Chris Relth is a seasoned professional with 19 years of experience in the talent industry, recognized as a thought leader and an agent of change. He is the Founder and CEO of Artemis, a specialized staffing and executive search organization, where he brings a tenacious approach to concierge-style permanent search and staffing services. Additionally, Chris is a Managing Partner for Artemis United, a DVBE-certified joint venture that works with the state, fed, and clients to help meet their vendor diversity needs. Artemis United only hires military veterans internally to help with their transition to the civilian workforce.

Chris' leadership philosophy is rooted in the belief that fostering a supportive and collaborative work environment is critical to the success of his team, and ultimately leads to successful outcomes for his clients. His company is dedicated to the satisfaction of its team members and is committed to contributing to positive, long-lasting impact through the promotion of happier, healthier workforces.

A Bay Area native, Chris holds a degree from Chico State University and has been a resident of Orange County for over a decade, where he currently resides in Ladera Ranch, CA. In his free time, Chris channels his energy into philanthropic pursuits as a partner of Miracles for Kids and sits on various boards. He is also a youth football and baseball coach and is heavily involved in fitness.

Chris Relth

I had a bad interview with an internal hire. 
But he'd told me he'd lost 100 pounds. 
He became one of our best hires.


On paper, he wasn't impressive. His answers were average. He stumbled through a few questions. 

If I'd scored him purely on interview performance, he wouldn't have made the cut.

But then, he showed me a photo of himself from a couple of years earlier, and I barely recognized him. He'd lost 100 pounds and completely transformed his body.

That told me everything I needed to know.

Losing that much weight is hard. You need to show up every single day, and twice when you don't feel like it. It takes discipline to work when no one's watching. To refuse to quit when progress feels invisible.

Those are the exact traits that separate good salespeople from great ones.

He's ended up being one of our most successful hires. 

He outworks people who interviewed circles around him and built a strong book of business. 

Proof that grit beats polish every time.

Because of him, I now ask every candidate I interview a simple question: what's the hardest thing you’ve done recently?

If they can give me proof they don't quit when things get difficult, they're in.

That's the stuff you can't teach.

Want to know if you're working with a headhunter? 
Ask the candidate one simple question:
"Why are you looking?"



I've noticed over my years how the words "headhunter," "recruiter," "staffing," "executive search," and "direct hire" all get thrown around like they mean the same thing.

But they don't.

And if you're a hiring manager trying to fill a senior role, 
Understanding the difference is important.

It could save you months of wasted time and dozens of interviews with the wrong people.

If they say:
"I’ve been applying to roles online..." 
Actively looking, browsing job boards, or applying because they're unhappy...
You’re working with a recruiter.

If they say:
"I wasn’t looking, but your opportunity sounded worth a conversation..." 
You’ve hired a headhunter.

That’s the difference.

→ Recruiters work in the active market.
People who are already looking, updating their CVs, and responding to job ads.

→ Headhunters work the hidden market.
People who are not looking, but are good enough to be worth interrupting.

Both have their place.

But if you’re hiring for leadership or niche talent, one approach gets you mediocrity while the other gets you momentum.

When every candidate on your shortlist is unemployed or “exploring,”
You’re competing for availability.
Not necessarily the best candidates.

And the best headhunters don’t wait for candidates to apply.

They call the people every other firm can’t reach and make them interested.

That’s the real difference.

Recruiters fill roles.
Headhunters change companies.=by securing the best talent IN not ON the market

And it all comes down to the quality of talent you eventually bring in.

If a CV says "led initiatives" and "managed projects."
Here's the translation:
"I've done nothing measurable."


OK, every salesperson's resume has BS on it. I get that.

But there's a huge difference between embellishing a story and talking generalized gibberish.

When I'm scanning resumes, I hunt for one thing: Evidence.

Here are some red flags to look out for:

> "Led cross-functional initiatives" - What revenue did this generate?
> "Managed key accounts" - By how much did those accounts grow?
> "Collaborated with stakeholders" - Cool story, but can you close deals?

What I want to see is completely different:

> "Grew territory from zero to $1.5M in 18 months"
> "Increased account penetration by 40% year-over-year"
> "Consistently hit 120% of quota for three consecutive years"

See the difference? 

One talks in generalisations. 
The other talks about results. In numbers. With data, you can check.

The best salespeople don't hide behind vague corporate BS. 

They lead with their wins because they understand that in sales, results are the only currency.

The numbers tell the real story. Everything else is fluff.

Partner, Recruiting Practice at Wiss - Delivering Top Caliber Accounting & Finance Talent to BOTH Wiss and Our Clients -Clients Value our "White Gloves" service approach to Recruiting!

I began my career at Prudential, and spent nearly 20 years building strong relationships and developing a solid Finance and Accounting foundation.  

I successfully pivoted into Recruiting and became a trusted resource and "market expert" to both candidates and clients.  

During my time at Robert Half I successfully placed numerous candidates and helped them achieve their career aspirations.  I took pride in getting to know my candidates and learn what they valued in their next career move. 

Beyond that I opened our Accounting and Finance office in Bridgewater, NJ and excelled at developing new client relationships built on trust and integrity.  

I gained an invaluable recruiting foundation at Robert Half which served as the perfect springboard for my new opportunity at Wiss.

At Wiss, I serve in 2 capacities.  I am responsible for enhancing and growing Wiss' internal talent pipeline through the active recruitment of top caliber talent  in the Tax, Advisory, Assurance,  and Wealth Management practice areas.  

Secondly, I lead our Recruiting business line which affords me the opportunity to partner with existing and prospective clients to optimize and strengthen their Accounting, Finance, Human Resources and Sales organizations  My expertise is concentrated in Executive Search, but we are happy to assist clients with more junior positions.  

I take a personal and "white gloves" approach to recruiting both on the candidate and client side.  I am fully invested in cultivating long term relationships.  My goal is to identify the right long term candidate for our clients and accelerating the time to hire.  

Talent is the foundation for sustainable organization success.  A magic potion does not exist when it comes to sourcing top caliber talent.  To learn more about how Wiss can be your consultative recruiting partner and enhance your company's talent pipeline contact me at (973) 577-2545 or kkurtz@wiss.com!

https://wiss.com/services/recruiting-services/

"Successful and unsuccessful people do not vary greatly in their abilities. They vary in their desires to reach their potential." - John Maxwell

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Chris Relth

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