Recruiters Sara Alexandroff of Sterling St. James, LLC and Michael Stuck of Gables Search Group led the way in terms of split placements in Top Echelon Network last week. Sara was part of four splits, while Michael had a hand in three TE placements.

But wait, there’s more!

Stuck was also part of the largest split placement fee of the week. That’s because his split with Veronica Snyder of Career Professionals, Inc. resulted in a fee of $23,750.

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 listed below reflect deals finalized in Top Echelon Network for the period from September 18 through September 24, 2023.

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 split placements they made in Top Echelon Network!

This Week’s Top Echelon Split Placements

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Job recruiter: Bob White of Impact Solutions, Inc.

Candidate recruiter: Sara Alexandroff of Sterling St. James, LLC

Job title: LATH CNC MACHINIST

Overall placement fee: $15,600

Fee percentage: 25%

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Job recruiter: Bob White of Impact Solutions, Inc.

Candidate recruiter: Sara Alexandroff of Sterling St. James, LLC

Job title: UL AND CSA ELECTRONICS TESTING LAB TECHNICIAN

Overall placement fee: $16,120

Fee percentage: 25%

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Job recruiter: Keith Cornelison of Personnel Resources

Candidate recruiter: Sara Alexandroff of Sterling St. James, LLC

Job title: HUMAN RESOURCES MANAGER

Overall placement fee: $20,034

Fee percentage: 20%

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Job recruiter: Keith Cornelison of Personnel Resources

Candidate recruiter: Sara Alexandroff of Sterling St. James, LLC

Job title: MEDICAL TECHNOLOGIST MT OR MLT

Overall placement fee: $8,239

Fee percentage: 18%

— — —

Job recruiter: Bruce Widnes of Bruce Widnes

Candidate recruiter: Pat Batchelor of Engineering Search Partners

Job title: FIELD SERVICE ENGINEER 

Overall placement fee: $15,896

Fee percentage: 22%

— — —

Job recruiter: Laurie Burden of The Recruiting Pro

Candidate recruiter: Brad Dodge of iLocatum

Job title: PHARMACY MANAGER

Overall placement fee: $10,000

Fee percentage: Flat

— — —

Job recruiter: Elizabeth Stemle of Horan Hiring Solutions, LLC

Candidate recruiter: Scott Krepps of First Search, Inc.

Job title: MAINTENANCE TECHNICIAN

Overall placement fee: $15,462

Fee percentage: 22%

— — —

Job recruiter: Maria Hemminger of MJ Recruiters, LLC

Candidate recruiter: Deb North of Deb North

Job title: PROCESS ENGINEER 

Overall placement fee: $23,275

Fee percentage: Flat

— — —

Job recruiter: Dean Phelps of Veterans Employment

Candidate recruiter: Tyler Rudy of Sola Staffing, LLC

Job title: MECHANICAL PROJECT ENGINEER

Overall placement fee: $16,000

Fee percentage: 20%

— — —

Job recruiter: Elaine Daniels of Oakdale Consulting

Candidate recruiter: Gary Smith of Transparent Search Group, Inc. (inactive)

Job title: MANAGER – CORPORATE TAX

Overall placement fee: $21,000

Fee percentage: 20%

— — —

Job recruiter: Veronica Snyder of Career Professionals, Inc.

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: MAINTENANCE ENGINEER 

Overall placement fee: $23,750

Fee percentage: 25%

— — —

Job recruiter: Carol McBride of RCC Group, LLC

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: STAFF ACCOUNTANT

Overall placement fee: $18,750

Fee percentage: 25%

— — —

Job recruiter: Elizabeth Stemle of Horan Hiring Solutions, LLC

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: MAINTENANCE TECHNICIAN

Overall placement fee: $15,462

Fee percentage: 22%

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If you’re a newer 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.

There are many things that you should know and do as a member of Top Echelon Network to build relationships and make split placements.

I am here to tell you about these things and more!

I have been the Director of Network Operations at Top Echelon for over 17 years. As a result, I know what works in the Network . . . as well as what doesn’t work.

That’s why I have some quick tips for helping TE members enjoy more success in Top Echelon Network. Remember: success in Top Echelon results from a combination of proficiency with both human interaction and technology, including Top Echelon’s recruiting database of candidates and job orders.

(For specific questions about Top Echelon software and/or technology, the Help Center is available 24/7 to answer your questions and provide assistance.)

With all of this in mind, below are three quick tips for more success in Top Echelon’s recruiting network:

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Tip #1: Update Your Areas of Specialization

Update the areas of specialization in your Recruiter Profile and be specific about the areas in which you work. This will make it easier for people to track you down as a potential trading partner.

I can NOT stress this tip enough!

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Tip #2: Do NOT Repost Without Permission

It is against Network policy to advertise or re-post another member’s job order on the Internet or in any other form without prior written permission. A copy of that written permission must be sent to the Top Echelon offices via email and/or letter.

(See Policy #14: Advertising Another Top Echelon Network Member’s Job Order.)

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Tip #3: Honor the Candidate Referral

Always honor the candidate referral!

As a general rule, once a recruiter accepts and acknowledges acceptance of candidate information from another Top Echelon Network recruiter, they must honor that candidate referral no matter if or whether they later determine that they “already had the candidate.”

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If you want to be more successful in the Network right NOW, then please contact me.

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

Top Echelon offers a free monthly webinar as part of its Expert Recruiter Coaching Series.

These webinars touch upon a variety of recruiter-related topics. These topics deal with both job candidates and clients. As always, our goal with these webinars is to help professional recruiters and executive search consultants just like YOU make more placements.

We record these webinars for recruiters who can’t attend the live presentation, and we’re now pleased to offer the video from our most recent webinar by Bob Marshall of TBMG International.

The title of that webinar (and corresponding training video) is “AI and the Future of Recruiting”

Below is the official description for this training video:

— — —

The next webinar video in Top Echelon’s Expert Recruiter Coaching Series addresses a topic that just about everybody is talking about. It’s in the press globally. Even Gartner, in their 2023 CEO Survey, mentions artificial intelligence (AI) as being significant in generating deep digital productivity advances.

With all of this buzz, Bob Marshall of TBMG International will present watchers of this video with a snapshot of the current and greatest information relating to how AI will impact our future, as well as how search consultants can use it without losing their essence as people-oriented recruiters.

During this webinar, Bob will discuss the following:

• The basics of artificial intelligence
• How AI is helping recruiters today
• AI: the positives
• AI: the negatives
• AI and what it won’t do
• AI and the 10 skills it cannot replace
• And much more!

So watch this training video and and discover how you can profitably interact with this new and exciting technology as it develops!

Watch this FREE training video!

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Recorded versions of our Expert Recruiter Coaching Series of webinars are posted on our website as free online recruitment training courses in the Top Echelon Recruiter Training Library.

Keep an eye out for the next free webinar in our Expert Recruiter Coaching Series!

Just as important as the style and design of your website is the content that’s within it.

Once you’ve identified your target audience, the content should be tailored to their particular interests. That means you’ll have a section on your site devoted to job seekers and a section devoted to companies. (Unless, of course, you’re strictly an importer or an exporter. Then you don’t need to pay attention to one half of that equation.)

Job seekers are the visitors you want coming back to your site over and over and over again. In other words, you want to make your site “sticky.” In order to accomplish that, though, you’ll have to offer a lot in the way of content.

Below are four main types of job seeker content for your recruiting firm’s website:

1. Career-Related Articles

Jobs seekers want to know how to manage their career and how to advance up the ladder to reach their goals.

Providing these types of articles not only gives them what they need, but it also positions you as a “career consultant.” If they have specific questions, they’ll be more likely to ask you.

2. Industry-Related Articles

These are still useful, but not quite as important as the career-related articles. Anything regarding the current state of the industry or future trends would be preferable.

3. Hot Jobs

Some recruiters’ websites—including those that have Top Echelon’s Careers Page (wink, wink)—allow job seekers to view the jobs that the recruiters are currently working.

This often represents the number-one reason that job seekers return to a recruiter’s site over and over again. They want to see if there are any new jobs available. As you might have guessed, this functionality is highly recommended for your firm’s site.

4. Polls/Surveys

To maximize your site’s effectiveness, there needs to be more than one form of interactivity. Polls or surveys can be that form.

As we announced recently, we’ve formed a partnership with Recruiters Websites. which offers a full suite of services:

• Website design and development
• Marketing strategy
• Digital and traditional advertising
• Copywriting and editorial content
• Search engine optimization (SEO) and management
• API and application integrations

All of these services, of course, are designed to attract potential clients and candidates and are optimized for search engines to maximize your recruiting agency’s online presence. The new year will be here before you know it, so this is a great time to consider making changes to your agency’s website, whether those are small changes or a complete overhaul.

The good news is that because of our partnership with Recruiters Websites, you can receive a free audit and evaluation of your site and also receive a quote for services! Just click this link to request all three:

I want my free audit, evaluation, and quote!

We’ll be publishing more blog posts regarding best practices for your recruiting agency’s website before the end of the year, so keep an eye out for those.

And also check The Pinnacle Newsletter Blog for announcements regarding more partnerships between Top Echelon and other top products and services in the recruiting and staffing industry!

Despite everything that’s happened in the world during the past few years and a seemingly never-ending degree of economic uncertainty here in these United States (hello, impending government shutdown), high-quality candidates are still in short supply.

And of course, you’d like to make a full fee on your placements. That’s why the temptation exists to hoard your best candidates for yourself.

However, that’s often not the best strategy . . . especially if you don’t have open positions that are a fit for those candidates.

That’s why it’s always a good idea to send your BEST candidates to your trading partners. After all:

• Your candidates are open to making a move.
• The company has an urgent hiring need.
• There’s a recruiter on the other end who can help with the process.

Your best candidates = more placements

Great candidates don’t hold much value if you can’t place them. But what if you sent those great candidates to your split recruiting partners in Top Echelon Network? What then?

Well, they could very well get placed. Then you get money. Then you get happy.

Is “half a loaf” better than no loaf at all? Is receiving a check for $10,000 (or more) better than not receiving a check at all?

Sometimes, questions just seem to answer themselves.

To fully leverage the resources of your Network membership so you can make more placements before the end of 2023, contact Top Echelon Director of Network Operations Drea Codispoti, CPC/CERS at 330.595.1742 or via email at drea@topechelon.com.