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Okay . . . so what are we doing NOW?  Yes, we’re trying something new again, in our never-ending quest to provide you with a better newsletter and blogging experience.

This week, we’re publishing the Completed split fee recruiting placements, but we’re also publishing the pictures of recruiters involved in each split.  That way, not only will you know who’s make money in Top Echelon Network, you can see what they look like, too.

Now if you want to see the amount of the fees associated with each of these placements, all you have to do is login to the Members’ Area and click on the profiles of the recruiters involved.  The fee totals will be listed along with those placements.

So, here are this week’s Completed Placements (with pictures) . . .


Completed Placements—Direct

Tom Heeney, CPCTrey CameronJob order recruiter: Tom Heeney of Corporate Resources, LLC

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Job title: Quality and Regulatory Specialist

Action causing placement: Regular communication with a Top Echelon Network Member



Scot StrawScott Riffle, CPCJob order recruiter: Scot Straw of C.G. & Company

Candidate recruiter: Scott J. Riffle, CPC of SJR & Associates

Job title: Manager of Mechanical Engineers

Action causing placement: Regular Communication with a Top Echelon Network Member





Larry RadzelyJob order recruiter: Georgette Sandifer of Gallman Consulting

Candidate recruiter: Larry Radzely of Adel-Lawrence Associates, Inc.

Job title: Field Service Engineer

Action causing placement: Regular communication with a TE Network Member



Mark WalstromJob order recruiter: Mark Walstrom of The Walstrom Group

Candidate recruiter: Hani Mussa of KnowPeople, Inc.

Job title: R&D Compliance Manager

Action causing placement: Regular communication with a Top Echelon Network Member



Completed Placements—Contract

Donna Carroll, CPCGary SilverJob order recruiter: Donna Carroll of Systems Personnel

Candidate recruiter: Gary Silver of The Shay Group

Job title: Software Developer

Duration: Five weeks

Action causing placement: Regular communication with a Top Echelon Network Member.

Hiring Hook has been designing recruiting websites and providing website solutions to recruiters for over 15 years, all with one goal in mind—to help recruiters make more placements.  Many recruiters who are Preferred Members of Top Echelon Network have opted to use Hiring Hook for their recruiting website needs, and they’ve used Hiring Hook for many different aspects of their site:

  • We’ve helped them build a new website from scratch.
  • We’ve helped them re-design their existing site.
  • We’ve provided a job board plug-in to help them drive traffic and attract qualified candidates for their open jobs.

And that’s just a few of things that Hiring Hook offers.  The video below is an overview of the many website design services that are available to recruiters through Hiring Hook.

Hiring Hook can also add a recruiting blog to your website, which will help to position you as an expert in your industry or niche, and we even have website hosting services.  Be sure to check out our design portfolio and our complete list of services at, and if you have any questions, contact us today!

Some of the crazy recruiting stories that we’ve relayed during the past month or so have involved animals, specifically those that dealt with jobs in the Animal Science and/or Animal Nutrition industries.  However, this week’s story deviates from that pattern—it’s a crazy recruiting story that involves an animal and doesn’t involve either of those industries.

A Top Echelon Network Preferred Member recruiter submitted this story to us recently, and according to Jenkins, it happened approximately two years ago.  If you’re afraid of snakes, you might find this story to be as unsettling as it is “crazy.”  Enjoy!

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“My client was a very large telecom company in need of an excellent software developer.  Many recruiting calls were made, and I felt that I found the perfect candidate.  He answered all of the ‘test’ questions very well, was available, and had wonderful references from his past three positions.  He admitted he was shy in a crowd, loved animals, was an excellent marksman, and had hockey tickets to the [Colorado] Avalanche pro hockey team.  He even offered to take me to their next game.  He also mentioned that he suffered from Asperger’s Syndrome.  According to him, the effect was that he was very very good at discussing one topic at a time with people, but if he was in a crowd of people and had to jump from conversation to conversation, it was incredibly hard for him.

“Though his comment about being awkward in a crowd gave me pause, I did not feel it would be a problem, since the position would be dealing with people over the phone and not face-to-face.  I felt the position would fit him well and introduced his credentials to the client.  They loved his background and immediately asked me to set up a face-to-face interview for the very next day.  The candidate was kind enough to call me from his cell phone, saying he was en route to the interview and would was on schedule to arrive about five minutes before the appointed time.  Thoughts of invoicing the client before the end of the day entered my mind as I commenced making my routine phone calls.

“About five minutes before the interview was to begin, and right in the midst of a rather in-depth marketing call, up pops an instant message on my computer from the guy who had recommended our firm for the search.  All it said was, “What’s up with the freaking snake around his neck?”  As you can imagine, my attention was diverted to this issue, and I called my contact immediately.  It turns out that the candidate loved animals so well that he took his pet boa constrictor most everywhere—even to a job interview.  To make a long story short, he cleared out an entire floor of workers as he entered the building.  I did not get the placement.  The upside is that two days later he called as if nothing was wrong and asked if we were still on for the hockey game.”

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Remember, there are three ways you can submit your “Craziest Recruiting Story”:

  1. You can email your story to
  2. You can post the story by including it in the comments section at the end of this blog.
  3. You can give me a call and relay your story to me.

The deadline for submitting your “Craziest Recruiting Story of 2011” is midnight on Saturday, December 31.  We’ll announce the winner during the first part of January in The Pinnacle Newsletter Blog and the Recruiter Training Blog.

Halloween is just around the corner, so send us your recruiting stories of the strange and unusual . . . and of course, the crazy.

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