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

A salesperson said they were a "prospecting machine"
But when I asked about their process...
Crickets.



Last week, I was interviewing candidates for a sales role. I needed a hunter.

One particular salesperson had an impressive resume. 

The right companies and the right numbers.

But when I asked about their approach, they gave generic answers.

Even after digging deeper, asking about their actual process, specific techniques, sequences for outreach, follow-up cadence... still... silence.

When you're hiring for a hunting role, you need to test real methodologies.

Here are the specific questions I've learned to ask:

> What prospecting techniques have you found most successful and why?
> What are the expected pull-through numbers you look at and the ROI?
> How do you research prospects before reaching out?
> Describe your follow-up process when someone doesn't respond
> How do you handle rejection and maintain consistency?

The best hunters can and will walk you through their entire system.

They know their numbers.
They understand timing.
They have a process they follow religiously.

Don't just ask what someone's done in your interview process. Ask them to show you how they do it again and again.

What's the best interview question you use to separate the hunters from the chancers?

At least 30% of promoted top performers 
End up going back to individual contributors 
But why does it happen? 



It’s rarely because they failed.
It’s because the job they loved suddenly became one they didn’t recognize.

As a top rep, you can blow past quotas,
Without even thinking about KPIs, reporting, or corporate bureaucracy.

It’s instinct at that point.

But leadership is an entirely different game.

Suddenly you're dealing with:

> Managing people who can't do what came naturally to you
> Endless reporting and administrative tasks
> Two team members making more money than you (despite your bigger base)

They start to make you question why you ever left the field.

That’s when burnout kicks in, and the best producers quietly ask to go back to selling.

The reality is simple: 

Being great at sales doesn't automatically make you great at leading salespeople.

Here's what I look for when identifying top performers built for leadership:

Do they help others without being asked?
Do they already mentor teammates informally?
Do they have patience for someone who’s still learning what came naturally to them?

If the answer is no, you might be doing them a favor by keeping them in an IC role.
Where they can excel and earn more without the management headaches.

Some of the highest earners I know never moved into management. 
They stayed focused on what they do best.

And you know what?

There's absolutely nothing wrong with that path.
Leadership isn’t the only way to grow.

And we should normalize that.

Every client I hire for… 
I ask for their top 5 competitors. 
And they always push back

Every client I hire for, I ask for their top 5 competitors. 

To map the market and spot potential in the wild. The vast majority push back with an objection.

"We'll never get someone from [X]. They pay too well."

"Their people are too loyal."

"It's impossible."

Think about this. The most common response is "we can't do it."

Why?

Because most assume their competitors' top performers are happy. 

Without evidence. Maybe it's branding, PR, or the regard in which they hold the business.

But many of these people are fighting limited growth, outdated products or leadership they can't stand.

Instead, they ask me to search for generic "software sales experience." Like selling enterprise accounting software is the same as selling cybersecurity tools. It’s not.

Just last month, my client insisted we avoid their main competitor. Three weeks into the search, generic candidates filled the pipeline.

None of the candidates understood the market and training would be too long.

I finally convinced them to let me target their competitor.

Within a week, our headhunters found someone who:

1. Knew their products inside out
2. Been selling to same clients
3. Could hit the ground running, day one.

Fast forward six months. They're the top performer and won their biggest deal of the year.

If you want A-players and immediate impact, think strategically about your top 5 competitors.

That's where your next star salesperson is probably sitting.

Sam Miller

We help Recruiters Build their brand and get more Clients and Candidates Approaching Them. 👉 New Training: The Inbound Academy - Message me for more details 🚀 £3.5 Million Generated for Clients 🚀

Recruiters Business Owners 
If you have 5000+ connections on LinkedIn
You could be winning IMMEDIATE business




A lot of recruiters don't think twice about their connections on LinkedIn

But the truth is your connections arn't just a number

They’re filled with dormant business relationships waiting to be rekindled.

Think about it...

Those hundreds of coffee meetings you've had over the years? They're still connected to you.

The clients you worked with 2-3 years ago? They're still following your updates.

Those fantastic candidates who weren't quite ready to move? They're still watching your content.

The problem is, that most recruiters aren't leveraging this effectively.

They're posting sporadically, with no real strategy or purpose.

I'm here to change that

If you're ready to start utilising your network on LinkedIn 

Then come and try out our free trial...

We’ll write you two world-class pieces of content designed to get maximum engagement in your niche 

Here are some results recruiters have had on our free trial: 

- Won $30K worth of business (Money in the bank 2 months later) 
- Hundreds of thousands of impressions 
- More warm conversations with decision-makers and candidates 

Just from TWO posts. 

Oh and let me say this again….It's FREE! 

Interested? 

Check out the featured section below or visit our visit!

Director

▶︎HERE'S WHAT WE DO: I help Companies Struggling to Stand Out In A Competitive Market By helping them To Be Seen by More Customers And Speak to More Decision Makers



I interviewed a recruiter who's billing $958K 
He NEVER chases clients for feedback
Because he pre-books all meetings upfront







Before James commits to any client 

He gets them on a call and tells them: 

“To keep things moving quickly, this is normally how I work with clients.”
Then he suggests three simple steps...


1. CV Review Call “Once I send profiles, we’ll jump on a quick call to review them together.”
   
2.  Interview Slots “Let’s hold a couple of interview slots in the diary so we can move quickly.”
   
3. Decision Call: “After interviews, we’ll have a quick call to decide who you want to hire.”


Why is this so powerful? 

In simple terms, what he’s doing is:

Setting the entire hiring timeline in the calendar upfront.

So instead of the normal messy process:

Recruiter sends CVs → waits for feedback → chases → client delays interviews → process drags for weeks

He's got a clean, simple system already booked in. 

If clients refuse? 

He doesn't work with them. 

Brilliant. Simple. Saves him so much time and makes him more money. 

<Check out the podcast in the comments below>

We Interview the top 1% of recruiters and share their PROVEN strategies to Win More Placements. 100+ episodes with top billers: from $500k to $2.5 Million producers.

This guy was part of the Pinnacle Society for 14 years 
He was surrounded by 80 recruiters billing $800k-$1M
Here's the ONE thing they all had in common...




They didn't work harder 
Stay later 
Or grind extra hours to hit big numbers 

They HAD to change their strategy. 

Because they understood one thing

There is a point of diminishing returns with hard work 

To hit $1,000,000 plus requires a fundamental shift in strategy, NOT work ethic. 

Here were the CORE things these billers focused on in order to hit huge numbers...

- Higher fees / better fee negotiation
- Higher-level roles (Director/VP level = bigger average fees)
- Specialisation/niching → faster placements
- Better intake calls to qualify reality (exclusive/retained, access, probability of fill)
- Guarding time like a hawk

Great reminder for recruiters 

If you want to bill more 
Don't work yourself into an early grave 
Change your thinking and your strategy

Full podcast in the comments below....

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Recruiters, don't worry about AI taking your Job.
Spoke to CEO this week who said "I refuse to deal with companies that hide behind automated support" 





"If I can’t reach a real person, I won’t buy." 

And it highlights a fundamental point about how humans like to do business....

Convenience is nice. 
But confidence comes from a real conversation.
 
And so the tools we use will always evolve, change, and improve. 

But the need for someone to pick up the phone and speak to a real human won’t.

I interviewed a recruiter billing $1.2 Million 
Here's his 3 touch process for winning new business 
(And he still uses it to this day) 





𝗧𝗼𝘂𝗰𝗵 𝟭: 
Cold Call with MPC Pitch
→ Lead with immediate value: a real candidate who solves a real problem. 
Example: “Hi, I’m Mike. I specialise in engineering recruitment. I’ve got a certified quality engineer, 7 years’ experience, right in your area. Thought of you, would you be open to seeing their CV?”
No fluff. No fake urgency. Just a good candidate and a focused offer.
If no answer? Leave a short voicemail, not a sales pitch, just a flag.

𝗧𝗼𝘂𝗰𝗵 𝟮:
Follow-Up Email (Immediately After Call)
Send a short, personalised follow-up that echoes your voicemail. Include:
• A one-line intro (reference the voicemail)
• One paragraph on the candidate
• A simple CTA: “Worth a look?”
This gives your call some weight, it’s no longer “just another recruiter email.”

𝗧𝗼𝘂𝗰𝗵 𝟯:
LinkedIn Connection (1–2 Days Later)
Send a blank connection request. No pitch. Just your name and credibility.
After they accept: “Thanks for connecting, I reached out as I’ve got a strong quality engineer in your area. Let me know if it’s of interest.”


Why This Works:

Multichannel = familiarity. 
The voicemail shows you're human. 
The follow-ups feel relevant, not random.

Recruiters always remember...
If you're healthy, happy, have family, friends, and a job you enjoy....F*ck me, you're winning


Don't let any swanky social media post tell you otherwise.

This Recruiter Billed $300k in his first year
Here's the exact 3-step BD sequence he used
(Anyone can follow this to win more clients)

There are 2 types of recruiters 
1. The ones that want to make an impact 
2. The ones who want to make lots of money 




Neither is wrong.

But one of them keeps you in the game longer.

Money motivates you in recruitment. 
Purpose keeps you in it for prolonged periods of time. 

The recruiters still going 10,15 or even 20 years later?
They found a reason that goes beyond the commission.

I spoke to a recruiter billing $2.4 Million 
Here are 7 signs that you're ready to leave agency life
And start you're own recruitment business...




1. High self-discipline
Works even when nobody is watching.

2. Love business development
Enjoy building relationships from zero.

3. Comfortable with uncertainty
Empty pipeline doesn’t scare them.

4. Independent thinker
Doesn’t rely on managers or structure.

5. Protective of time
Cuts off weak opportunities fast.

6. Emotionally resilient
Handles rejection without support structures.

7. Already proven they can build a desk
Has opened clients themselves before.


But Mike also said, "Don't be fooled."
A lot of people think.: “I billed $800k for my agency… I could just do that myself.”
That's not always the case...


Because agencies provide:
• candidate databases
• marketing
• brand recognition
• infrastructure
• internal recruiters
• sourcing help
• systems
• splits

So when you go solo:
You lose all of that.

Want to find out if you're built for agency or lone wolf?
Check out the full podcast in the comments below...

Life hack: 
If you want unlimited purpose, drive, meaning and love
Have kids. It worked for me :)

This Recruiter boosted revenue from $1M to $2M 
She did it in just 2 years with 4 people in the company! 
How? by focusing on three simple things: 



1. Training recruiters properly
2. Stopped saying yes to every client
3. Used AI and Automation to cut admin by 50–60%

Nothing too fancy 
Just doing the basics 
At a world-class level

If you want the full breakdown of the conversation 
Check out the podcast 
Link in the comments below.

I interviewed a recruiter billing £1,000,000 
Here are his 3 cold call openers 
That get decision-makers talking every time 




Every successful cold call he makes starts with one of three phrases:

"I know..." "I heard..." "I saw..."

Here's why it works:

He's not just randomly dialling

He's entering every conversation armed with intelligence

And it's because he spends more time gathering useful data from candidates before he makes a call

When he says: "I know you're implementing Salesforce..." "I heard you're expanding into APAC..." "I saw you've just raised Series B..."

It's real-time data, and decision-makers actually listen.

Here's an example: 
"I know you're building a digital payments platform, so I wanted to introduce you to Sarah. She just led the rollout at Revolut and increased transaction speeds by 40%..."

Notice what he did there? 
✓ Shows he understands their business 
✓ Presents a relevant solution 
✓ Backs it with specific results

His advice: 
"If you have the right candidate strategy and you know how to uncover problems, projects and real-time data

You're not interrupting their day 

You're adding value to it."

We've worked with this recruitment CEO for 6 months 
He's spent around $15K with us 
He's won $200k of business. 





Let's break down his account...

Places high-level salespeople in tech companies (US) 

1,960,809 impressions over 6 months
11,000+ Reactions
4000 Profile views
12,253 engagements

We posted around 70 pieces of content over 6 months
75% of the clients and candidates liking, commenting, and engaging were NOT in his network
So he was building a pipeline of net new contacts in the indsutry

He spent $15K with us 
Won $200K worth of business 
That's a 1233% ROI 

You know what the most insane thing about this result is? 
Before working with us, he came through our free trial....
We worked with him for 2 weeks and wrote him 2 free posts
He saw the results and became a full-time client 

Insane value before he even started working with us 
And so happy to say he's received insane value 6 months on

If you're a recruitment business owner 
And you're ready to start building a strong pipeline of new business 
Check out our free trial link in the comments below.

This Recruiter won £60K worth of business 
With one simple MPC campaign. 
(Client Testimonial) 



Every recruiter knows what an MPC is (Spec'ing candidates for the Brits) 

But....

1. Very few recruiters do it consistently 
2. Some try it, but don't get good results
3. Others don't have time to set up the campaigns 

This is one of our new offerings (As well shit hot content) 

Why? 

We've spoken to dozens of million-dollar billers (on our podcast) 
We know what works 
We understand how to set up campaigns that get insane results

If you want to start doing more MPC campaigns 
And winning more business from a tried and tested outbound method

Send me a DM 
Happy to explain more about how we do it

taplio

The Battle

Chris Relth

Sam Miller

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taplio

The Battle

Chris Relth

Sam Miller

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

Performance ScoreSam Miller's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreChris Relth's LinkedIn Performance