The Opportunity

The Netherlands is QuoIntelligence's next market, and this is the first hire on the ground. No territory to inherit, no accounts already claimed by a colleague, no legacy pipeline to clean up. Every Dutch account is yours from day one.

QuoIntelligence sells Unified Risk Intelligence: Threat Intelligence, Digital Risk Protection, and Risk Intelligence, delivered through our Mercury platform and Agent Karla, an AI-powered analyst.

The timing in this market is unusually good. The Cyberbeveiligingswet, the Dutch implementation of NIS2, enters into force on 15 August 2026 and brings roughly 8,000 Dutch organizations into scope, with incident reporting deadlines measured in hours and fines of up to EUR 10 million or 2% of turnover. Under DORA, the largest Dutch financial institutions have been designated for threat-led penetration testing, and the rules require those scenarios to come from a specialized external threat intelligence provider. Budget that did not exist eighteen months ago is being created right now, and a large share of your prospects will be buying threat intelligence for the first time.

You will build this territory largely on your own for the first stretch. There is no SDR. A demand generation function is being built and will not be running when you start. What you do have: a marketing budget for the territory, events already being organized for your first quarter, and a VP of Sales with personal connections in the Dutch channel who will build the partner ecosystem alongside you.

If you want a seat where the pipeline arrives qualified, and the playbook is already written, this is the wrong role. If you want to open a market, decide how it gets sold, and grow into leading it, keep reading.

What You'll Own

• The Dutch territory, end to end. You choose which accounts to go after, how to sequence them, and when to bring a partner into a deal. No other QuoIntelligence seller works your accounts. You write the territory strategy rather than inherit one.

• Pipeline generation. Your own network is your first source of meetings, and outbound prospecting is the second. The events already booked for your first quarter give you a third. As the channel comes online and demand generation gets built, the mix changes, but the honest truth is that early pipeline depends on you.

• Deals with CISOs and the people who sign. You qualify against a real risk or compliance problem, coach your champion through building their internal case, and explain threat intelligence in terms a CISO and a CFO both accept.

• The Dutch playbook. Which segments respond, which messages land, which partners produce. What works in your deals becomes how QuoIntelligence sells in this market.

• The Dutch partner channel, built with your VP of Sales. Resellers, system integrators, and MSSPs open Dutch accounts that are hard to reach via cold outreach. He has connections in this market and will build the ecosystem jointly with you. Once it runs, it produces leads.

AI-First in Sales

AI is how we work, not a tool we reach for when it is convenient. Our products run on it, and the sales process should too.

AI as your operating system. You use AI daily for account research, outreach, call preparation, proposal drafting, and competitive analysis. You can point to the work you have delivered this way, not only to the tools you have tried.

Know what you're selling. Mercury and Agent Karla are AI-driven intelligence products. You need to understand them well enough to explain QuoIntelligence's AI differentiation to a CISO without pulling in a sales engineer for every technical question.

Responsible claims. We sell in a regulated market, where credibility is the product. You know where the product is strong and where it is not, and what you say in the field reflects that.

What You'll Bring

Must-haves:

• At least five years selling cybersecurity. No flexibility on this one at this level. You already know the buyer, the budget cycle, and the vocabulary.

• You have sold something like threat intelligence, XDR, SOAR, managed detection, or incident response. These are deals you win on discovery and a business case, not on price. If your last few years were firewall or antivirus renewals, this is a different job.

• Dutch good enough to sell in. You run discovery, handle objections, and close in Dutch.

• English at working level. It is our internal company language.

• Living in the Netherlands, with the right to work there.

• A record of generating your own pipeline. You have carried a number without SDR or marketing support behind you and hit it through your own prospecting and relationships.

• AI fluency beyond occasional ChatGPT use. You use AI tools in your sales work and can explain which ones you adopted, which you dropped, and why.

Nice-to-haves:

• An existing network of Dutch CISOs and security leaders you can call in your first month

• Reseller, SI, or MSSP relationships in the Netherlands, or channel selling experience from another market. Your manager will coach you on the channel work, so this is an accelerator rather than a gate.

• Startup or scaleup experience, where you built the process instead of inheriting it

What Good Looks Like in 90 Days

Day 1-30. Enablement complete: you can pitch, run a demo, and hold the technical half of a discovery call on your own. You have called through your own network and booked the first meetings. You and your VP of Sales have agreed the territory plan.

Day 31-60. You have opened the first partner conversations with your VP of Sales and planned at least one joint activity. You have worked the quarter's events for leads. The first opportunities from your own network are in discovery.

Day 61-90. You have built a pipeline that stands up to scrutiny and converts next quarter. You can run a proof of value and an RFP without help. You have written down the competitive objections you hit in live Dutch deals.

Closing a deal inside the first 90 days is not the bar. Dutch enterprise cycles do not move that fast, and a rushed deal is worth less to us than a real pipeline. From the second quarter onward, closing is the expectation.

By 12 months, the Dutch market is open, the partner channel is producing leads, and someone else could pick up your territory plan and know how this market gets sold.

What We Offer

• A territory with no internal competition. No splits, no second QuoIntelligence rep in your patch.

• A path to running the market. This seat was scoped as the start of a Dutch team, not a permanent solo desk. As the territory grows, you may become a Country Director or team lead, with an SDR and a second Account Executive reporting to you. That depends on what you do with the market, and we will not put a date on it.

• A manager who coaches. Our VP of Sales does not expect perfect knowledge on arrival, will teach you the channel work, and brings his own Dutch relationships to the partner build.

• A product worth selling. Finished intelligence, analyst-curated rather than raw feeds, with six years of AI-native infrastructure behind it. ENISA, the EU's cybersecurity agency, is a client.

• Visibility. At around 45 people, your deals get discussed by name. You have direct access to the leadership team, and what you learn in the Dutch market shapes its commercial strategy.

• Compensation. €110,000 to €138,000 base including your 8% holiday allowance, and €220,000 to €276,000 on-target earnings, split 50/50. Even at the bottom of that range, your base is more than a mid-market Account Executive here typically earns in total. We are not asking you to take a discount for joining a smaller company.

The Process

Three stages.

1. Recruiter screen (30 to 45 minutes) with Talent Acquisition. Career motivations, cybersecurity sales background, Dutch market experience, AI fluency, and compensation expectations.

2. Hiring manager interview (60 minutes). One-to-one with our VP of Sales, who you would report to. Sales depth, deal walkthroughs, and your approach to the Dutch market.

3. Panel (60 to 90 minutes) with Marco Riccardi (CEO), Antonio Arias (COO), and our VP of Sales. You present a short business case with slides. We send the brief by email when you reach this stage. Three days is the usual turnaround, and the window runs to about a week.

Frequently Asked Questions

Where do the leads come from? Mostly from you in the first two quarters. Over your first year, the balance shifts toward the partner channel and the marketing function as both come online. It does not start there.

Do I need to speak Dutch? Yes. You sell to Dutch buyers in Dutch, so this is a hard requirement rather than a preference. English is the internal company language, and you will use it every day inside the company.

Do I really need cybersecurity experience? Yes, a minimum of five years, with no flexibility. At this level, the ramp on a new industry is too long. You need to already know how security buyers think, who signs, and what a security budget cycle looks like. Threat intelligence is the closest fit, but any consultative cybersecurity sale counts.

QuoIntelligence has no Dutch entity. How does employment work? Through an Employer of Record. A licensed Dutch employer holds your contract and handles payroll, taxes, and statutory benefits, and you work full-time for QuoIntelligence. This is standard for a company opening a new market. We will name the provider and share the contract type and full terms well before any offer, and we are happy to talk it through on the first call.

Is there an office in the Netherlands? No. You work from home and travel to meet the team in Frankfurt, Rome, or Madrid, and to sit in front of Dutch clients and partners. If working without local colleagues nearby would wear on you, think hard before you apply.

What is the business case at the final stage? A short presentation on how you would bring value to QuoIntelligence in the Dutch market. It looks at market knowledge, network, and approach, which is what the job runs on. We send it by email, so you have it in writing, and we are not asking for a 30-60-90-day plan.

QuoIntelligence promotes an inclusive work environment, ensuring equal opportunities for all candidates, regardless of gender, ethnicity, sexual orientation, disability, or other personal characteristics. We believe that diversity is a value and we are committed to build a fair and respectful workplace for all.