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Top Echelon has been in existence for over 28 years. During that time, we have not raised prices that often, and even when we have, they’ve been very small increases.

There are two reasons I bring this up:

  1. I am announcing a price increase for two of our products/services.
  2. These price increases are small in nature.

First, membership in Top Echelon Network is increasing from $125 per month to $130 per month, a $5 increase. The 6% brokerage fee for Network split placements will remain unchanged. As I mentioned above, our price increases are infrequent and relatively small. The last time that the monthly membership fee for the Network changed was over a decade ago, when the price increased from $119 to $125 per month.

Second, the cost of Top Echelon job posting is increasing from $17 for a single 30-day posting to $21 for a single 30-day posting. The cost of job posting has not increased since Top Echelon first offered this service in 2010.

In addition, the cost of the multi-job slot monthly subscriptions will increase accordingly. You can view the new pricing structure for the monthly subscription option  and the price per job below:

1 — single 30-day posting : $21.00 ($21.00/job)
3 — job monthly subscription: $44.10 ($14.70/job)
5 — job monthly subscription: $63.00 ($12.60/job)
10 — job monthly subscription: $105.00 ($10.50/job)
15 — job monthly subscription: $126.00 ($8.40/job)
20 — job monthly subscription: $157.50 ($7.88/job)
25 — job monthly subscription: $183.75 ($7.35/job)
30 — job monthly subscription: $204.75 ($6.83/job)
50 — job monthly subscription: $315.00 ($6.30/job)
100 — job monthly subscription: $576.88 ($5.77/job)
150 — job monthly subscription: $787.50 ($5.25/job)
200 — job monthly subscription: $945.00 ($4.73/job)
250 — job monthly subscription: $1,050 ($4.20/job)

With Top Echelon Job Posting, Jobs are posted to niche-specific, industry-specific, and geographic-specific job board sites around the Internet, giving recruiters the online exposure they need to make more placements. During the past few years, Top Echelon has continued to expand its efforts and the places where recruiters’ jobs can show up on the Internet. Most notably, we’ve recently added and LinkedIn, and we continue to enhance your traffic through Indeed, ZipRecruiter, Glassdoor, and many other sites.

Please note that Big Biller recruiting software customers are eligible to receive three FREE job postings. If you have not yet taken advantage of these free postings, please contact us for more details.

Please note that these two price increases will take effect on October 1 for that month’s services.

If you have any questions, please don’t hesitate to contact me.

Thank you, and we look forward to continue supporting you by offering solutions that help you make more placements.

We’ve been asking Top Echelon Network members ALL kinds of crazy questions lately, such as:

  • On average, how many different clients do you place with each year?
  • How many job orders are you working right now?

Well, maybe those questions aren’t that crazy. But this week’s question . . . well, this week’s question is absolutely insane! That question is (drum roll, please):

What is the average number of placements you make per year, both split and non-split?


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

  • 1-5 — 3.8%
  • 6-10 — 21.0%
  • 11-15 — 32.4%
  • 16-20 — 14.3%
  • 21-25 — 8.6%
  • More than 25 — 20.0%

Many, many placements

The “sweet spot” when it comes to how many placements Network recruiters make on an annual basis is apparently between 11 and 15. That’s because it was the most popular answer at 32.4%. That’s nearly a third of the vote.

Up next in the results are between 6 and 10 placements (21%) and between 16 and 20 (14.3%).

The third-most popular answer was “more than 25” at 20%. Of course, it would be nice to know exactly how many placements these recruiters typically make. But that information is beyond the reach of this poll. Maybe next time.

Behind that answer were those recruiters making between 21 and 25 placements (8.6%).

In last place? Those recruiters who chose between one and five placements per year. That percentage registered a not-too-hefty 3.8%.

Sophisticated formula for success

Here’s the good news: Top Echelon Network recruiters make a lot of placements!

Of course, we at Top Echelon want experienced, highly successful recruiters as part of our network. That’s one of the key parts of our highly sophisticated split placement formula, which is as follows:

  • Entice talented, experienced, and successful recruiters to join our split placement network.
  • Provide those recruiters with the tools, software, and opportunities they need to network with one another and share hot job orders and candidates.
  • Wait for the “magic” to happen.

Okay, maybe it’s not that sophisticated.

The bottom line is that Top Echelon Network recruiters know what they’re doing. They do what they do well, and they have the placement numbers to back it up.

We just need more of you. So if you know of any colleagues who might be a good fit for Network membership, you know . . . send them our way. There might be $100 in it for you.

Professional Recruiting Consultants, Inc. is celebrating its 24th anniversary as a member firm in Top Echelon Network!

I figured we could just get that out of the way. Professional Recruiting Consultants has a rich history of success as a member firm in the Network. Of course, success in recruiting is measured in terms of placements. (Because who doesn’t like placements? The same people who don’t like babies and puppies, that’s who.)

During its time as Top Echelon agency, Professional Recruiting Consultants has made a total of 144 Network placements.

Okay, you might be saying to yourself or others right now, “Hey, success in recruiting is NOT just measured in terms of placements.” And you’d be absolutely right.

It’s also measured in terms of placement income.

Professional Recruiting Consultants has met that measurement, as well. The recruiters within the firm have billed nearly $1.2 million through the Network since 1992. That puts the firm in a select group of agencies that have achieved that milestone.

Professional Recruiting Consultants has been and is a success in every meaning of the word. As long-time members, we also know that the recruiters and other individuals who work for the firm are great people. They’ve been a blessing on both a personal and professional level.

Maybe THAT is how you ultimately measure success in this business.

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

— — —

24-Year Anniversary

Professional Recruiting Consultants in Wilmington, Delaware
Staff Members: Roger Malatesta, Patti Malatesta, Judy Kaplan, Carol Calvano, and Lisa Malatesta
Agency Join Date: September 18, 1992
Placements: 144

— — —

10-Year Anniversary

Franklin Key Associates in Tyler, Texas
Staff Members: Robert Norton, Jr., CPC/CSP
Agency Join Date: September 20, 2006
Placements: 0

— — —

5-Year Anniversary

BOSA Search Partners in Galena, Ohio
Staff Members: Bob Molter
Agency Join Date: September 20, 2011
Placements: 0

Top Echelon Network member agency The PRA Group, Inc. is run by the husband and wife team of Jim and Pam Petitpren. The PRA Group has been responsible for 30 Network placements since joining Top Echelon’s split placement network in February of 2012.

Jim has made nine of those splits, and Pam has made five of them. She made one in 2015 and the other four (three of which you can see below) this year.

For her efforts, Pam Petitpren is Recruiter of the Week in Top Echelon Network!

Pam embraces the spirit of networking and strives to make placements with new split partners. To that end, she regularly attends networking events like the National Conference and Fall Conference. (Speaking of the Fall Conference, you should sign up for this year’s event. Sign up now. Why are you still reading this blog post?)

In fact, we published proof of this earlier over the summer. Pam and Top Echelon Network member Diva Milani of Tuscany Enterprises were part of a series of “split placement selfies.”

Pam Petitpren is a split-minded recruiter and model split partner. She builds quality relationships with other Network members and continually brands herself in a positive fashion, setting herself up for more placement success in the future.

So congratulations to Pam, Recruiter of the Week in Top Echelon Network!

— — —

Gene McQueen of the Cameron Craig Group

Gene McQueen

Pam Petitpren of The PRA Group, Inc.

Pam Petitpren

“Gene and I had worked with this candidate two years ago. We placed him once before, but he had family problems in India and had to return home. He popped up in my LinkedIn messages in December that h was back in the U.S. I immediately contacted him, and he interviewed for three positions with my client. A great trading partner + social media = $$$$.”

Submitted by Pam Petitpren of The PRA Group, Inc. regarding her Network split placement with Gene McQueen of the Cameron Craig Group


Fee Percentage—22.5%

(Editor’s note: This is the first Network split placement that Petitpren and McQueen have made together in Top Echelon.)

— — —

“The Cameron Craig Group did a great job in locating this candidate. Gene McQueen got us started with a great pre-screening interview with the candidate. This was our first placement with a new high-profile client who had high expectations. Thanks, Gene and Trey!”

Submitted by Pam Petitpren of The PRA Group, Inc. regarding her Network split placement with Gene McQueen of the Cameron Craig Group

Position Title—SR. EMBEDDED SW

Fee Percentage—20%

(Editor’s note: This is the second Network split placement that Petitpren and McQueen have made together in Top Echelon.)

— — —

Diva Milani of Tuscany Enterprises

Diva Milani

“Diva was an awesome partner in filling not just this job, but she was tenacious in filling all the positions we had for this client. Her interview summaries were extremely detailed. I highly recommend Diva for anyone needing to fill an IT-related job search.”

Submitted by Pam Petitpren of The PRA Group, Inc. regarding her Network split placement with Diva Milani of Tuscany Enterprises

Position Title—UX/UI

Fee Percentage—20%

(Editor’s note: This is the first Network split placement that Petitpren and Milani have made together in Top Echelon.)

Choosing a color scheme for your recruitment website design might not be as black and white as you think.

Since we’ve been designing, building, and offering website services for recruiters for over 15 years, one of our customers asked the following question: “What are the best colors for recruiting websites?”

Before we can answer that question, the critical question you need to answer is, “Which color is best for MY website?”  Because, a recruiting firm that places attorneys in New York City will have a different customer base than an agency that works with maritime companies in San Diego.

Color choice for your website should accomplish two goals: first, resonate with the intended audience and second, represent the emotions that your company wants to elicit from that audience.

Therefore, it’s critical to understand the demographic profile and mindset of your customer base before selecting a color scheme.  Equally important is deciding how you want the audience to respond when they see your website.  Selecting the right colors can help build relationships with your website visitors.

Below is a list of colors and the emotions and meanings they tend to portray:

  • Blue—Blue is associated with honesty, trust, dependability, and cleanliness.  It’s the most favored color and therefore, the safest to use.  It provides a corporate feel.  Blue also slows the pulse rate and reduces the appetite, whereas red increases both the pulse rate and the appetite.  Blue is calming and conservative.  However, too much blue can be seen as rigid and predictable.
  • Red—Red is full of energy, and it’s this intense color that calls for action to be taken and demands attention.  It’s associated with action, excitement, passion, and desire.  It’s also the universal sign for danger, and can be used to evoke anger.  Red can be used to excite and motivate, but too much can cause a negative reaction.
  • Yellow—Yellow is associated with sunshine, joy, happiness, intellect, and energy.  It evokes cheerful feelings and stimulates the mind.  Bright yellow grabs attention, whereas pale yellow evokes caution or sickness.  Too much yellow can evoke a feeling of anxiety; therefore, it’s best used as a highlight color.
  • Orange—Orange is a flamboyant color that combines the energy of red and the happiness of yellow.  It evokes adventure, enthusiasm, and optimism.  Like red, it stimulates the appetite.  Too much orange can give the impression of being cheap.
  • Green—Green is associated with health, nature, healing, recycling, and the environment.  Lighter greens cause us to think of things being fresh, whereas darker greens bring to mind thoughts of wealth and money.  Green is a balancing and calm color, but too much green can evoke feelings of greed and envy.
  • Purple—The color purple is tied to royalty. It conveys luxury, spirituality, fantasy, and dignity.  Purple relates to premium service and high quality.  Purple tends to be more relatable to women’s and children’s products.  However, it also inspires intellect.  Too much purple can evoke arrogance.
  • Brown—Brown is associated with strength, the outdoors, friendliness, and comfort.  It suggests stability and is earthy.  Men seem to like brown much more than women.  Too much brown can be dull and boring.
  • White—White is seen as clean, pure, and safe.  White is calming and evokes feelings of freedom and simplicity.  Too much white can portray coldness, separation, and isolation.
  • Black—Black is the color of authority and power.  It’s viewed as protective.  It’s also associated with death, fear, and evil.  A black background reduces readability, but contrasts well with bright colors.  Combining black with red, orange, or gold provides an aggressive color scheme.

Which colors comprise your recruiting or staffing agency’s website?  Based on the information above, should you make any changes to those colors?  Would a different color scheme represent your agency and what you’re wanting to portray in a better fashion?

If you need a website built from scratch or if you believe that it’s time to update the design or functionality of your current site, check out some of the best recruitment website design that we’ve done for recruiters.

For more information, you can contact me at 330.455.1433, x135.