We have all sorts of good stuff in this week’s edition of TE Network split placements!

First and foremost, we have the largest split of the week, which isn’t an official award in the Network, but let’s have some fun with it, anyway. That non-award goes to Edward Duff of RCD Group and Brad Dodge of iLocatum Recruiting.

That’s because Edward and Brad placed a Heavy Civil Project Manager to earn a placement fee of $43,750 at 25%. But wait . . . there’s more!

We also have two newer members who have made their very first TE Network split placement. Those two are Dayne Jillian Beltran of Human Capital Ventures and Hamed Moammeri of Saba Talent. Congratulations to the both of you!

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 March 24 through March 30, 2025.

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.

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

This Week’s Split Placements

— — —

Job recruiter: Larry Prior of LFP Associates

Candidate recruiter: Dayne Jillian Beltran of Human Capital Ventures

Job title: MAINTENANCE TECHNICIAN

Overall placement fee: $12,896

Fee percentage: 20%

— — —

Job recruiter: Edward Duff of RCD Group

Candidate recruiter: Brad Dodge of iLocatum Recruiting

Job title: HEAVY CIVIL PROJECT MANAGER

Overall placement fee: $43,750

Fee percentage: 25%

— — —

Job recruiter: Nick Stoia, CPC of ASAP Search

Candidate recruiter: Brad Dodge of iLocatum Recruiting

Job title: MANUFACTURING SUPERVISOR OR MANAGER – PLATING

Overall placement fee: $24,200

Fee percentage: 22%

— — —

Job recruiter: Keith Cornelison of Personnel Resources

Candidate recruiter: Brad Dodge of iLocatum Recruiting

Job title: MEDICAL TECHNOLOGIST/CLINICAL LAB SCIENTIST

Overall placement fee: $13,361

Fee percentage: 20%

— — —

Job recruiter: Amylyn Kyler of Kyler Professional Search

Candidate recruiter: Steve Dove of Accounting Search

Job title: CONTROLLER

Overall placement fee: $25,000

Fee percentage: 20%

— — —

Job recruiter: Kevin Russell of 6 Degrees Search

Candidate recruiter: Steve Dove of Accounting Search

Job title: PROJECT ACCOUNTANT

Overall placement fee: $18,500

Fee percentage: 25%

— — —

Job recruiter: Georgette Sandifer of Gallman Consulting

Candidate recruiter: Victor Lopez of Resource One International

Job title: RETAIL REMODEL/RENOVATION SUPERINTENDENT

Overall placement fee: $27,500 

Fee percentage: 25%

— — —

Job recruiter: John Long of Career Development Partners

Candidate recruiter: Hamed Moammeri of Saba Talent

Job title: ELECTRICAL ENGINEER

Overall placement fee: $20,000

Fee percentage: 25%

— — —

Job recruiter: Chuck Cole of Cole Professional Search

Candidate recruiter: Mike Pettit of Channel Personnel Services, Inc.

Job title: PROCESS ENGINEER

Overall placement fee: $23,000

Fee percentage: 25%

— — —

Job recruiter: Keith Cornelison of Personnel Resources

Candidate recruiter: Joni Sappenfield of Sappenfield Staffing, Inc.

Job title: CLINICAL PHARMACIST

Overall placement fee: $26,571

Fee percentage: 18%

— — —

Job recruiter: Chuck Cole of Cole Professional Search

Candidate recruiter: Jim Strickland of BioSource Recruiters

Job title: ELECTRICAL AUTOMATION TECHNICIAN

Overall placement fee: $21,528

Fee percentage: 25%

— — —

Job recruiter: Chuck Cole of Cole Professional Search

Candidate recruiter: Jim Strickland of BioSource Recruiters

Job title: ELECTRICAL AUTOMATION TECHNICIAN

Overall placement fee: $21,528

Fee percentage: 25%

— — —

Job recruiter: Cliff Rusnak of M-Works Search

Candidate recruiter: Michael Stuck of Gables Search Group

Job title:  CUSTOMER SERVICE ASSISTANT

Overall placement fee: $12,500

Fee percentage: Flat

— — —

Job recruiter: Kristy Staggs of Byrnes & Rupkey, Inc.

Candidate recruiter: Laurie Williams of Reach Hire Talent Solutions

Job title: INDUSTRIAL ENGINEER

Overall placement fee: $15,000

Fee percentage: 20%

— — —

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.

There’s no better place than Nashville in the spring—and no better people to spend it with than the members of TE Network.

TE Connect Spring 2025, held last week in the Music City, was a reminder of everything that makes Top Echelon more than just a platform. It’s a community, a catalyst, and a family.

As is the case at TE events, there were plenty of networking opportunities in Nashville, the kind of opportunities that can lead to placements. And of course, on the training side, Danny Cahill of According to Danny! delivered powerful, practical training that gave everyone something to take back to their desks—and their businesses. His insights were timely, his delivery was unforgettable (was always), and his sessions are sure to have an impact on those who attended.

And as I mentioned a couple of weeks ago, Top Echelon is turning 37 years old this month. For nearly four decades, we’ve had the honor of supporting recruiters who are building businesses, growing teams, and changing lives. And while the tools and technology have evolved, the mission has stayed the same: help recruiters succeed and make more placements through connection and collaboration.

That mission comes to life through stories like the ones below:

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Amylynn Kyler of Kyler Professional Search

“I started my business in 2015. Prior to launching the business I spent many years in corporate recruiting, always working within a team. When I found myself on my own, sitting at my desk without that daily collaboration, I joined TE—and they truly became my team and my family.

“Being part of this network has not only provided a sense of connection but has also been a powerful tool in winning business. When speaking with clients, I can confidently share that I have a network of experienced recruiters spanning multiple disciplines, industries, and geographies. This instills trust and gives clients peace of mind, knowing I have the resources to find the right talent.

“The TE conferences are invaluable for building relationships and reinforcing that I’m part of something bigger. With the TE network, I’m never alone.

“The software is another game-changer—built by recruiters for recruiters, it keeps me organized and efficient. I also appreciate how TE continuously seeks our feedback, ensuring the platform evolves to meet our needs.

“I’m incredibly grateful to be part of the TE Network. It has made all the difference in my business and career!”

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Amy Chapman of Key People Staffing

“It may be Top Echelon’s 37th birthday, but Key People has been celebrating NONSTOP for over 5 years from the results being a member of Top Echelon has provided US.

There is no better way to scale your recruiting business, increase your bottom line, decrease expenses, and elevate your customer’s experience than through their platform!

Happy Birthday Top Echelon!… and thanks for giving the gift that keeps on giving… ALL YEAR LONG!”

---

Phil Hurd of Oculus Search Partners, LLC

“Being a member of the TE network has been a total game changer for my business.

As a one-person company, I have benefited immensely, making over 80 split placements since joining TE 3 1/2 years ago.

Additionally, I’ve made a large number of business friendships with some great people all across the country who have helped me gain perspective on becoming the best recruiter I can be—and made it a lot less lonely.”

---

Brad Dodge of iLocatum Recruiting

“Joining TE has been absolutely crucial to the success of iLocatum.

Being able to meet, become friends with, and make placements with so many high-level recruiters has been a game changer.

From the membership, to the leadership, and the software—I am so thankful to be a part of TE!”

---

As we celebrate 37 years of growth and connection, we’re reminded of a simple truth: Top Echelon is only successful when our members are successful. That’s something we never forget—and never take for granted.

Your wins are our wins. Your growth is our mission. And your trust is the foundation we’ll keep building on, for the next 37 years and beyond.

Let’s spring ahead and make 2025 a great year for all of us!

Newer members continue to make their first placement in TE Network!

But before we get to that, I would be remiss if I did not mention that Teresa Pernini of Pernini Legal, LLC and Theo Bates of Archer Hires split the biggest recruiting fee of the placements listed below. (And the last thing I want to be is remiss.)

Teresa and Theo placed an Environmental Associate Attorney to earn a $55K fee at 25%.

Now . . . back to those newer members. Below are the recruiters who recently made their first split placement in TE Network:

• Christian Hicks of Christian Hicks
• Dianne Flory Intal of Success Matcher Recruitment, LLC
• Thomas Trese of Tom Trese Networking LLC
• Hue Polinski of Sun Recruiting, Inc.
• Melissa Zuniga of Eden Capital Careers

With these placements—and the recruiters who made them—in mind, there is plenty of reason for optimism in the Network and the job market as we head into the second quarter of 2025!

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 March 10 through March 23, 2025.

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.

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

This Week’s Split Placements

— — —

Job recruiter: Keith Cornelison of Personnel Resources

Candidate recruiter: Michael Agen of New Solutions Group, LLC

Job title: SOCIAL WORKER

Overall placement fee: $9,356

Fee percentage: 18%

— — —

Job recruiter: Teresa Pernini of Pernini Legal, LLC

Candidate recruiter: Theo Bates of Archer Hires

Job title: ENVIRONMENTAL ASSOCIATE ATTORNEY

Overall placement fee: $55,000

Fee percentage: 25%

— — —

Job recruiter: Steve Schroeder of Stratus Staffing

Candidate recruiter: Tracy Chartier of Chartier Group LLC

Job title: HOME HEALTH RN

Overall placement fee: $11,000

Fee percentage: 10%

— — —

Job recruiter: Shannon Grace of Stratus Staffing (inactive)

Candidate recruiter: Tracy Chartier of Chartier Group LLC

Job title: HOSPICE AIDE

Overall placement fee: $2,500

Fee percentage: Flat

— — —

Job recruiter: Bill Kubena of Kubena & Associates

Candidate recruiter: Donna Coleman of Donna Coleman and Associates

Job title: METROLOGY TECHNICIANS

Overall placement fee: $14,560

Fee percentage: 25%

— — —

Job recruiter: Steve Schroeder of Stratus Staffing

Candidate recruiter: Brad Dodge of iLocatum Recruiting

Job title: PT VN INSTRUCTOR – DIDACTIC/CLINICAL

Overall placement fee: $6,000

Fee percentage: Flat

— — —

Job recruiter: Georgette Sandifer of Gallman Consulting

Candidate recruiter: Christian Hicks of Christian Hicks

Job title: UTILITY FOREMAN – HEAVY CIVIL

Overall placement fee: $21,250 

Fee percentage: 25%

— — —

Job recruiter: Amy Chapman of Key People Staffing

Candidate recruiter: Dianne Flory Intal of Success Matcher Recruitment, LLC

Job title: CORPORATE DIRECTOR OF PROCUREMENT

Overall placement fee: $35,000

Fee percentage: 20%

— — —

Job recruiter: Amy Chapman of Key People Staffing

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

Job title: PURCHASING MANAGER

Overall placement fee: $18,750

Fee percentage: 25%

— — —

Job recruiter: Nick Stoia, CPC of ASAP Search

Candidate recruiter: Jim Strickland of BioSource Recruiters

Job title: MAINTENANCE TECHNICIAN

Overall placement fee: $13,879.01

Fee percentage: 22%

— — —

Job recruiter: John Peterson of Sun Recruiting, Inc.

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: CHEMICAL PROJECT ENGINEER

Overall placement fee: $30,400

Fee percentage: 19%

— — —

Job recruiter: Steve Schroeder of Stratus Staffing

Candidate recruiter: Jim Sullivan of Galaxy Management Group, Inc.

Job title: HOSPICE RN

Overall placement fee: $7,500

Fee percentage: Flat

— — —

Job recruiter: Bill Kubena of Kubena & Associates

Candidate recruiter: Thomas Trese of Tom Trese Networking LLC

Job title: CNC MACHINIST

Overall placement fee: $11,648

Fee percentage: 20%

— — —

Job recruiter: Kristy Staggs of Byrnes & Rupkey, Inc.

Candidate recruiter: Laurie Williams of Reach Hire Talent Solutions

Job title: SENIOR DESIGN ENGINEER

Overall placement fee: $26,250

Fee percentage: 25%

— — —

Job recruiter: Hue Polinski of Sun Recruiting, Inc.

Candidate recruiter: Melissa Zuniga of Eden Capital Careers

Job title: LEAD FIRE PROTECTION ENGINEER

Overall placement fee: $33,750

Fee percentage: 25%

— — —

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.

How do you make more split placements in TE Network? That’s a great question!

And to get a great answer, I’ve interviewed the Director of Network Operations in Top Echelon, the one and only Drea Codispoti, CPC/CERS.

Drea Codispoti, CPC/CERS

We’ve switched Drea’s regular coffee with Folger’s Crystals. Let’s see if he can tell the difference . . .

“This is not just a system,” Drea said about membership in TE Network. “This is a community. And it works best when the people in it work intentionally—when they lead with quality, communicate consistently, and show up for each other.”

In a world where recruiters often juggle multiple responsibilities, it can be tempting to coast. But according to Drea, if you want to make more placements, earn the trust of partners, and grow your business, you have to take initiative and be proactive in every part of your work.

We shall now unpack Drea’s key insights and actionable takeaways to help YOU harness the full power of your TE Network membership!

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A Network, Not Just a Tool

One of the first points Drea clarified is the true nature of TE Network.

“When you first joined,” he said, “you probably had some preconceived idea—maybe it was just software. But the reality is, this is a vetted community of recruiters, and the people in it range from one to 50 years of experience.”

That diversity of background and perspective is one of the Network’s greatest strengths. But it also means success requires effort. Drea emphasized that it’s not just about plugging in job orders and waiting for results—it’s about interacting, building relationships, and being intentional with every action.

“This is a place where people work full desks and share candidates and jobs to become the hero to their clients,” Drea said. “You might not fill every job you take on your own—but when you share it, you’re increasing your odds of success exponentially.”

At its core, TE Network is a tool enabled by people—and people are the engine of opportunity. Which brings us to the first of four Pillars that support success in the Network: Quality.

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Quality: Your Reputation Begins Here

“Everything starts with Quality,” Drea stated. “It’s the first Pillar because without it, none of the others work.”

But what does quality really mean? In a recruiting context, it’s not just about the number of candidates submitted or jobs posted—it’s about how well you prepare, present, and deliver.

“Quality is the degree of excellence of something,” Drea said. “It’s how your work measures up to others doing similar work. Are you just checking boxes? Or are you creating something that stands out?”

Drea referenced a quote from Enzo Ferrari to drive the point home: “I want to make every car that bears my name a work of art.”

He challenged recruiters to adopt the same mindset. Every submission, every phone call, every email—should be something you’re proud to put your name on.

Here’s where quality shows up most visibly in the Network:

• Your Recruiter Profile: “This is your first impression,” Drea said. “If there’s no photo, no information, it’s hard for others to want to work with you. It only takes five minutes to make it right—why wouldn’t you do it?”

• Your Agency Profile: For firm owners, this matters even more. “Your team represents you. If you’re not insisting they complete their profiles, you’re missing a huge opportunity to build credibility in the Network.”

• Shared Jobs: Drea was candid here: “Don’t just drop a job order in with one or two sentences. Tell the story. If your description doesn’t hook the reader, they won’t bite. And don’t copy/paste a client’s website. Make it your own so it has identity.”

• Candidate Submittals: Before submitting, ask: “Would I send this candidate to my own client?” If not, don’t send them at all. Drea was especially blunt about this point: “Desperation never leads to good submissions. Only send your best.”

Quality isn’t a checkbox—it’s a habit. And it’s the cornerstone of trust in a network built on relationships.

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Communication: Say It Like You Mean It

The second Pillar Drea focused on was Communication—and specifically, the need for clear, consistent, and courteous contact between recruiters in the Network.

“Your success in TE Network lives and dies by your ability to communicate professionally,” he said. “And too often, I see members fall short here.”

He laid out a simple framework for communication etiquette—especially when reaching out to potential trading partners:

• Always state your name and that you’re a TE Network member.

• Clearly reference the job title you’re calling about.

• Follow up voicemails with emails, and vice versa.

• Don’t assume others are ignoring you—they may simply be overwhelmed.

“Most agencies in our Network are small,” Drea said. “The average size is about 2.5 recruiters. That means they’re doing their own sourcing, business development, admin work, and invoicing. Give people a reasonable window to respond.”

He also emphasized reciprocity: “If you’re an importer and someone submits a candidate, call them back—even if it’s a no. Silence damages relationships.”

In a network like Top Echelon, where trust is the currency, poor communication is costly. But great communication? It builds loyalty and opens doors.

---

Participation: Don’t Just Watch—Engage

If Quality is the foundation and Communication is the fuel, then participation is the engine that moves you forward. Drea encouraged recruiters to think beyond passive use of the platform.

“This isn’t a place to just post jobs and hope,” he said. “It’s a system built on interaction. You have to get in, reach out, and follow up.”

Drea addressed a common concern: “What if I’ve been posting jobs and I’m not getting candidates?”

His advice: “Look at the jobs you’re posting. Are they complete? Do they include fees, guarantees, and enough detail to spark interest? If they do and you’re still not getting traction, call us. We’ll help you find members to work with.”

In other words, the best recruiters don’t wait for others to come to them—they go find partners and build collaboration. They follow up. They nudge. They build relationships through consistent outreach and visibility.

Participation also means showing up to events, forums, and training. “The members who attend our conventions or webinars are often the highest performers,” Drea said. “Why? Because they’re plugged in. They’re investing in the Network—and in themselves.”

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Accountability: Start with You

Taking initiative also means taking responsibility. Drea tackled this topic head-on when addressing a frequent complaint: “What do I do when a member never calls me back?”

His response? “First, look at yourself. What messages are you sending? Are they clear? Are they professional? Are you offering something of value?”

He cautioned against assuming the worst about others. “Sometimes life gets in the way. Sometimes people are overloaded. But if you’ve done everything right—left a good message, followed up, sent a clear email—then by all means, reach out to me. I’ll help you reconnect.”

But the key lesson here is one of personal ownership. Drea urged recruiters to treat every action—every message, every submittal, every job post—as a reflection of their professionalism.

“If you don’t have time to do it right the first time,” he said, “you sure don’t have time to do it a second or third. Because sometimes, you don’t get a second chance.”

---

The Practical Checklist: How to Show Up Like a Pro

Drea offered several tactical suggestions that boil down to this: successful recruiters take initiative in the small things, not just the big moves.

Here’s a summary of habits that reflect proactive professionalism:

• Before Submitting a Candidate:

  • Read the entire job description.

  • Evaluate fit honestly—are they 80% or better?

  • Ask: “Would I submit this to my own client?”

• Before Posting a Job:

  • Include a compelling narrative, not just requirements.

  • Provide guarantee, fee, and client responsiveness.

  • Double-check for spelling, formatting, and clarity.

• When Reaching Out:

  • Always say your name and that you’re a TE member.

  • Be specific about the job or candidate you’re referencing.

  • Follow up if you don’t get a response within 24–48 hours.

• When Receiving a Submission:

  • Respond promptly—even with a “not a fit” note.

  • If you’re busy, set expectations for when you’ll review.

  • Respect the work your partner put in.

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Know the Rules, Play the Game

Lastly, Drea emphasized the importance of understanding TE Network’s policies and platform mechanics.

“There’s a whole section on your dashboard with policies and guidelines,” he said. “If you don’t know the rules of engagement, you’re flying blind.”

He also encouraged members to offer feedback. “If you’ve got a great software idea—something that could benefit the whole Network—send it to feedback@topechelon.com. We listen.”

This final point reinforces the overriding them: being proactive doesn’t just improve your own performance. It improves the entire community.

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Final Thought: Lead by Example

Everything in TE Network is built on interaction—and interaction is built on trust. Trust is built on Quality, Communication, and initiative. Drea’s message was clear:

“Ask yourself before you hit submit: Is this what I want representing my name?”

Because in the end, being proactive isn’t just about getting results—it’s about being someone others want to work with. And in a Network like this, that’s everything.

So show up.

Take ownership.

Communicate well.

Share only your best.

That’s how you go from filling jobs to building a legacy.

If you have any questions about this blog post or your about TE Network membership, please contact Drea. You can do so at 330.595.1742 or at drea@topechelon.com.

Last week, I blogged about the six things you should find out from a candidate before sending that candidate to a trading partner in TE Network.

In this blog post, I’ll be further exploring the placement process. Specifically, I’ll be exploring, the “give and take” between candidate recruiters and job order recruiters and the Pillar of Quality.

It’s imperative that Quality is part of this process at all levels. Both recruiters are responsible for keeping up “their end of the bargain.”

3 Candidate Recruiter ‘Dos’

If you’re the candidate recruiter, now that you have (theoretically) found out six things about the candidate, there are three more things you should do before sending the candidate to your trading partner.

Those three things are as follows:

1. Make sure that the candidate actually has experience with all of the requirements listed in the job description. If the candidate’s resume does not detail experience with those requirements and they actually have that experience, ask the candidate to update their resume to accurately reflect that.

2. Keep notes regarding your conversation with the candidate, including why you think they’re a good fit for the position. Basically, do exactly what you would do when submitting a candidate to one of your clients.

3. After sending the candidate to your trading partner, reach out to them. Ask if they received the candidate’s resume and then ask if they need you to help with anything else. The job order recruiter should provide direction at that point.

2 Candidate Recruiter ‘Don’ts’

Now that I’ve presented three “Do’s” for the candidate recruiter during the split placement process in TE Network, below are two “Don’ts.”

1. Do NOT give the candidate the job order recruiter’s contact information.

2. If the job order recruiter provides a valid reason as to why your candidate is not a fit for the position, do NOT argue or try to “push” the candidate on the job order recruiter.

If you have any questions about this blog post or about your TE Network membership in general, I encourage you to contact me. You can do so by calling 330.595.1742 or by sending an email to drea@topechelon.com.

Top Echelon Training and Support Manager Todd Bossler recently conducted a special TE Recruit Training Tuesday webinar titled, “Tips, Tricks, and Shortcuts for Mastering TE Recruit.”

You may have attended this free webinar on Tuesday, March 4. 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, TE Recruit, 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:

— — —

Time is a precious commodity, and as a user of TE Recruit, you want to use the software as quickly and efficiently as possible so you can make as many placements as possible.

And that’s why tips, tricks, and shortcuts is the subject of the latest Top Echelon Training Tuesday webinar video!

Training and Support Manager Todd Bossler will address the following topics during this information-packed video, among others:

• Don’t type, TALK
• Record Preview
• Customize your Record view
• How to (really) find a record
• Keyboard shortcuts you should know
• And much more!

So gear up and get ready to accelerate your software subscription and your recruiting desk and watch this training video to learn “Tips, Tricks, and Shortcuts for Mastering TE Recruit”!

Watch this TE Recruit 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 TE 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.