Not only do we have three recruiters who made their first split placement in TE Network recently, but we also have a $57,000 split placement fee!

Let’s start with that large fee, shall we? (I thought you might agree.)

Maria Hemminger of MJ Recruiters, LLC and Stephen George of SteveRecruiter, LLC placed a Plant Manager, placing a recruiting fee of $57,000 at 30%.

And as I mentioned above, three recruiters made their first TE Network split placement. Those three recruiters are as follows:

• Jeff Crowley of JobFormance, LLC
• Les Jones of Mosaic Partners
• Loren Siton of Ash & Harris Executive Search

So there is plenty to celebrate and many congratulations to go around in this final Pinnacle issue in January! (Maybe February will bring us even more in the way of split placements and revenue for members of TE Network.)

As a friendly neighborhood reminder, here is the information that we publish with our placements:

• Names of the trading partners involved (with their profile photos, when available)
• Job title
• Overall placement fee (before TE Network’s 6% brokerage fee, of course)
• Fee percentage

Please note that the placements listed below reflect deals finalized in TE Network for the period from January 5, 2026 through January 25, 2026.

Remember, if you don’t want information related to your split placements published in The Pinnacle, please send an email to marketing@topechelon.com to that effect.

Once again, congratulations to everybody below for the split placements they made in TE Network!

This Week’s Split Placements

— — —

Job recruiter: Nathan Gruen of Gruen Search Consultants, Inc.

Candidate recruiter: Brad Dodge of iLocatum Recruiting

Job title: ASSOCIATE TECHNICAL DESIGNER – MEN’S APPAREL

Overall placement fee: $13,000

Fee percentage: 20%

— — —

Job recruiter: Maria Hemminger of MJ Recruiters, LLC

Candidate recruiter: Stephen George of SteveRecruiter, LLC

Job title: PLANT MANAGER

Overall placement fee: $57,000

Fee percentage: 30%

— — —

Job recruiter: Jeff Crowley of JobFormance, LLC

Candidate recruiter: Jim Ingram of Jim W. Ingram

Job title: DIRECTOR OF SAFETY, QUALITY, AND CONTINUOUS IMPROVEMENT

Overall placement fee: $28,000

Fee percentage: 20%

— — —

Job recruiter: Tasha Burks of T. Burks & Associates

Candidate recruiter: Les Jones of Mosaic Partners

Job title: HUMAN RESOURCES MANAGER

Overall placement fee: $26,000

Fee percentage: 20%

— — —

Job recruiter: Bill Hall of The UrbanHall Group

Candidate recruiter: Steve Kohn of Affinity Executive Search, Inc.

Job title: SHOP MANAGER

Overall placement fee: $22,000

Fee percentage: 20%

— — —

Job recruiter: Steve Schroeder of Stratus Staffing

Candidate recruiter: Paula Mendoza of Twenty80, LLC

Job title: VN INSTRUCTOR

Overall placement fee: $20,800

Fee percentage: 20%

— — —

Job recruiter: John Long of Career Development Partners

Candidate recruiter: Hamed Moammeri of Saba Talent

Job title: FIELD SERVICE ENGINEER

Overall placement fee: $15,600

Fee percentage: 20%

— — —

Job recruiter: Jeff Katz of JSK Recruiting

Candidate recruiter: Rob Proudfoot of Apex Electronics Talent

Job title: SALES REPRESENTATIVE – PROTEIN SALES

Overall placement fee: $16,250

Fee percentage: 25%

— — —

Job recruiter: Steve Schroeder of Stratus Staffing

Candidate recruiter: Loren Siton of Ash & Harris Executive Search

Job title: WOUNDCARE SALES REPRESENTATIVE

Overall placement fee: $750

Fee percentage: 10%

— — —

If you’re a newer TE Network member and you’d like to enjoy more success in our recruiter network, then I encourage you to contact Top Echelon Director of Network Operations Drea Codispoti, CPC/CERS.

You can do so by calling 330.595.1742 or by sending an email to drea@topechelon.com.

Last week, we announced the winners of our annual yearly awards in the pages of The Pinnacle Newsletter Blog.

However, we’re adding an award this year: the Rookie of the Year Award!

The winner of this award is somebody who has made an immediate impact during their first year of membership in TE Network. It doesn’t necessarily have to be over the course of a single calendar year; it could be broken up over the course of two calendar years. However, the span of time should be 365 days, regardless.

And who, pray tell, is the recipient of the 2025 Rookie of the Year Award? Why, it’s Kendra Arnold of A Plus Hire Right Search Group, LLC!

When Kendra Arnold joined TE Network on March 31, 2025, she stepped into the community with thoughtful intention and a healthy dose of curiosity. Less than a year later, her results speak for themselves.

In 2025 alone, Kendra completed 11 split placements, an impressive achievement for any new member.

And she’s showing no signs of slowing down: as 2026 gets underway, she already has three placements pending, positioning her agency for another strong year.

“I am truly grateful for TE and for all of the partners I’ve had the pleasure of working with throughout 2025,” Kendra shared. “I appreciate the continued collaboration and support, and I’m looking forward to what’s ahead.”

A Thoughtful Start (and the Right Fit)

Before joining TE Network, Kendra took a measured approach. Rather than jumping in headfirst, she made sure she understood how the Network operated and whether it aligned with her values.

“I was initially a bit skeptical,” she explained. “So I took the time to have several conversations with Mike and later met with Drea. Both experiences were very positive and gave me the confidence to move forward with joining.”

What she was looking for was clear: strong partners who prioritize open communication, transparency, and trust. Those priorities would soon prove to be the foundation of her success.

From Corporate America to Collaboration

Leaving corporate America can be intimidating, but Kendra found reassurance and opportunity through the right partnerships within TE Network.

“Yes, TEN has been a fantastic experience,” she said. “Leaving corporate America was certainly scary, but finding the right partners within the TE network has truly been a blessing.”

That shift has paid off in both consistency and momentum.

Built-In Opportunity, Even During Slow Weeks

For Kendra and her agency, one of the biggest advantages of TE Network is the steady flow of opportunity.

“The biggest benefit is that we always have active orders to source,” she noted. “Even during slower weeks, there is still meaningful work to do.”

She also appreciates the realistic balance the Network provides. While business development is always ongoing, the collaborative nature of TE Network helps smooth out the ups and downs that naturally come with building a business.

“We are truly grateful for our TEN partners,” she added.

What Makes Kendra a Strong Trading Partner

Kendra’s success hasn’t happened by accident. Her partners know her as someone who is deliberate, communicative, and focused on long-term outcomes.

“We work diligently to ensure the right fit for every position we partner on within TEN,” she said. “I strongly believe in maintaining clear and consistent communication throughout the entire process.”

That commitment to quality and transparency has helped her build trust quickly and repeatedly across the Network.

Advice for New Members

For recruiters considering joining TE Network, Kendra keeps her advice simple and experience-driven:

“Open communication and an open mind are key to success. I encourage others not to limit themselves to a single partner or industry. Joining TEN has been proven to be a great decision!”

With outstanding production, strong partnerships, and a collaborative mindset, Kendra Arnold exemplifies what the Rookie of the Year award represents. Her first year in TE Network has been extraordinarily productive . . . and all signs point to even greater success ahead.

Congratulations to Kendra and A Plus Hire Right Search Group, LLC on a truly exceptional start in TE Network!

As a member of Top Echelon’s recruiting network, you should be sharing ALL of your jobs with the rest of the Network’s recruiters.

There are many reasons why this is the case, not the least of which is that the Top Producers in the Network share all of their jobs. That’s one of the reasons they’ve become Top Producers in the first place.

However, this is the second part of an ongoing blog series in which I will examine all of the reasons why you should be sharing your jobs. (You can read the first part in the series by clicking HERE.)

Why have I embarked upon such an endeavor? Because sharing your jobs is better for you, your agency, and your trading partners. And we at Top Echelon are not successful unless you are successful.

So with all of this being said, below are five more reasons why you should be sharing ALL of your job orders with Top Echelon Network:

#1—Amplified Visibility and Reach

Sharing job orders in Top Echelon Network exponentially amplifies your visibility and reach. After all, tapping into the collective network of fellow recruiters broadens the spectrum of potential candidates.

Each recruiter within the Network possesses a unique pool of talent and specializes in distinct industries or niches. By sharing job orders, members expose opportunities to a diverse array of professionals who might not have encountered them otherwise.

This expanded reach, of course, can mean more split placements . . . and more money in your pockets. (Yes, it might be so much money that you need two pockets.)

#2—Access to Diverse Talent Pools

By sharing job orders in Top Echelon, members can gain access to a myriad of candidates with varied skill sets, backgrounds, and experiences. This diversity enables Network recruiters to tap into talent pools they might not have had access to independently.

A job order shared within the Network might resonate with a recruiter specializing in a particular industry or geographic location, thereby unlocking a wealth of potential candidates who align perfectly with the requirements.

In other words, you never know who somebody else knows. And that somebody else that somebody knows might be the perfect candidate for your client’s search assignment.

#3—Accelerated Placement Cycles

Time is of the essence in recruiting, where vacancies translate into productivity losses and revenue constraints. But I probably don’t have to tell you that.

Collaborating within Top Echelon Network expedites placement cycles significantly. When a job order is shared within the Network, multiple recruiters actively engage in sourcing candidates, conducting screenings, and presenting qualified candidates to the client.

This collective effort compresses the timeline from requisition to placement, as Network recruiters leverage their resources and expertise to expedite candidate identification and selection processes. As a result, members can capitalize on opportunities swiftly, thereby enhancing client satisfaction and reinforcing their reputation as trusted and reliable search consultants.

#4—Knowledge Sharing

Recruiters bring diverse perspectives, insights, and experiences to the table, enriching the collective intelligence of Top Echelon Network. By sharing job orders, members initiate dialogues, exchange best practices, and seek advice from peers, thereby cultivating a culture of continuous learning and improvement.

As you may have noticed, this enables Network recruiters to stay abreast of industry trends, emerging technologies, and evolving. As a result, recruiters within the Network are better equipped to navigate challenges, overcome obstacles, and capitalize on opportunities, which equates to earning more money in less time with less effort. Bazinga!

#5—Reciprocity and Network Support

Perhaps the most compelling reason to share all job orders within Top Echelon Network is the Principle of Reciprocity and network support. Sharing job orders is a demonstration of goodwill and commitment to collaboration.

Recruiters who actively participate in sharing job orders within Top Echelon not only increase their chances of receiving assistance in filling positions, but they also contribute to the overall synergy and cohesion of the Network. Conversely, withholding job orders diminishes the spirit of reciprocity and undermines the collective strength of the Network.

We do not want that, and ultimately, you do not want that, either.

As I said, this is just the first of multiple articles I will be writing about the subject of sharing ALL of your job orders with Top Echelon Network. Sharing all of your jobs is how you fill more job orders, make more placements, get more job orders, and get more clients . . . so start sharing today!

I’ve addressed this topic previously, and I feel like it is time to address it once again.

That’s because I’d like to highlight the issue of Network recruiters who are sharing jobs that fall outside of Network parameters.

These job orders are not compliant with the official TE Network Policies.

Top Echelon Policy #12: Candidate and Job Order Submissions

Below is Top Echelon Policy #12:

“Members may only distribute their own candidates and their own job orders through Top Echelon Network. Submitting resumes and job orders for distribution through Top Echelon Network for a non-Network member is prohibited.

“Job orders submitted to the Network must be for actual openings, where a client company has given an assignment to the recruiter.”

In March of 2018, we announced that only job orders for which your client has engaged you directly for a set fee and guarantee are permitted for sharing in Top Echelon Network.

Recent Issues with Policy Compliance

Recently, there have been instances in which Top Echelon Network members, not fully understanding the comprehensive nature of Policy #12, have attempted to share jobs associated with third-party vendor management systems (VMS).

I’m not going to name these VMS “middle man” entities here because you likely already know which ones I’m referring to.

To underscore the importance of adhering to Policy #12, I’m reiterating below why we maintain a strict stance against this practice.

1. Lack of Job Order Integrity: There is no guarantee that the “middle man” service or entity has accepted the job order and written the job description with a thorough understanding of the position, the company culture, and the full scope of requirements for successful placement.
2. Uncertain Relationships and Communication: There is no guarantee of a connection or relationship with anybody at the “middle man” service or entity. Furthermore, there is no assurance that the “middle man” service will provide proper response, feedback, or follow-up. This lack of reliable communication means that Top Echelon Network split partners may be “left in the dark” about important details and updates. Relationships and communication are two cornerstones of our recruiting network.
3. Risk of Candidate Mismanagement: If a Top Echelon Network member submits a candidate through one of these “middle man” entities, that candidate could end up in a “black hole,” with no right of referral attached to them or accountability from the entity to fully honor that candidate submittal.
4. Wasted Time and Resources: You joined a split network to leverage your time and resources, not to waste those precious commodities. These types of job orders add a layer of unnecessary and unwanted complexity to the Network dynamic.

Commitment to Network Effectiveness

We have put a lot of thought into this policy decision. Our goal is to help our Network members make more split placements, and we believe that excluding third-party VMS “middle man” service providers will help us achieve that goal more effectively.

If you have questions regarding this issue, please contact me. You can do so by calling 330.595.1742 or by sending an email to drea@topechelon.com.

Thank you for your understanding and cooperation in adhering to the TE Network Policies.

I’m pleased to announce the Virtual Core Group (VCG) meeting schedule for the month of February!

For those of you who don’t know, TE Network recruiters share the following information during Virtual Core Group teleconference call meetings:

• Hot job orders and candidates
• Information about the activity they’re seeing in the marketplace and/or in their niche
• Ideas for increased production on their desks and within their agencies

These are the activities that lead most directly to making more split placements in TE Network.

So that is why I’m inviting—or in other words, strongly encouraging—you to attend one of February’s Virtual Core Group meetings. Below is the complete VCG schedule for February, including the industries involved and the time that each meeting will be held. (Note: all times are Eastern.)

Wednesday, February 11:

• 1:30 p.m. to 2:30 p.m. — Manufacturing & Engineering
• 3:30 p.m. to 4:30 p.m. — Accounting & Finance

Thursday, February 12:

• 1:30 p.m. to 2:15 p.m. — Law & Legal Services
• 2:30 p.m. to 3:30 p.m. — Sales & Marketing

You can join the meeting to which you belong by accessing the information listed below.

Google Meeting link: https://meet.google.com/qba-qdic-kou

Below is the agenda for each Virtual Core Group meeting:

1. Welcome
2. Roll call of the members
3. I will share the latest software updates for both TE Network and the Top Echelon recruiting software (also known as TE Recruit).
4. Members will share their hot jobs with corresponding group discussion.
5. I will direct a software and Network protocol Q&A session to close the call.

It is my goal that this agenda will help you take away more from the meeting than just hot jobs and/or candidates. Hopefully, it will help make you more knowledgeable in terms of the Top Echelon community.

If you’d like to join one of the groups listed above or if you’d like to start a new group, please contact me.

You can do so by calling 330.595.1742 or by sending an email to drea@topechelon.com.