Artemis Senior Recruiter at Artemis supporting recruiting for technical and go-to-market teams. Responsible for building pipelines, closing candidates, and shaping hiring strategy to meet fast-paced hiring goals.
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.
Qualification
3-5 years recruitingOpinion about good talentNo tolerance for process theaterTrack recordComfort with ambiguity
Required
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.
