— CAREERS
A SOC to build. A market to open.
We bring mid-sized companies the security that until now was reserved for large groups. The team is small, the market is big and almost everything is still to be built. We're looking for people who want to build it with us, in Milan and Malta.
— OPEN POSITIONS
Who we're looking for now.
Job ads are published on Ashby and include pay, working arrangements and every stage of the hiring process, before you even apply.
— WHY AMAGISTECH
Born in fintech, grown in cyber.
We started as the cybersecurity division of Amagis Capital, a fintech company. We know regulated businesses from the inside: we know what it means to answer to a regulator or an auditor, because we've done it.
Today we are an authorised Managed Security Service Provider for Google Cloud SecOps and SentinelOne, with offices in Milan and Malta, and we're building the Agentic SOC, our flagship service. Whoever joins now sees it take shape, and gets their hands on it.
The stack you'll work on
Google SecOps · SentinelOne · Wiz · Okta · Vanta · Google Cloud · AWS
Detection engineering, SOAR playbooks, API integrations. The same tools large groups use, put into production for clients adopting them now.
15+
People on the team
200+
Clients served
8+
Years of experience
2
Offices (Milan + Malta)
— HOW WE WORK
What to expect, in plain terms.
We build, we don't just maintain
No ticket factory. You write detections, automate SOAR playbooks, integrate APIs. What you ship runs for real clients from day one.
Small team, fast decisions
If something doesn't work, you change it. You propose, it gets discussed and decided the same week, with the team lead one desk away.
Four days in the office, one flexible
Milan for commercial roles, Milan or Malta for technical ones. In the office we build together; the flexible day is arranged with the team and around client needs.
You can join with zero years of experience
For the junior technical role we ask for zero or one year of experience, clean Python and the curiosity to understand how an attacker moves. For BDRs what counts is hunger and method: it's enough to have sold something before, even during an internship.
Uncapped commission
On commercial roles the variable pay has no cap: if you beat your target, you keep earning. Base, variable and OTE are written in every job ad, before the first interview.
Growth you can see
High-level training and certifications for technical roles. For commercial roles a stated path: from BDR to Account Executive in 12 to 18 months, if the numbers are there.
— THE HIRING PROCESS
You know the stages and timing before you start.
Stage 01
Screening call
Thirty minutes to get to know each other: who you are, what you're looking for, how we really work. It helps both sides decide whether to go ahead.
Stage 02
Practical test
A one-hour written test, taken asynchronously, for technical roles and BDRs. For Account Executives, a 45-minute interview on funnel and pipeline.
Stage 03
Interview with the team lead
A 45-minute practical exercise with the SOC Lead for technical roles. A sales role play for BDRs; a case study and a simulated discovery call for Account Executives.
Stage 04
Final fit
Thirty minutes on how you work and what you want to build here. Commercial roles have two interviews: first with the CMO, then with the CEO.
The full sequence for each role, with the length of every stage, is written in the job ad. You read it before applying.
Don't see your role?
Send us your profile anyway: what you can do, what you'd like to build and why here. If there's a fit, we'll find it.
Send an open application