Acquiring, development and growth of mainly new and a few existing mid-market and large accounts
Responsible for identifying, exploring and acquiring in a named account set up of new customers
Strong involvement in deal shaping, decision-making processes, contract negotiations and deal closures
Product and solutions presentations across all levels of the organization
Managing and collaborating with internal teams to ensure customer satisfaction and driving business
Accurate forecasting and reporting
Taking the lead in your working ecosystem (channel managers, security engineers, partners, end customers, etc) to drive business results
Your Knowledge & Skills
3+ years of experience in Hunting or Account Management
Demonstrate “can do” positive attitude and pro-activity to drive and produce business
Lots of perseverance, self-discipline and good sales tactics
Knowledge of the Security Software Industry
Understanding of core customers security processes
Conceptual understanding of requirements and solutions
Ability to solve critical issues in a timely manner
Honesty, trust, accountability, integrity, ownership, and teamwork
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Voluntary Self-Identification of Post-Offer Protected Veterans
This company is a Government contractor subject to the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended by the Jobs for Veterans Act of 2002, 38 U.S.C. 4212 (VEVRAA),
which requires Government contractors to take affirmative action to employ and advance in employment: (1) disabled veterans; (2) recently separated veterans; (3) active duty wartime or campaign badge veterans; and (4) Armed Forces service medal veterans.
These classifications are defined as follows:
A "disabled veteran" is one of the following:
a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation)
under laws administered by the Secretary of Veterans Affairs; or
a person who was discharged or released from active duty because of a service-connected disability.
A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.
An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval, or air service during a war, or in a campaign or expedition for which
a campaign badge has been authorized under the laws administered by the Department of Defense.
An "Armed Forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval, or air service, participated in a United States military operation for which
an Armed Forces service medal was awarded pursuant to Executive Order 12985.
Protected veterans may have additional rights under USERRA - the Uniformed Services Employment and Reemployment Rights Act.
In particular, if you were absent from employment to perform service in the uniformed service, you may be entitled to be reemployed
by your employer in the position you would have obtained with reasonable certainty if not for the absence due to service.
For more information, call the U.S. Department of Labor's Veterans Employment and Training Service (VETS), toll free, at 1-866-4-USA-DOL.
As a Government contractor subject to VEVRAA, we are required to submit a report to the United States Department of Labor each year identifying the number
of our employees belonging to each specified "protected veteran" category.
If you believe you belong to any of the categories of protected veterans listed above, please indicate by checking the appropriate box below.
If you are a disabled veteran it would assist us if you tell us whether there are accommodations we could make that would enable you to perform the essential
functions of the job, including special equipment, changes in the physical layout of the job, changes in the way the job is customarily performed, provision
of personal assistance services or other accommodations for your disability.
Submission of this information is voluntary and refusal to provide it will not subject you to any adverse treatment.
The information provided will be used only in ways that are not inconsistent with the Vietnam Era Veterans' Readjustment Assistance Act of 1974, as amended.
The information you submit will be kept confidential, except that (i) supervisors and managers may be informed regarding restrictions on the work or duties of
disabled veterans, and regarding necessary accommodations; (ii) first aid and safety personnel may be informed, when and to the extent appropriate, if you have
a condition that might require emergency treatment; and (iii) Government officials engaged in enforcing laws administered by the Office of Federal Contract
Compliance Programs, or enforcing the Americans with Disabilities Act, may be informed.
Check Point has prepared an Affirmative Action Program to implement the affirmative action provisions of the Vietnam Era Veterans' Readjustment Assistance
Act of 1974, as amended. It is our policy to base all employment decisions on the principles of equal employment opportunity, and to take affirmative to employ
and advance in employment protected veterans. The company will ensure that its human resources programs are administered without regard to an individual's status
as a protected veteran, and that employment decisions are based on valid job requirements. As appropriate the Company will make a reasonable accommodation to
the known physical or mental limitations of an otherwise qualified disabled veteran unless we can show that the accommodation would impose an undue hardship on
the operation of our business. We will also ensure that employees and applicants will not be subjected to harassment of any kind because of their status as a
protected veteran. Information on the Veterans Affirmative Action Program is available for review by employees and applicants in the office of our EEO Official,
Fiona Nguyen - HR Partner, during our regular business hours of 9:00 a.m. to 5:00 p.m.
Voluntary Self-Identification of Disability - Form CC-305
Why are you being asked to complete this form?
Because we do business with the government, we must reach out to, hire, and provide equal opportunity to qualified people with disabilities. *
To help us measure how well we are doing, we are asking you to tell us if you have a disability or if you ever had a disability.
Completing this form is voluntary, but we hope that you will choose to fill it out.
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If you already work for us, your answer will not be used against you in any way.
Because a person may become disabled at any time, we are required to ask all of our employees to update their information every five years.
You may voluntarily self-identify as having a disability on this form without fear of any punishment because you did not identify as having a disability earlier.
How do I know if I have a disability?
You are considered to have a disability if you have a physical or mental impairment or medical condition that substantially limits a major life activity, or if you have a history or record of such an impairment or medical condition.
Disabilities include, but are not limited to:
Multiple sclerosis (MS)
Missing limbs or partially missing limbs
Post-traumatic stress disorder (PTSD)
Obsessive compulsive disorder
Impairments requiring the use of a wheelchair
Intellectual disability (previously called mental retardation)
Reasonable Accommodation Notice
Federal law requires employers to provide reasonable accommodation to qualified individuals with disabilities.
Please tell us if you require a reasonable accommodation to apply for a job or to perform your job.
Examples of reasonable accommodation include making a change to the application process or work procedures, providing documents in an alternate format, using a sign language interpreter, or using specialized equipment.
Voluntary Self-Identification of Disability
* Section 503 of the Rehabilitation Act of 1973, as amended.
For more information about this form or the equal employment obligations of Federal contractors, visit the U.S. Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp
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