Summer’s almost here . . . at least as far as the calendar is concerned.

But why wait?  Let’s have a “Summer Split Placement Party” right now!  After all, the weather’s nice, and a bunch of Top Echelon Network Preferred Member recruiters were good enough to make split placements this week (see below).

As you can see, there’s a variety of reasons for the split placements we’re highlighting this week.  A third of them can be attributed to Hiring Hook Websites, while over half of them are the result of regular communication between Trading Partners.  (That makes sense, of course, since Communication is one of the Four Pillars of Top Echelon Network.)

The truth be told, anytime is a good time for a “Split Placement Party.”  It doesn’t have to be summer—although it certainly helps if you want to go swimming . . . which I don’t . . . but thanks for asking.

So keep making split placements.  I’ll put some steaks on the grill and fill up the cooler.  We’ll party hearty.

THIS WEEK’S COMPLETED SPLIT PLACEMENTS!

Job order recruiter: Cindy Sommer of SearchStars, Inc.

Candidate recruiter: Jim Strickland of BioSource International

Job title: SONOGRAPHER

Fee Percentage—Flat

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

 — — —

Job order recruiter: Bob Millman of AutoPro Technical Recruiting

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Job title: PAINT OPERATIONS MANAGER

Fee Percentage—20%

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

 — — —

Job order recruiter: Pat McCombs of KB Search Team, LLC

Candidate recruiter: Justin Bidwell of Bidwell & Associates, LLC

Job title: MANUFACTURING ENGINEER

Fee Percentage—25%

Action causing split placement: The job order or candidate was found by searching Top Echelon Network’s split databases.

 — — —

Job order recruiter: Jeff Ploegeer of Ploeger Recruiting Services

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Job title: SENIOR MANAGER OF PRODUCT PLANNING

Fee Percentage—25%

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

 — — —

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

Candidate recruiter: Linda Gutekunst of LRSolutions, LLC

Job title: IT SECURITY ENGINEER

Fee Percentage—Flat

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

 — — —

Job order recruiter: Matt Scheihing of J. Miles Personnel Services

Candidate recruiter: Susan Christian of PRI Business Services, Inc.

Job title: QUALITY SUPERVISOR

Fee Percentage—25%

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

 — — —

Job order recruiter: Brandi Moegelin, TSC/CSP of Premier Employment Solutions

Candidate recruiter: Travis Jones of Career Development Partners

Job title: CONTROLLER

Fee Percentage—20%

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

 — — —

Job order recruiter: Juli Smith of The Smith Consulting Group, LLC

Candidate recruiter: Peter Oettinger of Front Line Solutions, LLC

Job title: EPIC OPTIME CONSULTANT

Fee Percentage—20%

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

 — — —

Job order recruiter: Lori Caldwell-Noonan, CPC/CIR of DRC, Inc.

Candidate recruiter: Eric Berg of JN Adams & Associates, Inc.

Job title: LEAN FACILITATOR

Fee Percentage—23%

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

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If you’d like to see the amount of the fees associated with each of the split placements listed above, login to the Members’ Area and click on the profiles of the recruiters involved.  The fee totals will be included along with those split placements.

Remember, you can opt out of having your split placement highlighted.  Just send an email to marketing@TopEchelon.com indicating your desire to be left out.  Once you do so, you won’t be included in future installments of this feature.

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330.455.1433, x125
mdeutsch@topechelon.com
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How in the world is it already June?  I have no idea.  The year is flying by.

What I do know, though, is the date of this year’s Top Echelon Recruitment Network Ohio Golf Outing.  That date: Thursday, July 19.

This outing has been held for the better part of a decade now, and the benefits of attending this event have been proven time after time after time.  Recruiters have golfed together, networked together, and made split placements together—that’s the perfect blueprint for success.

With that in mind, I’d like to take a moment to thank Preferred Member recruiter Debra L. Stitt, CPC of Quality Source Inc. of Ohio for all the work she’s put into this event over the years.  She helped to build the outing into what it is today, and we’re truly grateful for her efforts.

Below are the specifics regarding this year’s outing.

Location:
Bunker Hill Golf Course
3060 Pearl Road
Medina, OH  44256

Cost: $30 per person
Date: Thursday, July 19
Format: scramble
Time: 10 a.m. shotgun start

Note that food is NOT included in the cost of the outing.  If you desire sustenance, you can always run up to Bunker’s Grill and order something off their menu.

If you’d like to participate in this year’s Top Echelon Network Ohio Golf Outing, please contact me as soon as you can.  You do NOT have to work or live in Ohio to participate in this event!  All are welcome, regardless of origin (even people from Michigan).

Let’s network, share job orders, take a break from our busy desks, and have some fun together . . . before this year passes us by.

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330.455.1433, x156
drea@topechelon.com
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And the “Recruiter of the Month” for the month of May is . . . Trey Cameron of the Cameron Craig Group.

Kind of anti-climactic, isn’t it?  Trey has won this award more often than not for the better part of the past two years.

In fact, he’s won it so often, we should probably just re-name the award.  We’ll call it the “Trey Cameron Recruiter of the Month Award.”  Or maybe just the “Trey Cameron Award.”

Regardless, until somebody can dethrone Trey, he’ll continue to win “Recruiter of the Month” honors month after month after month.  While he’s not unbeatable, he’s certainly been on a roll as of late.

In fact, if you check the list of the Network’s Top Producers in the Members’ Area, you’ll notice that not only is Trey the number-one recruiter on the list, but his cash-in total for the past 12 months is nearly twice as much as the total for the second recruiter on the list.  Although no official records have been kept for verification purposes, there’s a good chance that’s never happened before in Top Echelon Network.

We’ll see what happens in June.  Maybe somebody will unseat Trey as “Recruiter of the Month” . . . but there’s always “Recruiter of the Quarter.”

 — — —

Recruiter of the Month
Trey Cameron of the Cameron Craig Group

Trey made four split placements during the month of May.  Nobody else in the Network made four split placements during the month.  However, there were three recruiters who made three split placements apiece.

Those recruiters were Bob Millman of AutoPro Technical Recruiting; Sean Napoles, CPC of Career Brokers, Inc.; and Travis Jones of Career Development Partners.

 — — —

Highest Split Placement Fee of the Month
Lawrence T. Ploscowe of EXEK Recruiters, Ltd. and Bob Millman of AutoPro Technical Recruiting

The position for this placement was a General Manager.  Larry was the job order recruiter, and Bob was the candidate recruiter.  The action that stimulated this placement was listed as “Regular phone communication with another Top Echelon Network Preferred Member recruiter in my specialty area.”

 — — —

Our criteria for these awards:

Top Echelon Network is a split placement network.  As such, we place an emphasis on split placements, and that emphasis constitutes a large part of our criteria for these awards.  We determine the monthly and quarterly award winners based upon two things, which are listed below in order of importance:

1.) The number of split placements made
2.) The amount of cash-in dollars earned as a result of those split placements

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330.455.1433, x125
mdeutsch@topechelon.com
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Yes, The Avengers is well on its way to becoming one of the most financially successful movies of all-time.  But in Top Echelon Network, it’s the “super recruiter heroes” who save the day.

These network recruiters don’t have a cape.  That’s not what makes them heroes.  They have the candidates—and that’s far more important than a cape, at least as far as their grateful Trading Partners are concerned.

In this installment of “‘Comments’ and Compliments,” we highlight two recent split placements in which a recruiter presented a candidate to their Trading Partner, a candidate that the Trading Partner’s client loved and eventually hired.

When it comes to fighting bad guys and saving the universe, you can leave that job up to The Avengers.

However, when it comes to filling a job order with a hard-to-find candidate in a short amount of time, you can leave that job up to your Top Echelon Network Trading Partners.

If you’d like to thank another member of the recruiter split fee network for their efforts in a split placement situation, send your information to marketing@topechelon.com.  Your comments might be included in an upcoming issue of The Pinnacle Newsletter Blog!

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“Justin directly recruited an awesome candidate for this JO!  Thanks, Justin, for finding the ‘perfect’ candidate for one of my best clients!”

Submitted by Pat McCombs, CPC of KB Search Team, LLC regarding her split placement with Justin Bidwell of Bidwell & Associates, LLC

Position Title—MANUFACTURING ENGINEER
Fee Percentage—25%

(Editor’s note: this is the second split placement that McCombs and Bidwell have made together in Top Echelon Network.)

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“Tim, thank you for supplying Doug.  You made me look like a hero—the company really likes him!”

Submitted by Mike Lupidi of M.J. Lupidi & Associates, Inc. regarding his split placement with Tim Hopkins, CPC/CTS of Stephens International Recruiting, Inc.

Position Title—FINISHING SUPERVISOR
Fee Percentage—25%

(Editor’s note: this is the first split placement that Lupidi and Hopkins have made together in Top Echelon Network.)

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330.455.1433, x125
mdeutsch@topechelon.com
Connect with Matt on LinkedIn.
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For years, The Cornerstone, the newsletter of Top Echelon contract staffing companies, was sent to the Preferred Members of Top Echelon Network.  The Cornerstone was eventually discontinued in favor of another newsletter, Contracting Corner, which is now published once a quarter.

However, we still run contracting statistics in select issues of The Pinnacle Newsletter Blog.  These statistics include Non-Split Contract Placements, Split Contract Placements, and Non-Recruited Placements, among others.

Below are the most recent statistics regarding contract placements made by Preferred Member recruiters, courtesy of Top Echelon Contracting.

As you can see, Network recruiters continue to make contract placements, they continue to take advantage of the steady cash flow that contract staffing offers, and they continue to add revenue to their firm’s bottom line.  You can, too!  All it takes is the decision to incorporate contract staffing into your recruiting firm’s business model.

In fact, many of the Top Producers in Top Echelon Network have added contract staffing to their firm’s business model and have also taken advantage of the services provided by Top Echelon Contracting, the recruiter’s employer of record services.

For more information about the benefits of contract staffing and the services that Top Echelon Contracting provides, call (888) 627-3678, Ext. 2.

(Editor’s Note: This is the next in a series of guest blog posts about contract staffing, courtesy of Top Echelon Contracting, the recruiter’s back-office solution.  Similar posts will appear in future issues of The Pinnacle Newsletter Blog.)

If you’re running your own back-office and offering benefits to your contractors, it is critical that you’re familiar and compliant with COBRA. COBRA, which stands for The Consolidated Omnibus Budget Reconciliation Act, was enacted in 1986. It requires employers with more than 20 employees to offer continuation of health care coverage when an employee loses coverage due to status changes, such as resigning, losing a job, or having hours reduced.

In addition to requiring employers to offer continuation coverage, there are numerous notification requirements that come with COBRA.  For instance, you must send a notice to employees explaining their COBRA rights when they first come onto your plan, and you must send another notice when they lose coverage so that they know how to elect COBRA.

The Department of Labor AND the IRS regularly conduct COBRA audits (and enforce penalties), so this is not something you want to get wrong.  The IRS is actually making it easier to comply by publishing a checklist of items it reviews during its COBRA audits, according to Infinisource, which is the third party COBRA administrator that Top Echelon Contracting uses.  This checklist, which is called “Audit Techniques and Tax Law to Examine COBRA Cases (Continuation of Employee Health Care Coverage),” explains:

• Which documents the IRS typically reviews during an audit.
• How the excise tax for noncompliance is calculated and applied.
• How election waivers work.
• Key definitions.

If you’re running your own back-office and are required to offer continuation coverage under COBRA, you may want to check this out.  You may also want to point this out to your clients who have to comply with COBRA.

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888.627.3678
DFledderjohann@TopEchelonContracting.com
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