Responsibilities You'll support recruiting across our technical org (engineers, architects, data folks) and our GTM org (sales, CS, marketing). That means:
- Building pipelines. Sourcing engineers and go-to-market talent who actually know what they're doing. You'll need conviction about who moves the needle and who doesn't.
- Closing candidates. You're not just sourcing-you're selling. Why Artemis? Why now? Why this candidate specifically? You need to answer those before they do.
- Working backwards from hiring plan. Sales needs 3 AEs by Q4. We need senior backend engineers. You figure out what that actually requires and build a plan that lands people, not just applications.
- Speed. We move fast. That means recruiting cycles measured in weeks, not months. You need to be comfortable saying "no, not this person" quickly and explaining why.
- Hiring strategy. This role evolves. You'll help shape what "good" looks like across different teams, feed signal back to leadership about what's working, what's not.
Requirements - 3-5 years recruiting. Technical and/or GTM focus. You've hired multiple engineers and/or GTM roles at scale.
- Opinion about good talent. You know what senior really means. You can spot signal in messy backgrounds.
- No tolerance for process theater. Hiring should be fast, rigorous, and outcome-focused. Not a pipeline with five rounds for a mid-level role.
- Track record. You've placed people who worked out. You've closed candidates other people couldn't.
- Comfort with ambiguity. Early-stage means roles aren't locked in stone.
CompensationWe offer a competitive compensation of $150,000-$180,000 per year, and a top-of-market equity component. A variety of factors are considered when determining the compensation, including a candidate's professional experience. Final offer amounts may vary from the amounts listed.
