Enterprise Account Executive, West

Ent is the intent-aware workspace security platform for securing human and AI-driven work. Built to protect productivity, the new attack surface, Ent understands not just what users and agents do but why, and intervenes at the moment of risk before incidents occur. Where existing tools see events, Ent sees intent, so security teams can step in at the moment of risk instead of investigating days later. Founded by Lou Manousos and Brandon Dixon, co-founders of RiskIQ (acquired by Microsoft) and the team behind Microsoft Security Copilot, Ent is in production with Global 2000 customers across hospitality, financial services, and defense, and backed by Decibel, Sequoia, Crosspoint Capital, Craft Ventures, Shield Capital, Felicis, and In-Q-Tel. We’re now hiring the team that will define this category.

Customer first. The product and the business are built around problems we’ve watched real security teams struggle with — not the other way around. Every roadmap conversation starts with what a CISO told us last week.

Humble. No drama. We hire people who share the mission and trust each other to deliver. Teamwork over showmanship. Accountability over politics. The work speaks louder than the person doing it.

Urgency. The window to build a durable security company in the AI era is open right now and it will not stay open. The shot clock has started. We move at the speed of the people we want to protect.

We're hiring Enterprise Account Executives to sell Ent to security teams at organizations of 5,000 employees and up. This is a full-cycle role on a named account list: you'll open doors with security leaders you already know, run a real technical evaluation, build a business case that clears an enterprise budget process, and close it. You'll be selling a new category, which means the conversation starts with the problem rather than a feature comparison, and you'll be doing it early enough that what you learn in the field changes the product and the playbook. We're looking for sellers whose relationships with CISOs are current and real — the kind where the meeting happens because of who's asking.

• You'll own a quota and hit it, running the full cycle from first conversation to signature to a clean handoff.

• You'll open your accounts on the strength of your own relationships, and build the rest of your pipeline yourself — outbound, your network, events, and partners.

• You'll build account plans worth the name: the org chart, the security priorities, the budget cycle, the incumbents, and a path to the person who can say yes.

• You'll run credible technical evaluations with security teams: scoping the proof of value, working alongside our engineers, and getting to a clear yes or no rather than a stalled pilot.

• You'll multithread — CISO, security architects, IT and identity owners, procurement, legal, and the executive sponsor above them — and build the business case that survives a budget conversation you're not in.

• You'll navigate the enterprise process without losing the deal to it: security review, privacy, legal redlines, and procurement, sequenced early rather than discovered in month five.

• You'll forecast honestly. You'll know where every deal stands, what has to happen next, and you'll call your quarter accurately enough that leadership plans on it.

• You'll bring the field back inside: the objections, the competitive patterns, the gaps. What you hear this month should show up in the roadmap and the pitch next quarter.

• You'll work AI-native by default — account research, prep, follow-up, call review — and raise what's working so the rest of the team gets it too.

• 5+ years carrying a quota in a full-cycle closing role selling cybersecurity. Endpoint security experience preferred.

• You've sold to CISOs and their teams, and you can hold your own on a call with a security architect without reaching for a sales engineer to answer everything.

• You have existing, current relationships with security leaders you could call this week — and you can speak to how you built them and what they've been worth.

• You've worked the segment: organizations of 5,000 employees and up, multi-stakeholder deals, real evaluations and security reviews, cycles measured in quarters.

• You're a hunter. You've self-sourced a real share of your pipeline and can say what percentage and how you did it.

• You're coachable in the moment. You've had your calls reviewed, taken the note, and changed what you did on the next one — and you treat pitch practice and deal reviews as reps rather than overhead.

• You've been an early seller at a startup, before the playbook existed.

• You've run a formal sales methodology well enough to have opinions about where it helps and where it gets in the way.

• You've sold through partners or resellers alongside a direct motion.

• You've closed a seven-figure deal, or landed a first logo in a regulated industry.

• You've worked a territory outside the US.

• You're genuinely excited about applying AI to how you sell.

• Distributed workplace. While we have positions we hire for in our SF office, we also hire remotely across North America.

• Own a piece of the journey. Every teammate gets meaningful equity on top of their salary.

• We’ve got you covered. 90% of your medical, dental, and vision is paid by Ent. We also cover 75% for your dependents.

• Take the time you need. Our flexible PTO lets you recharge, travel, or just take a breather.

• Family matters. 12 weeks of fully paid maternity leave (birth, adoption, or foster) and 8 weeks fully paid paternity leave.

• Live well. A $100 monthly lifestyle account to spend on what keeps you healthy and happy — fitness, wellness, learning, and more.

• Set up your space. A $500 home office stipend when you join as a remote employee.

We’re committed to building a diverse, inclusive, and equitable workplace where people of all backgrounds, identities, experiences, and abilities are welcomed, valued, and supported. We recognize there is no single path to success and value nontraditional career journeys and diverse perspectives as key to building stronger, more innovative teams.

We strive to ensure an inclusive experience at every stage of hiring and are happy to provide reasonable accommodations. If you require accommodations or accessible formats at any point during our process, please let your recruiter know. As an equal opportunity employer, our hiring process is designed to put you at ease and help you do your best work. If there’s anything we can do to improve your experience, we’re always open to feedback.