Senior Recruiter

About the role

Artemis is building the future of AI-driven defense – helping companies detect and defend themselves effectively in an era where AI is fighting AI on the cyber battlefield. We’re backed by First Round Capital, Brightmind, and a group of the cybersecurity industry’s most prominent Operators. Our founders, Shachar (ex-Palo Alto Networks, AWS, Demisto) and Dan (ex-Abnormal Security, Twitter) have previously built, launched, and scaled cybersecurity products loved and trusted by tens of thousands of customers, and have the customer, technology, and security know-hows to deliver this vision. Our exceptionally strong team includes software engineers, AI researchers, security engineers, and product designers hailing from Google, Abnormal AI, Wiz, Meta, AWS, Two Sigma, SentinelOne, and more. We are growing our team and looking for passionate builders to join us and support our expanding customer base.

Responsibilities

• Support recruiting across our technical org (engineers, architects, data folks) and our GTM org (sales, CS, marketing).
• Build pipelines by sourcing engineers and go-to-market talent who actually know what they're doing; have conviction about who moves the needle and who doesn't.
• Close candidates by selling the role, the company, and the opportunity; answer “Why Artemis? Why now? Why this candidate specifically?” before candidates do.
• Work backwards from hiring plan (e.g., Sales needs 3 AEs by Q4; we need senior backend engineers) to build a plan that lands people, not just applications.
• Move fast with recruiting cycles measured in weeks, not months; comfortable saying “no, not this person” quickly and explaining why.
• Help shape what “good” looks like across different teams and feed signal back to leadership about what's working and what's not.

Requirements

• 3–5 years recruiting experience with technical and/or GTM focus.
• Hired multiple engineers and/or GTM roles at scale.
• Strong opinion about good talent; know what senior really means and can spot signal in messy backgrounds.
• No tolerance for process theater; hiring should be fast, rigorous, and outcome-focused.
• Track record of placing people who worked out and closing candidates other people couldn’t.
• Comfort with ambiguity in an early-stage environment where roles aren’t locked in stone.

Compensation

• Competitive base salary of $150,000–$180,000 per year.
• 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.