Summer is nearly here, and what better way to celebrate the upcoming season than by making split placements with big recruiting fees attached to them?

There is NO better way, if you ask us! (And luckily for us, we were asking us.)

And you should also ask Network members Nick Stoia of ASAP Search and Steve Schanz of CPS Recruitment. That’s because Nick and Steve accounted for the largest split fee of the week in Top Echelon. They placed a Manufacturing Engineering Manager to earn a placement fee of $54K at 30%!

Congratulations are also in order for Brandon Gee of Soap Creek Resources. That’s because Brandon recently made his first split placement as a member of Top Echelon Network!

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 June 12 through June 18, 2023.  

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

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Job recruiter: Larry Prior of LFP Associates

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: QUALITY TECHNICIAN

Overall placement fee: $13,500

Fee percentage: 22.5%

— — —

Job recruiter: Bill Kubena of Kubena & Associates

Candidate recruiter: Kym Springer of Team Builders Recruiting and Consulting

Job title: CNC MILLING PROGRAMMER

Overall placement fee: $11,232

Fee percentage: 20%

— — —

Job recruiter: Devin Earney of Riverscape Search Agency

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: REGISTERED NURSE

Overall placement fee: $11,891

Fee percentage: 17.5%

— — —

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

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

Job title: SENIOR PROJECT MANAGER

Overall placement fee: $25,000

Fee percentage: 25%

— — —

Job recruiter: Bob Jones of Bob Jones

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: PURCHASING/BUYER

Overall placement fee: $15,000

Fee percentage: 20%

— — —

Job recruiter: Devin Earney of Riverscape Search Agency

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: N.A. COMPLIANCE MANAGER

Overall placement fee: $8,452

Fee percentage: 17.5%

— — —

Job recruiter: Rich Grunenwald of Advisory and Consulting Services, LLC

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: PROJECT SUPERINTENDENT – COMMERCIAL CONSTRUCTION

Overall placement fee: $18,000

Fee percentage: 20%

— — —

Job recruiter: Bob Millman of AutoPro Technical Recruiting

Candidate recruiter: Phil Hurd of Oculus Search Partners, LLC

Job title: MACHINING TEAM LEADER

Overall placement fee: $12,260

Fee percentage: 20%

— — —

Job recruiter: Holly Weber of Global Talent Resources Corp

Candidate recruiter: Brandon Gee of Soap Creek Resources

Job title: TECHNICAL SALES – WELDING

Overall placement fee: $17,500

Fee percentage: 25%

— — —

Job recruiter: Todd Porter of H.T. PROF Executive Search

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

Job title: SALES AGRONOMIST

Overall placement fee: $18,000

Fee percentage: 18%

— — —

Job recruiter: Adam Krueger of Sun Recruiting, Inc.

Candidate recruiter: Larry Gallin of Gallin Associates

Job title: CHEMICAL PROCESS ENGINEER

Overall placement fee: $22,500

Fee percentage: 25%

— — —

Job recruiter: Michael Orlando of START, Inc.

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: SURVEY PARTY CREW CHIEF

Overall placement fee: $15,808

Fee percentage: 20%

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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.

Regardless of layoffs in the tech sector, there is still a national labor shortage within the majority of industries. Not only that, but the Great Resignation is also still in full swing, and employers still have the need and desire to hire.

The good news? Top Echelon’s Network Candidates sourcing tool (formerly called the MEGA Database) has nearly 8 million recruited candidates in it! And that number continues to grow on an almost daily basis.

In case you’re not aware, the Network Candidates sourcing tool allows TE members who use Top Echelon’s recruiting software to share data more quickly and easily.

However, please note that if you’re a Network member and you do NOT use Top Echelon’s ATS, you can still use the Network Candidates sourcing tool. While you can perform searches in the tool, your information will not be included in searches conducted by other Network members. And as I just mentioned, the reason is because you’re not using Top Echelon’s recruiting software.

With all of this in mind, we have six more BIG reasons why you should use the Network Candidates sourcing tool more often. Those reasons are as follows:

#1—Filling tough-to-fill job orders

Let’s face it: high-quality candidates are always in demand, but high-quality candidates are exactly what your clients want. Network Candidates is the place for sourcing candidates when you can’t find them anywhere else.

#2—Filling job orders more quickly

It’s not just about filling the job order with the best candidate, but it’s also about filling the job order with the best candidate more quickly. Your clients will be impressed, and you might see more search assignments and placement checks.

#3—Finding a candidate from a specific geographic region

Sometimes, it’s not just that high-quality candidates are difficult to find. You have to find them in a specific place, too. The Network Candidates sourcing tool can help with this, as well.

#4—Filling job orders you can’t get to

What’s the point of having job orders if you don’t have the time to fill them all? No point, that’s what! The Network Candidates sourcing tool helps leverage your resources so that you can make more placements and increase your billings.

#5—Expanding into a new niche

Accept job orders and search assignments outside of your niche by partnering with other recruiters and using their candidates. Now you’re really making placements you would not have made otherwise!

#6—Increasing your revenue

More candidates can lead to more placements, which can lead to more recruiting fees, which means more revenue. And really, isn’t that what this whole crazy profession is all about? (AND helping people find great jobs . . . that, too.)

So let’s tie a nice bow on our discussion of the Network Candidates sourcing tool:

• If you use Top Echelon’s recruiting software, then you can conduct searches in Network Candidates and your information will be included in searches conducted by other Top Echelon Network members.
• If you do NOT use Top Echelon’s ATS, then you can still conduct searches in Network Candidates, but your information will NOT be included in searches conducted by other Network members.

Below are three other important facts about the Network Candidates sourcing tool:

1. Resumes are blinded! That means nobody can see your candidates and/or take them and run.
2. There is NO additional charge to use it, since it’s included with your split network membership.
3. It’s easy to opt-in. Navigate to “Settings,” then go to “Top Echelon Network” settings. (Note that only an agency’s main contact can opt-in.)

If you have any questions about the Network Candidates sourcing tool, I encourage you to contact me.

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

Over the years in the pages of The Pinnacle Newsletter Blog, we’ve told countless stories and relayed a number of case studies about recruiters who have successfully leveraged the power of their Network membership.

Make no mistake: there have been many, many successful recruiters in the Network, and there are many right now. What these stories and case studies have basically illustrated is a blueprint for that success.

That’s because what has worked in the Network has largely NOT changed during the past 35+ years.

Success in TE is about more than just tools and resources; it’s about the proper mentality. It’s an attitude, and recruiters that have this attitude can excel in Top Echelon. They can excel regardless of their business model or the tools they choose to use.

Below are five ways to approach your membership in Top Echelon Network the right way:

#1—DESIRE to make split placements.

Don’t view split placements with a “if it happens, great, if it doesn’t, whatever” attitude. Instead, recognize the value that split recruiting efforts can provide for your business.

Have what’s called a “split frame of mind.” Half a loaf is better than no loaf at all. That’s the philosophy that the Network was built upon, and it’s the philosophy that guides it to this day.

#2—Work the way your partners work.

Recognize that every relationship is different and every recruiter works differently. Move in tandem with your split partners during the recruiting process, bobbing and weaving when they bob and weave.

They like to talk on the phone every day? Every other day? Then that’s what you do. The result? More split placements and more money.

#3—Invest in your relationships.

A split partner relationship is like any other relationship that you have. You can’t neglect it and expect it to continue to “bear fruit,” so to speak. You must invest in it and cultivate it.

That means staying in contact with your split partners, sharing job orders and candidates, and even sharing stories from your days in the recruiting “trenches.” Recruiters who invest in their split partner relationships make more splits. It’s as simple as that.

#4—Seek out new split partners.

You can’t have enough good, solid split partner relationships and you never know who you can split with. Placements often come from surprising places, and those placements can result in a relationship that eventually produces multiple deals.

Active Participation (one of The Four Pillars of Top Echelon Network) is the best way to seek out new partners. That means posting your jobs, posting your candidates, and using the Network Candidates recruiter database.

#5—Look for opportunities to make splits.

We’ve come full circle (see #1). There are recruiters who miss out on split placement opportunities simply because they’re not looking for them.

Having the desire to make splits means actively looking for opportunities to make them. Words are meaningless without action to back them up.

Are there more than five ways to approach your Top Echelon Network membership correctly? Of course there are.

But the five ways outlined above are shared by many of the top producers in the Network. They’ve been used by recruiters to make split placements during the past 35+ years, and they’ll be used to make splits during the next 35 years.

The question is this: how do YOU approach your Top Echelon split network membership?

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 professional 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 Shally Steckerl, Global Head of Talent Sourcing at LTK.

The title of that webinar (and corresponding training video) is “Taking Over the Robots: Navigating the Next Level of Sourcing”

Below is the official description for this training video:

— — —

You’ve heard the news and read the headlines. Artificial intelligence is everywhere, including within the recruiting and staffing industry.

But what does that mean for your recruiting desk? And specifically, what does it mean for your sourcing efforts?

To answer these questions, watch the next webinar video in Top Echelon’s Expert Recruiter Coaching Series, during which sourcing guru Shally Steckerl will present tips, tricks, and best practices for sourcing in this new reality.

During this information-packed session, Shally will share how to:

• Streamline your talent sourcing with automation tools.
• Use ChatGPT to source and scrape websites.
• Create a library of customizable contextual search strings.
• And much more!

So don’t despair. Artificial intelligence has not taken over the world yet and it certainly hasn’t commandeered your recruiting desk. So watch this FREE training video and start “Taking Over the Robots”!

Watch this FREE training video!

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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!