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Shree Kumar of Max Populi, LLC has quickly established herself as one of the biggest billers in Top Echelon Network. That’s because she is once again part of the Largest Split Fee of the Month award!

Sharing the award with her is Darcy Morgan of GoRecruitMe. Shree and Darcy have struck up quite a split recruiting partnership in Top Echelon Network.

Darcy has made five split placements as a member of the Network, and she’s made all five of them with Shree. The fees associated with those placements are as follows:

  • $68,224
  • $23,000
  • $43,600
  • $68,200
  • $11,700

Darcy’s cash-in for those five placements is a little over $100K. That means her average split placement fee in TE is roughly $20K. When your split placement fees are almost as much as a non-split fee, you must be doing something right.

And that something right has earned Shree and Darcy yet another aware for their huge placement fees. Congratulations to them both!

If you have questions about your membership, contact Director of Network Operations Drea Codispoti, CPC/CERS. You can do so by calling 330.455.1433, x156 or by sending an email to

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Largest Split Recruiting Fee for December

Shree Kumar of Max Populi, LLC and Darcy Morgan of GoRecruitMe

The position for this split placement was a Cardiologist – Physician Advisor. Shree was the job order recruiter and Darcy was the candidate recruiter.

The action that stimulated this split placement was listed as “Offline communication with another member.”

The fee for this split placement was $43,600.

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Top Echelon determines the monthly and quarterly winners of its Network split fee recruiting awards in four distinct categories:

1.) Recruiter of the Month
2.) Largest Split Fee of the Month
3.) Recruiter of the Quarter
4.) Largest Split Fee of the Quarter

We only announce the winners of these awards in The Pinnacle Newsletter Blog. We do so usually (but not always) in the issue following the conclusion of each month and/or quarter.

Everybody wants to finish strong, including recruiters. Sure, the end of the year is a time to relax with the holidays and all, but that doesn’t mean you don’t care about making money along the way.

And now that 2019 is here, we can look back at the final month of 2018. And when we do, we see that there were some Top Echelon members who closed out the year with big money!

Big money recruiters

Trey Cameron of Cameron Craig Group “ruled the roost” again during the month of December. He raked in over $100K in December. However, there were plenty of other recruiters who closed out the year with big money, as well.

For example, Shree Kumar of Max Populi, LLC earned over $50K through the Top Echelon recruiter network during the month. Melissa Truax of Premier Health Careers, Inc./Premier Paths accounted for over $25K.

As we discussed last week, the ROI of making just one split placement in Top Echelon is close to 600%. A Top Echelon recruiting agency pays $1,560 in Network dues over the course of the year. Considering how much the recruiters below earned in TE split placements during December, the Network dues their agency paid in 2018 are miniscule by comparison.

If you’re looking to make big money in Top Echelon Network in 2019, then we want to help. Specifically, Director of Network Operations, Drea Codispoti, CPC/CERS wants to help the most. You can reach Drea by calling 330.455.1433, x156 or by sending an email to

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Recruiters of the Month:

1st Place: Trey Cameron
Agency: Cameron Craig Group
Placements: Fourteen (14)
Commission: $115,472

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2nd Place: Shree Kumar
Agency: Max Populi, LLC
Placements: Three (3)
Commission: $51,512

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3rd Place: Melissa Truax
Agency: Premier Health Careers, Inc./Premier Paths
Placements: Three (3)
Commission: $25,208

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4th Place: Kristy Staggs
Agency: Byrnes & Rupkey, Inc.
Placements: Three (3)
Commission: $23,218

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5th Place: Robert Alexander
Agency: System Technology International, Inc.
Placements: Three (3)
Commission: $17,670

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Top Echelon determines the monthly and quarterly winners of its split recruiting awards based upon two criteria, which are listed below in order of importance:

1.) The number of split placements made
2.) The amount of “cash-in” dollars earned as a result of those split placements

This explains why, when multiple recruiters are tied with the same number of TE placements during a given month or quarter, the recruiter with the largest “cash-in” total is ultimately deemed the winner.

There are many advantages to adding contract staffing to your business model. Most of them are geared toward what it can do for you and your firm financially.

And as companies continue to build their workforce models around contract staffing, these services are becoming more essential to keeping recruiters competitive in today’s market.  Still on the fence?

Consider the following seven advantages of contract staffing to your recruiting business:

#1—Increase your profit.

There is a common misconception held by many direct hire recruiters that there isn’t enough money in contracting. In reality, contract staffing can be very lucrative. For example, it is common for recruiters running a blended desk (direct hire AND contract staffing) to have 10 active contractors working at any given time. Let’s say you make an average of $12 per hour on each of those contractors. That’s $120/hour. Over the course of a year, those contractors would earn you $249,600. And that doesn’t even include overtime. Contractors get paid for every hour they work, and consequently, so does the recruiter who placed them.

#2—Enjoy steady cash flow.

It’s not just the amount that is impressive. It’s also the fact that you earn that money consistently. As a result, you can offset the peaks and valleys typical of direct hire recruiting. When you only make direct hire placements, your chances of making money pretty much stop when you leave your phone. As mentioned above, contracting generates income for you each hour your contractors are working. Most clients pay invoices on a weekly basis, so you’re provided with a predictable, regular income. This allows you the freedom and flexibility to actually take a day off work, or maybe even a full-fledged vacation . . . and you’ll still make money.

#3—Meet all of your clients’ needs.

Again, companies are increasingly adopting a blended workforce model that includes both direct hires AND contractors. That means they have a consistent need for contractors. If you cannot provide them, your clients have no choice but to go to other recruiters for that service. Contract staffing allows you to satisfy ALL of your clients’ needs, setting you up as a “sole-source provider” so they will have no reason to go anywhere else.

#4—Improve your direct hire business.

Another common misconception about contract staffing is that it takes away from direct hire business, but the opposite is actually true. Companies like the convenience of having one point of contact for all of their staffing needs. So if you are a sole-source provider as described above, you may find that clients who initially come to you to fill their contracting needs may also give you their direct hire business.

#5—Save deals with contract-to-direct.

In a contract-to-direct situation, the candidate works for a period of time as a contractor with the intention that they will eventually be converted to a direct hire. This is a viable solution for some common problems that often kill direct hire deals. For instance, if you think you have the perfect candidate for a client, but the client isn’t sold, you can allow them to try the candidate on a temp-to-direct basis. If the person proves to be the star candidate you believe them to be, the client can then extend a direct hire offer.

If the candidate does not meet expectations, they can end the contract and try someone new. Another situation is when a hiring freeze crops up while you are in the middle of a search. You can offer a candidate on a temp-to-direct basis. Contractors come out of a different budget than direct hires. As a result, companies can use them during a hiring freeze and then convert them to a direct hire when the freeze lifts.

#6—Build new revenue with the same client base.

Statistics show that 80% of contract job orders come from a recruiter’s existing direct hire clients. That means you don’t need to do additional marketing in order to drum up “contract clients.” The business is there for the taking. All you have to do is tell your clients you can place contractors. You will likely be surprised by the positive response.

#7—Retire from recruiting with something to sell.

When the owner of a small direct hire firm decides to retire, there usually isn’t much to sell except a client list. However, what if those direct hire recruiters had added contract staffing to their business model? Then they’d have something to sell and they’d be able to retire comfortably. The value of contracting is in the contractors themselves and the money that those contractors generate.

You can reap these benefits without any upfront investment of cash or additional staff. But only IF you utilize a recruitment back-office solution such as Top Echelon Contracting. The back-office becomes the employer of your contractors, handling all of the legal, financial, and administrative tasks of the contract placements.

All you have to do is your normal recruiting tasks . . . and collect the income checks. If you are ready to experience the above benefits, give contract staffing serious consideration.

(Editor’s note: This article is intended for informational purposes only and should NOT in any way be construed as legal advice.)

If there’s one thing that every recruiter wants to do in the New Year, it’s speed up the recruiting process. (Actually, that would apply to every year.)

Of course, there are many factors that are out of a recruiter’s control. However, what a recruiter can do is influence certain circumstances surrounding the process. So while they’re not able to control it outright, they can influence the speed with which it unfolds.

The average tenure of a Top Echelon Network member in the profession is 15 years. As a result, you might already know the strategies for influencing the speed of the recruiting process.

Be that as it may, it’s always good to revisit the basics and reacquaint yourself with the fundamentals. And that’s true whether you’ve been a recruiter for 15 years or 15 minutes.

Fortunately, we recently shared a post on the Top Echelon Blog that explored the topic of speeding up the recruiting process. Not surprisingly, the title of that blog post is “5 Ways to Speed Up the Recruiting Process.”

Click here to read this blog post!

Of course, another way to speed up the process is to tag-team it with another recruiter. That’s right, friends and neighbors: a split placement situation. Your split recruiting partners can help you to influence the circumstances surrounding the search in a positive way.

So not only will you make a placement that you normally would not have made, but you’ll also make that placement more quickly than you would have made it.

More placements, more quickly. That sounds like a great slogan for your recruiting desk and your agency in 2019!

If you want to make more split placements in 2019, then contact Director of Network Operations Drea Codispoti, CPC/CERS. You can do so by calling 330.455.1433, x156 or by sending an email to