About Artemis

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

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.

Compensation

We 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.

Equal Opportunity

At Artemis, we believe the best ideas come from diverse teams. We’re committed to creating an inclusive environment where people of all backgrounds, experiences, and perspectives can do their best work. We welcome everyone, regardless of race, gender, age, religion, identity, or anything else that makes you, you.