Technical Data & Talent Intelligence Lead, Talent Communities & Insights (TC&I) - Remote

The application window is expected to close on: 11/19/2026 Locations: Remote US

The Talent Communities & Insights (TC&I) team, part of Cisco's unified Talent Attraction and Intelligence organization, drives a predictive, insight-led approach to global hiring. We are looking for a Talent Intelligence & Insights Lead to sit at the intersection of recruiting strategy, labor market analytics, and executive storytelling.

In this role, you will connect the dots across disparate external labor market feeds (such as Draup, LinkedIn Talent Insights, SeekOut) and internal HR data to answer Cisco's most critical talent questions: Where is key competitor talent concentrated? What niche skills are surging? How should we optimize our global location and hiring strategies?

You will define our talent intelligence reporting roadmap, design executive-ready market briefings, and empower recruiters, sourcers, and hiring leaders to make confident, data-backed talent decisions.

Key Responsibilities

• Data Architecture & Governance: Own the technical data strategy, entity models, and normalization standards for external talent intelligence data; lead the taxonomy governance board to review, version, map, or retire datasets, skill ontologies, and competitor company clusters.
• Cross-Source Insights & Storytelling: Synthesize disparate market signals (competitor talent flows, hiring velocity, skill clusters, compensation trends, and attrition dynamics) into clear, actionable executive narratives, presentations, and sourcing playbooks.
• Talent Intelligence Product Roadmap: Partner closely with Talent Acquisition leaders, Executive Recruiting, and Workforce Planning to identify their biggest hiring challenges and define requirements for new reports, dashboards, and AI copilot use cases.
• Bridge Strategy & Analytics Engineering: Collaborate directly with our Technical Data / Analytics Engineering team to translate high-level recruiting and business questions into technical data requirements, ensuring our Snowflake data models deliver meaningful metrics.
• Vendor & Tooling Enablement: Serve as the functional product champion for specialized market intelligence and sourcing platforms (Draup, LinkedIn Insights, SeekOut), driving user adoption, training recruiters, and identifying feature/data gaps.
• Executive & Sourcing Briefings: Lead the creation of strategic market deliverables-ranging from ad-hoc competitor deep dives and executive talent dossiers to quarterly talent landscape overviews and intake kickoff packages.

Minimum Qualifications

• Experience: Bachelor's degree in Human Resources, Business Analytics, Market Research, Workforce Planning, or a related field (or equivalent practical experience), plus 7+ years of experience in Intelligence, Analytics, Workforce Strategy, or Talent Acquisition Insights.
• Analytics: Deep domain expertise in Analytics (preferably HR, Talent, or People Analytics)
• Synthesis & Storytelling: Proven track record of synthesizing complex, messy data across multiple external vendors into crisp, executive-ready stories, slide decks, and dashboards with recommendations.
• Stakeholder Leadership: Exceptional communication and consulting skills, with demonstrated success aligning cross-functional leaders, business partners, and executives without direct authority.
• Analytical Fluency: Comfortable manipulating, querying, and interpreting multi-source datasets (working knowledge of BI reporting tools, advanced Excel/Airtable, or basic SQL is helpful, though deep data engineering is not required).

Preferred Qualifications

• Direct experience designing intake briefing frameworks or talent intelligence playbooks for technical and executive recruiting teams.
• Familiarity with skill ontologies, occupational frameworks (such as O*NET or ESCO), and competitor technographic data.
• Experience using AI, agentic systems, or automated sourcing copilots to scale talent insights.
• Hands-on experience with specialized talent intelligence and sourcing platforms (such as Draup, LinkedIn Talent Insights, SeekOut, Phenom or Workday).

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 $124,400.00 to $163,200.00 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 o