Showing results for ""

You’re probably wondering “Ticker-tape recruiter? What the heck does that mean?”

Well, we’ve actually alluded to this in the past, and we’re bringing it up again this week because Rowe Henderson of Rowe Henderson & Associates is not only the Recruiter of the Week in TE, but he’s also a “ticker-tape recruiter.”

What that means is this:

If every single one of the over 1,000 recruiters in Top Echelon Network were like Rowe Henderson, we would throw a ticker-tape parade.

Why is that? Henderson’s production in the Network isn’t stratospheric. He joined Top Echelon in 2004, and since that time he’s made a total of 31 Network placements. That’s an average of about three placements every year. However . . .

If the over 1,000 recruiters in Top Echelon Network all made an average of three placements each year, that would be over 3,000 placements.

That’s a lot of confetti.

You do NOT have to be an uber-producer like Trey Cameron or Sean Napoles to get a healthy return on your Top Echelon Network investment. The math is simple and fun (and I hate math):

  • Henderson pays $1,500 per year in Membership dues.
  • He makes an average of three split placements each year.
  • In an average Network split placement, each recruiter receives about $9,000.
  • That means Henderson earns $27,000 each year through the Network. (It’s actually more than that, because his fees in the Network are above average.)
  • And THAT means Henderson’s ROI (return on investment) is a healthy 1,800%!

You don’t have to make scores of placements in the Network every year. You don’t even have to make three. All you have to do is make one or two, and your ROI will still be ridiculously high.

Just like Rowe Henderson—our “ticker-tape parade recruiter” . . . AND our Recruiter of the Week. Congratulations to Rowe from everybody at Top Echelon!

— — —

Catherine Bateman of Woods & Paolino Recruiting Solutions

Catherine Bateman

Rowe Henderson of Rowe Henderson & Associates

Rowe Henderson

“Working with Rowe has been a pleasure. As always, having thorough insight of the client company and their specific needs helped identify the right person. Over a very long search, Rowe kept good contact with the client and candidates. We knew from the early stage this candidate was strong, but sometimes we have to wait. I appreciated Rowe’s patience and persistence.”

Submitted by Catherine Bateman of Woods & Paolino Recruiting Solutions, LLC regarding her Network split placement with Rowe Henderson of Rowe Henderson & Associates


Fee Percentage—25%

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

We recently conducted a poll of Top Echelon Network recruiters by posting a question in the Members’ Area.

That question was as follows:

What’s your biggest problem with candidates right now?


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

  • Relocation — 11.9%
  • Counter-offers — 4.4%
  • Fall-offs— 10.4%
  • Not enough qualified ones — 66.7%
  • Some other problem — 6.7%


Perhaps not surprisingly, the top problem that recruiters have with candidates right now is “Not enough qualified ones” at 66.7%, a full two-thirds of the Network Members who participated in this poll.

“Relocation” (11.9%) and “Fall-offs” (10.4%) were a close one-two in the final voting, but they were both WAY behind the most popular answer.  “Counter-offers,” which have historically been more problematic than they are right now, limped into fourth place at 4.4%.

Not only that, but 6.7% of recruiters also indicated that “Some other problem” was their biggest problem with candidates right now, even more urgent than the four options listed.


Companies can’t find enough qualified candidates.  As a result, they enlist the services of executive recruiters to find those candidates . . . and then those recruiters can’t find enough qualified candidates.

That means there is a glaring lack of qualified candidates in the marketplace right now!

Is this partly because hiring officials are still looking for “purple squirrels,” i.e., perfect candidates that only exist in lore and folk legends?  Maybe, but by and large, there simply is not enough qualified candidates—truly qualified candidates—to meet the hiring needs of organizations in just about every industry.

That’s exactly why Preferred Member recruiters rely on their Trading Partners to help them find those candidates.  Even if they can’t fill the opening with one of their own candidates, they can still fill it with one of their Trading Partners’.

What’s been your experience?  Is your biggest problem with candidates right now finding qualified ones?  Is it one of the other options?  Or is it some other problem?

Post your comments below!

In typical contract staffing situations, a company utilizes the services of a worker for a specific amount of time and outsources the employment of that worker to a third party.  That third party is often referred to as the Employer of Record and serves as the W-2 employer for that worker.

As the Employer of Record, the third party takes on the legal liability and the responsibility for the following employment tasks:

  • Payroll processing and funding
  • Tax deposits and filings
  • Employment contracts and paperwork
  • Maintaining a Certificate of Insurance
  • I-9 and E-Verify
  • Unemployment Insurance
  • Workers’ Compensation
  • Background checks and drug screenings
  • Benefits administration (health, dental, vision, life, 401k)
  • Employee terminations
  • Employee issues

So just who is the Employer of Record in contract staffing situations?  Well, it can be one of two parties.  In some situations, the recruiting firm that placed the contractor is set up to handle all of the “back-office” tasks listed above and is willing to take on the responsibilities associated with being the Employer of Record.

Many recruiters, though, find that taking on the employment tasks is tedious, complicated, and risky.  Instead, those recruiters choose to pass the employment liability and responsibilities to a contract staffing back-office, such as Top Echelon Contracting.

If you’re interested in making contract placements, deciding whether you will become the Employer of Record or whether you will outsource it to a contract staffing back-office is the first, and perhaps biggest, decision you will have to make.  Before deciding to go it alone, make sure you’re in a position to handle all of the tasks and liability that come with employing contractors.

For more information, call 888.627.3678 or visit the Top Echelon Contracting website.