There are multiple Steves in Top Echelon Network. However, there are two Steves that stand out just a little higher than the rest in terms of career production within the Network.

Those two are Steve Brody of Executive Resource Systems and Steve Kohn of Affinity Executive Search, Inc.

The former is the last Charter Member in Top Echelon, a recruiter who has made 137 placements and close to $950K through the Network. The latter has been a consistent Top Producer since joining Top Echelon 25 years ago, accounting for 501 placements and more than $4.3 million.

And now, to top it all off, they’ve made a $48K split together. “The Steves” did so by placing a Director of Information Technology Services for a flat fee.

Congratulations are also in order this week for Michael Stuck of Gables Search Group, who led the way on an individual basis by being part of four of the 13 split placements listed below.

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 19, through September 25, 2022.

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

— — —

Job recruiter: Bob White of Impact Solutions, Inc.

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: MIG FABRICATION WELDER

Overall placement fee: $13,000

Fee percentage: 25%

— — —

Job recruiter: Steve Brody of Executive Resource Systems

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: TAX MANAGER AND TAX SENIOR

Overall placement fee: $30,000

Fee percentage: 25%

— — —

Job recruiter: Troy Randolph of Lea Randolph & Associates, Inc.

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: REGIONAL DIRECTOR OF SALES

Overall placement fee: $24,300

Fee percentage: 18%

— — —

Job recruiter: Jeff Katz of JSK Recruiting

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

Job title: PRODUCTION SUPERVISOR

Overall placement fee: $28,750

Fee percentage: 23%

— — —

Job recruiter: Larry Rosenthal of Larry Rosenthal & Associates, Inc.

Candidate recruiter: Deb North of Deb North

Job title: SENIOR STAFF SOFTWARE ENGINEER

Overall placement fee: $37,000

Fee percentage: 20%

— — —

Job recruiter: Amylyn Kyler of Kyler Professional Search

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: FINANCIAL PLANNING AND ANALYSIS MANAGER

Overall placement fee: $31,125

Fee percentage: Flat

— — —

Job recruiter: Bob White of Impact Solutions, Inc.

Candidate recruiter: Rick Gallin of Gallin Associates

Job title: NEW PRODUCT DEVELOPMENT ELECTRICAL ENGINEER

Overall placement fee: $23,000

Fee percentage: 25%

— — —

Job recruiter: Jane Prugh of Corporate Strategic Resourcing

Candidate recruiter: Arwen Gibbons of Hunter Gibbons

Job title: JAVA WEB FULL-STACK APPLICATION DEVELOPER/PROGRAMMER

Overall placement fee: $21,320

Fee percentage: 26%

— — —

Job recruiter: Chuck Cole of Cole Professional Search

Candidate recruiter: Jim Strickland of BioSource Recruiters

Job title: SENIOR NETWORK ENGINEER

Overall placement fee: $23,750

Fee percentage: 25%

— — —

Job recruiter: Nancy Phillips of Phillips Staffing Solutions

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: TEAM LEAD – TECHNICAL OPERATIONS

Overall placement fee: $19,400

Fee percentage: Flat

— — —

Job recruiter: Paul Vogrinc of Vogrinc & Short

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: TALENT ACQUISITION MANAGER

Overall placement fee: $31,250

Fee percentage: 25%

— — —

 

Job recruiter: Jeff Katz of JSK Recruiting

Candidate recruiter: Ken Nunley of 7 Solutions USA

Job title: MAINTENANCE MANAGER

Overall placement fee: $27,000

Fee percentage: 20%

— — —

Job recruiter: Steve Brody of Executive Resource Systems

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

Job title: DIRECTOR – INFORMATION TECHNOLOGY SERVICES

Overall placement fee: $48,000

Fee percentage: Flat

— — —

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.

Roughly three months ago, we announced that members of Top Echelon Network could access medical insurance through our partnership with Huntington and Elevate to Wellness.

And since we had a positive reception to that announcement, we’d like to remind you that you now have access to a group medical plan through this partnership, as well as other large company benefits on a proprietary platform.

Below are instructions to get started:

1. Click on this link to access the portal page.
2. Type in Rep Code JSOH2434 to confirm that the Rep Code is Jon Spiker.
3. Click on the “Medical Plans” button.
4. Scroll down and select either CIGNA or Anthem/BCBS and click on the word “Elite.”
5. Follow the directions from there to enroll in the plan of your choice.

We know the challenges that small businesses and independent contractors face when trying to enroll in quality medical coverage at competitive rates. If your only option is exchange plans with high deductibles, limited benefits, narrow networks, and expensive rates, then we encourage you to participate in this special program.

If you are interested in a tool that will enhance recruiting and retention efforts with your employees and associates, this may be the solution for you and the members of your agency!

(NOTE: Please direct any inquiries or questions regarding this program to Huntington’s Michael Kachidurian at 914.262.7382 or via email at mkachidurian@chathamcg.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 those recruiters who can’t attend the live presentation, and we’re now pleased to offer the video from our most recent webinar by Shally Steckerl, Global Head of Talent Sourcing and People Analytics at LTK.

The title of that webinar (and corresponding training video) is “Strategic and Insightful Sourcing Methods for a Candidates’ Market.”

Below is the official description for this training video:

— — —

Regardless of what the headlines are saying (or not saying) about the economy, employers are still in “hiring mode” in most industries.

That means it’s still a candidates’ market and the best candidates have the most leverage. It also means that there are fewer active job seekers and more passive candidates in the job market . . . which ALSO means you have to continuously hunt for the people your clients want to hire.

Watch the next video in Top Echelon’s Expert Recruiter Coaching Series of webinars, as Shally Steckrl, Global Head of Talent Sourcing and People Analytics at LTK, shares his latest “tricks of the trade.” With compelling content and his usual engaging style of delivery, this is one power-packed session that you don’t want to miss.

So watch this video TODAY and discover “Strategic and Insightful Sourcing Methods for a Candidates’ Market”!

Watch this FREE training video!

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!

Everybody in Top Echelon’s recruiting network wants to be a good trading partner. (At least . . . we hope that everybody in the Network wants to be a good trading partner.)

But how do you go from being a good trading Partner to being a great trading partner?

As you might imagine, it takes more than one thing. Fortunately, we’ve been keeping track of those things just by seeing the comments that Network recruiters submit with their Completed Placement Forms.

These recruiters almost invariably have good things to say about their split recruiting partners. Those good things have formed a pattern—a blueprint, if you will.

That blueprint basically shows how a recruiter can work with their trading partners in the best way possible and make more split placements. As part of that blueprint, we’ve uncovered some common behaviors of recruiters who do an excellent job of working with their partners to bring the placement process to a successful and satisfying conclusion.

Good to great as a trading partner

Based on these case studies, below are six behaviors that make a good trading partner a great one:

1. They screen and qualify their candidates.
2. They don’t just communicate, they over-communicate.
3. They’re proactive.
4. They’re responsive.
5. They consistently follow up.
6. They bring quality to the process.

As you can see, being a great trading partner is NOT a passive activity. You must be proactive in your approach, and you must invest in your partners.

Invest your time, energy, and effort. If you don’t invest, then you can not justifiably expect a return.

There are recruiters in this Network who are receiving a return on their investment on a weekly basis. YOU could be one of them.

How many of these behaviors do you and/or your trading partners exhibit? Would you agree that these are integral to great trading partner relationships and making more split placements and more money? What other behaviors would you add to these six?

If you have any questions or if you need more information, contact Top Echelon Director of Network Operations Drea Codispoti, CPC/CERS at drea@topechelon.com.

In my previous blog post in this series, I discussed the essential element of Trust, which just so happens to be one of The Four Pillars of Top Echelon Network.

One of the other Pillars is Active Participation. That Pillar is tied directly to the element that I’ll be addressing this week: effort.

Once again, I’ll be examining effort as it pertains to the 5 Stages of a Networker.

The equation, of course, is rather simple. The more effort you put into networking, the more successful you’ll be and the more split placements you’ll make. And THAT is what everybody wants.

Below is an analysis of the essential networking element of effort in recruiting within Top Echelon Network:

Stage 1 Networker

They are often unwilling (or unable) to put forth enough effort to be successful.

Stage 2 Networker

They’ll put some candidates and job orders on the Network and will let the results of those items determine if they’ll spend more effort.

Stage 3 Networker

They have good intentions and will try to submit candidates and job orders. However, something usually seems to get in the way, preventing their deals from closing.

Stage 4 Networker

They probably work harder than any other stage of networker. They’ve entered more candidates, submitted more job orders, and will respond to as many of their peers as time allows.

They are only a couple of steps away from being a really big producer!

Stage 5 Networker

They’ve conquered the networking curve, and consequently, they do not have to expel as much energy as they had to in the past. Their reputation helps perpetuate their split placements, but their core group relationships are the real key to their success!

In my next blog post in this series, I’ll examine the essential element of maneuverability.

If you have any questions in the meantime—about the element of effort, about the 5 Stages of a Networker, or about your split recruiting membership—please contact me.

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