A First BD Director for a Leading European QKD Provider

In this quantum recruitment case study, our Quantum team found a Director of Business Development for a leading European quantum key distribution (QKD) provider. It was the company's first dedicated BD hire, and it needed rare quantum cryptography expertise based in Germany. We sent a first shortlist in 1 day, and the offer was accepted 56 days after the brief.

The Brief

The search began with a speculative profile. We shared a strong candidate with the client, they liked what they saw, and a role took shape around it.

Until then, the company's C-level leaders had run business development and sales themselves. As their workload grew, they needed a dedicated leader to take ownership of business development and drive growth.

The requirements were specific:

• A senior business development leader with a deep understanding of quantum cryptography
• Based in Germany, working remotely
• Able to represent the company credibly with customers, partners and the wider quantum community

The search was led by Ben Hubbard, our Quantum specialist, through our quantum technologies recruitment team, combining the depth of executive search with the pace of permanent recruitment.

The Challenge

Quantum cryptography is one of the narrowest talent pools in quantum technology. Within Germany, very few companies work in the field, so the number of people with both commercial leadership experience and real QKD knowledge is small.

This was also the first time the client had hired for this role. There was no previous job holder to benchmark against and no established profile to copy. Part of our job was helping the client decide what great looked like, including weighing a more experienced, higher-salaried profile against the original candidate.

Our Approach

We built a dedicated search project and contacted a wide range of potential candidates directly. Every conversation tested two things: depth of knowledge in quantum cryptography, and understanding of the German market.

We started with Germany's quantum companies. It quickly became clear the local market was too small to rely on alone, so we widened the search to organisations outside core quantum that use or need quantum cryptography. That opened up a stronger, more relevant pool without losing the technical depth the client needed. It's the same approach that helped us find a Quantum Algorithm Developer for a leading European quantum computing company.

From there, we kept the process tight:

• 4 CVs presented, each assessed for quantum cryptography depth and commercial track record
• 2 candidates interviewed by the client
• Regular calls with the preferred candidate before and after each interview, sharing feedback both ways
• Close management of the offer stage, so there were no surprises

The candidate the client chose proved the stronger performer at interview and the more impressive profile overall. Once the offer arrived, he had no concerns. He went on to meet the board and join the team at an industry exhibition.

The Results

• 1 day to first shortlist
• 56 days from brief to offer accepted
• 4 CVs sent, 2 interviewed, 1 hire
• Offer accepted first time
• Still in role

How the hire has settled in

After his first week, our candidate told us it had been busy and very good. He said he had been made very welcome, the team were friendly and the work was genuinely interesting.

Since joining, he has become a visible voice for the business, travelling to quantum events and conferences and speaking on stage. For a company hiring its first BD leader, that external profile is exactly the point.

What this means for quantum technology hiring managers

Commercial roles in quantum are hard to fill because the best candidates need two rare things at once: technical credibility and commercial leadership. This search shows three lessons.

1. Look beyond the obvious market. When the local quantum talent pool is thin, adjacent sectors that use the same technology can hold the right people.
2. Define the role with your recruiter. For a first-ever hire, a specialist partner can help you benchmark profiles and salary expectations. Our2026 Quantum Salary Benchmarking Guideis a good place to start, and our widertalent insightscover hiring trends across our markets.
3. Stay close to the candidate. Regular contact before and after interviews keeps senior candidates engaged and removes surprises at offer stage.

You can see more of our work in quantum, including how we delivered specialist quantum talent to support global expansion, or browse more of our case studies. If you're a candidate, take a look at our current quantum jobs.

Quantum Recruitment FAQ

How quickly can you shortlist for a senior quantum role? 

It depends on the role, but in this search we sent a first shortlist in 1 day and the offer was accepted 56 days after the brief.

Do you recruit commercial roles as well as technical ones in quantum? 
Yes. Our Quantum team places business development, sales and leadership roles alongside research and engineering hires.

What if there are very few candidates in our country? 
We widen the search to adjacent sectors and markets that hold the same skills, while keeping the location and work model you need.

Building a Quantum Team?

Whether you are making your first commercial hire or scaling a team, speak to our Quantum team or book a meeting with our Quantum team.