Artemis headhunts for defense technology companies at every level, from the C-suite to the autonomy, AI, and embedded engineers who move programs from prototype to fielded capability. We find talent in the market, not on the market.
Defense technology companies hire against clearance requirements, contract milestones, and much larger competitors. We build every search around those constraints.
Many roles require an active clearance or the eligibility to obtain one. The experienced, cleared bench is small, and nearly everyone on it is employed.
Leaders who have shipped autonomy, AI, and embedded software on real hardware in the field are rare, and every new entrant wants them.
An open program, capture, or engineering seat can put demos, contract milestones, and program performance at risk.
Established primes often pay more. Venture-backed defense tech wins on mission, speed, and equity, and that story has to be told well.
We search at every level of a defense technology company: the executives who set direction, the managers who run programs, 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.
Clearance and U.S. person requirements, location, and compensation 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 program, the mission, and the deadline. Our client team defines must-have experience, clearance and U.S. person requirements, compensation and equity range, and location.
Our research team maps the people who have done this work, at primes, defense tech companies, 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 searches for the role your program depends on.
Engineering managers and leads who can run a team and stay technical.
When a new program or contract award 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 defense technology companies.
Headhunters focused on defense technology, connecting you with experts in software development, AI, cybersecurity, and data analytics.
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 budgets go toward hires, not retainers.
Our joint venture partner is a certified DVBE and SDVOSB organization, supporting vendor diversity goals for commercial and government work.
One executive seat or a full engineering ramp, share the roles and your timeline. A member of our DefenseTech team will follow up to scope the search. Conversations are confidential.
