We have some milestones in this week’s issue of The Pinnacle Newsletter Blog! (And it’s not even a monthly or quarterly issue.)

Not only did new Top Echelon Network member Domenic Maiani of Lazio Search Group, Inc. make his first TE split recently, but the placement also generated a recruiting fee of $41,150!

Domenic made the split with Maria Hemminger of MJ Recruiters, a perennial Top Producer in the Network. Domenic and Maria placed a Plant Manager – Automotive and split a fee of $41,250 at 27.5%.

Also helping to lead the way is Sara Alexandroff of Sterling St. James, Inc. Sara was part of three split placements recently, as she also continues to be a Top Producer in Top Echelon.

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 May 13 through May 26, 2024.

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

— — —

Job recruiter: Gary Thompson of Gary Thompson

Candidate recruiter: Lileah Akiode of The Black Diamond Agency

Job title: DIRECTOR OF RETAIL OPERATIONS

Overall placement fee: $24,000

Fee percentage: 15%

— — —

Job recruiter: Bob Millman of AutoPro Technical Recruiting

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

Job title: PURCHASING COMMODITY MANAGER

Overall placement fee: $23,000

Fee percentage: 20%

— — —

Job recruiter: Ron Sunshine of Ron Sunshine Associates, LLC

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

Job title: PRODUCTION MANAGER

Overall placement fee: $16,800

Fee percentage: 20%

— — —

Job recruiter: Keith Cornelison of Personnel Resources

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

Job title: CLINICAL PHARMACIST

Overall placement fee: $6,952

Fee percentage: 18%

— — —

Job recruiter: Bob White of Impact Solutions, Inc.

Candidate recruiter: Brad Dodge of iLocatum Recruiting

Job title: GEARBOX DRIVETRAIN ENGINEERING MANAGER

Overall placement fee: $22,500

Fee percentage: 25%

— — —

Job recruiter: Devin Earney of Riverscape Search Agency

Candidate recruiter: David Duva of NSynergy Coaching & Staffing Solutions

Job title: LICENSED SOCIAL WORKER

Overall placement fee: $13,650

Fee percentage: 17.5%

— — —

Job recruiter: Elizabeth Stemle of Horan Hiring Solutions, LLC

Candidate recruiter: James R. Gettys of International Staffing Consultants, Inc.

Job title: HR GENERALIST

Overall placement fee: $16,500

Fee percentage: 22%

— — —

Job recruiter: Maria Hemminger of MJ Recruiters, LLC

Candidate recruiter: Domenic Maiani of Lazio Search Group, Inc.

Job title: PLANT MANAGER – AUTOMOTIVE

Overall placement fee: $41,250

Fee percentage: 27.5%

— — —

Job recruiter: Kara Chadwick of Genie Matthews and Associates

Candidate recruiter: Hani Mussa of Knowhirematch, LLC

Job title: INFORMATION SYSTEMS MANAGER

Overall placement fee: $27,500

Fee percentage: 25%

— — —

Job recruiter: Veronica Snyder of Career Professionals, Inc.

Candidate recruiter: Adam Pantelli of AJ Search

Job title: QUALITY MANAGER

Overall placement fee: $29,500

Fee percentage: 25%

— — —

Job recruiter: Amy Chapman of Key People Staffing

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

Job title: CHEMICAL/PRODUCTION ENGINEER

Overall placement fee: $26,250

Fee percentage: 25%

— — —

Job recruiter: Mike Ott of Lakeview Staffing Solutions, LLC

Candidate recruiter: Gary Schultz of Work 22, Inc.

Job title: OPERATIONS MANAGER – MANUFACTURING

Overall placement fee: $31,250

Fee percentage: 25%

— — —

Job recruiter: Veronica Snyder of Career Professionals, Inc.

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: PRODUCTION MANAGER

Overall placement fee: $37,500

Fee percentage: 25%

— — —

Job recruiter: Doug Boyce of Priority One Search

Candidate recruiter: Gary Thompson of Gary Thompson

Job title: SAFETY MANAGER

Overall placement fee: $24,250

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.

Top Echelon offers a free monthly webinar as part of its Expert Recruiter Coaching Series.

These webinars touch upon a variety of recruiter-related topics. These topics deal with both job candidates and clients. As always, our goal with these webinars is to help agency recruiters and executive search consultants just like YOU make more placements.

We record these webinars for recruiters who can’t attend the live presentation, and we’re now pleased to offer the video from our most recent webinar by Greg Doersching of Next Level Coaching.

The title of that webinar (and corresponding training video) is “WWGD4BD (What Would Greg Do for Biz Dev?)”

Below is the official description for this training video:

— — —

So let’s say you win the lottery, but instead of retiring to an island somewhere with your toes in the water and a drink in your hand, you decide to stay in recruiting. Then you decide to invest some of your newfound wealth into hiring esteemed industry trainer Greg Doersching to head up the business development efforts for your firm.

Well, what would Greg do in today’s challenging climate to bring in new business and keep it coming in all year long?

That’s exactly what the next webinar video in Top Echelon’s Expert Recruiter Coaching Series is going to focus on: a specific definitive strategy for doing comprehensive business development that will help you return to the levels of production you were enjoying just two short years ago!

During this information-packed session, Greg will go in-depth into the content, sequence, type, and timing of your plan for landing new clients and expanding the clients you already have.

This is a training video that can help you make up lost ground in 2024, and that’s exactly why you do NOT want to miss it!

Watch this FREE training video!

 — — —

Recorded versions of our Expert Recruiter Coaching Series of webinars are posted on our website as free online recruitment training courses in the Top Echelon Recruiter Training Library.

Keep an eye out for the next free webinar in our Expert Recruiter Coaching Series!

At Top Echelon, we want our Network members to enjoy more success. And by more success, we mean more placements.

And because I like cake almost as much as life itself, I’m going to use that as our analogy. In other words, we’re going to build a Network “success cake” with this blog post. Layer upon layer of sugary, frosting-filled placement check goodness (complete with a secret ingredient).

Sound good? Great! Let’s get started. Below is a four-step blueprint for success in our recruiter network:

#1—Quality candidates

This is where it all starts. Quality candidates are in short supply in today’s marketplace, regardless of the current state of the economy.

BUT that’s where your split recruiting partners enter the picture. They can provide the type of candidates that your clients are seeking—and want to hire!

#2—Quality screening of those candidates

Quality candidates are just the beginning. You must also screen those candidates thoroughly.

That way, the candidates you present to your split partners are as close to a fit as possible. This represents layer upon layer of quality . . . in our cake.

#3—Quality prepping of those candidates

Add another layer to the quality cake!

Once your client wants to start interviewing candidates, your split partners will prep those candidates completely. This further increases the chances of making the placement.

#4—Confidence

Effective branding isn’t what you say you’re going to do . . . it’s what you actually do.

And when you act with quality throughout the entire recruiting process and that quality leads directly to making placements, you’ve branded yourself as somebody who instills confidence in your partners.

So what’s the “secret ingredient”? Quality, of course. Quality happens to be one of The Four Pillars of Top Echelon Network.

The more you act with quality, the more split placements you can make!

If YOU want to experience more Network success, then 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.

Now, more than ever, it matters which job orders and search assignments you’re actively working as a recruiter.

That’s because you can NOT spend time on what amounts to a “wild goose chase.” As a recruiter, time is your most important commodity, and considering the current state of world affairs, you can’t afford to waste it.

With that in mind, you’ve probably heard of a television show called Seinfeld. If you haven’t, it’s considered one of the most successful television shows in the history of entertainment.

Of course, comedian Jerry Seinfeld has moved on to other projects. One of those projects is Comedians in Cars Getting Coffee. (And perhaps we should mention the recent movie, Unfrosted, about Pop-Tarts of all things.) You can watch these shows on Netflix, which didn’t even exist when the original Seinfeld show was on the air.

But I digress. The purpose of this blog post is to tell you that I have joined the Seinfeld show and your Top Echelon Network membership together.

Seinfeld: See the Humor AND the Value

Every recruiter wants to make more placements. It doesn’t matter if it’s in a good economy or in what appears to be a shaky one. (In fact, recruiters are even more motivated to make placements in a shaky economy.)

However, you still can’t make these placements without job orders. More to the point, you can’t make these placements without qualified job orders.

To help illustrate this point, I’m going to draw upon Seinfeld. (In this case, the original show, not the man himself.) In an early episode of the show, Jerry laments to a rental car clerk in the following fashion when she informs him that the car he reserved is not available:

“See, you know how to take the reservation, you just don’t know how to hold the reservation, and that’s really the most important part of the reservation, the holding. Anybody can just take them.”

As funny as that is, I’m going to paraphrase what Jerry said and put more of a recruiting (and Top Echelon Network) spin on it:

“See, you know how to take the job order, you just don’t know how to qualify the job order, and that’s really the most important part of the job order, the qualifying. Anybody can just take them.”

When you take job orders from your clients and share them with your split recruiting partners in Top Echelon, they must be qualified job orders. That means they must contain all of the relevant information and that information should be included in everything that you share.

The following scenarios also apply:

1. You’ve filled the job order and the search is complete. If that’s the case, then please take the job order off the Network.
2. One of your clients has halted the search and/or withdrawn the job order. If it happens to you and you’ve shared these job orders with the Network, then please indicate the change in status or take the job order off the Network.

If you’re not qualifying (and/or updating) your job orders properly, then you could be wasting your time. Even worse, if you’re not qualifying (and/or updating) your job orders properly and then you’re sharing them with your trading partners, then you could be wasting their time, too.

The Importance of Quality

As I’ve mentioned recently, Quality is one of the Four Pillars of Top Echelon Network. As a TE member, quality should be part of everything that you do.

This includes all of the information that you share with other Network members. And this especially includes the job orders you share.

So don’t just take the job orders and share them. Qualify them, as well. And increase the chances that you’ll make more Network split placements this year.

Now have some coffee and a Pop-Tart.

And remember, if you have questions about your Top Echelon split network membership or about how you can enjoy more success in the Network, I encourage you to contact me.

You can do so by calling 330.595.1742 or by sending an email to drea@topechelon.com.

Every once in a while, we reference The Four Pillars of Top Echelon’s recruiter network in The Pinnacle Newsletter Blog.

Considering everything that is happening in the world right now, I thought this would be a good time to return to the basics and fundamentals of Top Echelon Network. And the basics and fundamentals of the Network starts with The Four Pillars.

I’ve been Top Echelon’s Director of Network Operations for well over a decade now. As a result, I can say with certainty that if you practice and adhere to these Pillars, you can enjoy more success in Top Echelon.

So without further adieu, here are The Four Pillars of Top Echelon Network:

Pillar #1: Quality

Everything starts with quality. That means quality should be infused into everything you do within the Network. You should strive to submit quality jobs and quality candidates. You should strive to have quality interactions with other Network members.

Quality is a great way to brand yourself as a member. If other Network recruiters know that you deal in quality, then they will be more likely to want to work with you.

When other Network recruiters want to work with you, this increases the chances that you’ll make split placements. Cha-ching!

Pillar #2: Communication

To enjoy success in Top Echelon Network, you must communicate well. What does that mean, exactly? It means:

• Communicating often.
• Communicating in as many different ways as is necessary.
• Identifying the most important information and making sure that information is communicated first.
• Clarifying information during every step of the recruitment process.

Actually, we want you to over-communicate with other Network members. That’s because when you try to over-communicate, it usually means you’ll end up communicating just enough.

Despite good intentions, miscommunication can derail any deal.

Pillar #3: Trust

This is quite possibly the most important Pillar. That’s because this is where the “rubber meets the road,” so to speak.

You have to trust another Network member to share your job order or candidate with them. However, when you find split recruiting partners you trust and you share with them liberally, that can lead to a TON of split business.

The most successful trading partner relationships in the history of Top Echelon have been built upon the Pillar of Trust. Once you trust another member completely and implicitly, that’s when the floodgates can open.

You can make 10, 20, or even 30 splits with them. That’s the “sweet spot” of Network membership.

Pillar #4: Active Participation

Did you know that, once upon a time, there were only three Pillars? Then Top Echelon Network members Dan Simmons, CPC and Jim Hipskind, CPC of Continental Search & Outplacement, Inc. suggested that we add this Pillar.

On the one hand, you might think that participating in the Network is a prerequisite for enjoying success in the Network. On the other hand, recruiters sometimes forget that TE is not a “magic money-making machine” and they DO have to make an investment of time, energy, and effort.

The good news is that you don’t have to make a huge investment. However, you do have to take the steps necessary to set yourself up for success.

This means sharing job orders and candidates and being proactive about contacting other recruiters, among other things.

Well, that’s it: The Four Pillars of Top Echelon Network. Follow the blueprint and enjoy more success!

In the meantime, if you’d like to discuss The Four Pillars or your split network membership, I encourage you to contact me. You can do so by calling 330.595.1742 or by sending an email to drea@topechelon.com.