At Top Echelon, we love to highlight split placements. However, we really love to highlight split placements made by newer members. That’s because it illustrates that you can experience success relatively quickly in Top Echelon’s recruiting network.

In fact, we even have a member who made their very first placement as a recruiter! That’s Michelle Lopez of GoRecruitMe. In fact, Michelle has already has two Network splits. She made one with Shree Kumar of Max Populi, LLC shortly after her first placement with Melissa Truax of Premier Health Careers, Inc./Premier Paths.

So congratulations to Michelle for making both her first placement ever and her first split placement as a member of Top Echelon Network!

Top Echelon Network splits aplenty

In addition to Michelle, we’re also highlighting the following newer Network members:

Michael Brown of Seneca Creek Executive Search, LLC

Seneca Creek joined our recruiter network in 2015. After making one split placement that year, Michael made three splits in 2018. That includes the one below with long-time member David M. Sgro, CPC of True North Consultants, Inc.

Terry Rohde of DES, LLC

Like Seneca Creek, DES joined the Network in 2015. Terry has made split placements in TE in both 2017 and 2018. And as long-time Maria Hemminger of MJ Recruiters mentions below, Terry is a high-quality split recruiting partner in the Manufacturing industry.

Even if you’ve been a member of the Network for three or four years and you’ve made three or four Network splits, you still receive a tremendous return on your investment. (Click here to see how much of a return.)

If YOU want to make more Network splits and receive more of a return on Top Echelon Network 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.

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“Congratulations on your very first placement as a recruiter! While this a very special moment for you, it is also special for me in knowing I helped to make this happen for you. This is a tough business, but having an excellent team of partners can make all the difference in producing a positive result. While you were able to find a stellar candidate for my client, you also have made me continue to look great in the eyes of the client! Thank you, and let’s do it again!”

Submitted by Melissa Truax of Premier Health Careers, Inc./Premier Paths regarding his Network split placement with Michelle Lopez of GoRecruitMe

Position Title—ASSOCIATE MEDICAL DIRECTOR – BOARD CERTIFIED – MEDICAL ONCOLOGY

Fee Percentage—Flat

(Editor’s note: This is the first Network split placement that Melissa and Michelle have made together in Top Echelon.)

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“Thank you so much, David, for really being key to making this deal happen! I don’t do many Sales placements, so Mike provided a lot of guidance throughout the process.”

Submitted by David M. Sgro, CPC of True North Consultants, Inc. regarding his Network split placement with Michael Brown of Seneca Creek Executive Search, LLC

Position Title—CLOUD SOLUTIONS SALES EXECUTIVE

Fee Percentage—22%

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

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“Terry is an excellent exporter. This is our first placement together. He is very thorough to understand my openings, including the salary and geography requirements of my positions. If you are looking for a good Manufacturing importer, I would recommend partnering with Terry.”

Submitted by Maria Hemminger of MJ Recruiters, LLC regarding her Network split placement with Terry Rohde of DES, LLC

Position Title—PURCHASING COORDINATOR

Fee Percentage—25%

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

We previously published the advantages of adding contract staffing your firm’s business model. That begs the question: “How does a direct hire recruiter get started in contract staffing?”

The process is much easier than many recruiters think. In fact, it can be done in three simple steps:

#1—Notify current clients.

Chances are good that your clients are already utilizing contractors. The percentage of companies using contractors continues to increase. That’s because more companies are implementing blended workforce models that incorporate both direct hires and contractors. However, since they think you don’t offer contract staffing solutions, they are likely getting their contractors from another recruiting agency.

These companies know and trust you enough to give you their direct hire job orders. So wouldn’t they be happy to give you their contract staffing business, as well? In fact, many would prefer to use a “sole-source provider” that allows them one point of contact for ALL of their contract staffing needs.

#2—Ask current candidates if they would work on contract.

You might be surprised to learn that a lot of candidates actually prefer contract work because of the advantages that it provides. First, there’s more flexibility associated with a contract position, making it easier to balance work and personal life. Plus, because most contract positions are hourly, they are paid for every hour worked and even more if they work overtime.

#3—Outsource the employment of the contractors to a back office provider.

You can choose to employ your contractors and take on all of the employment tasks. However, doing so is very time consuming. This takes you away from the revenue-generating recruiting tasks that help your agency grow. You also take on the employment liability.

With the growing number of employment regulations on the federal, state, and even local level, that is becoming more risky. You’re better off leaving the administrative burden and liability to a recruitment back office. A back office has the experience and resources to handle these tasks efficiently and correctly.

Get started . . . with the Quick-Start guide!

As you can see, getting started in contract staffing is as easy as 1-2-3. And the return on your modest investment of time and energy can be substantial.

So take a moment to consider how adding contract staffing services to your business model could benefit you, both in the short term and in the long run.

How do you get started in contract staffing? By downloading our Quick-Start Guide to Contract Staffing!

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