Sales Engineering

The Area Vice President, Sales Engineering — EMEA is a transformational executive role responsible for building, leading, and scaling DDN’s most critical customer-facing technical organization across the EMEA region. This leader sets the vision and standard for Sales Engineering excellence, drives a culture of accountability and continuous development, and partners at the highest levels of Sales, Product, Marketing, and Engineering to align technical strategy with business outcomes.

The AVP SE is not just a manager of managers — this is an organizational architect. The right candidate will be a people-first leader who attracts exceptional talent, retains and grows the team already in place, and transforms how Sales Engineering operates at DDN: from metrics and KPIs to culture, coaching, and cross-functional influence. This leader will be accountable for region-wide technical execution across enterprise, Higher Education, Federal, HPC, and regulated-industry customers.

KEY RESPONSIBILITIES

Executive Leadership & Organizational Strategy

• Own the vision, strategy, and execution of DDN’s Sales Engineering function across the EMEA region, spanning multiple sub-regions and market segments.

• Lead through an active organizational and cultural transformation — setting a new standard for how the SE team operates, collaborates, and delivers.

• Define and enforce a culture of accountability, where commitments are clear, performance is measured, and outcomes are owned at every level of the team.

• Build a team-oriented environment that values collaboration over individual heroics, and where every SE understands how their work contributes to shared revenue and customer success goals.

• Model and reinforce a positive, high-performance culture that people want to join and stay a part of.

Talent: Attract, Retain & Develop

• Develop and execute a recruiting strategy that consistently attracts top-tier Sales Engineering talent across the EMEA region— building DDN’s reputation as a destination for great technical leaders.

• Retain and invest in the current team: identify high-potential individuals, build personalized development plans, and create visible career pathways within the SE organization.

• Lead a structured onboarding and enablement program that accelerates time-to-productivity for new hires.

• Conduct regular 1:1s, coaching sessions, and performance reviews that are substantive, forward-looking, and developmental — not administrative.