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Earlier this year, we released Top Echelon statistics for 2018. However, we did not release all of the statistics, but just the major ones involving each industry and discipline within our recruiting network. To recap, below are some of the highlights of those statistics:

  • Completed placements were up 11.2% in 2018 over 2017.
  • The average placement fee was $20,283. That’s the highest average in the Network during the past five years.
  • The average starting salary for a placement was $93,406. Once again, that’s the highest average in the Network during the past five years.
  • The average fee percentage was 21.6%. The average has been hovering in the 21%-22% range during the past five years.

In this issue of The Pinnacle Newsletter Blog, we’re breaking down the Network disciplines in terms of three categories. They are the average fee percentage, the average fee, and the average salary associated with each one. This breakdown should give you a better idea of where TE members are making the most money in the Network.

2018 Placements by Discipline

DisciplineFee %Average FeeAverage Salary
Accounting (00)22%$19,114$83,624
Finance & Banking (05)21%$33,922$166,250
Engineering (10)23%$24,521$105,831
Scientific (15)20%$29,270$127,466
IT/Information Systems (20)22%$21,956$98,437
Industry & Manufacturing (25)20%$18,745$84,861
Sales & Marketing (30)20%$21,718$101,485
Insurance (35)20%$32,000$160,000
Technology & Technologists (40)20%$10,684$46,001
Personnel & Human Resources (45)18%$17,999$82,030
Construction (50)20%$15,793$76,215
Healthcare (60)15%$15,193$75,114
Service (65)20%$11,957$58,725
Retail (70)22%$24,833$116,667
Miscellaneous (99)22%$13,160$61,640

As you can see, there are some interesting trends among the statistics presented above:

  • Engineering boasted the largest average fee percentage at 23%.
  • Finance & Banking, Insurance, and Scientific were responsible for the highest average fee. However, to be fair, these disciplines are not in the top half of the Network when it comes to placements made.
  • A total of six disciplines has an average salary above $100K. Once again, thought, Network members did not make a ton of placements. However, Engineering and Sales & Marketing are the exception. These two disciplines are consistently in the top five in our split network in terms of placements made.

There is one big takeaway from all of these statistics. That take-away is that Network recruiters have been doing all of the following on a consistent year-over-year basis:

  • Making more split placements in the Network
  • Placing candidates with higher starting salaries
  • Earning larger fees as a result of their placements

You might say that’s not just one take-away, but three take-aways. However you define it, this represents an ongoing and positive trend with Top Echelon. These numbers bode well for Network members throughout the rest of 2019, and more than likely, beyond.

The economy has been good, more or less, for the past several years. In fact, we’re in the midst of the second-longest bull market in our nation’s history. It recently celebrated its 10th birthday.

Something interesting happens in the recruiting profession once a bull market reaches a certain point. That’s because when the market is good, more people enter the profession. More people think they can be a recruiter. Ergo, more people try to become a recruiter.

That becomes a problem for those people who were already recruiters, especially those who are veterans of the profession. That’s because as a general rule, they do not appreciate how these newbie recruiters conduct themselves in the marketplace.

Now, I’m not talking about recruiters who are seriously pursuing the occupation, who are putting in the hours of training necessary to be successful. No, I’m talking about those who “jump into the deep end of the pool.” They wake up one day and they say to themselves, “Hey . . . I think I’ll be a recruiter.”

Giving us plenty to think about

Earlier this year, we conducted our annual State of the Recruiting Industry Survey. We did that, of course, for our annual State of the Recruiting Industry Report. We will be releasing that report in the near future.

However, here is what’s interesting:

Even though we did not pose a specific question asking survey participants what they think of other recruiters, they gave their opinion, anyway.

In fact, they gave their opinion of other recruiters in response to different questions. It wasn’t even one question that prompted these responses. This is obviously something that has been on the minds of recruiters as they work their desks on a daily basis.

So what do recruiters think of each other in this market?

Well, with one of our questions, we asked if there are any threats to the recruiting industry. In multiple choice answers, we did NOT include “Other recruiters.” However, participants supplied the following comments:

“Incompetence and laziness are always threats.”

“All of the above have affected our industry. However, I do not see them as a threat. Laziness and call reluctance on the part of recruiters is our biggest threat. Failure of our industry to adapt to technology is another threat . . .”

We also asked survey participants to grade the overall health of the recruiting profession. Although the the responses were positive overall, there were a few caveats, such as the following:

“We’re overpopulated with poor recruiters that give the industry a bad reputation.”

“The biggest challenge always has and continues to be overcoming the business practices of subpar recruiters/firms causing a negative outlook on the industry.”

“Too many ‘fly by night’ recruiters have entered the industry with little to no training. Too many don’t do search but market candidates and ‘throw paper against the wall.’ And too many recruiters are willing and agreeing to lower fees, as 20% used to be upsetting and now it seems to be the norm. Too many are transaction oriented and not relationship oriented.”

And then we asked about the possibility of a recession. Once again, we did not bring other recruiters into the equation. However, some participants felt the need to bring the subject up once again:

“I’ve been through several, and if there is [one], so be it. Nothing we are going to do or not do has any affect. Honestly, our industry could use a good bottom-feeder cleaning.”

Ah, yes. Do you think the industry could use a good “bottom-feeder cleaning”? And if so, is a recession necessary for that to happen. And is all of this simply inevitable? Is this what happens within the recruiting profession during the latter stages of a bull market?

What do YOU think?

We recently asked members of Top Echelon’s recruiting network how much they would bill through the Network in 2018. Well, we’re back with another question. And this one involves billing goals in Top Echelon Network.

Specifically, it involves billing goals in the Network for this year. After all, the only thing better than making money as a recruiter is making more money as a recruiter.

Below is the poll question that we posed in the Members’ Area of the Top Echelon Network website:

How much more do you want to bill through the Network in 2019 than 2018?

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

  • 10% to 15% more — 4.9%
  • 15% to 25% more — 12.2%
  • 25% to 35% more — 9.8%
  • Over 35% more — 48.8%
  • The same as this year is fine with me. — 24.4%

Aggressive goals = good goals

As you can see, Network recruiters were aggressive with their goals. Nearly half of poll participants (48.8%) chose “Over 35% more” as their answer. Nearly 10% selected “25% to 35%.”

But it didn’t stop there. Another 12.2% indicated that they would like to increase their Network billings by “15% to 25% more.” Even those who want to increase their billings “10% to 15% more” garnered almost 5% of the final vote.

Then are those who are satisfied with the status quo. That contingent (24.4%) stated that “The same as this year is fine with me.” And if it’s fine with them, then I say it’s fine with us. (After all, what choice do we really have?)

In years past, members have relied upon the Network only when they’ve needed it. That translates roughly into when they need job orders or quality candidates. In today’s market, they clearly need quality candidates. Their clients want them, so they want them. And they’re having trouble finding them.

So in their minds, having aggressive billing goals in Top Network means they’ve found more quality candidates for their clients. And once again, these are candidates they probably would not have found on their own. Which means, of course, these are placements they would not have otherwise made.

So in Top Echelon Network’s 32nd year of existence, the wisdom that helped start the Network remains:

“Half a loaf is better than none.”

Last week, we celebrated Charter Member Steve Brody’s 31th anniversary in Top Echelon Network. Steve joined the Network on the first day of its existence (March 8, 1988). Since then, he’s made 117 Network placements.

Now in this issue of The Pinnacle Newsletter Blog, Brody has something to teach about Network membership and making split placements. After all, Top Echelon’s recruiting network is 31 years old. What was true 31 years ago is just as true today when it comes to networking with other members, building trading partner relationships, and making splits.

The experience and success to teach

Below are five things that Charter Member Steve Brody can teach Top Echelon Network members:

1. No matter how long you’ve been a recruiter, you can make splits.

Steve started recruiting in 1982. That means he’s been recruiting for 37 years. That’s impressive all by itself. Tenure and experience are not barriers to making splits. Instead, they are catalysts for making them. Steve has been a split placement machine for more than 30 years.

2. No matter how long you’ve been a member, you can split with new partners.

Steve does not keep making splits with the same people. Although the makes multiple placements with many trading partners, he’s always open to making splits with other trading partners. They could be new, or they could just be new to him. The goal is the same: fill the job orders!

3. Making split placements starts with a desire to make split placements.

This makes perfect sense, does it not? In order for something to happen, there must be a desire for that something to happen. This applies to split placements. Steve has a “split mentality” that has served him well during his Network career. For him, splits are not a last resort. Instead, they’re an immediate option.

4.Praising another recruiter is a great way to invest in your trading partner relationships.

Steve has been a participant many times in our “Comments and Compliments” feature. He has no problem complimenting other members for a job well done. He recognizes quality during the placement process, especially when that process ends in a completed placement and a placement check.

5. The Four Pillars of the Network serve as the cornerstone of success.

The Pillars are Quality, Communication, Trust, and Active Participation. Steve embodies all of these and has incorporated them into his recruiting desk to maximize his results within the Network. He doesn’t just adhere to one of the Pillars. He adheres to and practices them ALL.

Recruiters like Steve Brody provide an excellent blueprint for other Network recruiters to follow. It’s why they make more placements, and it’s why YOU can make more placements.

Like Steve, we want to teach members, too. And we have a Director of Network Operations who does just that. His name is Andreas Codispoti, CPC/CERS. (Sorry, Drea. We were going to publish your full name eventually.) You can reach Drea at 330.455.1433, x156 or via email at

If you’ve been a member of Top Echelon Network for any length of time, you’ve probably noticed how often Network members like to compliment each other.  (Namely because we publish those compliments in The Pinnacle Newsletter Blog.)

Keep in mind that the compliments in The Pinnacle are not ALL of the compliments that we receive at the Top Echelon offices.  There simply isn’t enough room for all of them.  However, we publish as many as we can, because they show the value that the Network offers to recruiters and how much they enjoy experiencing that value.

In fact, there are three main reasons why TE recruiters love to compliment each other:

#1—To celebrate a completed placement

When you enjoy success, you should celebrate that success, and that’s absolutely true with split placements.  It takes a concerted effort consisting of teamwork, patience, and persistence to get the job done.  After all, these are placements that more than likely would NOT have been made without the participation of both recruiters.

#2—To recognize a job well done

Making a split placement is just half the story; making it well is the other half.  When trading partners go “above and beyond” to help close a deal, TE recruiters feel compelled to recognize their partners’ efforts.  It’s a celebration of not only success, but also a celebration of the performance that led to that success.

#3—To nurture a trading partner relationship

Obviously, the recruiter who is complimenting their trading partner would like to make more placements with that partner in the future.  Complimenting them on a public forum and recognizing their performance is a way to let their trading partner know that their efforts are appreciated.  People who know that their efforts are appreciated by somebody are more likely to want to work with that somebody again.

If you’ve made a placement with another Network recruiter and you’d like to compliment them for their efforts, simply include your remarks with the completed placement form when you submit it.  You can also send an email to

Director of Network Operations Drea Codispoti, CPC/CERS is in charge of helping TE recruiters reach their full potential and make more placements.  You can reach him by calling 330.455.1433, x156 or by sending an email to