DevOps Engineer

Two new seats in a DevOps team growing from 5 to 7, at a cybersecurity scale-up in Amsterdam. These are extensions to the team, not backfills. The brief is simple: raise the seniority and fill real knowledge gaps.

THE COMPANY

Security software that stops fraud as it happens.

They build fraud prevention and threat intelligence used by some of the largest financial institutions in the world. It's a real product with real customers, and the stakes are high. When the platform has a problem, customers feel it straight away. That's why infrastructure matters here, and why the DevOps team sits at the centre of product delivery.

They're past the early startup phase but nowhere near corporate. The biggest customers set the pace, priorities shift week to week, and engineers have real ownership. I'll share the name on a first call.

THE CORE (BOTH SEATS)

• Deep AWS. Not just clicking around the console. You know the services inside out.
• Architecture you've owned end to end. You designed it, built the POC, got it approved and delivered it.
• Hands-on observability. You've built monitoring and alerting yourself, not just used it.
• A software engineering background.

So the TWO SEATS...

Seat A: Platform & architecture

• Own observability and logging, ideally with Elasticsearch or OpenSearch
• You've designed and rolled out a release process

Seat B: Customer & hybrid

• You've run SaaS and on-prem customer environments
• You're comfortable working inside someone else's infrastructure
• You're at home in hybrid setups and customer-driven incidents

Nice to have for either seat: disaster recovery experience and Kafka.

ON-CALL, UPFRONT: Both seats are part of a 24/7 on-call rotation for critical incidents. You'll need real production experience: you've handled live incidents and done the root cause analysis yourself.

WHO FITS

You live and breathe this stuff. There's probably a home lab. You're comfortable without a fully defined playing field, and you'd rather build while things are still taking shape than follow a process someone else wrote. If you want stable enterprise structure, this won't suit you.

WHAT'S ON OFFER

• Competitive salary (8% holiday allowance included)
• 25 vacation days, 40-hour week
• Pension, employer contribution rises with age
• NS business card or km allowance
• Annual learning budget
• Visa sponsorship and the 30% ruling where applicable

PROCESS

1. First interview with the HR manager and an engineer from the team
2. Architecture exercise: pick one of three scenarios, prepare it in your own time, then talk it through live
3. Second interview built around your exercise
4. Shake hands with the CTO.

They move fast.

INTERESTED?