As you probably know by now, summer is over. If you didn’t, then this information might be a shock to the system.

But never fear, because TE Network recruiters ushered in the autumn season with split placements! And as you can see below, some of those splits commanded impressive recruiting fees. Those fees include the following:

• $31,850
• $43,750
• $28,750
• $44,000
• $40,000
• $31,000

In addition, we have a few recruiters who recently made their first split placements as members of TE Network. Leading the way is Derek Hilbert of Kingfisher Recruiting, who made his first two Network splits, one with Clint Martz of A to Z Search Group and the other with Sarah Katz of First Search, Inc.

Meanwhile, Loren Robertson of Mosaic Partners and Rhonda Tisko of Acloche Direct Hire also accounted for their first TE Network split placements. Loren made her split with Christina Boudreaux of Connectly Recruiting, while Rhonda teamed up with Brad Dodge of iLocatum Recruiting.

So while summer might be gone (at least for now), there’s nothing better than consoling oneself with pumpkin spice products and TE Network split placements . . . especially when the fees associated with those placements can help you buy more pumpkin spice products.

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 15 through September 28, 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: Keith Cornelison of Personnel Resources

Candidate recruiter: Kendra Arnold of A Plus Hire Right Search Group, LLC

Job title: RN/REGISTERED NURSE

Overall placement fee: $10,183

Fee percentage: 20%

— — —

Job recruiter: Larry Basilone of Basilone Executive Search

Candidate recruiter: Mark Marshall of CRJ Search

Job title: BUYER

Overall placement fee: $17,500

Fee percentage: 25%

— — —

Job recruiter: Nick Stoia, CPC of ASAP Search

Candidate recruiter: Wendy Jespersen of Alliance Search Group, Inc.

Job title: QUALITY MANAGER – HIGH-VOLUME COMPONENT MANUFACTURING

Overall placement fee: $31,850

Fee percentage: 24.5%

— — —

Job recruiter: Ron Sunshine of Ron Sunshine Associates, LLC

Candidate recruiter: Donna Coleman of Donna Coleman and Associates

Job title: GM COMP BEN TOTAL REWARD

Overall placement fee: $43,750

Fee percentage: 25%

— — —

Job recruiter: Christina Boudreaux of Connectly Recruiting

Candidate recruiter: Loren Robertson of Mosaic Partners

Job title: SENIOR ACCOUNTANT

Overall placement fee: $20,000

Fee percentage: 20%

— — —

Job recruiter: Chuck Cole of Cole Professional Search

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: EQUIPMENT MECHANICAL ENGINEER

Overall placement fee: $28,750

Fee percentage: 25%

— — —

Job recruiter: Rhonda Tisko of Acloche Direct Hire

Candidate recruiter: Brad Dodge of iLocatum Recruiting

Job title: HUMAN RESOURCES (HR)

Overall placement fee: $15,400

Fee percentage: 20%

— — —

Job recruiter: John Peterson of Sun Recruiting

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

Job title: CHEMICAL PROCESS & PROJECT ENGINEER

Overall placement fee: $18,400

Fee percentage: 20%

— — —

Job recruiter: Pam Ratz DeVille of Selective Resources, LLC

Candidate recruiter: Maggie Wolgamot of Ridgeback Recruiting

Job title: EXECUTIVE DIRECTOR, ACTUARY

Overall placement fee: $44,000

Fee percentage: 22%

— — —

Job recruiter: Clint Martz of A to Z Search Group

Candidate recruiter: Derek Hilbert of Kingfisher Recruiting

Job title: PRODUCTION MANAGER

Overall placement fee: $40,000

Fee percentage: 25%

— — —

Job recruiter: Sarah Katz of First Search, Inc.

Candidate recruiter: Derek Hilbert of Kingfisher Recruiting

Job title: PROGRAM MANAGER

Overall placement fee: $31,000

Fee percentage: 20%

— — —

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.

We’re continuously updating both the Top Echelon recruiting software and our split placement network software.

So we’re pleased to announce the following software updates!

1. [BETA] Dark Mode

Dark mode offers a new way to personalize your theme, reduce eye strain, and create a more comfortable viewing experience, especially in low-light environments. Another step toward giving you more control over how you work best.

2. Multi-User Filtering on Dashboards

You can now select and view multiple users’ data across the People, Company, and Job Dashboards, as well as in the user filter of the Pipeline Summary widget on the main dashboard. Each filter remembers your selection, giving you more flexibility to review and track work across your team.

3. AI Answers in Chat Support

The chat bubble in the main navigation bar now offers instant AI-powered answers to your questions, 24/7.

In addition to live chat and email options, you can get immediate help without searching through the Help Center or waiting for a support expert, saving you time and helping you stay focused.

4. Pipeline Summary Refresh Option

A new refresh button has been added to the Pipeline Summary widget on the main dashboard, allowing you to view your updated pipeline stats on demand

— — —

Remember, you can always stay informed about software updates by visiting the official Top Echelon Product Updates page. You can see current and past updates, as well as which updates and upgrades are next.

If you have questions about these updates or about any other aspect of your TE Network and/or TE Recruit™ account, you can:

→ Send an email to support@topechelon.com.

→ Visit our Help Center for answers to your questions or start a live chat by clicking the “Contact” link in the navigation bar.

Recruiting is about more than landing clients—it’s also about keeping your candidate base engaged, informed, and loyal to you as their career partner. In today’s competitive market, candidates have options everywhere. If you want to stay top of mind, you need to provide value beyond the occasional call or job posting.

That’s where the TEN Jobs Feed comes into play.

The TEN Jobs Feed is a live stream of open positions posted by other members of the Top Echelon Network. When you subscribe to this feature, those jobs appear directly on your firm’s website, instantly multiplying the opportunities you can showcase to candidates. Currently, 85% of jobs in the Network are posted to the TEN Feed, meaning you’re missing out on a huge competitive advantage if you’re not using it.

Let’s break down how to maximize this tool step by step.

Why the TEN Jobs Feed Matters

Candidates aren’t just evaluating opportunities—they’re also evaluating you. They want to know:

• Do you have access to enough opportunities in their niche?

• Can you connect them to the types of roles they care about?

• Are you an active recruiter who consistently delivers fresh leads?

If the answer to these questions is “yes,” you build trust, credibility, and loyalty. If the answer is “no,” you risk losing them to another recruiter who can deliver more value.

By plugging into the TEN Jobs Feed, you immediately expand your reach without having to develop every client relationship yourself. The more jobs you can showcase, the more reasons candidates have to stick with you.

The Workflow That Works

Here’s the exact process I recommend to turn the TEN Jobs Feed into a candidate engagement powerhouse:

1. Run a Job Search in TE Recruit

Start by searching within your niche. Let’s say you specialize in PLC automation engineers. In TE Recruit, run a targeted search for those roles.

2. Filter by TEN Feed

Next, filter your results so you’re only seeing jobs that are posted to the TEN Jobs Feed. These are the positions that will appear directly on your website, which makes them easy to market.

3. Copy the Quick Link

Once you have your filtered search results, copy the quick link. This link takes candidates straight to a live list of relevant jobs on your website.

4. Email Your Candidate Base

Now comes the critical step: share that link with the candidates in your database. For example, if you have 1,962 candidates in the engineering niche, and your search produces 78 current jobs from the TEN Feed, send an email that says something like:

“Looking for your next engineering role? Here are 78 new opportunities currently available in your field. Click here to explore and apply directly on our site.”

This drives traffic to your website, provides immediate value, and keeps you top of mind as the recruiter who always brings opportunities to their inbox.

Why This Works

This approach delivers value on multiple levels:

• For candidates: They see you as a proactive recruiter who constantly has fresh leads.

• For your brand: Driving candidates to your website reinforces your credibility and authority in your niche.

• For your bottom line: Every application that flows through your site creates the potential for a split placement.

And here’s the kicker: when a candidate applies through your site, the recruiter who posted the job can see that the application originated from you. That’s how collaboration happens. That’s how splits are born.

Real-World Impact

I’ve seen this process generate real results. Millions of dollars have been earned in split placements using this exact mechanism. The formula is simple:

• Be diligent.

• Share the feed regularly.

• Engage your database consistently.

It’s not flashy. It’s not complicated. But it works.

Think about it: if you’re sitting on a database of nearly 2,000 engineering candidates, why wouldn’t you send them a curated list of 78 live jobs? That’s 78 reasons for them to open your email, click through to your site, and engage with you as their go-to recruiter.

Best Practices for Maximizing the TEN Jobs Feed

To get the most out of this strategy, keep a few best practices in mind:

1. Segment Your Database

Don’t send the same job list to every candidate. Use your ATS/CRM to segment your candidates by industry, function, or location. The more targeted your outreach, the higher the engagement.

2. Brand Your Communication

Make sure the email and the landing page both reflect your firm’s brand. Use your logo, professional design, and consistent messaging. This keeps you—not just the job—at the forefront of the candidate’s mind.

3. Set a Regular Cadence

One email blast won’t move the needle. Commit to sending these updates consistently, whether it’s weekly, bi-weekly, or monthly. Candidates will come to expect (and look forward to) your updates.

4. Track Engagement

Monitor which candidates click through and apply. These are your most engaged prospects. Follow up with them personally to deepen the relationship.

5. Follow Up With Split Partners

When candidates apply through your site, the job poster sees it. Don’t just wait for them to reach out—be proactive. Start a conversation about collaboration and how you can create more win-win placements together.

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The Bigger Picture

At its core, the TEN Jobs Feed is about leverage. You don’t need to be the sole owner of every client relationship to deliver value to your candidates. By tapping into the collective openings of the Network, you instantly scale the number of opportunities you can market.

This helps you:

• Retain candidate loyalty by constantly offering fresh opportunities.

• Build your brand presence as a recruiter who delivers more than the competition.

• Increase split potential by driving traffic and applications through your site.

Remember, candidates are not just judging the opportunities you bring—they’re judging the consistency and quality of your engagement. The TEN Jobs Feed gives you the tools to impress them again and again.

Final Word

Closing deals in recruiting isn’t just about impressing clients. It’s equally about keeping your candidates engaged, loyal, and active. The TEN Jobs Feed is a proven way to do that.

It’s simple:

• Run your searches.

• Filter for the TEN Feed.

• Share the quick link with your candidates.

Do it consistently, and you’ll see results—not just in candidate engagement, but in actual placements.

As I’ve said before:

“Millions of dollars have been made in splits with that mechanism. You just have to be diligent and use it.”

The TEN Jobs Feed is not just a tool. It’s a strategy. And when used the right way, it can transform how you engage candidates, build relationships, and grow your business.

If you hit a snag—or want ideas for alert strategies specific to your niche—join me for TE Network: Tools, Culture, Success on Mondays and Fridays at 3:00 p.m. ET. I’ll walk you through live examples and help you tailor Alerts to your desk.

As always, I want to see you succeed. Let’s put TE to work while you sleep, so you can spend your best hours talking to clients, closing searches, and celebrating wins.

If you have questions about the TEN Jobs Feed or any other aspect of your split recruiting membership, you can reach me at 330.455.1433, x156 or drea@topechelon.com. I’m here to help.

Last week, I shared that Recruiters Websites is sponsoring TE Connect Fall 2025, taking place October 21–22 in Columbus, Ohio. Today, I’m excited to announce another key partner: Signature Back Office!

For nearly 20 years, Signature has specialized in providing back-office services tailored to staffing and search firms across the country.

Their expertise helps recruiters expand into new markets, manage employment risks, and strengthen their financial foundation—all without adding operational headaches.

I’m pleased to announce the Virtual Core Group (VCG) meeting schedule for the month of October!

For those of you who don’t know, TE Network recruiters share the following information during Virtual Core Group teleconference call meetings:

• Hot job orders and candidates
• Information about the activity they’re seeing in the marketplace and/or in their niche
• Ideas for increased production on their desks and within their agencies

These are the activities that lead most directly to making more split placements in TE Network.

So that is why I’m inviting—or in other words, strongly encouraging—you to attend one of October’s Virtual Core Group meetings. Below is the complete VCG schedule for October, including the industries involved and the time that each meeting will be held. (Note: all times are Eastern.)

Wednesday, October 8:

• 1:30 p.m. to 2:30 p.m. — Manufacturing & Engineering
• 3:30 p.m. to 4:30 p.m. — Accounting & Finance

Thursday, October 9:

• 1:30 p.m. to 2:15 p.m. — Law & Legal Services
• 2:30 p.m. to 3:30 p.m. — Sales & Marketing

You can join the meeting to which you belong by accessing the information listed below.

Google Meeting link: https://meet.google.com/qba-qdic-kou

Below is the agenda for each Virtual Core Group meeting:

1. Welcome
2. Roll call of the members
3. I will share the latest software updates for both TE Network and the Top Echelon recruiting software (also known as TE Recruit).
4. Members will share their hot jobs with corresponding group discussion.
5. I will direct a software and Network protocol Q&A session to close the call.

It is my goal that this agenda will help you take away more from the meeting than just hot jobs and/or candidates. Hopefully, it will help make you more knowledgeable in terms of the Top Echelon community.

If you’d like to join one of the groups listed above or if you’d like to start a new group, please contact me.

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