Artemis headhunts for space startups at every level, from the C-suite to the propulsion, GNC, and avionics engineers your next test campaign depends on. We find talent in the market, not on the market.
Space startups hire against hardware schedules, export rules, and much larger competitors. We build every search around those constraints.
Only a small pool of engineers has qualified an engine, closed a GNC loop on flight hardware, or scaled a production line. Nearly all of them are employed and not looking.
Export-controlled work means U.S. person requirements apply before experience is even considered, which shrinks an already small pool.
An open propulsion lead or test manager seat can push a test campaign, a production ramp, or a launch window.
Established launch providers and primes 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 space company: the executives who set direction, the managers who run programs and test, and the specialist engineers who are hardest to find.
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 hardware, the mission, and the deadline. Our client team defines must-have experience, U.S. person requirements, compensation and equity range, and location.
Our research team maps the people who have done this work, at other launch, spacecraft, and aerospace companies, and in 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.
No borrowed logos or inflated numbers. Here is how we actually work with space companies.
Headhunters focused on space, with networks across satellite technology, propulsion systems, and aerospace 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 individual contributors your roadmap depends on.
One executive seat or a full engineering ramp, share the roles and your timeline. A member of our SpaceTech team will follow up to scope the search. Conversations are confidential.
