We reject the traditional high-volume recruitment model. Artemis is built on discipline, targeting, and deep technical understanding — so you only meet engineers worth your time.
Most recruiters operate on volume — they blast job adverts, collect applications, and forward CVs with little qualification. You end up interviewing 20 candidates to find one hire. Artemis operates differently.
| Traditional Recruitment | Artemis Recruits |
|---|---|
| 20–40 unvetted CVs per role | ✓3–5 fully qualified candidates |
| Reactive job post model | ✓Active headhunting of passive talent |
| Keyword matching screens | ✓Technical pre-screening by our team |
| 4–8 week timelines | ✓14-day average to first shortlist |
| Generalist recruiters | ✓Engineering-only specialists |
| Disappear post-placement | ✓90-day follow-up on every hire |
| CVs forwarded without context | ✓Written candidate brief with every profile |
Every search follows the same disciplined process. No shortcuts. No spray-and-pray. Just a methodical search that consistently delivers the right engineers.
We spend real time with your engineering managers and CTO — reviewing your codebase context, your technical challenges, and your team structure before writing a single outreach message. We ask the questions job boards never think to ask.
We build a detailed brief that goes far beyond a job description — covering technical depth requirements, team dynamics, growth trajectory, and the unspoken signals of cultural alignment. This brief guides every outreach conversation.
Over 70% of the best engineers are not actively job-hunting. We reach them through direct headhunting, our curated talent network, and targeted outreach across engineering communities. We find engineers who aren't looking — but are open to the right move.
Every candidate goes through a structured technical conversation with our team. We evaluate depth of knowledge, problem-solving approach, and alignment with your stack. Our recruiters are technically literate — these screens are meaningful, not performative.
We present 3–5 fully vetted candidates — each with a written brief covering technical strengths, career motivation, compensation expectations, and our honest assessment of fit. You get context and a recommendation, not a pile of CVs.
We manage negotiations, counter-offers, and onboarding logistics. We remain actively involved through the candidate's first 90 days. Our goal is a successful, lasting placement — not just a signed offer letter.
Every candidate on an Artemis shortlist has cleared our internal qualification bar — not just a checkbox screen.
We confirm real-world technical depth through structured conversations. We understand the difference between someone who has used a technology and someone who understands it deeply.
We don't present passive candidates who are mildly curious. Every candidate we put forward is genuinely open to a move and specifically aligned with your opportunity — not just taking calls.
We confirm salary expectations and equity preferences early in the process — so there are no surprises at offer stage. Every shortlisted candidate is within range of what you can offer.
Skills alone don't make a great hire. We assess communication style, collaboration preferences, and working patterns to ensure alignment with how your team actually operates day to day.
Before placement, we conduct informal reference conversations to validate track record, reliability, and working style — giving you an honest picture before you make an offer.
If a candidate doesn't work out within 90 days for reasons attributable to fit or false representation, we replace them at no additional search fee. We stand behind every placement.
No pitch, no pressure. A 30-minute conversation about your hiring challenges — and an honest assessment of how we can help.