We have the top TE recruiting fees for the fourth quarter of 2020, and the biggest fee is a whopper!

That’s because the amount of that fee, split between recruiters George Mancuso and Kathlene Kuykindoll, was $64,000.

However, that wasn’t the only big fee in Top Echelon Network during the last three months of 2020. In fact, Network members made a number of sizeable fees, as you can see below.

And also as you can see below, there were some ties in terms of the amounts of the fees. As a result, we’re not just recognizing 10 pairs of recruiters. Instead, we’re recognizing 14 pairs of recruiters!

As a reminder, 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.

So congratulations to George Mancuso and Kathlene Kuykindoll  for sharing the Largest Split Fee of the Quarter Award!

And congratulations to everybody who made the largest split fees in Top Echelon Network during the fourth quarter of 2020!

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Largest Split Fees of the Quarter
First Place:

George Mancuso

Kathlene Kuykindoll

George Mancuso of Client Growth Resources and Kathlene Kuykindoll of MorningStar Recruitment, Inc.

The position for this split placement was a Vice President of Sales & Marketing. George was the job order recruiter and Kathlene was the candidate recruiter.

The fee for this split placement was $64,000 and the fee percentage was 20%.

— — —

Second Place:

Tom Christensen of C.H. Thomas Search, LLC (job order recruiter)
Josh Hawkins of Artios Career Consultants (candidate recruiter)
Position Title: Plant Manager
Fee percentage: 25%
Split Fee: $41,250

Third Place:

Bruce Widnes of The Recruiting Group, Inc. (job order recruiter)
Terry Rhodes of NewCareers (candidate recruiter)
Position Title: Senior Operations Manager
Fee percentage: 25%
Split Fee: $40,625

Fourth Place:

Amy Chapman of Key People Staffing (job order recruiter)
Mark Freeman of ProConcepts International (candidate recruiter)
Position Title: VP of Quality
Fee percentage: 25%
Split Fee: $37,500

Fifth Place (tie):

Nicholas Ford of Top RANK (job order recruiter)
Brad Dodge of iLocatum Recruiting (candidate recruiter)
Position Title: Credit Manager
Fee percentage: 25%
Split Fee: $35,000

Fifth Place (tie):

Herman Bruno of Corps Partners (job order recruiter)
Steven Hopkins of DTR Executive Solutions (candidate recruiter)
Position Title: Director of Marketing – Pharmaceutical
Fee percentage: 20%
Split Fee: $35,000

Sixth Place (tie):

Adam Neumann of New Talent (job order recruiter)
Michael Stuck of Gables Search Group (candidate recruiter)
Position Title: SALT (Tax) Manager
Fee percentage: 25%
Split Fee: $31,250

Sixth Place (tie):

Dennis Cupp of Austin Allen Company, LLC (job order recruiter)
David Smith of The Career Source, LLC (candidate recruiter)
Position Title: Process Controls Engineer
Fee percentage: 25%
Split Fee: $31,250

Seventh Place:

Cynthia Simpson of J.T. Nelson & Associates, Inc. (job order recruiter)
Steve Kohn of Affinity Executive Search, Inc. (candidate recruiter)
Position Title: Plant Controller – Heavy Manufacturing
Fee percentage: 25%
Split Fee: $28,750

Eighth Place:

Jan Durbin of JFCR (job order recruiter)
Diva Milani of Tuscany Enterprises (candidate recruiter)
Position Title: Remote DE/SAR Mortgage Underwriter
Fee percentage: 20%
Split Fee: $28,000

Ninth Place (tie):

Jane Roberts of Jane Roberts Consulting, LLC (job order recruiter)
Tony Cooper of CPC & Associates (candidate recruiter)
Position Title: Project Engineer
Fee percentage: 25%
Split Fee: $27,500

Ninth Place (tie):

David Wood of The David Wood Company (job order recruiter)
Deb North of True North Consulting, LLC  (candidate recruiter)
Position Title: Business Development Manager
Fee percentage: 25%
Split Fee: $27,500

Ninth Place (tie):

Scott Galloway of Galloway Resource Partners, LLC (job order recruiter)
Brad Dodge of iLocatum Recruiting (candidate recruiter)
Position Title: Director of Manufacturing
Fee percentage: 25%
Split Fee: $27,500

10th Place:

David Wood of The David Wood Company (job order recruiter)
Steve Kohn of Affinity Executive Search, Inc. (candidate recruiter)
Position Title: Process Control Engineer
Fee percentage: 20%
Split Fee: $27,000

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If YOU want to make more money through Top Echelon’s recruiting network, then contact Director of Network Operations Drea Codispoti, CPC/CERS.

You can reach Drea by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com.

The man in the photo above is Top Echelon Network member Terry Rhodes of NewCareers.

The photo was taken at a National Convention that we held in Charlotte, North Carolina. As you can see, Terry was participating in our Gala Event at that convention, which consisted of both driving NASCAR go-carts and riding shotgun in an official NASCAR vehicle as it sped around the track.

Alas, there was no National Convention in 2020. As we plan for the possibility of future events, we wanted to not only post a nostalgic photo from days gone by, but also recognize Terry.

Mainly because Terry is the Recruiter of the Quarter in Top Echelon Network for the fourth quarter of 2020!

But that’s not the only reason why we’re recognizing Terry. To put it bluntly, he’s been a Network legend during his tenure in TE. The numbers speak for themselves:

• 242 placements
• $1.8 million cash-in

Terry has seen just about everything that a search consultant can see since he joined the profession in 1994. So for his longevity, for his success, and for being the Recruiter of the Quarter, we want to recognize and congratulate Terry Rhodes!

The top 10 recruiters in Top Echelon Network for the fourth quarter of 2020 are listed below, from first place to 10th place.

As you will see, we’ve made a change to this regular feature in The Pinnacle Newsletter Blog. We now base the order of the recruiters on their amount of “cash-in” dollars, as opposed to the number of split placements they made during the month.

So congratulations to the recruiters listed below and congratulations to every Network member who made a split placement during the fourth quarter of 2020!

— — —

Recruiters of the Quarter
First Place:

Recruiter: Terry Rhodes
Agency: NewCareers
Placements: Ten (10)
Commission: $98,673

Second Place:

Recruiter: Steve Kohn
Agency: Affinity Executive Search, Inc.
Placements: Fourteen (14)
Commission: $92,005

Third Place:

Recruiter: Linda Blakemore
Agency: Atlantic Pacific Group, Inc.
Placements: Fifteen (15)
Commission: $81,199

Fourth Place:

Recruiter: Michael Stuck
Agency: Gables Search Group
Placements: Seventeen (17)
Commission: $79,773

Fifth Place:

Recruiter: Gary Schultz
Agency: Work 22, Inc.
Placements: Seventeen (17)
Commission: $74,092

Sixth Place:

Recruiter: Maria Hemminger
Agency: MJ Recruiters, LLC
Placements: Seven (7)
Commission: $56,870

Seventh Place:

Recruiter: Diva Milani
Agency: Tuscany Enterprises
Placements: Seven (7)
Commission: $51,817

Eighth Place:

Recruiter: Kim Taynor
Agency: Career Path Staffing
Placements: Nine (9)
Commission: $46,771

Ninth Place:

Recruiter: Keith Cornelison
Agency: Personnel Resources
Placements: Eight (8)
Commission: $46,596

10th Place:

Recruiter: Lawrence T. Ploscowe
Agency: EXEK Recruiters, Ltd.
Placements: Four (4)
Commission: $42,770

— — —

If you’re looking to make more placements with your Top Echelon split recruiting membership, 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 drea@topechelon.com.

There are many advantages of contract staffing. Most of them geared toward what it can do for you and your firm financially, both in the short-term and in the long-haul.

What follow are eight BIG benefits of making contract placements:

#1 — Earn more money.

Many direct hire recruiters believe there isn’t enough money in contracting to be worth their time. That’s simply not the case.

For example, if you have 10 contractors working on assignments, and you’re earning an average of $12/hour for each one, 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 consistent cash flow and flexibility.

Not only can you make a substantial amount of money by adding contracting to your business model, but you can also earn it in a steady fashion. As a result, you can offset the peaks and valleys that typify the world of direct hire recruiting. In that world, when you leave your phone, your chances of making money pretty much stops.

Contracting is different. As mentioned above, you continue to earn money each hour your contractors are working. Consequently, you have the freedom and flexibility to take a day off work . . . and you’ll still make money.

And since most clients pay invoices on a weekly basis, you’ll be able to enjoy a weekly cash flow.

#3 — Improve your direct hire business.

How can this be? For starters, with the steady cash flow that contracting provides, you’ll have the confidence to turn down bad direct hire business and focus on opportunities that are most likely to be lucrative.

Second, your contract staffing services could help you attract new clients that may also use you for their direct hire placements.

#4 — Close more deals with contract-to-direct candidates.

Contracting comes in handy when you have the perfect candidate for a client, but the client isn’t certain if they want to hire the person on a direct hire basis. If the candidate is willing, you can place them instead on a contract-to-direct basis.

This will give the client the opportunity to “try before they buy.” In this type of deal, you’ll earn hourly income during the contract period. Then, if the client decides to hire the contractor on a full-time basis, you can also earn a conversion fee.

More companies are choosing this option because if the contractor isn’t a fit, they can simply end the assignment without any negative ramifications.

#5 — Build a new revenue stream with the same client base.

Which companies should you go to for contract job orders? The clients you already have. Statistics show that 80% of a recruiter’s contracting business comes from existing direct hire clients.

So the business is just there for the taking. All you have to do is tell your clients that you can place contractors. They likely will be happy to give their contract business to you since they already trust you.

#6 — Avoid the hiring freeze barrier (and provide a solution).

During a hiring freeze, companies still have deadlines to meet and projects to complete. They can do so by using contract workers paid for through the company’s operating budget.

By using their operating budget, they can meet deadlines while still honoring the corporate hiring freeze. Everybody wins. (But more importantly, YOU win.)

#7 — Meet ALL of your clients’ needs.

Contract staffing solutions allow you to satisfy ALL of your clients’ needs, setting you up as a “sole-source provider.”

If you are not meeting all of your clients’ needs, they are going to go to other recruiters who can. And the last thing you want is another recruiter getting their foot in the door with one of your clients.

#8 — Retire from recruiting with something to sell.

Most recruiters don’t have an exit strategy for selling their business. When the owner of a small direct hire firm decides to retire, there usually isn’t much to sell.

However, if those direct hire recruiters had added contract staffing to their business model, 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.

For those agency recruiters and executive search consultants looking to get started with contract staffing, Top Echelon recommends using Foxhire (formerly Top Echelon Contracting). They serve as the Employer of Record while your contractors perform work at your client companies.

Click HERE for more information about how Foxhire can help you make more placements!

As you probably already know, there was no Top Echelon National Convention in 2020, nor was there a Fall Conference.

In a typical year, Top Echelon holds two events for its Network recruiters. Of course, 2020 was not a typical year. The COVID-19 virus and resulting pandemic forced us to cancel both events.

But we are now in 2021, and with vaccinations being rolled out all across the country, hope springs eternal. Or at the very least, it springs enough for us to ask you to take a very short (and very important) survey about our plans for a National Convention in 2021.

The survey is just two questions long and should take less than a minute for you to complete. Unless you’d like to add comments, which I encourage you to do. The more information we have, the better decisions we can make about our future recruiter networking events.

Click the link below to begin the survey:

Take our short survey!

Once again, this is an uncertain time. Nobody knows better than us that meeting and networking face-to-face and in person is better than doing so remotely or virtually. That’s why we’re taking the planning of our next event seriously and we look forward to seeing Top Echelon members networking with each other at one of our events.

As always, thank you for your loyal and commitment as Top Echelon Network members (and also for completing our survey)!

Top Echelon offers a free monthly webinar as part of its Expert Recruiter Coaching Series.

These webinars touch upon a variety of recruiter-related topics. These topics deal with both candidates and clients. As always, our goal with these webinars is to help agency recruiters and executive search consultants just like YOU make more placements.

We record these webinars for those who can’t attend the live recording, and we’re now pleased to offer the video from our most recent webinar by Barb Bruno, CPC/CTS of Good as Gold Training and Development.

The title of that webinar (and corresponding training video) is “How Will 2021 Employment Trends Impact YOU?”

Below is the official description of this training video:

— — —

As we say good-bye to one of the most challenging years ever, what were the key takeaways for your clients, candidates, and yourself?

What trends should you anticipate as you face a “new normal” in 2021?

These are the questions that Barb Bruno, CPC/CTS of Good as Gold Training and Development will address during this FREE Expert Recruiter Coaching Series webinar, which will include:

• Benefiting from what you learned
• Anticipating trends that impact your clients and prospects
• Anticipating trends that impact your candidates
• Positioning yourself to have your best year ever!

Barb will also take time to answer the questions that are most important to you!

Watch this FREE training video!

Recorded versions of our Expert Recruiter Coaching Series webinars are posted on our website as free online recruitment training courses in the Top Echelon Recruiter Training Library.

Keep an eye out for the next free webinar in our Expert Recruiter Coaching Series!