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It should come as no surprise that Top Echelon Network recruiters were not able to record 25 split placements for the second week in a row. However, Network members were still able to reach double digits with 12 splits!

When perusing through the information associated with those splits, you may notice that there a few new names. That’s because newer Network members are finding success with Top Echelon’s split tools and features, and in some cases, they’re finding that success fairly quickly.

It might still be summer, but there has been no slowdown in the activity in Top Echelon or the number of split placements made by Network members. Considering the current state of the economy and the shortage of job candidates that exists, this high level of activity should continue through the rest of the year!

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, August 2, through Sunday, August 8.

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: Neily Horan of Horan Hiring Solutions

Candidate recruiter: Terry Rhodes of NewCareers

Job title: ASSEMBLY SUPERVISOR

Overall placement fee: $14,300

Fee percentage: 20%

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

— — —

Job recruiter: David Evans of Perfect Fit Placement

Candidate recruiter: Ann Boland of The Boland Group

Job title: EXECUTIVE DIRECTOR/UPPER SOUTH CAROLINA

Overall placement fee: $37,800

Fee percentage: 28%

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

— — —

Job recruiter: Maria Hemminger of MJ Recruiters, LLC

Candidate recruiter: Jim Strickland of BioSource Recruiters

Job title: PRODUCTION SUPERVISOR

Overall placement fee: $17,400

Fee percentage: 30%

This is the 26th split placement that Maria and Jim have made together in Top Echelon Network.

— — —

Job recruiter: Kelly Duke of Kelly Duke Staffing, LLC

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: ELECTRONICS TECHNICIAN

Overall placement fee: $3,588

Fee percentage: 23%

This is the first placement that Kelly and Trey have made together in Top Echelon Network.

— — —

Job recruiter: Eric V. Stearley, CPC of Eric V. Stearley, CPC & Associates

Candidate recruiter: Steve Kohn of Affinity Executive Search

Job title: MANUFACTURING MANAGER  

Overall placement fee: $27,500

Fee percentage: 25%

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

— — —

Job recruiter: Erika Staszewski of Integritas Search

Candidate recruiter: Gary Schultz of Work 22, Inc.

Job title: APPLICATIONS ENGINEER

Overall placement fee: $22,500

Fee percentage: 25%

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

— — —

Job recruiter: Jennifer Hull of Jenn Resources

Candidate recruiter: Sophi LaRose of Sola Staffing, LLC

Job title: REGIONAL CRA – FLORIDA – MED DEV

Overall placement fee: $25,000

Fee percentage: 25%

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

— — —

Job recruiter: Pat McCombs, CPC of KB Search Team, LLC

Candidate recruiter: Ariane Gamboa of Craft Recruiting

Job title: CONTROLLER

Overall placement fee: $31,250

Fee percentage: 25%

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

— — —

Job recruiter: Shannon Spinks of Gateway Sourcing, LLC

Candidate recruiter: Steve Zollner of The Sunridge Group

Job title: ORACLE EBS WMS FUNCTIONAL CONSULTANT

Overall placement fee: $28,600

Fee percentage: 22%

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

— — —

Job recruiter: Scott Szur of The Harrison Group, LLC

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

Job title: SENIOR FORMULATION CHEMIST

Overall placement fee: $13,000

Fee percentage: Flat

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

— — —

Job recruiter: James Sullivan of Ethical Search Professionals, Ltd.

Candidate recruiter: Jagdeep (Jack) Nagdev of Staffor

Job title: DIRECTOR OF MANUFACTURING

Overall placement fee: $44,000

Fee percentage: 22%

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

— — —

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

Candidate recruiter: Pamela Mahadeo Dimarzio of Pam & Co.

Job title: OPERATIONS ENGINEERING PROJECT MANAGER

Overall placement fee: $15,000

Fee percentage: Flat

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

— — —

If you’re a newer Network member and you want 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 330.455.1433, x156 or by sending an email to drea@topechelon.com.

We recently announced changes to a couple of the Top Echelon Network Policies. Specifically, those policies were Policy #2 and Policy #8.

This week in The Pinnacle Newsletter Blog, I’d like to announce that we have eliminated an outdated policy. That policy is Top Echelon Network Policy #16, and issue associated with that policy was “How Top Echelon Network Handles ‘John Doe’ Candidates.”

The reason that we eliminated this policy is because “John Doe candidates” no longer exist in the Network software. Previously, these types of candidates represented “a candidate submission to Top Echelon Network without the candidate’s contact information and resume included.”

For reference, below is Top Echelon Network Policy #16 as it was. Now that it has been eliminated from the Network Policies, Policy #`17 has now become Policy #16 and Policy #18 has become Policy #17.

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 #16 (Eliminated)

Issue: How Top Echelon Network Handles “John Doe” Candidates

Date created: 06/20/1995
Dates revised: 05/18/2007, 8/26/2010
Date eliminated: 08/01/2021

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

A “John Doe” candidate is a candidate submission to Top Echelon Network without the candidate’s contact information and resume included.  The candidate’s name, address, phone number, current employer, etc., are all omitted.  A “John Doe” submission is simply a blinded candidate profile.

The following five rules illustrate Top Echelon Network’s policy for handling “John Doe” candidates:

Rule #1: Top Echelon Network will allow “John Doe” candidates to be submitted by any Member for any reason.

Rule #2: A candidate submitted as a “John Doe” will consist of the candidate’s profile (Resume Data Sheet —RDS) only.  Actual resumes will not be included with “John Doe” candidates.  NOTE: “John Doe” candidates were initially intended to be a vehicle to submit a blinded profile for a candidate.  The Top Echelon Network software does not permit the uploading of a resume with a “John Doe” candidate.

Rule #3: Top Echelon Network will not attempt to prevent the duplication of “John Doe” candidate profiles.  NOTE: Top Echelon Network does not attempt to stop duplication of “John Doe” candidates because we do not know the candidate’s identity, nor do we have the candidate’s resume. 

Rule #4: Top Echelon Network Members are free to specify any fee they desire on any candidate they submit to Top Echelon Network, including “John Doe” candidates.

Rule #5: Top Echelon Network will purge a “John Doe” candidate after a period of three months, as opposed to the six-month period for all other full-contact candidates.

We all want the same things . . .

  • Have great relationships
  • Make more placements
  • Help our trading partners
  • Make more money
  • The end of “reality” TV shows
  • World peace . . . if you are a Miss America contestant

But it takes work to get these great things. It takes work to get anything that is worthwhile. If there is no value set to anything, it in turn has NO value.

Our basic tendency is to “want” to do the right thing, but sometimes we just can’t rise up a bit to get what needs to get done . . . DONE!

Follow up and follow through

This rings true in split partner relationships. You ask for help on a job order. You post the job on Top Echelon Network. Then you call a few partners or they contact you for help and this wonderful conversations occurs. This is going to be great!

“They really qualified the job wonderfully, and I can’t wait to get candidates from them . . .”

One of three things happens:

1.) They call/email you back shortly and say, “Here are the candidates who are great matches according to our conversation.” You move forward together, and before you know it, the Completed Placement Form is being filed.

2.) They call/email you back shortly and present the candidates who are great matches, and you never respond to them.

3.) They don’t call/email or smoke signal you at all after you had this great conversation about the job . . . WHAT?

You ask yourself, “What did I miss? What just happened? Where is my return call, email, smoke signal, etc.?”

The truth is that we are ALL busy: you, your Top Echelon split network partners, and your clients. No one is an exception.

We all have to be better at the “follow through.” It’s a vital dynamic in any business partnership. The lack of follow through in any relationship always leaves something on the table or an opportunity left behind.

Do you call your clients back?

Take a moment and respond to your split recruiting partners as you would your clients. You DO call your clients back, don’t you?

Your split partners are no different. In fact, you should treat them better than your clients. They are “in the trenches” with you, day after day and week after week.

Your client of 10 years may disappear tomorrow (especially in these uncertain times), but your TE partners will be always be here. Unless, that is, you treat them as an annoyance or a bother to the things that you really thought were important at the time.

You know it’s the right thing to do, so why do you not follow through? Too busy? That’s a poor excuse, and you are better than that. That statement equates to “My dog ate my homework.”

Excuses be gone!

When your partners reach out to you, CALL THEM BACK! See that thing on your desk called a phone? PICK IT UP!

If you have any questions about this blog post or your Top Echelon recruiting network membership, please contact me.

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

Obviously, networking is a huge part of Top Echelon Network, but what are the specific reasons why you should network?

What can you get out of it? In other words, what are the benefits of being a Network member?

First and foremost, what does networking cost?

The answer to this question is individual to each recruiter. However, there are certain costs that are pretty much constant. They include the price of your Top Echelon Network membership, increased phone time, an investment of time overall, participation, and possibly an occasional headache. As for any additional costs, those would be up to you.

However, what are the benefits of networking? What’s the return that you would receive on your investment?

There are a total of 11 networking benefits for members of Top Echelon’s recruiter network. Specifically, there are four tangible benefits and seven intangible benefits, and I’ve listed them below:

4 Tangible Benefits:

  1. Make more money.
  2. Gain increased exposure for your recruited candidates.
  3. Gain exposure for your clients’ job openings.
  4. More easily satisfy your clients because you have more resources at your disposal.

7 Intangible Benefits:

  1. Recognition by your peers when you excel.
  2. The support of the entire Network behind you.
  3. Have fun while making money.
  4. Grow professionally (through training, education, recruiter networking events, and peer-to-peer information exchanges).
  5. Reputation with your clients is enhanced.
  6. Reputation with your candidates is enhanced.
  7. Through the Internet, specifically your website, your Network membership can help you to attract candidates and clients.

As you can see, the benefits of networking—both tangible and intangible—far outweigh the cost of networking and the corresponding investment of time and money. That’s why networking is so integral to Top Echelon, because the investment that you make in networking ends up paying off in the form of split placements.

So invest as much as you can in networking as a member of Top Echelon . . . and see how many benefits come your way.

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

If you have any questions, please give me a call at 330.455.1433, x156.

In Top Echelon Network, exporters are those recruiters who “export” candidates. In other words, they provide candidates to other Network members who have open job orders.

(We recently published a series of articles about best practices for exporters in Top Echelon.)

So you’re either an exporter only in our recruiting network, an importer only, or you’re both. There is no wrong answer.

Your recruiting desk and your agency are unique. Whatever works for you, well . . . works for you.

However, if you are an exporter or you do supply candidates to other Network members, then I would like you to send me an email.

When you email me, indicate the industries that you serve. State the niches in which you export candidates. Some examples include the following:

  • Manufacturing
  • Engineering
  • Healthcare
  • Information Technology
  • Biotech/Scientific
  • Food & Beverage
  • Automation & Controls
  • Accounting
  • Construction
  • Chemicals
  • Aerospace

During these crazy and ultimately uncertain times, both in the world and within the economy and employment marketplace, I want to take a proactive approach to helping Network members.

I want to help match your candidates with other recruiters who need candidates to fill their clients’ job orders.

So if you’re an exporter, contact me immediately. Do it today, if possible.

Let’s do everything we can to be as successful as we can, and let’s help our split recruiting partners in the process.