Artemis

Founder & CEO | Contingent Headhunting | Executive Search | Permanent Placement | Certified DVBE

Miracles for Kids

Board Member

University of California, San Diego - Rady School of Management

Guest Lecturer for Rady School of Management - focused on innovation and entrepreneurship.

Guest Lecturer

Epic Charter Schools - California

Alder

Gen Next is an invitation-only organization of successful individuals dedicated to learning about and becoming engaged with the most pressing challenges facing future generations — including global security, education reform, and economic opportunity. The collective influence of its national network of civic-minded leaders empowers bold and innovative solutions to these challenges.

Regional Board Member

Unified Technical, Inc.

Sales Manager

Chris Relth is a seasoned professional with 18 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.

When I was a recruiter, my best year was $2.1 million.
My secret? 85% came from candidates referring other candidates.
Here’s how I built a referral machine…


In today's LinkedIn-saturated world, too many Recruiters have abandoned the fundamentals.

They believe they have unlimited leads at their fingertips. 

This perception of unlimited leads has led to a sacrifice of relationships.  

Even worse, they think anyone who replies to spam messages is worth a submittal. 

This approach has led to a sacrifice in quality.

But the reality is that access to more leads doesn't mean access to better leads.

Years ago, when I started my business, I couldn't just search LinkedIn for the perfect candidate.

I had to cold call companies and build relationships one conversation at a time.

With limited leads, each relationship was precious.

And this approach transformed my practice.

As a result, I was naturally turning candidates into advocates.

(They were practically doing my business development for me!)

I built a referral machine that made me over $2.1 million in a single year.

The most successful recruiters aren't the ones with the most connections.

They're the ones who turn those connections into genuine relationships built on trust and execution.

Chris Relth

This company tried to hire the cheapest options  
After 12 months, 50% of their hires have left 
Here’s why if you hire cheap, you hire twice… 



Last month, I consulted with a prospective client who was questioning their recruitment fees. 

They’d been following a simple strategy:

Hire outside the industry where talent was "cheaper”.

But the results were catastrophic. 

After just 12 months:
> 50% of new hires had already left.
> Hundreds of thousands were wasted on salaries with minimal return.
> Leadership teams were burning months training people who wouldn't stay.

In contrast, the competitors we partner with have invested in hiring experienced talent directly from within the industry, even from their own competitors.

The contrast was HUGE.

They were thriving with stable teams and consistent growth.

The A players they hired from competitors helped attract other top talent

Here's the truth about "saving money" on talent…

When you refuse to pay for experience, you end up paying far more in turnover, training costs, and lost opportunities.

The most expensive hire isn't the candidate with the highest salary.

It's the one who leaves after six months.

The cost of the wrong hire will always dwarf the investment in the right one.

After a YEAR of interviewing, we finally found her.
The perfect leader for our new healthcare division.
Here's why she stood out...


We weren't just looking for industry experience.

We needed someone who fundamentally understood our philosophy:

> Our team and culture comes first.
> Quality over quantity.
> White-glove service.
> Unwavering integrity.

Most candidates interviewed well. But one stood out dramatically.

While others talked about their experience, she gave us a comprehensive 30-60-90 day plan.

It was FOUR pages long and outlined exactly how she'd build our healthcare division.

She didn't just answer our questions. She came with a game plan.

When Aaron mentioned content marketing, she immediately offered five different strategic approaches.

When we discussed behavioral health opportunities, she had already mapped the entire landscape.

This level of preparation wasn't just impressive. It demonstrated exactly the proactive leadership we needed.

I've made many hiring mistakes in my career. This wasn't one of them.

Sometimes, the perfect hire takes time, but the wait is always worth it when you find someone who truly aligns with your vision.

This hiring manager acted like a jerk in every interview.
He was the most difficult person I’ve ever worked with 
Now, he’s a million-dollar client. Here’s how… 



The most difficult Hiring Manager I've ever worked with ended up generating over $5 million in revenue.

When I first met him, he had a reputation for being a challenging interviewer.

While most Hiring managers help sell candidates on the opportunity, this guy refused.

He deliberately acted like a jerk in interviews because he expected the best salespeople to be able to handle it and sell themselves back into the opportunity.

I was still in the early days of running my business, so I had a choice to make:

Abandon the client or adapt my approach to fit his style.

I decided to dig deeper by speaking to people who'd worked with him before.

And that’s when I uncovered his “strategy”.

He wanted salespeople to close HIM in the interview, not the other way around.

So, I shifted my approach and started coaching candidates before they met him.

I suggested they treat the interview like a sales meeting and encouraged them to finish with something like, "we've met for an hour – should I start on Monday?"

Essentially, I was teaching them to close him in an affirmative way like they would a client

Suddenly, candidates started moving through the process smoothly.

This small change turned into millions in placements over the years AND helped us expand into an entirely new practice area.

The lesson?

If a client is difficult but will eventually hire someone, you have an opportunity.

Figure out the "secret sauce" that other recruiters can't, and you'll eliminate your competition.

Hiring Managers spend 7 seconds looking at your resume.
(That’s it.)
Here’s how to make an impression that counts…



In those precious 7 seconds, they’re not reading your carefully crafted bullet points. 

They're scanning for specific triggers that tell them whether to keep reading or move on.

And to be honest, it can be hard to figure out exactly what those triggers are.

Last month, I helped a friend in Enterprise Software Sales who was struggling to get interviews.

She’d applied to dozens of positions, but her resume was getting lost.

So I told her about the 7-second-rule and gave her some advice…

“Stop doing what everyone else is doing.”

When you hit “apply” on LinkedIn, you join a pile of 300+ candidates who did the same.

Instead, find the hiring manager and reach out directly. 

Send them a personalized message highlighting your specific value proposition.

Don’t just talk about your experience; tell them how you’ll solve the problems you know they’re facing.

Within a few weeks of following this advice, she’d landed multiple interviews and secured an offer.

Remember, if you want to stand out, you need to break the pattern. 

Pick up the phone. Make a connection. Explain your unique value proposition.

The difference between getting noticed and being overlooked isn't just about what's on your resume.

It's about how you get it into the right hands.

At 4 years old, a doctor told me I'd never walk properly.
But I refused to roll over and accept my fate 
So, I became a Junior Olympic gymnast.



One of my earliest memories is sitting in a hospital room with club feet.

A doctor told me I’d never be like other kids.

“You’ll never be able to walk, run, or play properly with them.”

It would’ve been easy for me to take his word for it.

But I refused to accept his limitations.

“If other kids can do it, why can’t I?!”

So, I started pushing the boundaries.

Not only did I walk…

I went on to compete at the Junior Olympic level in gymnastics.

(Something I 'shouldn't' have been able to do).

This mindset shift changed everything.

Since then, I’ve always approached challenges differently from my peers.

And I’ve always questioned “conventional” wisdom.

So now, when clients tell me a role is 'impossible to fill' or that they've tried 'everything'...

I hear that doctor's voice again.

And I think: if there's a way, we'll find it. If there isn't, we'll make one.

That's why I love headhunting.

Every 'impossible' search is just another boundary to push 🙂

I've interviewed over 1,000 candidates in my career.
And there's one common trait among consistent top billing recruiters.
They all specialize in ONE NICHE…


After 20+ years in recruitment, the pattern is undeniable.

The recruiters consistently billing $400K+ don’t cover multiple industries or recruit for every kind of role.

They're specialists who've gone deep in a single niche.

Here’s why…

When you specialize, three things happen:

1️⃣ Your market knowledge becomes unmatched. You know every competitor, compensation range, and career path.

2️⃣ Your pull-through rates skyrocket. Instead of needing 10 candidates to make a placement, you might only need 3-4.

3️⃣ You stop competing on price. Clients come to you because you're THE expert, not just another recruiter.

I've seen this firsthand. 

Generalist recruiters in our industry often struggle, while specialists build reputations where clients call THEM first.

So, if you're a recruiter trying to build a sustainable, high-income career, pick a lane. 

Find an industry you're passionate about, double down, and become the go-to expert.

The riches are in the niches - always have been, always will be.

“I’ve briefed 4 search firms.”
“All of them understood what I’m after.”
“But NONE of them have sent me any CVs.”


…sound familiar?

I’ve met lots of companies who end up with the same disappointment.

They engage with 2-5 search firms in the hope that one of them will deliver.

But after giving them the brief, they all go cold…

The problem is that in most cases, “engaging with a firm” means “engaging with one recruiter”. 

And when that recruiter has too much on their plate…

Your search will be pushed aside.

When a single recruiter is handling sourcing, outreach, client management, and candidate interviews across multiple searches…

They're spread too thin to deliver quality results for any client.

That’s why we do something different.

We have three or four specialists involved in every search.

> 1x Client Partner
> 1x or 2x Recruiters
> 1x Researcher

So, next time you engage with a search firm, ask them these questions:

> "Who exactly will be working on my search?"
> "What is your submittal-to-interview ratio?" (It should be above 70%)
> "Are the candidates you're presenting passive, happy, and high-performing in their current roles?"

Most firms will say anything to win your business. 

They'll promise quick results, perfect candidates, and exceptional service.

But if they can't demonstrate how they'll divide responsibilities…

You're likely wasting your time and money.

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