental needs of today’s cloud-oriented enterprise. Our intelligent, autonomous, and integrated solutions put identity security at the core of digital business operations, enabling even the most complex organizations across the globe to build a security foundation capable of defending against today’s most pressing threats.

The employment policy of SailPoint is to provide equal opportunity to all persons, and it is SailPoint’s policy to take affirmative action to employ and advance in employment protected veterans and individuals with disabilities. It is SailPoint’s policy to recruit, hire, train and promote qualified individuals in all job titles, and ensure that all other personnel actions are administered without regard to race, color, religion, national origin, sex, military and/or veteran status, disability, or other legally protected status, and we will ensure that all employment decisions are based only on valid job requirements. SailPoint does not discriminate on the basis of national origin or citizenship status as provided under the Immigration Reform and Control Act of 1986. Employees and applicants shall not be subjected to harassment, intimidation, threats, coercion, or discrimination because they have engaged in or may engage in any of the following activities: Filing a complaint; Assisting or participating in an investigation, compliance evaluation, hearing, or any other activity related to the administration of the affirmative action provisions of Section 503, VEVRAA, or any other Federal, State or local law requiring equal opportunity for individuals with disabilities or protected veterans; Opposing any act or practice made unlawful by Section 503, VEVRAA, or their implementing regulations in this part, or any other Federal, State or local law requiring equal opportunity for individuals with disabilities or protected veterans; or Exercising any other right protected by section 503, VEVRAA or their implementing regulations.

SailPoint will also provide reasonable accommodation to known physical or mental limitations of an otherwise qualified employee or applicant for employment, unless the accommodation would impose undue hardship on the operation of our business.

SailPoint’s affirmative action program contains an audit and reporting system which enables us to measure the effectiveness of our program, indicate any need for remedial action, determine the degree to which our objectives have been attained, determine whether protected veterans and individuals with disabilities had had the opportunity to participate in company-sponsored activities, measure our compliance with the program’s specific obligations, and document actions taken to comply with these obligations.