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The Four Pillars of Top Echelon Network almost always serve as the basis of success for Preferred Members of Top Echelon. And while Top Producers utilize all of the Pillars at one time or another—Quality, Communication, Trust, and Active Participation—one usually stands out above the others for individual recruiters.

For Scott Krepps of Hiring Solutions Group, that Pillar is Communication.

Scott Krepps of Hiring Solutions Group

Scott Krepps

Scott has made nine split placements in the Network during the past two years, generating nearly $112K in extra revenue in the process. When Scott joined Hiring Solutions Group, the agency was already a Preferred Member firm in Top Echelon Network.

“I just dived into it and started to make use of it,” said Scott. “I wanted to realize its potential. At the time, there wasn’t an established process for utilizing the Network, so I created a process out of whole cloth. At the time, the Network was going through some changes, transitioning from the old version of the software to the new version. Now everything is baked into the ATS.”

Some recruiters join the Network, find a great trading partner with whom to work, and then make a flurry of placements with that person. While there is certainly nothing wrong with that approach, Scott has made his nine split placements with nine different trading partners. This speaks to the depth of his commitment to both networking and the Top Echelon Pillar of Communication. The nine recruiters with whom Scott has made a split placement include:

  • Mark Udulutch of Markent Personnel
  • Kerry Boehner of KOB Solutions, Inc.
  • Amy Chapman of Key People Staffing
  • Steve Kohn of Affinity Executive Search, Inc.
  • Kristy Staggs of Byrnes & Rupkey, Inc.
  • Steve Schanz of CPS Recruitment
  • Maria Hemminger of MJ Recruiters, LLC
  • Errol Neider of EGN Technical Resources
  • Holly Weber of Global Talent Resources Corp.

It’s an impressive list of trading partners, a “Who’s Who” of Top Echelon Top Producers. Scott, who works in Manufacturing, Engineering, and Sales & Marketing, among others, has developed positive trading partner relationships with each one.

“We work very well together,” he said, “and communication is the central element. There is also a mutual trust (another Pillar). I trust that they’re going to take my candidates seriously and give them an honest look. They know that I’ve already put effort into it. We may not have a hit all of the time, but the effort is always there.

“I also know that they will provide back-and-forth communication. Every single one of these people will either answer the phone or return a phone call. I really do think that communication is one of the big keys to success.”

As an exporter, Scott lets his candidates know that he’s part of the Network and that he’s working with another recruiter to help facilitate the placement. He believes transparency in that situation is very important.

“I let my candidates know that I’m part of a network of recruiters and that I’m assisting one of my partner recruiters,” said Scott. “That way, they know it’s not my position or my client’s position. I’m always up front about that.” This is another example of how Communication is key to his success.

“I do screen people before I share them with my partners,” Scott added. “There is a level of interaction between me and the candidate before they speak to the other recruiter. That way, they’ve already been acclimated to the job description, the salary range, and everything else. When you’ve already taken care of that, then it makes your partner’s job a lot easier, since they’re dealing with a lot of people.”

In terms of advice that Scott has for newer members of the Network, he suggests being proactive and reaching out to other recruiters.

“I would advise them to communicate with other members,” he said. “Don’t be afraid to ask questions. Ask some of the more experienced recruiters questions [about the Network]. They are more than happy to share their knowledge. And if you have the ATS, I would also recommend attending the Training Tuesday webinars.”

In the pursuit of networking and communication, Scott believes that attending Top Echelon events is also an excellent way to enjoy success more quickly as a Network recruiter. In fact, he “put his money where his mouth is,” so to speak, by attending Top Echelon Connect 2023 in New Orleans earlier this month.

“I went [to a Top Echelon event] for the first time last spring in Las Vegas, and it was an excellent experience,” he said. “I had the opportunity to meet new recruiters that I had not worked with yet, and I’ve placed people with those recruiters in the time since I attended that conference.”

Because while Scott has enjoyed tremendous success in a short amount of time in Top Echelon, he knows that he still hasn’t reached his full potential as a Network member. And when it comes to communication, nothing beats communicating with trading partners—and potential new trading partners—face-to-face.

“The relationships that I’ve built since last year’s spring conference have definitely been important,” Scott said. “And I’m looking forward to meeting new people and making new relationships.”

And of course, making more split placements.

Who says that? Who says, “to boot” anymore? Sigh . . . well, apparently I do. However, I’ve done so with good reason!

That’s because not only did Top Echelon Network recruiters finalize 22 split placements last week, but many of them also had big fees associated with them. How big, you ask? (And yes, thank you for asking.) This big, as a matter of fact:

  • $45,000
  • $37,500
  • $31,750
  • $30,312
  • $30,000

And there were plenty of other fees that were close to the $30K mark, as well. So despite everything happening in the world of banking and the global economy, it was a good week for Top Echelon and a good week for Network recruiters!

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

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

Please note that the placements listed below reflect deals finalized in Top Echelon Network for the period from March 6 through March 12, 2023.

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

Congratulations to everybody below for the split placements they made in Top Echelon Network!

This Week’s Top Echelon Split Placements

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron


Veronica Snyder of Career Professionals, Inc.

Veronica Snyder

Job recruiter: Veronica Snyder of Career Professionals, Inc.

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: QUALITY LAB MANAGER

Overall placement fee: $28,500

Fee percentage: 25%

— — —

Sara Alexandroff of Sterling St. James, LLC

Sara Alexandroff


Bob White of Impact Solutions, Inc.

Bob White

Job recruiter: Bob White of Impact Solutions, Inc.

Candidate recruiter: Sara Alexandroff of Sterling St. James, LLC

Job title: MAINTENANCE MECHANIC TECHNICIAN

Overall placement fee: $13,520

Fee percentage: 25%

— — —

David M. Sgro of True North Consultants, Inc.

David M. Sgro


Maria Hemminger of MJ Recruiters, LLC

Maria Hemminger

Job recruiter: Maria Hemminger of MJ Recruiters, LLC

Candidate recruiter: David M. Sgro of True North Consultants, Inc.

Job title: ERP IMPLEMENTATION & IT PROJECT MANAGER

Overall placement fee: $37,500

Fee percentage: 30%

— — —

Bob White of Impact Solutions, Inc.

Bob White


Geoff Eckert of Enhanced Staffing

Geoff Eckert

Job recruiter: Geoff Eckert of Enhanced Staffing

Candidate recruiter: Bob White of Impact Solutions, Inc.

Job title: ELECTRICAL PROJECT MANAGER

Overall placement fee: $26,000

Fee percentage: 20%

— — —

Michael Stuck of Gables Search Group

Michael Stuck


Keith Cornelison of Personnel Resources

Keith Cornelison

Job recruiter: Keith Cornelison of Personnel Resources

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: HISTOTECH – HISTOLOGY TECHNOLOGIST

Overall placement fee: $12,658

Fee percentage: 18%

— — —

Chris Ramsay, CPC of Corporate Resources, LLC

Chris Ramsay, CPC


John O'Donnell of Talient Solutions

John O’Donnell

Job recruiter: Chris Ramsay, CPC of Corporate Resources, LLC

Candidate recruiter: John O’Donnell of Talient Solutions

Job title: SENIOR ACCOUNT MANAGER

Overall placement fee: $20,000

Fee percentage: 25%

— — —

Steve Kohn of Affinity Executive Search, Inc.

Steve Kohn


Nick Stoia, CPC of ASAP Search & Recruiters

Nick Stoia, CPC

Job recruiter: Nick Stoia, CPC of ASAP Search

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

Job title: QUALITY MANAGER

Overall placement fee: $29,700

Fee percentage: 22.5%

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron


Chuck Cole of Cole Professional Search

Chuck Cole

Job recruiter: Chuck Cole of Cole Professional Search

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: AREA LEADER

Overall placement fee: $30,000

Fee percentage: 25%

— — —

Dennis Cupp of Austin Allen Company, LLC

Dennis Cupp


Mike Burks of T. Burks & Associates

Mike Burks

Job recruiter: Mike Burks of T. Burks & Associates

Candidate recruiter: Dennis Cupp of Austin Allen Company, LLC

Job title: MATERIALS PLANNER

Overall placement fee: $15,500

Fee percentage: 20%

— — —

Gary Thompson of Retail Options Executive Search

Gary Thompson


Scott Galloway of Galloway Resource Partners, LLC

Scott Galloway

Job recruiter: Scott Galloway of Galloway Resource Partners, LLC

Candidate recruiter: Gary Thompson of Gary Thompson

Job title: ASSOCIATE ACCOUNT EXECUTIVE

Overall placement fee: $13,000

Fee percentage: 20%

— — —

Mike Blair of Abacus 2

Mike Blair


Michelle Jones of BPT Staffing, LLC

Michelle Jones

Job recruiter: Mike Blair of Abacus95

Candidate recruiter: Michelle Jones of BPT Staffing, LLC

Job title: SR. SOFTWARE DEVELOPER/PROGRAMMER ANALYST/IT PROGRAMMER

Overall placement fee: $12,000

Fee percentage: 20%

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron


Bruce Widnes of Bruce Widnes

Bruce Widnes

Job recruiter: Bruce Widnes of Bruce Widnes

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: TECHNICAL SALES REP – PHYSICAL PROPERTIES

Overall placement fee: $16,500

Fee percentage: 22%

— — —

Michael Stuck of Gables Search Group

Michael Stuck


Larry Rosenthal of Larry Rosenthal & Associates, Inc.

Larry Rosenthal

Job recruiter: Larry Rosenthal of Larry Rosenthal & Associates, Inc.

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: SOFTWARE DEVELOPER

Overall placement fee: $30,000

Fee percentage: 25%

— — —

Ann Boland of The Boland Group

Ann Boland


Christina Boudreaux of Connectly Recruiting

Christina Boudreaux

Job recruiter: Christine Boudreaux of Connectly Recruiting

Candidate recruiter: Ann Boland of The Boland Group

Job title: CHIEF HUMAN RESOURCES OFFICER

Overall placement fee: $45,000

Fee percentage: Flat

— — —

Larry Gallin of Gallin Associates

Larry Gallin


Nathan Gruen of Gruen Search Consultants, Inc.

Nathan Gruen

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

Candidate recruiter: Larry Gallin of Gallin Associates

Job title: TECHNICAL DESIGNER – MENSWEAR

Overall placement fee: $17,100

Fee percentage: 18%

— — —

Michael Stuck of Gables Search Group

Michael Stuck


Scott Szur of The Harrison Group, LLC

Scott Szur

Job recruiter: Scott Szur of The Harrison Group, LLC

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: SR. SPECIALIST – REGULATORY AFFAIRS

Overall placement fee: $18,000

Fee percentage: 20%

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron


Chuck Cole of Cole Professional Search

Chuck Cole

Job recruiter: Chuck Cole of Cole Professional Search

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: PROCESS ENGINEER

Overall placement fee: $22,500

Fee percentage: 25%

— — —

Michael Stuck of Gables Search Group

Michael Stuck


Kristy Fangman of Automationtechies.com

Kristy Fangman

Job recruiter: Kristy Fangman of Automationtechies

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: SCADA/CONTROLS ENGINEER

Overall placement fee: $31,750

Fee percentage: 25%

— — —

Randall Hardwick of Avalon Recruiting

Randall Hardwick


Gary Thompson of Retail Options Executive Search

Gary Thompson

Job recruiter: Gary Thompson of Gary Thompson

Candidate recruiter: Randall Hardwick of Avalon Recruiting

Job title: DISTRICT MANAGER

Overall placement fee: $18,000

Fee percentage: 20%

— — —

Pamela Mahadeo Dimarzio of Pam & Co.

Pamela Mahadeo Dimarzio


Kristen Grant of Apple & Assoc. Inc

Kristen Grant

Job recruiter: Kristen Grant of Apple & Associates, Inc.

Candidate recruiter: Pamela Mahadeo Dimarzio of Pam & Co., Inc.

Job title: SENIOR PROCESS DEVELOPMENT ENGINEER

Overall placement fee: $30,312

Fee percentage: 24.25%

— — —

Michael Stuck of Gables Search Group

Michael Stuck


Amber Schleinkofer of KB Search Team, LLC

Amber Schleinkofer

Job recruiter: Amber Schleinkofer of KB Search Team, LLC

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: CONSTRUCTION SUPERVISOR

Overall placement fee: $16,250

Fee percentage: 25%

— — —

Joe Cresci of Food Management Search

Joe Cresci


Luke Jolly of Sun Recruiting, Inc.

Luke Jolly

Job recruiter: Luke Jolly of Sun Recruiting, Inc.

Candidate recruiter: Joe Cresci of Food Management Search

Job title: SENIOR PROJECT ENGINEER

Overall placement fee: $21,000

Fee percentage: 25%

— — —

If you’re a newer 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 month in The Pinnacle Newsletter Blog, I addressed “4 Things a Network Importer Should Do in TE.”

In this issue, I want to continue discussing best practices for importers in Top Echelon Network.

And the cornerstone of this discussion (and this blog post) is that Communication is one of The Four Pillars of Top Echelon Network. It’s a key element for success in the Network, regardless of whether you’re an importer or an exporter.

Let’s go one step further: quality communication is one of the ways that recruiters make the most split placements together.

Poor communication does NOT result in more splits.

I say this for a reason: every once in a while, I notice a pattern of poor communication within TE. However, it doesn’t involve communication between recruiters.

It involves communication between a recruiter and a candidate—more specifically, a Top Echelon Network importer (the recruiter with the job) and a candidate supplied by an exporter (the recruiter with the candidate).

Here, in a nutshell, is the problem: the importer is NOT referencing the exporter when first contacting the candidate.

Why is this a problem? It causes confusion, doubt, and suspicion in the candidate’s mind, as well as in the exporter’s mind.

The importer has a much better chance of getting their phone calls and emails returned when they reference the exporter. By doing this, the importer has created some commonality with the candidate, which eliminates confusion in the candidate’s mind.

It also eliminates suspicion in the exporter’s mind, since they know that the importer referenced them up front. This lays the groundwork for a much better split recruiting relationship.

So . . . when you don’t reference the exporter in your communication with their candidate, that can be costly. You could very well be costing yourself the opportunity to make a split placement with that exporter. (And neither of you could even be aware that the opportunity was missed.)

With that in mind, below is a good template for what to say when contacting another recruiter’s candidate. You can add your own personal touch, of course.

“Hello, my name is [your name and agency name here]. I’m currently working with [your split partner’s name and agency name here] to fill the position of [job title here]. I’d like to speak with you regarding this position and ask you some additional questions.”

Quality communication pertains to ALL communication—with other recruiters and also with other recruiters’ candidates. Poor communication can lead to misunderstandings, delays, and other complications that can get in the way of making more split placements.

Your time is far too valuable for such obstacles.

Identify yourself and reference the exporter when contacting their candidate. Make this a habit and you’ll notice how much easier the whole recruiting process will become.

If you have any questions, please contact me by calling 330.595.1742 or by sending an email to drea@topechelon.com.

Top Echelon Customer Success Manager J.D. Fye recently conducted a special Training Tuesday webinar titled, “How to Master Activities (and the All-NEW Mentions System!”

J.D. Fye

You may have attended this free webinar on Tuesday, March 7. On the other hand, you may not have been in attendance.

Regardless, we have the recorded version of the webinar, which I am presenting to you now. (The recording is also located in the Top Echelon Help Center.)

If you are not a user of our recruiting software, then check out the video, anyway, to see how the software could benefit your recruiting desk and agency.

We at Top Echelon are continually working to make the resources that we provide to our customers better, and this is yet more proof!

Below is the official description of this training video:

— — —

Any good recruiting agency knows the value of recording its day-to-day activities with a candidate or client’s file. It helps to provide a history of the relationship and can also help avoid a problematic hire or find the perfect fit.

You can use this information to monitor your team and keep them on the right track or help collaborate between departments for a smoother handoff from sales to research to recruiting and beyond! (Infinity may be in there somewhere.)

Watch (and listen to) Customer Success Manager J.D. Fye during this Training Tuesday webinar video for an overview of Top Echelon’s Activities system to learn:

  • How to record Activities and Quick Notes in the software
  • Reviewing this information in the Timeline feature
  • Seeing your team’s progress with Activity Reports
  • How to collaborate with each other with the brand-new Mentions system
  • And much more!

With the spring season nearly upon us, this is the perfect time to watch the next FREE Training Tuesday webinar video and learn “How to Master Activities (and the All-NEW Mentions Systems)!”

Watch this Help Center training video!

Remember to check The Pinnacle Newsletter Blog every week for more updates regarding Top Echelon software improvements and upgrades.

If you have any questions about how you can maximize your Top Echelon split network membership, please contact 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.