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At the Top Echelon recruiting network, we constantly encourage recruiters to post ALL of their job orders to the Network databases.  That’s because doing so increases the chances that they’ll make more placements and generate more revenue for their firms.

Pamela Ratz DeVille, CPCBut don’t take it from us: take it from a Top Producer!  That Top Producer is Pamela Ratz DeVille, CPC of the MMS Group in Brentwood, Tenn.

DeVille made seven Network splits in 2011 and four last year.  She’s currently ranked in the top 40 in the Network in terms of overall production during the past 12 months.  (Please, no references to Casey Kasem.)

In addition to posting all of her jobs to Top Echelon Network, Ratz-DeVille also advocates building and nurturing Trading Partner relationships and leveraging the power of the Hiring Hook recruiting websites.

Put all of that together, and Ratz-DeVille has made an investment in her recruitment membership in Top Echelon that has paid dividends in the form of split Network success . . . and continues to pay them.

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What have been the keys to your success in Top Echelon Network?

“It has been a combination of finding a few select recruiters who understand my niche and can consistently identify and recommend good candidates and also the Platinum Recruiting sites that consistently re-post my opportunities and are well-connected.”

What value do you believe the Network provides for your firm?

“An opportunity to draw from a much broader pool of candidates and increase the odds of finding the very best.”

Who are the Trading Partners you’ve been working with?

“Trey Cameron, Bob Vogt, Kate Sousa, and a few others.”

Why do the relationships you have with your Trading Partners work so well?

“They have very good resources for reaching candidates and they understand and respect how I like to work with my clients and my partners.”

How would you describe the activity level in your niche?  (Bateman places Sales & Marketing and Retail Management professionals, among others.)

“Managed Care is very, very active right now and should continue to be for the foreseeable future. It is an excellent market but not one that is easy to learn, so I believe it keeps the number of recruiters in this space down.”

What are your goals for future production in the Network?

“I would like to find additional partners to work with and especially recruiters in my niche that have job openings I can provide with excellent candidates.”

What advice would you give to a new Preferred Member recruiter just starting out?

“Post all of your positions on TE!  You never know where you will find your greatest success until you try some things.  Be honest and direct with your partners in providing feedback.”

There are many ways to make placements in Top Echelon Network, and one of those ways is to ask Drea Codispoti for help!

Codipsoti is the Membership Development Coordinator for the Network.  As such, he helps recruiters connect with one another and share hot job orders and candidates.

And sometimes, when Drea tells a Network recruiter to call another Member, those two recruiters eventually make a split placement . . . and that’s the case again in this week’s installment of the Network’s split placements!

  • Do you have questions about your Network Membership?
  • Do you want to know who to contact about your job orders or candidates?
  • Do you want to know how to make more placements?

Then call Drea!  He’ll point you in the right direction and help get you another step closer to making a split in this network.

Below are the positions that were recently filled by Top Echelon Network recruiters:

  • Split PlacementDirector of Dealer Development
  • Director of Engineering
  • Design Engineer
  • Security Software Sales Rep
  • Sales
  • Buyer/Planner

Remember, you can reach Drea at (330) 455-1433, Ext. 156.  Act now!  Call today!



Michael PetrasJob order recruiter: Michael Petras of Lodestar Executive Search, LLC

Candidate recruiter: David Brandau of Midwest Executive Search


Fee percentage—22.5%

Action causing split placement: “Drea told me to call David for help on my search.”

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Terry RhodesJob order recruiter: Neil Goldman of Neil Goldman & Associates

Candidate recruiter: Terry Rhodes of NewCareers


Fee percentage—25%

Action causing split placement: “I called the TE Member and inquired [about] the candidate directly.”


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Steve Bret Jensen
Marty StanJob order recruiter: Steve Bret Jensen of Superior Search Consultants, Inc.

Candidate recruiter: Marty Stan of Samaritan Technical Professional


Fee percentage—Flat

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter

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Deb NorthJob order recruiter: Chris Shoulet of Top Dog Recruiting

Candidate recruiter: Deb North of Deb North Consulting, LLC


Fee percentage—20%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter

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Debbie HarperMike EhlersJob order recruiter: Mike Ehlers of Ehlers Recruiting Partners

Candidate recruiter: Debbie Harper, CERS of Harper Hewes, Inc.

Job title: SALES

Fee percentage—20%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter

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Michael StuckTrey CameronJob order recruiter: Michael Stuck of Gables Search Group, Inc.

Candidate recruiter: Trey Cameron of the Cameron Craig Group


Fee percentage—25%

Action causing split placement: The job seeker or client was found through my Hiring Hook website for recruiters.

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330.455.1433, x125
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Matt DeutschWhat does everybody want these days?

Candidates, that’s what!  More specifically, the right candidates!  Employers want them, your clients want them, and YOU want them?

So what do you do when you don’t have them?  You turn to another split recruiter in Top Echelon Network, like the recruiters below did.  The result?  A Network split that the job order recruiter would not have made otherwise.

How do we know this?  Because as the title to this blog post indicates, the candidate that the other recruiter supplied was the only one submitted by the job order recruiter that their client interviewed.

When you keep striking out on a job order, another split recruiter can provide you with that ONE candidate you need to hit a home run.

So be sure to submit candidates to the Split Candidate Database in Top Echelon Network, and also search the Database for potential matches to your job order.  Because no matter how many times you swing and miss, your next home run could be right around the corner.

Batter up!

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Chris Ramsay, CPC“Mike gave me the ONE person they interviewed through me, and he was hired.  Thanks, Mike, for doing a GREAT job!”

Submitted by Chris Ramsay, CPC of Corporate Resources, LLC regarding her split placement with Mike Lupidi, CPC of M.J. Lupidi & Associates, Inc.


Fee Percentage—25%

(Editor’s note: This is the third Network split that Ramsay and Lupidi have made together in Top Echelon.)

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Chris Ramsay, CPC“It was great working with Chris on this one.  She had a full understanding of the job, which made qualifying the candidate much easier.”

Submitted by Ron Sunshine of Ron Sunshine Associates regarding his split placement with Chris Ramsay, CPC of Corporate Resources, LLC

Position Title—PLANT MANAGER

Fee Percentage—20%

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

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Debbie FledderjohannThink you don’t have to worry about healthcare reform because you don’t have 50 or more employees? Think again!

Most of the hype about the Affordable Care Act (ACA), the healthcare reform law better known as Obamacare, has been surrounding the employer mandate.  Employers with 50 or more employees will have to provide affordable health coverage to those employees by 2014.

If you have contractors who are on your payroll, they count towards your total employee count.  Many recruiters, even those who employ some contractors, won’t get anywhere near this 50-employee threshold.  But that doesn’t mean they are out of the woods when it comes to Obamacare.

There are administrative tasks tied to the ACA, even for the smallest of employers.  For example, even if you only have a couple of employees (in-house, contractors, or a combination), you will have to provide those employees with a notice about the healthcare exchange, which has now been dubbed “The Marketplace.”

The Marketplace is supposed to provide individuals with a place where they can compare and select healthcare plans.  Depending upon their income, they may qualify for premium tax credits to reduce the cost of the coverage they select.

Any employer who is subject to the Fair Labor Standards Act (FLSA), which is almost EVERY employer, must provide a notice to employees letting them know that the Marketplace will be available starting January 1, 2014.

The notice must let them know what services the Marketplace provides and how to contact it.  It must also inform them that they may be eligible for a premium tax credit and that they may lose the employer contribution (if applicable) if they choose to purchase their insurance through the Marketplace.  You have to provide this notice even if you do not offer insurance.

On October 1, 2013, employers must begin providing this notice to new employees at the time they are hired.  All existing employees must receive the notice by October 1, 2013.  For details on how to implement this, the Department of Labor has provided a Technical Release.

Very small firms and companies may have other responsibilities under Obamacare, as well, especially if they offer health insurance.  For instance, the health reform law mandates some changes to the COBRA notices employers send to plan participants who lose their coverage.  The law also has certain reporting requirements for employers who offer health insurance, regardless of how many people they employ.

For these reasons alone, it’s important that recruiters don’t ignore Obamacare.  Be sure that you are aware of your responsibilities based on the number of employees you have, and make sure you educate your smaller clients about these provisions, as well.

Editor’s note: This article is for informational purposes only and should NOT be considered legal advice.


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