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Welcome to our next installment of anniversary celebrations in Top Echelon’s recruiter network! As you probably know, we value loyalty, commitment, and longevity. That’s why we started this feature, to highlight those agencies that have exhibited all three down through the years.

And we have some big anniversaries to celebrate in this issue of The Pinnacle Newsletter Blog! In fact, we have four anniversary celebrations over 20 years:

  • Command Consultants, Inc. (27 years)
  • EXEK Recruiters, Ltd. (24 years)
  • Med Exec International/MEIRxRS (24 years)
  • (21 years)

Anniversary celebrations . . . and money!

Last month, we started publishing the cash-in totals of the agencies highlighted for anniversaries. This month, we’re going to continue that practice. Sadly, the overall amount for the month of August pales in comparison to July. That’s because the amount for July was $6,767,969.

The amount for August is not “chump change” by any stretch of the imagination, but it’s not six million dollars. It is, in fact, $3,876,236. That’s the total amount that the agencies listed below have billed as members of Top Echelon Network.

In fact, one of the agencies, EXEK Recruiters, is a Million Dollar Producer. EXEK has billed close to $1.3 million since joining the Network in 1993. However, we’d like to congratulate every agency and recruiter listed below. They’ve made great contributions to the success of our split network. For that, we are grateful.

(Editor’s note: Top Echelon recognizes firms celebrating five, 10, 15, and 20-year Network anniversaries, plus any firm celebrating an anniversary in excess of 20 years.)

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27-Year Anniversary

Command Consultants, Inc. in Nashville, Tennessee
Staff Members: Mark London
Agency Join Date: August 22, 1990
Placements: 76
Career cash-in: $655,695

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24-Year Anniversary

EXEK Recruiters, Ltd. in Rochester, New York
Staff Members: Larry Ploscowe
Agency Join Date: August 19, 1993
Placements: 141
Career cash-in: $1,261,468

Med Exec International/MEIRxRS in Glendale, California
Staff Members: Rosemarie Christopher, Jan Clements, Lewis Casey, and Paul Dionne
Agency Join Date: August 23, 1993
Placements: 61
Career cash-in: $606,958

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21-Year Anniversary in Ojai, California
Staff Members: Michael Muller
Agency Join Date: August 29, 1996
Placements: 28
Career cash-in: $219,534

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15-Year Anniversary

Welsh & Associates, Inc. in Kalamazoo, Michigan
Staff Members: Sheri Welsh, John Mayer, Anne Charette, Jerry Wallace, and Maryann Flynn
Agency Join Date: August 5, 2002
Placements: 19
Career cash-in: $159,388

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10-Year Anniversary

Eric V. Stearley, CPC & Associates in Brazil, Indiana
Staff Members: Eric V. Stearley, CPC
Agency Join Date: August 1, 2007
Placements: 27
Career cash-in: $216,871

One Source Technical, Inc. in Solon, Ohio
Staff Members: Jim Folger, CPC; Jimmy Folger, Ryan Folger, and Andy Johnson
Agency Join Date: August 1, 2007
Placements: 19
Career cash-in: $163,064

Ron Sunshine Associates, LLC in Frisco, Texas
Staff Members: Ron Sunshine and Stacy Moscowitz
Agency Join Date: August 29, 2007
Placements: 58
Career cash-in: $593,258

Get your applicant tracking software user tips! Get your fresh user tips!

Yes, that’s right. We’re back with more recruiting software best practices and tips. As per usual, these are “Did You Know?” tips associated with Big Biller. These tips have run in the news section of Big Biller, and now they’re here in The Pinnacle Newsletter Blog.

And also as per usual, a link to a Help Center article and/or video that explains the feature in more detail accompanies each tip. (Spoiler alert: the Help Center is available 24/7 to answer your questions and provide assistance.)

The next three tips for users of the Big Biller applicant tracking software are listed below. Don’t forget to backtrack and see our previous entries in this series. Because hey, the more tips, the better.

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Did You Know . . . You Can Email Candidates from a Pipeline?

Did you know . . . that a Pipeline is the best place to work your job orders and qualify your candidates within the Big Biller recruitment software? If email correspondence is a regular part of your qualification process, you can send individual or mass emails directly from your candidate list of a job order’s Pipeline.

Click HERE for a Help Center article about how to email candidates from a Pipeline!

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Did You Know . . . About Reminders for Scheduled Activities?

Do you want to be alerted when a timed activity is approaching? Big Biller will display an event reminder when a Remind Me time is applied to any timed activity. When the reminder date and time arrive, you’ll see the event reminder window displayed in the top left-hand corner of the database.

Click HERE for a Help Center article about reminders for scheduled activities!

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Did You Know . . . the Person Type Field?

Within the Big Biller online recruiting software, the People tab houses all of your candidates AND all of your contacts. Therefore, you’ll want to make sure to label all of your people records appropriately if you wish to search by Person Type.

Click HERE for a Help Center article about the Person Type field!

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Check future issues of The Pinnacle Newsletter Blog for another installment of “Did You Know?”

Are you ready to save time with the Big Biller applicant tracking system and see what it can do for your agency? Then click HERE to sign up for a LIVE demo!

See the photo above? That’s a big burger. Actually, that’s two big burgers. What do they have to do with split placements? Nothing, except that this blog post deals with the concept of big. Specifically, it deals with the largest split placement fee for July: $56,250!

And let’s face it, that kind of money buys a LOT of burgers.

The largest split placement fee and a familiar face

That’s enough about burgers. Now let’s talk about faces. One face in particular that merits discussion is Mary Anne Buckley’s. That’s because it has surfaced time and again over the years when it comes to the largest split placement in TE.

And Mary Anne hasn’t just won the award in the monthly category. She’s also won the award for both the quarter and the year. The obvious conclusion? Mary Anne Buckley knows how to score big recruiting fees.

Last month, she teamed with Veronica Snyder for another fee in excess of $50,000. Of Mary Anne’s 18 placements in the Network, four of them have exceeded that total. Not only that, but 10 of them have exceeded $40,000.

We also have an honorable mention. That’s because Michael Stuck of Gables Search Group and Nancy Hastings of The Hastings Group split a $55,000 placement fee in July. It’s not often that there are two such placements in TE within the same month.

Once again, it goes to show that there IS money to be made in a recruiting network. You just need to know where to look and how to work.

Now . . . who wants a burger?

If you need help with your split recruiting efforts in TE, then contact Director of Network Operations Drea Codispoti, CPC/CERS. You can do so by calling 330.455.1433, x156 or by sending an email to

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Largest Split Placement Fee for July:

Mary Anne Buckley, CPC of Interstate Recruiters Corp

Mary Anne Buckley, CPC

Veronica Snyder of Career Professionals, Inc.

Veronica Snyder

Mary Anne Buckley of Interstate Recruiters Corp and Veronica Snyder of Career Professionals, Inc.

The position for this split placement was a Director of Manufacturing Strategy. Mary Anne was the job order recruiter, and Veronica was the candidate recruiter.

The action that stimulated this split placement was listed as “Offline Communication with a Member.”

The fee for this split placement was $56,250.

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Top Echelon determines the monthly and quarterly winners of its Network split fee recruiting awards in four distinct categories, which are listed below:

1.) Recruiter of the Month
2.) Largest Split Fee of the Month
3.) Recruiter of the Quarter
4.) Largest Split Fee of the Quarter

We only announce the winners of these awards in The Pinnacle Newsletter Blog. We do so usually (but not always) in the issue following the conclusion of each month and/or quarter.

Last week, we explored how important social media is to recruiting success. (At least, as far as members of Top Echelon’s split fee recruiting network are concerned.)

This week, we’re turning our attention to recruitment websites. How important are they to recruiting success? Once again, we’re turning to the members of our split network for answers.

Those members gave us their answers in response to a recent poll that we conducted in the Members’ Area. The question associated with that poll was as follows:

How important is a website to a recruiting firm’s success?

The choice of answers that we provided is listed below, along with the percentage of Network recruiters that selected each one:

  • Very important — 49.6%
  • Somewhat important — 38.9%
  • Neither important nor unimportant — 8.8%
  • Ultimately not important at all — 2.7%

A nearly 90% recruiting success rate!

As with last week’s poll, the results of this poll are rather clear cut. The vast majority of participants believe that a website is important to some degree.

Specifically, nearly half of them (49.6%) believe that websites are “very important” to recruiting success. Another 28.9% are of the opinion that recruitment company websites are “somewhat important.” Put those two percentages together, and you have 88.5%. That’s nearly 9 out of 10 recruiters who believe that a website is important to one degree or another.

Then there are the rest. That includes the 8.8% that chose “neither important nor unimportant” as their answer. And then there’s the 2.7% that believe websites are “ultimately not important at all.”

Websites have become more crucial to recruiting success with each passing year. That’s a testament to the influence that technology continues to have on the profession. Much like social media, perhaps one day ALL recruiters will believe that websites are important to their success.

And more than likely, when that day comes, ALL recruiting agencies will have a website.

If you want to experience more success in Top Echelon’s recruiting network and make more split placements, then contact Director of Network Operations Drea Codispoti, CPC/CERS. You can do so by calling 330.455.1433, x156 or by sending an email to

(Editor’s note: This blog post is one in a series that focuses on the most common reasons why recruiters don’t make contract placements. These reasons are based on common misconceptions about contract staffing. These misconceptions prevent recruiters from reaping the benefits of offering contractors to their clients.)

Misconception #1: My clients don’t need contractors

Have you specifically asked your clients if they have a need for contractors? If not, you may want to ask them, and you might be surprised by the answer. More and more companies are turning to contractors. As a result, it’s likely that at least some of your clients have considered contract staffing or are even utilizing contractors already.

So why haven’t they asked YOU about it? Well, if you have never discussed contract staffing services with them, they may assume you don’t do it. By simply telling them that you can handle contractors, you may be able to keep them from turning to your competitors.

Another possibility is that your clients may not know that contractors can solve a variety of problems. Try asking the following questions to find out if they have a problem contractors could solve:

  • Do you have a hiring freeze now that prohibits you from hiring someone?
  • Or how about a deadline or special project that you need completed?
  • Do you need to reduce tax risks associated with 1099 independent contractors?
  • Would you like to evaluate a candidate’s skills prior to offering direct employment?

From vendor to trusted partner!

These are very real problems that contract staffing can help solve. By offering contract staffing solutions, you go from being just a vendor to becoming your client’s trusted partner.

The only way to be truly sure that your clients don’t have a need for contractors is to talk to them about it. By showing clients that you can meet ALL of their staffing needs, you can open the door for additional opportunities and revenue!

Are YOU in need of a recruitment back office or contract placement services?

Then download our Quick-Start Guide to Contract Staffing. Or request a demo from one of our contract staffing specialists.