Every Question You Have Before You Hire Us.

Artemis specializes in C-suite, VP, and Director-level searches across 12 industries. Typical roles include CEO, CFO, COO, CIO/CTO, CMO, CHRO, CRO, and mission-critical functional leaders such as VP of Sales, VP of Operations, VP of Engineering, General Managers, and Division Presidents. We also support Controller, FP&A, IT, Legal, HR, and Supply Chain leadership searches.

We do not recruit for individual contributor roles or entry-level positions. Our focus is leadership talent that moves the business forward.

Median timeline is 6 to 8 weeks from kickoff to signed offer for most executive roles:

• Week 0-1: Role definition, success scorecard, and stakeholder alignment
• Week 1-3: Talent mapping, outreach, and preliminary screening
• Week 3-5: Shortlist presentation, competency interviews, and behavioral assessments
• Week 5-6: Final interviews, reference triangulation, compensation calibration
• Week 6-8: Offer negotiation and signed acceptance

We deliver an initial shortlist within 48 hours of kickoff. Some niche or highly specialized searches may take up to 10 weeks. Speed matters, but accuracy matters more.

Typically 2 to 5 qualified finalists per search. We intentionally keep the shortlist tight. You are not sorting through dozens of resumes. Each candidate presented has been personally interviewed, behaviorally assessed, and calibrated against your specific success criteria. Every finalist is someone we would stake our reputation on.

Artemis operates across 12 sectors: Private Equity, Finance & Accounting, Healthcare, Technology, Construction, Oil & Gas, Manufacturing & Distribution, Logistics, Supply Chain, Legal, Marketing, and Renewable Energy. Our strongest concentration is in Houston and the Gulf Coast corridor, but we conduct searches nationally and have completed international placements as well.

Yes. While Artemis is headquartered in Houston, we conduct retained searches nationwide. We have placed executives across the U.S. and internationally. Our sourcing methodology is not geography-dependent. We find the best available talent regardless of location, then work with you on relocation requirements or remote/hybrid arrangements.

A.I. is Artemis shorthand for Actually Interviewed. It means every candidate we present has been personally interviewed, behaviorally assessed, and culturally calibrated by our team. We do not forward resumes we found online. We do not send candidates we have not spoken with in depth. When you see A.I. on a candidate profile, it means a real person at Artemis sat across from that candidate and did the work to understand who they are, how they operate, and whether they fit your environment.

Our core assessment methodology includes structured behavioral interviewing, situational leadership evaluation, and cultural calibration against your specific environment. For roles that require it, we also offer psychometric profiling through instruments like Predictive Index, bespoke case studies for CFO, CTO, and COO candidates, and technical simulations.

Every finalist goes through reference triangulation, which means we verify performance claims from multiple independent sources, not just the references the candidate selects. We assess six dimensions: behavioral patterns, cultural fit, track record verification, context translation, implementation proof, and compensation intelligence.

Cultural fit is where most executive hires fail. We assess it on both sides. On your side, we map your organizational pace, decision-making style, team dynamics, communication norms, and political realities. On the candidate side, we evaluate leadership style, values alignment, adaptability, and how they have navigated different cultural environments in past roles.

Past success does not guarantee future fit. A candidate who thrived in a Fortune 500 matrix may struggle in a founder-led growth company, and vice versa. We dig into the conditions under which someone performed, not just the results they achieved.

Yes. Every search includes proactive outreach to diverse talent networks, professional associations, and community organizations. We ensure candidate slates are representative without compromising on quality or fit. Diversity is not a checkbox. It is part of building the strongest possible leadership team. We will discuss your specific goals and ensure our sourcing strategy reflects them from day one.

Retained search means you engage one dedicated firm on an exclusive basis to conduct a thorough, confidential search with full accountability. We invest significant time upfront in understanding your organization, mapping the talent market, and personally vetting every candidate. Fee is paid in stages regardless of outcome, which aligns our incentive with getting it right, not getting it fast.

Contingency search means multiple firms work the same role simultaneously and only the firm that places a candidate gets paid. The incentive is speed over quality, and no single firm invests deeply because there is no guarantee of return. For leadership roles where a bad hire costs 19 months of momentum, the retained model eliminates the risk.

Internal teams are typically outstanding at volume hiring and mid-level roles. Executive search is a different discipline. It requires confidential outreach to passive candidates who are not in your ATS, behavioral assessment expertise, compensation benchmarking at the leadership level, and market intelligence about where the best talent is and what it takes to attract them.

We complement your internal team, not compete with it. The searches that come to Artemis are typically too confidential, too senior, or too specialized for internal HR to handle with existing tools and bandwidth. We handle the search. Your team focuses on what they do best.

We believe in transparency. Retained search is not the right fit for every situation. You probably do not need us if the role is mid-level or below with a large available talent pool, if you already have strong internal candidates ready for promotion, if the role is straightforward enough that a job posting will attract qualified applicants, or if timing is not critical and you have months to run the process internally.

You do need a retained partner when the role is mission-critical, when confidentiality is required, when the best candidates are not actively looking, when you have already tried internally and it has not worked, or when a bad hire would set the organization back significantly. Those are the searches where we add the most value.

Four things. First, you work with a senior partner end-to-end. No hand-off to juniors after the sale. Second, we assess candidates using our proprietary behavioral methodology, not just resume screening. We evaluate how they led, under what conditions, and how they will adapt to yours. Third, we are integrated across search and development. Our E•L•E•V•A•T•E Coaching Model™ means we do not just find leaders, we support their success after placement. Fourth, our 94% two-year placement success rate speaks for itself. We get it right because we go deeper than most firms are willing to.