Showing results for ""

We have a special announcement to make! (Two of them, actually.)

First, Early Bird Registration for the 2020 National Convention starts this Friday, January 10. And second, the National Convention officially has a new name. That name is Top Echelon Connect 2020.

One of the reasons it has a new name is that this will be a Top Echelon user conference. What does that mean? It means that any recruiting agency that is a customer of Top Echelon will be invited to attend. And yes, that means Big Biller agencies that are not Members of Top Echelon’s recruiting network.

(I know what you’re thinking: isn’t that three announcements?)

Below is some important logistical information regarding the upcoming convention:

  • Dates: Thursday, April 30, and Friday, May 1
  • Location: Harrah’s Las Vegas Hotel & Casino in Las Vegas, Nevada
  • Room Rate: $79 per night
  • Main speaker: Greg Doersching of Bullseye Mentor

Greg Doersching is one of the most trusted and respected names in the recruiting industry. He will have a TON of valuable content designed to help you maximize both your recruiting desk and also your agency.

Greg may be the main speaker, but there will also be other speakers for Connect 2020 in Vegas. They include speakers from LinkedIn and Indeed. You can click here to see the preliminary agenda for the convention.

If you register for Connect 2020 on Friday, you’ll also pay only $495 per person. As you might expect, the price will rise for the Regular Registration and Late Registration periods.

As we’ve done for our last several recruiter networking events, we have a special website dedicated to Top Echelon Connect 2020. The URL for that website is

Visit that URL on Friday to see the preliminary agenda and register for the 2020 Top Echelon National Convention . . . or, ahem, Top Echelon Connect 2020.

We want to help you make 2020 a great year for you and your agency. So register for the convention and join us in Las Vegas!

If you have any questions about registration (or about any other aspects of the convention), please contact me at 330.595.1742 or via email at

Late last year, we discussed the “6 Behaviors That Make You a Great Split Partner.” (Click here to read this fine blog post.)

As part of that discussion, we alluded to the fact that we’ve been seeing the comments that Network recruiters submit with their Completed Placement Forms for quite a few years. We’ve been taking notes during that time, so to speak. We’ve also compiled a list of “do’s and don’ts” regarding Membership in Top Echelon’s recruiter network.

That’s because we want every Network Member to be successful. One of the best ways to make that happen is to analyze and promote the behavior of Members who have already been successful.

So this week, we have “5 Traits of a Classic Split Partner Relationship.” These traits have been culled from actual split placements made by actual Top Echelon Network recruiters during the past several years.

When we say, “classic split partner relationship,” we’re talking about a high-level relationship. This is the type of relationship to which ALL TE Members should aspire. As you might imagine, not every relationship reaches this level.

However, when it does, good things happen. Really good things, actually.

Split partner priorities for success

Below are the five traits of a classic split partner relationship:

#1—The recruiters like one another.

#2—The recruiters know how each other likes to work and acts accordingly.

#3—The recruiters communicate with one another on a consistent basis (every week, if not every day).

#4—The recruiters trust each other implicitly (including allowing each other to know the names of their clients).

#5—The recruiters have made multiple split placements together, usually 10 or more.

If you want an example of a “classic split partner relationship,” then look no further than the one between Maria Hemminger of MJ Recruiters, LLC and David M. Sgro, CPC of True North Consultants, Inc. As of the writing of this blog post, the two of them have made 23 split placements together.

All five of the traits above apply to their trading partner relationship. That’s why they’ve made so many placements to date. It’s also why they’ll continue making split placements together.

When a trading partner relationship has progressed to this level, it’s conceivable that the recruiters involved could double their current TE placement totals . . . or even triple them. It’s happened before in the Network.

And once your split recruiting partnership becomes “classic,” it will taste a lot better than it did before. (No, wait. That’s Coca-Cola.)

— — —

David M. Sgro, CPC of True North Consultants, Inc.

David M. Sgro, CPC

Maria Hemminger of MJ Recruiters, LLC

Maria Hemminger

“What a team! Dave partnered with MJ Recruiters to source candidates for our ERP Systems Analyst. He did such a great job, they hired two of the four candidates that we submitted. Excellent work and a true team effort. MJ Recruiters recruits IT talent ONLY because of the Network and Dave Sgro.”

Submitted by Maria Hemminger of MJ Recruiters, LLC regarding her Network split placement with David M. Sgro, CPC of True North Consultants, Inc.


Fee Percentage—Flat

(Editor’s note: This is the 22nd Network split placement that Maria and David have made together in Top Echelon.)

It’s a New Year, filled with new possibilities and endless potential!

All we have to do is explore those possibilities and tap into that potential, especially in relation to your Membership in Top Echelon Network.

And the first way we’re going to accomplish this is by addressing your philosophy regarding our little split fee recruiting network.

And the way we’re going to accomplish THAT is by presenting a series of 10 questions that are designed to make you think about how you view the Network and your activity within it . . . in other words, your networking philosophy.

Questioning your philosophy

Those 10 questions are listed below, and I would encourage you to think about your answers to them:

1. Do you input all of your candidates into the Network?

2. Do you input all of your job orders into the Network?

3. Do you network more than just excess candidates and job orders?

4. Do you always network your best quality candidates and job orders?

5. When you recruit a candidate who appears to be a walking placement, do you put them on the Network immediately (instead of holding them back and hoping for a full fee)?

6. When you present candidates to your clients, do you give equal weight to another recruiter’s candidate (which means you would only receive half of the fee), instead of giving more weight to your candidates in hopes of a full fee?

7. Do you use the Network as more than just a last resort (when you have no other option)?

8. Do you network with the same frequency during a down economy as when the economy is going strong?

9. Do you believe that at least 95% of your trading partners are honest and trustworthy?

10. When another recruiter is giving you a candidate and asks you, “Who is the client?” do you freely tell them the client’s name?

You can probably guess which answers to these questions would indicate that you have a “split placement mentality.” The fact of the matter is that the Top Producers in our recruiting network have that exact same philosophy.

If you have any questions about your Network philosophy or about your answers to the questions posed above, I want you to contact me. I want us to discuss your Membership and how it can help you make more money.

Because above all things, we want you to be successful in 2020 and beyond!

Contact me by calling 330.455.1433, x156 or by sending an email to

In case you hadn’t noticed yet, the year 2019 is over. The year 2020 is here, but before we officially say good-bye to last year, why don’t we reflect upon it?

In fact, we recently helped Members of our recruiter network to reflect upon 2019 by posting a poll question in the Members’ Area. That poll question asked recruiters to assign a letter grade to the year, both personally and professionally.

Sure, we could have broken out the grade and asked recruiters to assess the year on a professional basis only. But what fun would that be?

And of course, if you did not participate in the Members’ Area poll, this would be a good time to reflect upon the past 12 months and perhaps even assign your own letter grade to the year. (As you can see below, the most popular answer was “B.” However, “C” was close behind.

Not only that, but this poll question was actually one of three that we posed to the Membership recently. The other two questions (and corresponding results) are also listed below.

— — —

Which overall grade would you give to 2019, both personally and professionally?

The choice of answers that we provided is listed below, along with the percentage of recruiters selecting each one:

  • A — 16.0%
  • B — 34.0%
  • C — 32.0%
  • D — 10.0%
  • F — 6.0%
  • Is there a grade lower than F? — 2.0%

— — —

Do you have a blog on your recruiting agency’s website?

The choice of answers that we provided is listed below, along with the percentage of recruiters selecting each one:

  • Yes, we post blogs on a consistent basis. — 6.6%
  • Yes, but we don’t post frequently enough. — 21.1%
  • No, but I’m thinking about starting one. — 25.0%
  • No, we don’t have a blog and we will never have one. — 42.1%
  • No, my agency doesn’t have a website. — 5.3%

— — —

Do you send a newsletter to either clients or candidates?

The choice of answers that we provided is listed below, along with the percentage of recruiters selecting each one:

  • Yes, I send a newsletter to both clients and candidates. — 16.5%
  • Yes, I send a newsletter to clients only. — 2.9%
  • Yes, I send a newsletter to candidates only. — 1.9%
  • No, I do not send a newsletter, but I might start one. — 35.9%
  • No, I do not send a newsletter and I never will. — 42.7%

— — —

Just a reminder: we post a poll question in the Top Echelon Network Members’ Area every week. Once you participate in the poll, you can see the results as other Members cast their votes.

We usually post a new Members’ Area poll question on Monday. We usually do that, but we don’t always do that.

If YOU want to make more split placements and increase your Network production, then contact Top Echelon Director of Network Operations Drea Codispoti, CPC/CERS.

You can reach Drea by calling 330.455.1433, x156 or by sending an email to

Last week, I blogged about the six things you should find out from a candidate before sending that candidate to a split recruiting partner.

In this blog post, I’ll be further exploring the placement process. Specifically, I’ll be exploring, the “give and take” between candidate recruiters and job order recruiters and the Pillar of Quality.

It’s imperative that Quality is part of this process at all levels. Both recruiters are responsible for keeping up “their end of the bargain.”

3 candidate recruiter ‘dos’

If you’re the candidate recruiter, now that you have (theoretically) found out six things about the candidate, there are three more things you should do before sending the candidate to your split network partner. Those three things are as follows:

1. Make sure that the candidate actually has experience with all of the requirements listed in the job description. If the candidate’s resume does not detail experience with those requirements and they actually have that experience, ask the candidate to update their resume to accurately reflect that.

2. Keep notes regarding your conversation with the candidate, including why you think they’re a good fit for the position. Basically, do exactly what you would do when submitting a candidate to one of your clients.

3. After sending the candidate to your trading partner, reach out to them. Ask if they received the candidate’s resume and then ask if they need you to help with anything else. The job order recruiter should provide direction at that point.

2 candidate recruiter ‘don’ts’

Now that I’ve presented three “Do’s” for the candidate recruiter during the split placement process, below are two “Don’ts.”

1. Do NOT give the candidate the job order recruiter’s contact information.

2. If the job order recruiter provides a valid reason as to why your candidate is not a fit for the position, do NOT argue or try to “push” the candidate on the job order recruiter.

Just so you don’t think that I’m “ganging up” on candidate recruiters, I’ll be addressing the responsibilities of the job order recruiter in a future issue of The Pinnacle Newsletter Blog.

If you have any questions, I encourage you to contact me. You can do so by calling 330.455.1433, x156 or by sending an email to