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It’s no secret that Top Echelon Network members split big recruiting fees on a consistent basis. However, they don’t just do so on a quarterly basis or even on a monthly basis.

This year, TE recruiters have been splitting sizeable fees on an almost weekly basis!

We have more proof of that this week, since we’re pleased to announce that a $33,750 fee and a $28,750 fee are included in the split placements listed below. Now, you might be thinking to yourself, “Well, those fees aren’t really that big, since the recruiters involved have to split the fee.”

Keep in mind that these are placements that they would NOT have made otherwise. This is the epitome of the “Half a loaf is better than no loaf” mentality.

After all, every recruiting fee looks big when you compare it to $0.

In addition, we’re celebrating a couple of milestones this week. First, Maria Hemminger of MJ Recruiters, LLC and Jim Strickland of BioSource Recruiters made their 25th split placement together in the Network. Second, Mike Millett of Craft Recruiting made his very first placement as a Network member.

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 below reflect deals finalized in Top Echelon Network for the week of Monday, July 12, through Sunday, July 18.

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

— — —

Steve Kohn of Affinity Executive Search, Inc.

Steve Kohn

 

Nancy Hastings of The Hastings Group

Nancy Hastings

Job recruiter: Nancy Hastings of The Hastings Group

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

Job title: MAINTENANCE SUPERVISOR

Overall placement fee: $18,000

Fee percentage: 20%

This is the first split placement that Nancy and Steve have made together in Top Echelon Network.

— — —

Michael Stuck of Gables Search Group

Michael Stuck

 

Bob White of Impact Solution, Inc.

Bob White

Job recruiter: Bob White of Impact Solution, Inc.

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: INDUSTRIAL EQUIPMENT MAINTENANCE TECHNICIAN

Overall placement fee: $11,024

Fee percentage: 20%

This is the fourth split placement that Bob and Michael have made together in Top Echelon Network.

— — —

Jim Strickland of BioSource International

Jim Strickland

 

Maria Hemminger of MJ Recruiters, LLC

Maria Hemminger

Job recruiter: Maria Hemminger of MJ Recruiters, LLC

Candidate recruiter: Jim Strickland of BioSource Recruiters

Job title: PRODUCTION SUPERVISOR

Overall placement fee: $17,500

Fee percentage: 25%

This is the 25th split placement that Maria and Jim have made together in Top Echelon Network.

— — —

Michael Stuck of Gables Search Group

Michael Stuck

 

Mike Millett of Craft Recruiting

Mike Millett

Job recruiter: Mike Millett of Craft Recruiting

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: MORTGAGE LOAN ORIGINATOR

Overall placement fee: $10,000

Fee percentage: Flat

This is the first split placement that Mike and Mike have made together in Top Echelon Network.

— — —

Michael Stuck of Gables Search Group

Michael Stuck

 

Joe Cresci of Food Management Search

Joe Cresci

Job recruiter: Joe Cresci of Food Management Search

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: WAREHOUSE MANAGER

Overall placement fee: $16,000

Fee percentage: 20%

This is the third split placement that Joe and Mike have made together in Top Echelon Network.

— — —

Deb North of True North Consulting, LLC

Deb North

 

Jim Folger, CPC of One Source Technical, Inc.

Jim Folger, CPC

Job recruiter: Jim Folger of One Source Technical, Inc.

Candidate recruiter: Deb North of Deb North

Job title: SENIOR ELECTRICAL SYSTEMS ENGINEER

Overall placement fee: $28,750

Fee percentage: 25%

This is the first split placement that Jim and Deb have made together in Top Echelon Network.

— — —

Michael Stuck of Gables Search Group

Michael Stuck

 

Mike Loftus of Beacon Professional Search

Mike Loftus

Job recruiter: Mike Loftus of Beacon Professional Search

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: DIRECTOR – PLANNING

Overall placement fee: $33,750

Fee percentage: 25%

This is the second split placement that Mike and Mike have made together in Top Echelon Network.

— — —

Jeff Katz of JSK Recruiting

Jeff Katz

Job recruiter: Jeff Katz of JSK Recruiting

Candidate recruiter: Gary Elias of Elias Associates, Inc.

Job title: Plant Safety Environmental Manager

Overall placement fee: $15,600

Fee percentage: 20%

This is the first split placement that Jeff and Gary have made together in Top Echelon Network.

— — —

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.

At Top Echelon, we’re constantly upgrading both the Big Biller recruiting software and our split placement network software.

So we’re pleased to announce the following updates:

1. Recurring Activities

Scheduled Activities now include the option to repeat over a period of time. You can now apply daily, weekly, monthly, yearly, or even custom recurrence options for Activities that occur at regular intervals.

2. Ability to Collapse Left Side Data Points and Filters

A new Collapse/Expand icon has been added to the left side of People, Company, and Job Dashboards and Search Result pages to allow for more flexibility and space when viewing important table information, especially those with many columns.

3. Ability to Minimize Datasheet Cards

A new arrow in the top left corner of Datasheet cards will allow you to minimize lengthy cards to temporarily hide them from view.

4. Report an Issue in the Browser Extension

This new link at the bottom of the Browser Extension allows you to report any issues you encounter within the extension using your own words and descriptions. You can also send the source data of the page you are working on to further assist our tech team in troubleshooting and fixing your reported issue.

5. Search for Advertised to Monster

The Advertising card in Jobs Advanced Search now includes the option to search for Jobs that are posted organically to Monster.

Remember, you can always stay informed by visiting the official Top Echelon Product Updates page. You can see current and past updates, as well as which updates and upgrades are next.

If you have questions about these updates or about any other aspect of your Top Echelon Network membership and/or Big Biller software account, you can:

→ Send an email to support@topechelon.com.

→ Contact us via chat during regular business hours.

→ Visit our Help Center.

Before we explore the three stages of a trading partner relationship, let’s address the question of what a trading partner really is.

The definition of a trading partner is a business associate in whom you have placed your compete trust and confidence. You don’t hesitate to openly share your client information with your trading partner. You know they will honor the relationship that the two of you have developed.

You and your trading partner should develop a strong mutual respect that you won’t jeopardize for any reason. You won’t waste your trading partner’s time with anything less than 100% “place-able candidates” and “workable assignments.”

Your trading partner tries hard to screen in your candidate as a viable candidate rather than arbitrarily screening out your candidate over a minor point. If you altogether “miss the mark” when responding to your trading partner’s assignment, they will call and educate you on what they’re really seeking.

That being said, there are three stages of a trading partner relationship. Those stages are listed and outlined below:

#1—Outer Circle Trading Partners

These are ALL of the recruiters in Top Echelon’s split fee recruiting network who have access to your Network candidates and job orders, and vice-versa. They are good people like you, but many operate in different markets and have their own ideas about how things should be done. Most do not know your specialty areas, and you do not know theirs.

In a normal economy and depending upon your activity level, you will probably make approximately one or two splits per year with trading partners from this large sphere of recruiters. Many times, these placements occur due to good luck, because somebody happened to be in the right place at the right time.

#2—Inner Circle Trading Partners

These are those 20 to 35 recruiters with whom you have some things in common and with whom you talk on the phone at least once a month. You understand the areas they work, but you do not have enough in common with them to be on the phone every day.

In a normal economy, you should expect to split between one and three placements per year with them. Although you try to complete splits with your Inner Circle Trading Partners, you will not necessarily be able to complete a split with them. That’s fine, since next year you might be able to do so.

#3—Core Group Trading Partners

These are the six to 10 recruiters with whom you have a great deal in common. You are constantly communicating with each other about the assignments that you’re working on.

In a good economy, you should work to complete one placement every three or four months with each recruiter in your core group. You and your trading partners recognize that you both must be willing to help each other make placements by following a “give-and-take” philosophy. Sometimes you will place their candidates, and sometimes they will place yours.

A one-sided relationship is NOT healthy for the long term. You must be willing to go out of your way to make sure that you and your core group of trading partners are regularly making split placements together.

Over time, you will find that your core group relationships are more valuable to you than most of your client relationships because of the reliability of repeat placements!

I invite you to download a copy of “Planning Your Network Success: A Guide to Growth Within Top Echelon Network.

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

Welcome to the fourth and final blog post in my series about how to enjoy more “Exporter Success” as a member of Top Echelon’s recruiting network. This post deals with qualifying candidates in the Network.

The first part in this series dealt with creating Job Alerts properly.

The second part dealt with thoroughly understanding the job description.

The third part dealt with qualifying the job order.

In this latest installment, I’d like to discuss qualifying the candidates that you submit to other recruiters in Top Echelon Network. What do I mean by “qualifying”?

Don’t assume your version of qualifying candidates matches that of the other recruiter. Keep this question in mind: what is the process that you use to submit candidates to your own clients’ positions?

Blueprint for qualifying candidates

After all, you don’t just send candidates to your clients so they can run with them and then expect them to send you a check because you forwarded a few resumes . . . do you?

With that in mind, follow the four steps below:

#1—Talk with the candidate.

#2—Don’t go along with the fact that the candidate thinks they’re a fit for the position. Use your experience and knowledge of the position and the niche. (You’re still working inside your niche and to your strengths, right?)

#3—Make sure that the candidate is qualified by all terms of the job description and they’re available and looking to make a move.

#4—When you have candidates who have been qualified and not just resumes, send those candidates to your split recruiting partners and follow that up with a telephone call!

And of course, what is the most important thread when qualifying candidates?

Communication, communication, and MORE communication.

I hope this has been a helpful series of blog posts. If you have any questions about  how you can experience more success in Top Echelon Network, please contact me.

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

We’re all drowning from information saturation due to current events, so I will keep this brief. I have a simple recipe for success in Top Echelon Network.

Once you have followed through with this, weeks or months down the road, you will see a difference in what you are doing in our recruiting network. This is a difference that can yield a stronger understanding of what is happening in your TE community, relationships that will prove to be fruitful, and success in your business. Let’s face it: these are the reasons you’re here.

How long does it take to build momentum in Top Echelon? It is up to YOU.

When you join the local gym, do you expect to look like Captain America after two weeks of working out and trying to stay on a healthy diet? It’s a process that requires diligence, yet the results are life-changing . . . Top Echelon Network is no different.

Here is your road map:

  1. Update Your Recruiter Profile.
    • Add a photo (please refrain from selfies, otherwise called “lonelies”).
    • Tag yourself with ALL relevant NAICS/Industry and SOC codes.  In the description, spell out the details about you as a recruiter, such as the position titles and skill sets that define your recruiting practice.
    • Personal profile: who are you? Let other members know who you are as an Earth-dwelling human.
  2. Share any active jobs you have to the Network.
    • The clients that are hiring right now need to see your capabilities. Be the recruiter who provides that client with the best talent in the most timely fashion by leveraging the power of Top Echelon Network.
  3. Respond to any Network requests of your candidates.
  4. Call at least three recruiters each week who work your niche, introduce yourself, initiate a new relationship, or rekindle an existing one.
    1. “How do I find who works what I do?”
      • Run a search in the Network Candidates sourcing tool for the types of candidates you regularly seek. When you see recurring names of Network members in the results, those are your partners whom you have not yet met. (Or you could look to the bottom left of the filters and see the top five recruiters who are holding the majority of the candidates in your search results.)
      • Create an Alert in Network Jobs that will show you which jobs are currently in Top Echelon and will ALERT you to the new ones daily.

Do you want to wait for the battle to learn to fight . . . or prepare NOW?