Artemis headhunts for deep tech companies at every level, from the C-suite to the AI, quantum, and robotics engineers turning research into product. We find talent in the market, not on the market.
Deep tech companies hire for skills that barely exist outside a handful of labs and companies. We build every search around that reality.
The people who have built quantum hardware, trained frontier models, or shipped real robots are few, and nearly all of them are employed.
Researchers who can also ship, and engineers who understand the science, are rare. Most candidates are strong on one side, not both.
An open research lead or engineering manager seat can delay a prototype, a pilot, or the milestone your next round depends on.
Large tech companies and well-funded labs often pay more. Startups win on mission, ownership, and equity, and that story has to be told well.
We search at every level of a deep tech company: the executives who set direction, the managers who turn research into product, and the specialist engineers who are hardest to find.
Every search is built to put a small set of qualified, interested candidates in front of your hiring team.
Candidates are interviewed and assessed by your delivery manager before they reach your calendar.
We approach passive candidates as an ambassador for your company, so the people you meet already want the conversation.
Technical depth, location, and compensation and equity expectations are covered early, so late-stage surprises don't stall the search.
Every search is staffed by a client team, a research team, specialist recruiters, and a delivery manager who owns the outcome from kickoff to signed offer.
We start with the technology, the mission, and the milestone. Our client team defines must-have expertise, compensation and equity range, and location.
Our research team maps the people who have done this work, at other deep tech companies, research labs, and adjacent industries with transferable skills.
Specialist recruiters approach passive candidates as an ambassador for your company, telling your mission and equity story, then interview and qualify them.
Your delivery manager assesses every candidate and presents only the most qualified, then manages the process through offer and acceptance.
C-suite and VP searches, run with discretion, including when the seat is still filled.
Niche engineering and research searches for the role your roadmap depends on.
Engineering and research managers who can run a team and stay technical.
When a new funding round, prototype, or pilot needs a whole team, not one seat.
Direct hire, contract, and contract-to-hire options to match the stage you're in.
A single point of accountability from kickoff to signed offer, backed by a research team and specialist recruiters.
No borrowed logos or inflated numbers. Here is how we actually work with deep tech companies.
Headhunters focused on deep tech, connecting organizations with experts in advanced AI, quantum computing, robotics, and cutting-edge engineering.
We target proven performers at competitors and aligned companies who aren't actively searching, not the people already applying to everyone.
Our headhunters work on a contingency basis, so startup budgets go toward hires, not retainers.
The same team can fill your next executive, your engineering managers, and the niche specialists your roadmap depends on.
One executive seat or a full engineering ramp, share the roles and your timeline. A member of our DeepTech team will follow up to scope the search. Conversations are confidential.
