Recruiter

Artemis is building the future of AI-driven cybersecurity, helping companies defend themselves effectively in an era where AI is fighting AI on the cyber battlefield.

Our platform brings a new approach to the $100B security operations market, building a live model of each customer's environment and using AI agents to detect, investigate, hunt, and respond to threats at machine speed. Just one year after our founding, Artemis is one of the fastest-growing cybersecurity companies of all time, with customers including multiple Fortune 500 companies, Global 2000 enterprises, and AI innovators like Cursor.

We have raised $70M from Felicis, First Round Capital, Theory Ventures, Two Sigma Ventures, Lockstep VC and Brightmind. We are also backed by some of the most prominent operators in cybersecurity, including the CEO of Crowdstrike, the former CEO and CTO of Splunk, and the founders of Abnormal AI and Demisto.

Artemis's founders have built and scaled security products used by tens of thousands of customers. Shachar Hirshberg (CEO) led Amazon GuardDuty, the world's largest cloud detection product, was an early employee at Demisto, the company that invented the SOAR category, was an engineering leader at Palo Alto Networks, and holds an MBA from Harvard. Dan Shiebler (CTO) led all AI and machine learning at Abnormal AI, the pioneer of behavior-based detection, spent five years building analytics using machine learning and vector databases at Twitter, and holds a PhD in machine learning from Oxford.

Our team of software engineers, AI researchers, security engineers, and product designers comes from Google, Meta, AWS, Wiz, CrowdStrike, SentinelOne, Abnormal AI, Perplexity, Bridgewater, Mercor, CERN, and more.

We're growing fast and looking for builders who want to help us serve our rapidly 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.