Traditionally, the end of August is considered the end of summer . . . even though summer does not officially end until September 22.

And so, it makes sense that TE Network recruiters would want to end the summer with a bang. And this year, we’re ending summer with a $40K split placement fee!

Actually, Network members Maria Hemminger of MJ Recruiters, LLC and Brad Dodge of iLocatum Recruiting are ending summer that way. That’s because Maria and Brad placed a Senior Engineering Manager to earn a fee of $40,000 at 25%.

But that’s not all the good news we have. In addition, Kristi Dean of KLDean & Associates, LLC made her first split placement as a member of TE Network. Kristi made her placement with Victor Lopez of Resource One International.

Krist and Victor placed a Project Administrator to generate a $17,520 fee at 20%. Congratulations to Kristi on her first TE Network split!

As a friendly neighborhood reminder, here is the information that we publish with our placements:

• Names of the trading partners involved (with their profile photos, when available)
• Job title
• Overall placement fee (before TE Network’s 6% brokerage fee, of course)
• Fee percentage

Please note that the placements listed below reflect deals finalized in TE Network for the period from September 1 through September 14, 2025.

Remember, if you don’t want information related to your split placements published in The Pinnacle, please send an email to marketing@topechelon.com to that effect.

Once again, congratulations to everybody below for the split placements they made in TE Network!

This Week’s Split Placements

— — —

Job recruiter: Amy Chapman of Key People Staffing

Candidate recruiter: Brad Dodge of iLocatum Recruiting

Job title: PLANT FINANCE MANAGER

Overall placement fee: $22,000

Fee percentage: 20%

— — —

Job recruiter: Michael Orlando of START Inc.

Candidate recruiter: Brad Dodge of iLocatum

Job title: AUTOMOTIVE MECHANIC/TECHNICIAN

Overall placement fee: $7,500

Fee percentage: Flat

— — —

Job recruiter: Maria Hemminger of MJ Recruiters, LLC

Candidate recruiter: Brad Dodge of iLocatum Recruiting

Job title: SENIOR ENGINEERING MANAGER

Overall placement fee: $40,000

Fee percentage: 25%

— — —

Job recruiter: Maria Hemminger of MJ Recruiters, LLC

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

Job title: PRODUCTION SUPERVISOR

Overall placement fee: $25,500

Fee percentage: 30%

— — —

Job recruiter: Kristi Dean of KLDean & Associates, LLC

Candidate recruiter: Victor Lopez of Resource One International

Job title: PROJECT ADMINISTRATOR

Overall placement fee: $17,520

Fee percentage: 20%

— — —

Job recruiter: Jen Reamer of bizjobz LLC

Candidate recruiter: Mark Skender of DCS Consulting

Job title: SALES MANAGER – OFFICE PRODUCTS

Overall placement fee: $18,800

Fee percentage: 20%

— — —

Job recruiter: Matthew Smith of Workforce Recruiter

Candidate recruiter: Mark Skender of DCS Consulting

Job title: SALES MANAGER – LINEN AND UNIFORM SERVICES

Overall placement fee: $28,000

Fee percentage: 20%

— — —

Job recruiter: Doug Boyce of Priority One Search

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: ACCOUNT MANAGER

Overall placement fee: $19,125

Fee percentage: 25%

— — —

Job recruiter: Bill Kubena of Kubena & Associates

Candidate recruiter: Thomas Trese of Tom Trese Networking LLC

Job title: METROLOGY TECHNICIANS

Overall placement fee: $11,000

Fee percentage: Flat

— — —

If you’re a newer TE Network member and you’d like 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 330.595.1742 or by sending an email to drea@topechelon.com.

Recruiting is about more than just filling a role. It’s about becoming a trusted partner who can anticipate client needs and deliver solutions that simplify their hiring process.

Drea Codispoti, CPC/CERS

Yet, too often, recruiters limit themselves to a single niche when working with clients. A company might know you as “the person who finds our engineers” or “the one who handles our accounting searches.” While that expertise is valuable, it also creates a box around your services. And once you’re boxed in, your growth with that client becomes limited.

This is where the Network Candidate Database comes into play. It’s not just a resource for filling a hard-to-place role in your specialty; it’s a tool that empowers you to expand your reach across departments and establish yourself as the go-to recruiter for multiple needs.

When used strategically, it allows you to break free of niche constraints, uncover new opportunities, and ultimately deepen your client relationships.

Seeing Beyond the Immediate Request

When a client calls you to say, “We need a PLC engineer,” your instinct may be to jump into action and start sourcing. That’s great, but it’s also just the starting point. Every new request is an opportunity to broaden the conversation and uncover the bigger picture.

The key is to ask questions that help you understand how one hire will impact other departments. For instance, you might ask: “When this department grows, what other areas will see increased hiring?” Clients often don’t think to share this information unless prompted. But when they stop and consider the ripple effect of growth, they may realize that quality control, HR, or accounting teams will also need reinforcements.

Suddenly, the conversation has shifted. You’re no longer just the recruiter for PLC engineers. Instead, you’re someone who can help them solve broader challenges. And the best part is, you don’t have to be the subject matter expert in all those fields. That’s where the power of the network comes in.

Leaning on the Power of the Network

One of the most common hesitations recruiters have when branching beyond their specialty is the fear of not knowing enough about a different discipline. But here’s the truth: you don’t need to be the expert in every niche. You just need to know who is.

The Network Candidate Database is designed with that principle in mind. Your partners in the network have candidates in specialties outside your wheelhouse, and they’ve shared them so that you can utilize them. By tapping into this resource, you can deliver quality candidates in areas you don’t personally specialize in, all while maintaining your relationship with the client.

Think of it this way: your expertise is in recruiting and in building relationships. You’re skilled at asking the right questions, understanding client needs, and presenting top talent. The technical knowledge of specific fields can come from your network partners who live and breathe those niches every day. Together, you create a system that allows you to serve the client comprehensively without spreading yourself too thin.

This is what makes the database so powerful. It’s not just about having access to resumes. It’s about being able to deliver a broader range of solutions confidently, knowing you have partners to back you up.

Becoming the Single Point of Contact

Clients are busy. They’re juggling projects, budgets, and deadlines. The last thing they want is to manage relationships with 20 or 30 different recruiters, each responsible for a single niche. By expanding the conversation beyond one department, you can pitch yourself as the single point of contact for all their recruiting needs.

Imagine being able to say: “Wouldn’t you rather work with one recruiter—me—who can cover all your needs through my network, instead of juggling multiple recruiters?” That’s not just a convenience pitch, but a value proposition. You’re offering to simplify their hiring process, reduce their stress, and ensure consistency across the board.

When you position yourself this way, you shift from being seen as a vendor to being viewed as a strategic partner. Vendors fill orders; strategic partners help clients plan, anticipate, and achieve their long-term goals. By becoming the single point of contact, you’re embedding yourself deeper into the client’s operations and making it harder for competitors to edge you out.

Building Long-Term Relationships Through Broader Impact

The benefits of this approach don’t end with the immediate hires. When you expand your scope with a client, you’re building a relationship that has long-term staying power. Instead of being tied to one department’s budget or hiring cycle, you become woven into the company’s overall talent strategy. That kind of integration makes you more resilient during downturns or shifts in demand.

For job seekers, this approach also has a positive impact. Candidates benefit from recruiters who are connected to a wide variety of opportunities, not just a narrow set of roles. This broadens the chances of placing candidates in positions that fit their skills and career goals, which in turn builds your reputation as someone who can deliver results for both sides of the equation.

Over time, the compounding effect of these broader connections becomes clear. Your client base grows not just because you add new companies, but because your existing clients expand their reliance on you. That depth of relationship is what sustains successful recruiting businesses over the long haul.

From Niche Recruiter to Strategic Partner

It’s easy to fall into the habit of being the “engineering recruiter” or the “accounting recruiter.” But if you stop there, you’re limiting both your own potential and the value you can bring to your clients. By using the Network Candidate Database, you can expand your scope, lean on your partners for expertise, and present yourself as the single point of contact for all of your client’s hiring needs.

As I’ve said before, you don’t have to be the expert in every niche; you just have to know who is. When you embrace that mindset, you transform the way you serve clients. Instead of being a recruiter for one department, you become a trusted advisor who helps them grow across their organization. That’s what positions you as a true strategic partner, and that’s what keeps clients coming back again and again.

So the next time a client calls with a specific request, remember: it’s not just about filling that role. It’s about opening the door to a bigger conversation, one that can expand your business, deepen your relationships, and elevate the value you bring to every client you serve.

It doesn’t matter if you’re a newer TE Network recruiter or an established member. If you want help making split placements with other Network members, then I encourage you to contact me.

You can do so by calling 330.595.1742 or by sending an email to drea@topechelon.com.

Yes, we did invite you to follow Top Echelon Software on LinkedIn recently in The Pinnacle Newsletter Blog.

Matthew Deutsch

However, so that we can focus more on split placements in a deliberate fashion, we’ve created a LinkedIn page specifically for Top Echelon Network.

This page is separate from the Top Echelon Software page, and as such, will contain different information. The Top Echelon Network page will consist of all things split placements and recruiter networking. We will post and share any and everything that we believe will help you make more splits and generate more revenue for your agency.

Yes, we will share some of the information contained in The Pinnacle Newsletter Blog on this page. However, there will also be a lot other information specific to splits on the Top Echelon Network LinkedIn page.

Please note: This is NOT a private page, nor a private group. While the majority of followers might be TE Network members, non-members will also be able to join. (There might be a four-step screening process to join the Network, but there is not one to follow this page.)

I know we’re asking a lot, requesting that you follow us on not one, but TWO LinkedIn pages. But we’d appreciate it if you did and we thank you in advance for doing so.

Not that we’re automatically assuming that you’re going to, or anything like that . . . we’re not taking your loyalty for granted, if that’s what you think . . . never mind. Just click the link below to follow us:

Follow Top Echelon NETWORK on LinkedIn!

Great! Now that you’ve followed the Top Echelon Network AND Top Echelon Software pages on LinkedIn, you can never get away from us! We’re everywhere!

Bwa-hahahahahaha!

Drea Codispoti, CPC/CERS

We’re excited to announce that Quil is a proud sponsor of TE Connect Fall 2025, taking place October 21–22 in Columbus, Ohio.

As I’ve described before on multiple occasions, TE Connect brings together industry leaders, innovators, and practitioners to share insights and strategies that shape the future of recruiting.

Quil is thrilled to be part of this year’s gathering and showcase how its AI-driven technology is redefining recruitment.

About Quil

Quil is a high-end AI recruiting software designed to make hiring seamless for both hiring teams and agencies. By streamlining interviews, Quil automates note-taking, transcribes conversations, and effortlessly updates your ATS after each call. The result? Less time on administrative tasks and more time building relationships with candidates.

Compatible with leading ATS platforms like Clockwork, Quil features a customizable bot and supports tailored meeting types that empower recruiters to ask smarter questions and refine their strategies.

Key benefits include:

• Automation that saves time – Capture notes automatically and sync directly into your ATS.

• Accuracy and consistency – AI-generated notes and summaries ensure polished, reliable candidate submittals.

• Human-first recruiting – By eliminating data entry, Quil helps recruiters focus on meaningful conversations.

In fact, recruiters using Quil report saving 8+ hours weekly, simply by letting the platform handle documentation.

Quil + TE = More Success

As a TE Connect sponsor, Quil will highlight how its technology integrates seamlessly with TE Recruit to supercharge workflows:

• Automatic transcription & summaries: Capture insights from phone, video, and in-person conversations.

• Organized insights & next steps: Extract key details and structure them for faster follow-ups.

• Streamlined documentation: Sync notes directly into TE Recruit as Activities for complete, accurate records.

• More time for people: Eliminate manual data entry and spend more energy connecting with candidates.

With Quil, recruiters can finally put conversations first—not paperwork.

Early Bird Ends on September 27

But wait, I have even more great news! The Early Bird Registration deadline for TE Connect Fall 2025 has been extended from September 20 to September 27, giving you an extra week to secure your spot at the discounted rate of $525 per person. This extension ensures that more members have the opportunity to take advantage of the savings while locking in their attendance.

After September 27, registration will shift to the Regular Registration rate of $575 per person, so now is the perfect time to finalize your plans. Don’t miss this chance to connect with industry peers, gain new insights, and experience the value of TE Connect at the best possible price.

Register today and make sure you’re part of the conversation shaping the future of recruiting this fall.

Join Us in Columbus!

Whether you’re a solo recruiter, agency leader, or industry veteran, TE Connect Fall 2025 is the place to gain the insights and inspiration you need to finish 2025 strong and set yourself up for success in 2026.

So secure your spot and prepare for an unforgettable experience . . .

Register for TE Connect Fall 2025!

Stay tuned for more updates about TE Connect Fall 2025 in future issues of The Pinnacle Newsletter Blog.

We’ll see you in Columbus next month!

Top Echelon Training and Support Manager Todd Bossler recently conducted a special TE Recruit Training Tuesday webinar titled, “Supercharge Your Sourcing with TE Recruit.”

Matthew Deutsch

You may have attended this free webinar on Tuesday, September 2. On the other hand, you may not have been in attendance.

Regardless, we have the recorded version of the webinar, which I am presenting to you now. (The recording is also located in the Top Echelon Help Center.)

If you are not a user of our recruiting software, TE Recruit, then check out the video, anyway, to see how the software could benefit your recruiting desk and agency.

We at Top Echelon are continually working to make the resources that we provide to our customers better, and this is yet more proof!

Below is the official description of this training video:

— — —

Todd Bossler

Finding the right candidates is the foundation of every successful placement, and TE Recruit® can help make sourcing easier than ever.

During the next webinar video in Top Echelon’s Training Tuesday Series, Training and Support Manager Todd Bossler will show you how to harness the full potential of TE Recruit to source, track, and connect with top talent more quickly and effectively.

Todd will share proven sourcing tips and tricks he’s learned from some of the brightest minds in the recruiting industry, including simple strategies for finding hidden candidates on the Internet.

You’ll also see how TE Recruit (by itself and in conjunction with our strategic sourcing integration partners) can streamline your search process, save valuable time, and give you the competitive edge in today’s challenging market.

Whether you’re filling urgent job orders or building a long-term talent pipeline, this session will give you actionable strategies and the tools you need to find the right candidates . . . right now.

So watch this FREE training video and get ready to “Supercharge Your Sourcing: Tips and Tricks with TE Recruit”!

Watch this TE Recruit training video!

Remember to check The Pinnacle Newsletter Blog every week for more updates regarding Top Echelon software improvements and upgrades.

If you have any questions about how you can maximize your TE Network membership, please contact Director of Network Operations Drea Codispoti, CPC/CERS.

You can do so by calling 330.595.1742 or by sending an email to drea@topechelon.com.