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It was another big week for placements in Top Echelon Network and what a way to usher in summer!

The Network was “on fire” last week, as TE members produced 24 split placements, all of which are listed below. As you can see, there were a lot of winners, starting with Michael Stuck of Gables Search Group, who made seven placements during the week.

But he certainly wasn’t the only one, as Trey Cameron of the Cameron Craig Group made five splits and Keith Cornelison of Personnel Resources made four.

There were also some big fees associated with last week’s Network placements. Leading the way were Stuck and Amy Chapman of Key People Staffing, who placed a Senior Director of Lean Manufacturing and scored a $56,250 fee!

In addition, Jennifer Hull of Jenn Resources and Mark Bradley of The Recruiting Consortium, LLC made a $37,500 split and there were two other deals over $30K.

Once again, the bottom line is that there is money to be made as a member of Top Echelon Network. And if you haven’t received the return on your Network investment that you’ve wanted to receive, then contact Director of Network Operations Drea Codispoti today! (His contact information is at the end of this blog post.)

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 below reflect deals finalized in Top Echelon Network for the week of Monday, June 7, through Sunday, June 13.

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 placements they made in Top Echelon Network!   

This Week’s TE Split Placements

— — —

Job recruiter: Keith Cornelison of Personnel Resources

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: ULTASOUND/SONOGRAPHER (ARDMS)

Overall placement fee: $9,568

Fee percentage: 20%

— — —

 

Job recruiter: Keith Cornelison of Personnel Resources

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: ULTASOUND/SONOGRAPHER (VASCULAR CARDIOLOGY)

Overall placement fee: $8,883

Fee percentage: 18%

— — —

 

Job recruiter: Keith Cornelison of Personnel Resources

Candidate recruiter: Terry Rhodes of NewCareers

Job title: ULTASOUND TECH

Overall placement fee: $8,992

Fee percentage: 18%

— — —

 

Job recruiter: Sara Gallagher of Byrnes & Rupkey, Inc.

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: ADMINISTRATIVE ASSISTANT

Overall placement fee: $8,320

Fee percentage: 20%

— — —

 

Job recruiter: Georgette Sandifer of Gallman Consulting

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: MATERIALS/TRAFFIC COORDINATOR

Overall placement fee: $13,440

Fee percentage: 28%

— — —

 

Job recruiter: Georgette Sandifer of Gallman Consulting

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: TOOL AND DIE MAKER

Overall placement fee: $10,400

Fee percentage: 18%

— — —

 

Job recruiter: Keith Cornelison of Personnel Resources

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: BUSINESS ANALYTICS CONSULTANT

Overall placement fee: $11,440

Fee percentage: 18%

— — —

 

Job recruiter: Doug Boyce of Priority One Search

Candidate recruiter: Lee Fierman of Gables Search Group

Job title: HUMAN RESOURCES/PAYROLL SPECIALIST

Overall placement fee: $12,000

Fee percentage: 20%

— — —

 

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

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: MAINTENANCE MECHANIC

Overall placement fee: $9,360

Fee percentage: 20%

— — —

Job recruiter: Bill Kubena of Kubena & Associates

Candidate recruiter: Velta Worley of Bridgway Commerce Group, LLC (inactive)

Job title: FIELD SERVICE/SWISS CNC APPLICATIONS ENGINEER

Overall placement fee: $15,000

Fee percentage: 25%

— — —

Job recruiter: Amy Chapman of Key People Staffing

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: SENIOR DIRECTOR, LEAN MANUFACTURING

Overall placement fee: $56,250

Fee percentage: 25%

— — —

Job recruiter: Jennifer Hull of Jenn Resources

Candidate recruiter: Mark Bradley of The Recruiting Consortium, LLC

Job title: ASSOCIATE DIREDCTOR/DIRECTOR, CLINICAL QUALITY ASSURANCE

Overall placement fee: $37,500

Fee percentage: 25%

— — —

Job recruiter: Chris Burke of CB Secure Search, LLC

Candidate recruiter: Larry Gallin of Gallin Associates

Job title: SR. ELECTRICAL ENGINEER

Overall placement fee: $24,000

Fee percentage: 20%

— — —

Job recruiter: Michael Petras of Lodestar Executive Search, LLC

Candidate recruiter: Deb North of True North Consulting, LLC

Job title: OPERATIONS ANALYST

Overall placement fee: $18,900

Fee percentage: 22.5%

— — —

Job recruiter: Amy Chapman of Key People Staffing

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: AUTOMATION CONTROLS ENGINEER

Overall placement fee: $18,700

Fee percentage: 25%

— — —

Job recruiter: Sherry Umpleby of Innovative Search Solutions

Candidate recruiter: Steve Kohn of Affinity Executive Search, Inc.

Job title: PLANT CONTROLLER

Overall placement fee: $20,680

Fee percentage: Flat

— — —

Job recruiter: Jim Brown of Galileo Search, LLC

Candidate recruiter: Scott Anthony of Blue Marble Executive Search

Job title: DIRECTOR, RESULTS MANAGEMENT OFFICE (RMO)

Overall placement fee: $32,000

Fee percentage: 20%

— — —

Job recruiter: John Peterson of Sun Recruiting, Inc.

Candidate recruiter: Jagdeep (Jack) Nagdev of Staffor

Job title: MAINTENANCE SUPERINTENDENT

Overall placement fee: $31,250

Fee percentage: 25%

— — —

Job recruiter: John Peterson of Sun Recruiting, Inc.

Candidate recruiter: Jagdeep (Jack) Nagdev of Staffor

Job title: PLANT/PROJECT ENGINEER

Overall placement fee: $28,750

Fee percentage: 25%

— — —

Job recruiter: Kathlene Kuykindoll of MorningStar Recruitment, Inc.

Candidate recruiter: Gary Schultz of Work 22, Inc.

Job title: DIRECTOR OF NURSING

Overall placement fee: $22,420

Fee percentage: 19%

— — —

Job recruiter: Hilda Fourie of Systems Recruiters, LLC

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: .NET SOFTWARE DEVELOPER

Overall placement fee: $26,000

Fee percentage: 20%

— — —

Job recruiter: Mike Burks of T. Burks & Associates

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

Job title: RAW MATERIALS LEADER

Overall placement fee: $21,000

Fee percentage: 20%

— — —

Job recruiter: Angela Marasco of A. Marasco Recruiting, LLC

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: OUTSIDE SALES EXECUTIVE (INJECTION MOLDS/AUTOMATION MACHINES)

Overall placement fee: $18,000

Fee percentage: 20%

— — —

Job recruiter: Laurie Burden of The Recruiting Pro

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: GENERAL MANAGER (WELLNESS CENTER)

Overall placement fee: $8,700

Fee percentage: 15%

— — —

If you’re a newer member and you want to enjoy more success in our recruiting network, then I encourage you to contact Top Echelon Director of Network Operations Drea Codispoti, CPC/CERS.

You can do so by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com.

Last week in The Pinnacle Newsletter Blog, we announced recent changes made to Policy 2a and Policy 2c. This week, we’re addressing Policy 8, otherwise known as The “But For Rule.”

The “But For Rule” is one of the most referenced rules in both Top Echelon Network and the recruiting profession overall. However, due to changes in the TE system, specifically to features and tools that no longer exist since the rule was first introduced, we have re-stated and are reintroducing the “But For Rule” within this context.

You will see Policy #8 below as it was originally written and following that, the new edit which defines the “But For Rule” specifically and also refers to the more in-depth TE Policies that cover specific scenarios.

We recently reviewed the Top Echelon Network Policies and made revisions to a few Policies to bring them more in line with new features in the software, technology, and the evolution of recruiting industry in general. During the next couple of weeks, we will continue to share the Policies we changed and why we did so in The Pinnacle Newsletter Blog.

If you have any questions about the following changes, please contact me. You can do so by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com.

Top Echelon Network Policy #8 (Original)

Issue: “But For Rule” vs. My Candidate is Listed on the Network

Date created: 01/11/1991

The industry’s “BUT FOR RULE” takes precedence over merely having your candidate listed on the Network.

Spirit of this policy

Top Echelon Network does its best to prevent Preferred Members from distributing duplicate candidates through the Network. By doing so, most questions about “Which candidate should I honor?” are seldom asked.

It is the philosophy of Top Echelon Network that the first Preferred Member to send a satisfactory copy of the candidate’s resume and Resume Data Sheet (RDS) to Top Echelon Network will have their resume distributed through the Network system. Any other recruiters submitting the same candidate should receive notification from Top Echelon Network that this is a “duplicate candidate.” However, this recruiter is still entitled to represent their version of the candidate in any other means that they normally would (through telephone calls, emails, etc.). The only thing that they cannot do with their candidate is distribute them through the Split Candidate Database.

This non-duplication of candidates is intended to minimize the frequency of confusion over whose candidate to honor. However, it does not take precedence over the industry’s “BUT FOR RULE” (see Policy #9). For example, when you submit a job order to Top Echelon Network and several Members respond with the same candidate, you should honor the submittal that prompted action on your part.

Therefore, just because your candidate is listed on the Network, don’t assume that other Members aren’t also actively working their version of the same candidate. You still need to pay attention to job orders being distributed through Top Echelon Network, because if your candidate is a potential fit, you will want to make sure that it is your submission that prompts the other Member to take action.

Example of the “BUT FOR RULE”

BUT FOR what particular act, would the agency (or hiring authority) have the desire to pursue the candidate? In other words, what caused (or stimulated) the action to occur? Read “Employment Agency Law” by A. Bernard Frechtman for further details and examples.

Top Echelon Network Policy #8 (Revised)

Issue: “But For Rule” vs. My Candidate is Listed on the Network

Date created: 01/11/1991
Revised: 6/2/2021

The industry’s “BUT FOR RULE” takes precedence and should be used when determining ownership, the cause of an action, or to determine which source to honor.

Spirit of this policy

It is the philosophy of Top Echelon Network that no matter what information you’ve learned (e.g., candidates, clients, jobs, etc.), you must honor the source which prompted your action regarding the information. Ask yourself this question: “BUT FOR what caused my interest and/or caused (or stimulated) the action to occur?”

The answer to this question is the definition of the “But For Rule,” which can be stated as follows: “BUT FOR what particular act or information caused my interest?” The honest answer to these questions should be used when ultimately determining what directed your attention to the information (jobs, candidates, etc) and what prompted your action(s).

Top Echelon Network does its best to prevent members from distributing duplicate candidates to specific jobs through the Network system. By doing so, most questions about “Which candidate should I honor?” are seldom asked. The non-duplication of candidates is intended to minimize the frequency of confusion over whose candidate to honor. However, it does not take precedence over the spirit of the Network and definition of the “BUT FOR RULE” as stated above. See also Network Policies 9a, 9b, 9c (“Candidate Ownership”) and Policies 15a, 15b (“Honoring Referrals”).

When a split placement happens in Top Echelon’s recruiting network, it happens between two people. It happens between the Network exporter and the Network importer:

  1. The Network exporter is the recruiter who has the candidate and submits them to the importer.
  2. The Network importer is the recruiter who has the job order and accepts the candidate from the exporter.

Needless to say, we want the communication and the relationship between the exporter and the importer to be as smooth as possible. Why? Because that leads to more split placements more quickly.

That’s the reason I’ve been writing a series of blog posts devoted to describing what each group of recruiters (exporters and importers) can do in order to contribute to a healthy split recruiting relationship.

Network exporter recommendations

With that in mind, my list of recommendations for exporters is below:

1. Call importers (job order recruiters) and qualify the job orders before sending candidates to them.

2. When you have identified the candidate(s) per your discussion with the job recruiter, submit them through the system immediately.  They will either run with the candidate or ask you to get more information.

3. If an importer asks you to get updated information or work with your candidate in getting any information . . . do it and earn your 47% of the placement fee.

4. Don’t hand over the candidate and just tell them to “run with them.” This is a partnership. Would you do that with your best client? I don’t think so.

5. Make sure that your Top Echelon Network Recruiter Profile is up-to-date and fill out the specializations that you work.

6. Do NOT call other Network Members and badger them to see if they’ve received your candidate submissions. If they felt the submissions were worthy of filling their clients’ needs, they would have responded to you.

Just so you don’t think that I’m picking on the exporters, I’ll soon share a list of things that importers should do to help develop a healthy split partner relationship. Look for that post in a future issue of The Pinnacle Newsletter Blog.

If you have any questions, please contact me by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com.

We recently announced that Top Echelon is producing its own podcast. That podcast is called “The Recruiting Report.”

While the podcast is still in its infancy, we’re pleased to announce that industry trainer Greg Doersching, President of Next Level Coaching, was recently a guest on our show! Greg, as many of you know, is also glad to offer his opinions, expertise, and unique point of view to any topic, especially if that topic deals with recruiting.

During this latest episode of the show, Greg discussed the following topics (among others):

  • His experience as a recruiter during the COVID-19 pandemic last year
  • The conversations that recruiters should be having with their clients
  • The conversations that recruiters should be having with candidates
  • Why some search consultants believe that other recruiters pose the biggest threat to the profession
  • The attitude, approach, and mindset that recruiters must have, not only in this current market, but all the time!

Click HERE to listen to this episode of “The Recruiting Report” podcast!

As a reminder, “The Recruiting Report” is a podcast devoted to ALL things recruiting. In addition to market analysis and discussion regarding trends and emerging developments in the recruiting industry and profession, we will also be interviewing top trainers and other thought leaders.

If you have any suggestions for content or topics of discussion for our podcast, please send them to marketing@topechelon.com.

And of course, remember . . . always be recruiting!

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 those recruiters who can’t attend the live presentation, and we’re now pleased to offer the video from our most recent webinar by Brad Bialy of Haley Marketing.

The title of that webinar (and corresponding training video) is “Rock Star Marketing for Recruiters.”

Below is the official description for this training video:

— — —

What can recruiters and search consultants learn from professional sports, entertainment, and the largest online marketplaces?

What do your favorite team, favorite band, and Amazon all have in common?

They are marketing rock stars!

These industries lead the world in developing strategies to build brands, engage audiences, and most importantly . . . drive business. And their lessons apply to YOU!

In the next webinar video from Top Echelon’s Expert Recruiter Coaching Series, Brad Bialy of Haley Marketing shares the marketing lessons he has learned and that you can use to take your recruiting desk—and your agency—to the next level!

Watch this FREE training video!

Recorded versions of our Expert Recruiter Coaching Series 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!