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.

I've interviewed 150+ people in our industry in the last 18 months. 
I've noticed a painful pattern. 
The bigger the company, the less safe you are.



It sounds counterintuitive, doesn't it? 

You'd think a larger organization with deeper pockets and global reach would offer more stability. 

But that's not what I'm hearing in most conversations.

The people coming from big public companies tell me the same stories over and over. 

Reverse commission tiers designed to push out top earners. Territories scrambled overnight with no explanation. Return-to-office mandates that have nothing to do with productivity and everything to do with forcing resignations.

One candidate said to me the decisions about her future were made three layers above her by people who've never met her.

And the thing that keeps coming up is that the highest performers who were promoted multiple times are often the first to go, because they're expensive.

These business leaders are beholden to shareholders and quarterly reports, so trimming their most successful salespeople is just maths.

Gone are the days when your great-grandfather retired after 30 years with a gold watch. That loyalty doesn't exist anymore, at least not from the top down.

After all these interviews, I've noticed the happiest, most successful, long-term producers I know, the ones who are actually still in love with what they do, almost all work at boutique firms.

Smaller teams. Closer relationships. Decisions made by people who actually know your name.

Do with that information what you will.

Robert Half

Recruiting Manager

Identify top talent for strategy, M&A, and transaction advisory roles. With a keen understanding of the unique skill sets and competencies required in this field, I excel in sourcing, assessing, and attracting high-caliber professionals who can drive success in complex and dynamic business environments. Leveraging a deep network of industry connections and utilizing innovative sourcing strategies, I consistently deliver exceptional candidates to support the growth and strategic objectives of organizations. I have a strong ability to understand client needs, align them with candidate profiles, and effectively communicate the value proposition of career opportunities.

Talent Acquisition Manager at EY- Strategy and Transaction 

Early Careers (Campus Recruiting) Project

PERM Recruiter specializing in managing the recruitment process for permanent labor certification cases in the United States. With a deep understanding of Department of Labor (DOL) regulations and requirements, I excel in developing and executing strategic recruitment strategies to attract qualified U.S. workers.

PERM Operations Coordinator Project

Talent Attraction & Acquisition at EY- Audit

Division Director-Recuiter

Robert Half Finance & Accounting, a division of Robert Half International, is the world's first and largest specialized financial recruitment service. Our recruiting managers average 10 years of combined professional financial and recruitment industry experience and many hold CPAs, MBAs or other advanced financial certifications, which affords them a unique advantage in assisting professionals and businesses. Accounting and finance professionals and businesses alike rely on our unparalleled experience in matching highly skilled candidates with leading companies through our more than 360 offices worldwide

Smith-Emery

Smith-Emery is a California corporation providing geo-technical engineering, engineering geology, environmental sciences, and special inspection and testing services during construction. Established in 1904, Smith-Emery has a presence throughout the State of California with offices in Los Angeles, Las Vegas, Anaheim, San Francisco, Shanghai, and Washington State.
Along with providing the full range of special inspection and materials testing, Smith Emery also offers Geo-technical Engineering and Testing services, Environmental Services, Curtain Wall Mock-up and Field Performance Testing, Chemical Testing Services, Metallurgical Forensics and Engineering Services and Product Approval Testing Services. 

Smith Emery also specializes in providing fabrication inspection/QA/QC at steel shops around the world for commercial building, oil/gas and bridge markets. Our team of multi-certified QC inspectors are experienced at providing a level of inspection at foreign fabricators that ensure delivery of a finished product that meets or exceeds domestic standards.

Business Development Manager

iHeartMedia

With over a quarter of a billion monthly listeners in the U.S. and over 85 million social followers, iHeartMedia has the largest national reach of any radio or television outlet in America. As the leader in multiplatform connections, it also serves over 150 local markets through 858 owned radio stations, and the company’s radio stations and content can be heard on AM/FM, HD digital radio, satellite radio, on the Internet at iHeartRadio.com and on the company’s radio station websites, on the iHeartRadio mobile app, in enhanced auto dashes, on tablets, wearables and smartphones, and on gaming consoles.

Responsible for developing cross-platform marketing strategies and custom client campaigns that provide measurable results using iHeartMedia's radio brands, events, digital and social assets as well as the Los Angeles Dodgers.

Account Executive

Arthur J. Gallagher & Co.

•	Assist business owners in becoming more proficient in their risk assessment and risk  
        management skills.  
•	Provide our clients with the ability to forecast the best ROI while mitigating potential risk.  
•	Emphasis in the manufacturing space with a focus in metal goods, aerospace, and 
        technology.
•	Use Salesforce to manage book of clients through annual renewals and service, 
        while increasing book of business by 25-30% annually, and maintaining a 98% retention. 
•	I combine entrepreneurial drive with business management skills to exceed revenue goals. 

I'm a hunter who uses several facets of prospecting to keep my pipeline full and opportunities plenty.  I thrive on the thrill of the sale and helping people through the process.

Area Assistant Vice President

Scanlon, Guerra, Burke Insurance Brokers

Responsible for creating, developing, negotiating and closing business relationships.  
Built strong, lasting, working relationships with key clientele. 
Maintained and updated weekly sales activity reports
Identified needs and wants of potential clients
Visited prospective clients to bring new business

Business Development Director

With seven years of experience as a recruiting manager, I've developed a deep understanding of the full recruitment lifecycle and the profound impact that matching the right talent with the right opportunity can have on both individuals and organizations.
My approach to recruitment combines data-driven decision-making with genuine compassion for candidates' career journeys. I specialize in building and maintaining strong relationships with both candidates and hiring managers, ensuring a transparent and efficient recruiting process that benefits all parties involved.
What sets me apart is my commitment to treating each recruitment engagement as a partnership. I believe in going beyond simply filling positions – I strive to understand candidates' long-term career aspirations and organizations' cultural dynamics to create lasting, mutually beneficial matches.

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