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 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

Recruiters and headhunters are not the same. 
It’s important you understand the difference. 
Recruiters fill openings… 




They chase active candidates.
The ones replying to LinkedIn messages, scrolling job boards, and sending out CVs.
It’s a volume game.

Fast, transactional, and surface-level.

Headhunters build pipelines.

We chase the best people who don’t show up on the market. 
The ones too busy succeeding to be looking.
The top 10% performers who take ten phone calls before they’ll even have a conversation.

It’s slower. Harder.
But it’s the difference between hiring the best talent IN versus ON the market.

Why does this matter for your business?

Lower attrition rates.

When someone leaves a job they're happy and successful in to join a direct competitor, 
They're far more likely to stay long-term.

Better cultural fit.

These candidates aren't desperately job hunting. They are selective about where they land, which means they choose companies that align with their values.

Higher performance.

The best salespeople, engineers, and leaders are already proving it somewhere else. That’s who you want walking into your Monday meeting.

The recruiting industry has earned its bad reputation for all the right reasons.

But when you work with someone who actually understands headhunting,
Someone who gets you the otherwise unattainable candidates, from direct competitors
Your experience will be completely different.
Delivering candidates who didn’t even know they were open to moving is what a headhunter will do.

That’s when your hiring process transforms… 

From hoping to fill a role with someone decent, 
To choosing between multiple A-players.

The kind that changes what’s possible for your company.

Client: “Chris, we need someone in 2 weeks” 
Me: “No, that won’t work” 
Client: “Why the hell not?” 

Every new client tells me the same thing: 

"We need someone fast."

Then six months later, they're back on the market. 

Because "fast" gave them the wrong person.

Here's what actually happens when you optimize for speed:

You get 10 candidates who barely match the brief. 
You interview 3 out of desperation. 
You hire 1 because the recruiter's pushing hard and you're out of options. 
Then the candidate leaves in 4 months because it was never the right fit.

The recruiter got paid. You got a gap to fill all over again.

I had a client come to me after exactly this situation. 

They'd worked with three different firms in 18 months. 

All promised speed. None delivered someone who lasted.

When we started working together, I told them upfront: 

"This will take longer than you want. 
But you'll get at least 5 candidates in 5 business days, will want to interview them all, and one of them will actually stay."

They pushed back. "We need someone in two weeks."

I said no and advised them on the process they should follow to secure a long-term fit

Two months later, they hired someone who's still there two years on. 
Because we took time to understand what they actually needed, not just what the job spec said.

Here's what I've learned: clients don't actually want fast. They want certainty. They want to know the person they hire won't be a mistake they're fixing six months from now.

Speed feels like certainty. But it's not when quality is sacrificed

Real certainty takes time. 

It means understanding how someone will fit your team, not just their CV. 

It means saying no to candidates who look good on paper but won't last.

Most recruitment firms won't tell you this because it's not what you want to hear

But it's what you need to hear if you're tired of rehiring the same role every year.

Lately, every CRO I speak to says the same thing:
“We’ve been burned by recruiters before.”
And they’re right to feel that way.



Too many firms promise quality candidates and instead deliver whoever replied to a LinkedIn message.

One CRO I spoke with put it to me this way:

“Chris, I don’t need more resumes. I need the right people. 
And I need to know where they’re coming from.”

I thought about it for a while after.

Because it’s exactly what separates true search partners from order-takers.

Here’s what the best CROs ask before they sign with a firm:

→ Where will these candidates come from (active job seekers or truly passive talent)?
→ How do you qualify them on compensation expectations and quota attainment?
→ What’s your interview-to-submittal ratio for similar searches?
→ Can you walk me through your last 3 placements in this space?

If a firm CAN’T answer those questions with data and specifics, you won’t be working with a search partner.

They’re a service vendor.
And you’ll feel the difference fast.

Here’s something else to keep in mind…

Most firms send one or two resumes and hope something sticks.

A true headhunter delivers 4-5 fully qualified candidates, 
And you’ll want to interview every one of them.

Because beyond matching keywords on a CV.
They’re actually assessing fit, culture, and long-term impact.

And that’s where real headhunting earns its name.

Fast hires fill seats.
Right hires build companies.

My best clients are always hiring.
Even when there’s no open role.
Especially in aerospace & defense, things change fast:


A key engineer gets poached
A program manager moves on
A lead relocates overnight

And suddenly it’s: “We needed someone yesterday.”

If you only start hiring when there’s a gap,
You’re already 6 months behind.

The strongest teams don’t wait for vacancies.
They build relationships before they need them.

So when change hits (and it always does)…
They don’t go to the market.

They make one call.

And surprise, surprise…

They’ve already got top talent ready to say yes.

Real Intent

Director of Sales, Western Area

Altair Engineering, Inc. (by acquisition of Runtime, Inc. in October 2017)

- Technology evangelist and business expert positioning Altair's Workload management efficiency products; Flowtracer, NetworkComputing, LicenseManager, WorkloadAccelerator & Hardware Emulation & Resource Optimization (HERO).
- Leveraging more than 10 years of sales and technical expertise to move the needle and grow Runtime's business by prospecting and deep relationship selling.
- Leadership role for regional business strategy, sales and marketing effort.
- Expertise in standardizing the value proposition messaging for technology adoption and proliferation.
- Consistent overachiever with CY17 performance @101% of quota, CY18 @115% and CY19@109%.

Area Sales Manager

Synopsys

Responsible for Qualcomm Global and Geographical Account Management promoting Intellectual Property products and solutions.

•	Booked $10.3M in 2014, $11.6M in 2015, and created over $20M in 2016 pipeline, all growth sales figures.
•	Generated over $10M in royalty revenue.
•	Significantly enhanced Synopsys' position by improving business relationships and aligning with corporate initiatives which resulted in multiple dsign wins.
•	Achieved competitive technology displacements and new wins for multiple products (DDR, USB, and Memory and Logic library titles).
•	Developed Executive management relationships for vision alignment and high-level management visibility.

Senior Product Solutions Sales Manager

Berkeley Design Automation, Inc.

Highly successful sales innovator positioning Nanometer Simulation and Verification technology to leading Semiconductor companies achieving all time highest company sales-to-quota performance @180% of target and a 6 year running average of 115%.

•	Met or exceeded sales quotas for 5 consecutive years, starting from zero in CY06 to $1M in CY07 and $6M in CY14.
•	Successfully introduced new RF and Statistical Analysis products, solving complex analog design challenges, accelerating design schedules, and resulting in increased product quality and engineering productivity. 
•	Achieved competitive technology displacements/wins at Qualcomm, AltaSens, Spreadtrum, Skyworks, among others. 
•	Closed multi-year contracts with Qualcomm, locking out competition.
•	Added 17 new accounts, further securing Berkeley’s business position.
•	Awarded Sales Hunter of the Year award in 2007 for highest annual bookings in North America and Sales Executive of the year worldwide in 2014.

Southwest Regional Sales Director

Virtutech

Managed complex sales process for virtual hardware simulation and code development platform in the Southwest US Region selling complete system simulation solutions for software development and debugging. Products included software and intellectual property (IP) design cores for complex system components such as Power PC processors, customer IP/core, and interface architectures.

•	Achieved first time major account wins at General Dynamics Spectrum Astro, Northrop Grumman, Honeywell, Iridium, JPL, and Boeing, generating average annual bookings of $1.5M.
•	Developed/added 4 new accounts, achieving regional recognition of technology and credibility to the company.
•	Managed FAEs and inter-regional coordination to drive the Sales campaign, resulting in bookings of $1M/year.
•	Received Flying Start award for closing the largest complex deal, with the shortest sales cycle, and highest profitability.

Denali

Southwest Regional Account Manager responsible for new account development and strategic growth of sales of intellectual property (IP), Design services, and verification solutions, including DDR memory and PCIe interfaces.

•	Achieved major account wins at Qualcomm, Astute Networks, Sharp Microelectronics, AMCC, and Boeing.
•	Generated average annual bookings of $1.5M with the highest gross profit margin across all product lines.

Southwest Regional Sales Manager

LogicVision

Evangelical technology sales in the Southern California, Arizona, and New Mexico regional selling embedded test (DFT) solutions to Fortune 500 chip manufacturers and ASIC/SoC fabless design companies.

•	Generated average annual bookings of $2.4M via major technology wins at TRW, Motorola, Agere, AMCC, and Boeing.
•	Top quota achiever during market downturn 100% 1999, 93% 2000, 117% 2001, resulting in earning the 2001 Salesperson of the Year.

Electec SoCal

Manufacturers Representative selling a full technology line card featuring Lucent Technologies (Agere), SanDisk, QLogic and a host of complementary technology companies

Account Manager

Integrated Device Technology

Regional Account responsibilities selling Microprocessors, Memory and Logic technologies.

Regional Account Manager

General Dynamics

Design and Test Engineer specializing in Electromagnetic compatibility and system & aircraft level testing.

Engineer

My expertise is developing new business by building strategic relationships with key stakeholders and crafting customized solutions that solve critical technical and business challenges. 
•	Hunter sales personality who develops leads and pursues new business opportunities in every position throughout my career and a farmer that builds upon that success.
•	Influential persona and motivational leader who understands the value of long-term trusted relationships with key decision makers 
•	Inspiring team player that effectively engages executives, technical staff, channel partners, and ecosystem partners to identify and drive sales opportunities.
•	Strong engineering and processes background.
•	An astute negotiator who achieves desired outcomes through sales process management.
•	A curious mind, broad technology background, and quick to assimilate new information and concepts.
•	Ultra-organized with grade A communication and exploration skills and travel-ready.
 
                               My e-mail address is coreybfleischer@gmail.com

KEY STRENGTHS:

★ Award Winning Sales Performance ★ | Start-up Strategies | Disruptive Technologies | Enterprise Solutions | Methodical | Inventor | Crafts-person | Advisor and Mentor | Relationship building | Team Leader | Trusted Advisor | Always on and Accessible | Tireless & Persistent | Volunteer |

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The Battle

Chris Relth

Corey Fleischer

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The Battle

Chris Relth

Corey Fleischer

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Chris Relth's LinkedIn Performance

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Performance ScoreChris Relth's LinkedIn Performance