Artemis is a precision recruiting firm for technology companies. We find and deliver elite software engineers — vetted, motivated, and ready to contribute from day one.
Technology companies waste hundreds of hours reviewing unsuitable candidates, conducting fruitless interviews, and losing top engineers to faster-moving competitors. The right hire is out there — you're just not reaching them.
See our recruitment approachEngineering leaders spend 40% of their time reviewing and interviewing unsuitable candidates. That's time not spent building product.
Public job postings attract hundreds of applicants, most of whom are not qualified — drowning your team in noise.
The best engineers are employed and not actively searching. Waiting for applications means you'll never find them.
A wrong engineering hire can cost 2–3× their annual salary when you account for onboarding, ramp time, and departure.
We believe that great hiring is about quality of match, not quantity of candidates. We don't flood your pipeline with résumés — we deliver a shortlist of candidates who are genuinely exceptional fits.
We proactively identify and approach passive candidates who are not actively looking but are open to the right opportunity. This is where the best engineers live.
Every candidate is assessed for technical depth, communication clarity, and cultural alignment before we introduce them to you.
We present 3–5 high-confidence candidates, not 30 maybes. Your time is valuable — we respect it.
We work as an extension of your team. We learn your engineering culture, your roadmap, and what "great" looks like at your company.
We specialize exclusively in engineering talent. This focus means we go deeper on quality than generalist firms ever could.
Whether you're building a team from scratch or scaling an existing one, we have a model that fits. Every engagement is tailored to your timeline, headcount, and engineering culture.
Our primary offering. We source, vet, and deliver candidates for permanent engineering roles. Built for companies making 1–10 key hires a year.
Extend your engineering team with vetted contract talent. Ideal for scaling fast, bridging gaps, or running a defined project phase.
We operate as your embedded talent team. Best for companies hiring 10+ engineers per year who want a scalable, brand-aligned process.
Let's talk about your next engineering hire. Book a 30-minute discovery call — no pressure, just a conversation.
Most recruiters post jobs and wait. We don't. Every search starts with a clear brief, deep market research, and direct outreach to the engineers who are right for your role — whether or not they're looking.
Before we search for a single candidate, we spend time understanding your engineering culture, team dynamics, technical stack, and what success looks like in this role at 6 and 12 months.
Using our proprietary network, LinkedIn Recruiter, GitHub activity, conference talks, open-source contributions, and industry referrals, we identify engineers who match your requirements across all three markets.
Our outreach is personalised, specific, and respectful of the engineer's time. We never send templated spam. Every message references their work and explains why this role is worth their attention.
Our screening process includes a structured technical competency interview, work history deep-dive, motivation and career goals assessment, and communication clarity evaluation. If we wouldn't vouch for them, you don't see them.
You receive a curated shortlist of 3–5 candidates with full profiles, our assessment notes, and a direct recommendation. We then support through your interview process, manage candidate communication, and close the offer.
Book a 30-minute discovery call and let's build a plan.
Schedule a ConsultationWe only recruit engineers. This singular focus means we understand the nuances of technical roles deeply — the difference between a strong generalist and a specialist you actually need, between a candidate who talks the talk and one who ships.
From mid-level to staff engineers. We understand the seniority gradients, expectations at each level, and how to identify genuine technical depth versus surface-level experience.
We place software engineers across a full range of stacks and paradigms, from early-stage product engineers to large-scale distributed systems builders.
Specialists in server-side systems, APIs, and data pipelines. We assess candidates on distributed systems thinking, API design, and reliability engineering principles.
Strong backend engineers are among the hardest to find. We maintain an active pipeline of backend talent across all major ecosystems.
Engineers who genuinely own both frontend and backend — not just superficially, but deeply. We identify candidates with strong opinions on architecture and clean interfaces.
True full-stack engineers are rare. We find them by looking beyond the CV — at portfolios, pull requests, and the quality of their technical thinking.
CI/CD, Kubernetes, cloud infrastructure, and developer experience. We find engineers who build the systems that let everyone else move faster.
DevOps talent is in high demand globally. We source engineers who have operated production systems at scale and understand the tradeoffs of reliability vs velocity.
The rarest hire of all. We place engineering managers, staff engineers, and principal engineers who can lead teams, drive technical strategy, and ship product.
Leadership hires require a different approach. We spend more time understanding motivations, management philosophy, and what kind of team and product challenge they want next.
We've built our services around how technology companies actually hire — not how recruitment firms want to sell. Choose the model that fits your headcount, timeline, and internal capability.
Our core service. We manage the entire search process from brief to signed offer — identifying, approaching, and vetting candidates for permanent positions on your team.
Best for companies making 1–10 key engineering hires per year who want an expert partner to own the search.
Access vetted contract and contract-to-hire engineers when you need to move fast, fill a gap, or spin up a project team without committing to permanent headcount.
Best for companies scaling rapidly, navigating funding rounds, or running a defined technical initiative.
We become your embedded talent team — operating as Artemis-powered talent acquisition partners within your business. We own the process, the pipeline, and the metrics.
Best for high-growth companies hiring 10+ engineers per year who want a scalable, brand-aligned internal talent function without building it themselves.
We work with technology companies across a range of verticals. Our focus is always on software engineering — but we understand the context in which engineers operate at your company.
From early-stage SaaS to mature platform businesses. We understand the engineering challenges of multi-tenant architecture, high availability, and developer tooling.
Payments infrastructure, lending platforms, and financial data products. We find engineers who understand compliance requirements, security standards, and financial system reliability.
EHR integrations, HIPAA compliance, clinical data platforms, and digital health applications. We recruit engineers who can navigate the intersection of technology and regulation.
Storefront platforms, order management systems, logistics software, and recommendation engines. Engineers who understand scale, conversion, and the full commerce stack.
ML platform engineering, model deployment, data infrastructure, and AI product development. We find engineers who bridge the gap between research and production systems.
Security tooling, threat intelligence platforms, and identity management systems. Engineers who think adversarially and build systems with security as a first principle.
Real-time tracking, warehouse management systems, and route optimization. Engineers who can handle complex event-driven architectures and data at scale.
LMS platforms, adaptive learning engines, and content delivery systems. Engineers who care about user experience and building products people genuinely use.
Energy management software, carbon accounting platforms, and climate analytics. Engineers motivated by impact and comfortable with novel data challenges.
Real searches, real outcomes. Every case study here represents a problem that mattered to a growing technology company — and a hire that made a measurable difference.
A fast-growing Series B SaaS company had just raised $18M and needed to double their backend engineering team in 90 days. Their internal recruiter was overwhelmed, and job boards were producing zero qualified applicants.
Artemis ran a targeted headhunting campaign across New York, London, and remote markets. Within 90 days we placed 6 senior backend engineers, with an average time-to-hire of 22 days per role.
An early-stage fintech startup needed their first full-stack engineer — a hire that would define the technical culture of the company. The founders were non-technical and didn't know how to evaluate candidates.
We partnered with the founders to define the role brief, create a structured technical assessment, and source candidates from our London network. The hire was made in 14 days and remains a core team member 3 years later.
A high-growth e-commerce company in Sydney needed their first VP of Engineering — a strategic and technical leader who could manage 15 engineers while owning the technology roadmap.
We ran a confidential search across Australia and the UK, identifying 40 target candidates and presenting a shortlist of 4. The VP was hired in 38 days and successfully led a platform re-architecture within 6 months.
After a $25M Series A, an AI infrastructure startup needed to scale from 4 engineers to 22 in 6 months. They had no internal recruiting function and their founders were spending too much time on hiring.
We deployed an embedded RPO team — two dedicated Artemis recruiters — who operated as the internal talent function. In 6 months, we made 18 engineering hires across ML, backend, and DevOps roles.
Join the Artemis Talent Network and get introduced to engineering roles at high-growth technology companies — confidentially, selectively, and on your terms.
The Artemis Talent Network is curated. We personally review every profile and only introduce you to roles that match your experience, goals, and salary expectations. No spam, no irrelevant outreach.
Your profile is never shared with an employer without your explicit permission.
Many of our searches are confidential or unadvertised. Network members get first access.
Our recruiters provide honest market insight — salary benchmarks, interview prep, and offer advice.
Our fees are always paid by the hiring company. Joining the network is completely free.
Tell us about yourself and we'll be in touch within 2 business days.
Your information is kept confidential and never shared without your permission.
Market trends, hiring guides, compensation data, and practical advice for engineering leaders and technology companies building great teams.
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Book a 30-minute discovery call. Tell us about your team, your engineering challenges, and who you're looking for. We'll tell you exactly how we can help.
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Updated compensation benchmarks, hiring timelines, and market intelligence for technology companies recruiting software engineers in the US, UK, and Australia.
Includes base salary, excludes equity and bonus. Major tech hubs (NY, SF, Seattle) typically 15–25% above these figures.
| Role | Level | Experience | Salary Range (USD) | Demand |
|---|---|---|---|---|
| Software Engineer | Mid-Level | 3–5 yrs | $110k – $145k | High |
| Software Engineer | Senior | 5–8 yrs | $145k – $190k | Very High |
| Staff Engineer | Staff | 8–12 yrs | $190k – $240k | High |
| Backend Developer | Mid-Level | 3–5 yrs | $105k – $140k | Very High |
| Backend Developer | Senior | 5–8 yrs | $140k – $185k | Very High |
| Full Stack Engineer | Mid-Level | 3–5 yrs | $100k – $135k | High |
| Full Stack Engineer | Senior | 5–8 yrs | $135k – $175k | High |
| DevOps / Platform Engineer | Senior | 5–8 yrs | $145k – $195k | Very High |
| Engineering Manager | EM | 8+ yrs (incl. mgmt) | $175k – $230k | High |
| VP of Engineering | VP | 10+ yrs | $220k – $320k | Selective |
Senior engineers: 28–45 days. Engineering Managers: 45–75 days. DevOps: 21–35 days. The faster you move, the better engineer you get — top candidates have multiple offers within 2 weeks.
68% of engineers in our network prefer hybrid or remote-first roles. Fully on-site roles see 40% fewer qualified applicants. Flexibility is now a compensation lever.
The top 3 reasons: below-market salary (42%), slow hiring process — candidate accepted another offer (31%), and poor interview experience (18%). Speed and competitiveness win.
30 pages of salary data, hiring benchmarks, interview frameworks, and market intelligence.