You would think that once a recruiter has been inducted into the Top Echelon Hall of Fame, they wouldn’t bother attending any more TE Network events. I mean, after all, they probably know everything by now, right?

Matthew Deutsch

Ann has completed 76 split placements through TE Network and billed nearly $1 million in Network fees. Those numbers place her among the Network’s most accomplished recruiters, but they also reinforce a lesson she has learned over years of collaboration: the strongest recruiting relationships are often built face to face.

That belief is one of the biggest reasons she’ll be in Chicago in October for TE Connect Fall 2026.

“I usually make at least ONE placement every time I attend these in-person events,” said Ann. “I’ve been working with multiple recruiters who I met for the first time there and others I’ve met before. I’ve not made a placement since the last TE Conference in Tampa, but I know it’s just a matter of time. I still have 2½ months to close one.”

For Ann, the conference is an opportunity to strengthen existing relationships, establish new ones, and create opportunities that often translate into future split placements.

Relationships Lead to Results

One of the defining features of TE Connect is the opportunity to meet fellow recruiters from across the country in person. While recruiters communicate regularly throughout the year through phone calls, emails, and the TE Network platform, nothing replaces the trust that develops when people spend time together.

Ann has seen that firsthand.

Over the years, she has made it a priority to expand her network every time she attends a conference rather than simply spending time with recruiters she already knows. That approach has led to some of her most successful professional relationships.

“Drea [Codispoti] always encourages us to NOT sit with people we know,” Ann said. “I try to meet every single person at every conference I attend.”

That philosophy paid off during TE Connect Fall 2022 in Chicago.

“In Chicago in the fall of 2022, I invited a woman I’d never seen before to join our table for breakfast,” she recalled. “Christina Boudreaux and I completed a search before the spring 2023 conference in New Orleans and took our successful candidate out to dinner. We’ve split over $260K in fees in a total of six searches since then.”

It’s a remarkable example of how a simple conversation over breakfast can evolve into a highly productive recruiting relationship. Rather than viewing the conference as a series of educational sessions alone, Ann approaches every event as an opportunity to build meaningful connections that can continue generating results for years.

Her story illustrates a point that many successful TE Network recruiters understand well. Every person in the room represents the possibility of future collaboration. A recruiter you meet for the first time today may become someone with whom you complete multiple placements over the next several years.

Investing in New Recruiters Strengthens the Network

Although Ann has achieved impressive success within TE Network, she remains focused on helping others succeed, as well.

Ann Boland

As the Network continues to grow, each conference welcomes first-time attendees who are eager to learn how to maximize the value of their membership. Ann believes experienced recruiters have an opportunity to shorten that learning curve by sharing what they’ve learned.

“I hope to meet as many new people who’ve joined the Network as I can,” she said when asked what she hopes to gain from this year’s conference. “I’ve talked with a number of first-time attendees from the last conference, and you can save new members a lot of time just by investing time in them up front.”

That willingness to help newer members reflects one of the qualities that has long distinguished TE Network. While recruiters naturally compete in the marketplace, they also recognize that everyone benefits when members build stronger relationships, communicate openly, and learn from one another.

For new recruiters, a conversation with someone who has completed 76 split placements can provide insights that might otherwise take years to acquire. For experienced recruiters like Ann, sharing those lessons often leads to new relationships that benefit everyone involved.

The conference creates an environment where those conversations happen naturally, whether during educational sessions, networking breaks, meals, or informal discussions between presentations.

Trust Makes All the Difference

Ask Ann why recruiters should attend a TE Network event, and her answer centers on one word: trust. (Which, as you may or may not know, is one of The Four Pillars of TE Network.)

“You wouldn’t consider hiring an employee you’ve never met,” she said. “My membership in TE makes it possible for me to not have to manage people. I’ve met in person almost every recruiter with whom I’ve done a split in TE. It makes all the difference—trust, confidence, etc.”

Those relationships become especially important when recruiters are working together to fill critical positions. Split recruiting requires confidence in another recruiter’s professionalism, communication, and commitment to delivering exceptional candidates. Meeting in person provides a level of familiarity that simply can’t be replicated through emails or phone calls.

For Ann, those face-to-face interactions have helped create relationships that continue producing successful searches long after the conference has ended.

Her nearly $1 million in Network billings demonstrates what’s possible when recruiters consistently invest in building those relationships. While technology makes it easier than ever to communicate remotely, TE Connect continues to prove that personal interaction remains one of the most valuable business development tools available.

As recruiters gather in Chicago this October, many will arrive hoping to sharpen their recruiting skills, learn new strategies, and expand their professional networks. Ann’s experience suggests that they’ll likely leave with something even more valuable: relationships that can generate placements for years to come.

Join Us in Chicago This Fall

TE Connect Fall 2026 will take place Thursday and Friday, October 29 and 30, at the Sheraton Suites Chicago O’Hare in Chicago.

Early Bird Registration is just $375 per person and includes product insight and software training, recruiter-to-recruiter networking, and practical strategies that attendees can immediately apply to their recruiting businesses.

Whether you’re attending your first TE Connect or returning as a seasoned Network recruiter, the conference offers an opportunity to strengthen relationships, exchange ideas, and discover new opportunities for collaboration.

As Ann Boland’s experience demonstrates, one conversation, one introduction, or even one shared breakfast can become the beginning of a recruiting relationship that produces exceptional results well into the future.

Recruiting is a profession built on resilience.

Matthew Deutsch

Every recruiter experiences highs and lows throughout the year. One month may bring multiple placements, while the next is filled with stalled searches, difficult negotiations, and unpredictable market conditions.

That reality makes motivation an important factor in long-term success, which is why Top Echelon recently surveyed recruiters about how they’re feeling halfway through 2026.

The responses paint an encouraging picture. Despite a challenging hiring environment, most recruiters remain motivated and optimistic.

At the same time, the survey reveals several clear themes about what drives recruiter performance and what agencies can do to help their teams finish the year strong.

Motivation Remains Surprisingly High

The first takeaway from the survey is that recruiters continue to bring energy to their work.

More than one-third of respondents (35.4%) said they feel extremely motivated in their recruiting role, while another 34.4% reported being very motivated. Combined, nearly 70% of recruiters describe themselves as highly motivated.

An additional 20.83% said they feel moderately motivated, leaving fewer than 10% who described themselves as slightly unmotivated or completely burned out.

Those results are encouraging given the economic uncertainty and fluctuating hiring activity many recruiters have experienced during the past year. While recruiting has never been an easy profession, the data suggests most recruiters remain committed to their clients, candidates, and personal success.

Compensation: Still Important

When asked about satisfaction with their compensation structure, recruiters were generally positive.

More than 40% reported being very satisfied, while another 31.3% said they were somewhat satisfied. Only about 11% expressed dissatisfaction with their compensation.

However, one question made it abundantly clear what motivates recruiters financially.

More than three-quarters of respondents (76.04%) selected commission percentage as the component of compensation that has the greatest impact on their motivation. No other answer came close. Draw structures, bonuses, profit sharing, and recognition all received relatively few votes by comparison.

The message is straightforward. Recruiters remain highly performance driven, and commission opportunities continue to be the strongest financial motivator.

Income Has Been Mixed in 2026

Not every recruiter has experienced the same financial results this year.

About one-third of respondents reported earning more than they did at the same point last year, including 9.38% who said their income is significantly higher and 22.9% who said it is slightly higher.

At the same time, approximately 35% indicated their income has declined, while nearly one-third reported their earnings have remained about the same.

These responses reinforce what many recruiting firms are seeing across the industry. Opportunity still exists, but results vary considerably depending upon specialization, client activity, market conditions, and execution.

Earnings Potential Leads the List of Motivators

When recruiters were asked what factor is having the greatest impact on their motivation today, earnings potential finished first at 30.21%.

That was followed by market conditions (22.92%), client or candidate behavior (17.71%), and personal or family priorities (15.63%).

Interestingly, leadership or firm support ranked last at just over 4%.

This suggests that while internal management certainly matters, recruiters remain primarily focused on factors that directly influence their ability to make placements and generate income.

Burnout Isn’t as Widespread as Many Might Assume

Burnout has received significant attention throughout the recruiting profession during the past several years, but this survey suggests the situation may be more balanced than many expect.

More than 70% of respondents reported feeling either not at all burned out or only slightly burned out. About 21% described themselves as moderately burned out, while fewer than 10% said they were very or completely burned out.

That doesn’t mean burnout isn’t real. Recruiting remains a demanding profession filled with emotional highs and lows.

However, the data suggests that most recruiters continue to approach their work with energy rather than exhaustion.

Better Job Orders Top Recruiters’ Wish Lists

Perhaps the most revealing question in the survey asked recruiters what single change would improve their motivation during the remainder of 2026.

The overwhelming winner wasn’t higher commissions, reduced administrative work, or additional flexibility.

More than half of respondents (52.1%) selected better-quality job orders.

Only 28.1% chose higher commissions or fees, while the remaining responses were split among reducing administrative work, more flexibility, and stronger leadership support.

This finding speaks volumes.

Recruiters are confident they can earn more money if they’re given stronger opportunities to work. High-quality, fillable job orders provide momentum, increase confidence, and naturally lead to more placements and higher commissions.

In many ways, better opportunities are viewed as even more valuable than increasing commission percentages.

Looking Ahead

The survey results offer plenty of reasons for optimism.

Recruiters remain motivated, most are satisfied with their compensation, and burnout appears less widespread than many might expect. At the same time, the responses also highlight what recruiters value most: meaningful earning opportunities, quality job orders, and the ability to capitalize on strong recruiting opportunities.

For recruiting firm owners and managers, these findings provide valuable insight into what drives performance. While compensation structures remain important, helping recruiters secure stronger, more fillable job orders may be the single most effective way to improve both motivation and production during the second half of the year.

And for recruiters themselves, the survey serves as a reminder that even in a challenging market, the profession remains filled with opportunity for those who stay engaged, continue building relationships, and focus on the activities that ultimately lead to more placements.