Nivedita Gajiwala

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Jun 2017
Brad Bierman is the Manager of Security Engineering at Arctic Wolf Networks. As a technical security consultant with a lot of depth in the industry, Brad is now responsible for a team of 11 security engineers at this California and Waterloo-based startup. We caught up with Brad recently to hear about their growth and the ever-evolving security industry...which is top of mind for everyone these days!
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Jun 2017

In recent conversations, I've discussed organizational values and their affect on growth in tech. Does a focus on values improve or impede growth? Many companies, both in Canada and the US, are being torn between being values-focus (respectful, kind and trusting) and being delivery-focused (fast, effective). In the eyes of many, these are at opposite ends of a spectrum. But is that really the case?

We Canadians have a reputation for being nice - polite to a fault. This reputation has become a strength. In markets where customer and employee experience are critical, our inclusive and caring nature is starting to set our tech companies apart.

We know that the success of a tech company is tied directly to the ability to attract and engage the best people. We've seen this time and again as we've worked with multiple companies to build their executive teams. Talented people all want to be part of a winning team that is moving quickly down the path of success but they also really want to be respected.

Great people know how to get results, and they’d rather deliver those results for a company that shows them respect. The most talented people we talk to want to work with leaders who create an environment where it is safe to innovate and learn - where they are trusted and given both autonomy and direction.

A values-based organization is most likely to attract the best people. When inspired with the right mission, great people will care about customer and will deliver great solutions with speed and efficiency.

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Apr 2017
Tom Kane joined Virtek in December as VP Global Sales. As an international sales leader with extensive experience in growing and mentoring teams, he was excited to apply his learnings to help Virtek continue to grow and compete on a global level. A few months into the new role, we caught up with Tom to hear about why he joined Virtek, why they are poised for global success and how to scale a sales organization.
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Apr 2017
With the new changes happening in the region and an exciting array of high-growth tech clientele the Artemis Team was at capacity. So we're happy to announce that our team recently doubled in size  and we're delighted to welcome Nivedita, Yvonne and Joe to the team! Armed with a Bachelors in Sociology and a Masters in International Business, Nivedita recently took the plunge into Canada's winter and exploding tech industry. With a background in digital marketing at an agency in India and a Fortune 500 company in Amsterdam, Nivedita is excited about bringing her dual perspective to the team. Yvonne is a maritimer with a passion for helping people. She’s excited to be matching talented people with challenging roles. In Calgary, she helped build and develop engineering teams for the Energy sector, now she’s eager to help power innovation in KW. A graduate of UW, UofT, and former doctoral candidate at McMaster, Joe excitedly made the move into tech and recruiting at a Fortune 500 before joining Artemis. He's thrilled to work with the finely-tuned team and to focus his efforts on driving innovation by championing it’s most critical asset: good people.
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Mar 2017
Sean Erjavec is the new EVP Sales at Bridgit. As a scale-up sales leader with global experience, he is responsible for building a team to drive revenue growth for this exciting KW start-up. Now 3 months into his new role, we talked to him about why he made the move and his approach to sales leadership.
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Mar 2017
You’ve figured out employer branding and have defined your ideal team.. But how do you get that message out to your dream candidates. They are not likely looking for a job, and if they are, the recruiting messages of hundreds of other growing tech companies just sounds like noise. How do you craft a message that is actually heard - and where do you tell the story? Step 1: Tell a Great the Story Storytelling brings your brand to life and allows you to build meaningful relationships with future employees. Here are a couple of tips: Think about your Who What drives your target employees? We know that what really drives engagement and love for a job is Autonomy, Purpose (Why) and Mastery (and here is a great video by Daniel Pink that drives this message home). Talk about the people behind the brand & their passion for impact While telling your company’s origin story (similar to a Superhero origin story) highlight the people behind the brand and why this mission is important to them. Share inspiring real life accounts that your future employees will connect with. (Read our blog post on developing a hero story - link) Build your brand personality Create a distinct tone of voice across all channels that separates you from your competitors and is easily recognizable. Think about your culture, your team, your workspace - does your tone and voice reflect this? Is it consistent with the what you project to customers? Step 2: Know Where the Story will be Heard Do you know the difference between employment branding and recruiting for a specific role? Recruiting for a role is typically reactive, you focus on tactics to find candidates for a specific profile. Great branding makes recruitment MUCH easier. Branding is about always recruiting - it is the overarching message to the your broad community of future hires. To the people you are targeting AND to those who influence them it says, “YOU WANT TO WORK HERE” To get that message heard, you need to think like your prospective employees. Find them in their natural habitat. Where are the top leaders, sales executives, developers and technical experts working, playing and spending time. What events do they attend? What websites do they frequent? What are they reading? Where do they drink coffee, play games, collaborate with peers on projects? Here are a couple of ideas on how and where to proactively engage prospective hires:
  • Hackathons
  • Webinars and meet-ups
  • Sponsor events relevant to your brand
  • Industry events and trade-shows
  • Challenges
  • Community and volunteer events
  • Social media and targeted online communities
  • Sponsor podcasts
So go out there and tell your emotionally engaging, problem solving, impactful origin story! Find your tribe.
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Artemis Canada – Executive Search

We are a boutique executive search firm exclusively serving Canada’s Innovation Economy.

Our partners are the inventors, builders and leaders who are changing our world, enriching the lives of their teams, strengthening their communities and delivering valuable innovations to global marketplaces.


"I have worked closely with Kristina for approximately 15 years, reaching out to her whenever we are searching for the hardest to find skills. She understands the industry, she’s smart, she listens to exactly what we need, and she never wastes our time. Kristina, and the Artemis team, deliver time and time again. When we need an external recruiter, I find it hard to work with anyone else!"

Pete Devenyi, VP Global Software Dematic

Contact Artemis

  • 22 Regina St. N
    Waterloo N2J 3A1
  • 519-594-0913
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