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Who says there’s no money to be made in a split fee recruiting network? Not the recruiters listed below. That’s because those recruiters combined to bill $859,081 in Top Echelon Network during the third quarter.

There are 10 recruiters listed below. So simple math tells us those recruiters earned an average of $85,908. Not a bad return on the investment they made in the form of their membership dues.

$130 per month in dues x 3 months = $390

So they paid $390 in membership dues and they earned an average of $85,000 in recruiting fees. That’s quite an advertisement for membership in Top Echelon Network.

Top-producing recruiters in the Members’ Area

You can view all of the top producers in the Network for the past 12 months in the Members’ Area. As of the publication of this blog post, all of the top 10 members have billed at least $100K during that time. In addition, the top 15 have billed at least $90K, and the top 22 have billed at least $80K.

There is a LOT of money to be made in Top Echelon Network. And we want YOU to make it. Let us know what we can do to help you reach your billing goals.

Below is the information that we are now including with the announcement of the Recruiter of the Quarter Award:

  • The top ten (10) producers in Top Echelon’s recruiting network for the quarter
  • The number of split placements those recruiters made during the quarter
  • The cash-in dollar amount that the recruiters earned as a result of those placements

Below are the final standings for the Recruiter of the Quarter Award in Top Echelon Network for the third quarter of 2017. Congratulations to all of these recruiters for their accomplishments!

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First Place

Recruiter: Trey Cameron
Agency: Cameron Craig Group
Placements: 48
Commission: $407,829

Second Place

Recruiter: Steve Kohn
Agency: Affinity Executive Search
Placements: 10
Commission: $71,174

Third Place

Recruiter: Hugh Moran
Agency: MPC Partners, LLC
Placements: 6
Commission: $58,632

Fourth Place

Recruiter: Melissa Truax
Agency: Premier Health Careers, Inc./Premier Paths
Placements: 6
Commission: $54,808

Fifth Place

Recruiter: Dan Trudeau
Agency: The PRA Group, Inc.
Placements: 5
Commission: $57,716

Sixth Place

Recruiter: Kristy Staggs
Agency: Byrnes & Rupkey, Inc.
Placements: 5
Commission: $42,144

Seventh Place

Recruiter: Veronica Snyder
Agency: Career Professionals, Inc.
Placements: 4
Commission: $55,107

Eighth Place

Recruiter: Adam Krueger
Agency: Sun Recruiting, Inc.
Placements: 4
Commission: $50,407

Ninth Place

Recruiter: David Austin
Agency: Austin Technology Resources
Placements: 4
Commission: $32,312

10th Place

Recruiter: Sean Napoles, CPC
Agency: Career Brokers, Inc.
Placements: 4
Commission: $28,952

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Top Echelon’s split network determines the monthly and quarterly winners of its recruiting awards based upon two criteria, which are listed below in order of importance:

1.) The number of split placements made
2.) The amount of cash-in dollars earned as a result of those split placements

This explains why, when multiple recruiters are tied with the same number of split placements during a given month or quarter, the recruiter with the largest cash-in total for their placements is deemed the winner.

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If you’re looking to make more placements with your Top Echelon split fee recruiting membership, then contact Director of Network Operations Drea Codispoti, CPC/CERS at 330.455.1433, x156.

October is a big month of agency anniversaries in Top Echelon’s recruiting network! Need proof? Let’s start with the fact there are five agencies celebrating anniversaries of 20 years or longer.

Not only that, but we also have a Charter Member of the Network celebrating an anniversary. That’s right, Lou Michaels Associates joined Nationwide Interchange Service (NIS) on October 10, 1988. That was the first year of existence for NIS.

So that means Lou Michaels Associates is celebrating its 29th anniversary as a Network member firm!

Agency anniversaries galore!

But as mentioned above, there are four other agencies celebrating an anniversary of 20 years or longer. They include the following:

  • R.A. Briones & Company (20 years)
  • Continental Search & Outplacement, Inc. (21 years)
  • Stickle & Associates (23 years)
  • Gundrum & Associates, Inc. (24 years)

With that many anniversaries and that many years, you’d think there would be a whole lot of Network placements made, as well. You’d be right! In fact, the agencies listed below have made a combined 807 placements in the Network.

And with that many placements, you’re probably thinking there’s a lot of money associated with these Network members, too, right? Right again! In fact, the agencies listed below have made a combined total of $5,720,042 cash-in during their Network tenures. That’s nearly $6 million!

Once again, there is money to be made with split fee recruiting. Just because you’re splitting the fee with another recruiter does not mean you can’t generate extra revenue. Remember, these are placements you probably would NOT have made on your own.

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

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29-Year Anniversary

Lou Michaels Associates, Inc. in Battle Creek, Michigan
Staff Members: Lou Michaels
Agency Join Date: October 10, 1988
Placements: 274
Career cash-in: $1,732,958

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24-Year Anniversary

Gundrum & Associates, Inc. in Cedarburg, Wisconsin
Staff Members: Dan Gundrum and Mark Gundrum
Agency Join Date: October 28, 1993
Placements: 42
Career cash-in: $329,253

— — —

23-Year Anniversary

Stickle & Associates in Asheboro, North Carolina
Staff Members: Robert Stickle
Agency Join Date: October 27, 1994
Placements: 40
Career cash-in: $293,196

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21-Year Anniversary

Continental Search & Outplacement, Inc. in Oceanview, Delaware
Staff Members: Dan Simmons, CPC; Jim Hipskind, CPC; Deborah Simmons; Trish Valenzuela; Rick Pascual; Fred Clark; Damien Marley; and Charles White
Agency Join Date: October 7, 1996
Placements: 314
Career cash-in: $2,240,312

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20-Year Anniversary

R.A. Briones & Company
Staff Members: Robert Briones, CPC and Marisela Briones
Agency Join Date: October 23, 1997
Placements: 38
Career cash-in: $369,290

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15-Year Anniversary

CPS Recruitment in Liverpool, New York
Staff Members: Joy Rinaldi; Steve Schanz, CPC; Laurie Palmiero; Sara Rich; Shannon Burton; Lisa Coogan; Kelsey Donitzen; Vanessa Freer, Angie Sidorovski, Suzanne Benderski; Maureen Greiner; Tracie Tucci; Tracy Driscoll; Natasha Glynn; Caitlin Lochner; Danielle Lee; Molly Kiggins; and Barb DeCarr
Agency Join Date: October 22, 2002
Placements: 40
Career cash-in: $318,941

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10-Year Anniversary

Connell Group, LLC in Anniston, Alabama
Staff Members: Scott Connell and Cannon Connell
Agency Join Date: October 18, 2007
Placements: 5
Career cash-in: $54,050

— — —

5-Year Anniversary

Staffing USA in Sumiton, Alabama
Staff Members: Nell Blackburn, Robert Blackburn, and Brad Blackburn
Agency Join Date: October 1, 2012
Placements: 36
Career cash-in: $193,062

OnBoard Recruitment Advisers in Columbus, Ohio
Staff Members: Catherine Reynolds and Michael Reynolds
Agency Join Date: October 11, 2012
Placements: 18
Career cash-in: $188,979

Any time is a good time to offer contract staffing services to your clients. But when is the best time to suggest contract staffing?

The recruiters we work with say there are certain times when you should take extra care to mention that you’re able to handle contract job orders.

How to suggest contract staffing

Below are the six best times for you to suggest contract staffing to your clients:

1. When you get a new client

It’s a good idea to let new clients know about ALL of the services that you provide, including contract staffing.

2. When a client has a position that is difficult to fill

Clients may have to adjust their expectations, and they are typically more willing to do that if they can try someone on a contract basis first. A candidate may also be persuaded to try a position that they’re not sure about before committing to it full time.

3. When the client wants a guarantee

In lieu of a guarantee, you can let them “try-before-they-buy” by offering candidates on a contract-to-direct basis.

4. Anytime you are talking with a hiring manager (rather than the Human Resources department)

Contract staffing job orders typically come from hiring managers rather than HR.

5. During a client’s hiring freeze

Clients can sometimes utilize contractors even when they are not able to hire direct. That’s because contractors require less commitment and the money generally comes from a different budget than it does for direct hires.

6. When they are reluctant to pay the recruiting fee

Clients may be more willing to pay over time via a monthly invoice for a contractor rather than the larger, one-time fee to hire them direct.

Are YOU ready to suggest contract placement services to your clients?

Then download our Quick-Start Guide to Contract Staffing. Or request a demo with one of our contract staffing specialists.

We encourage you to see for yourself how easy it is. And we will be here to help you every step of the way. That’s why you can can also call us at (888) 627-3678.

There is NO doubt that the recruiting profession has its ups and downs. But what if you had a time machine?

Yes, that’s a BIG if. But what if you had one and you could travel back in time. (For the sake of argument, let’s say that you could NOT travel forward.)

If you could travel back in time, would you still become a recruiter? Or would you choose a different path for yourself? Fortunately, we asked that question of our entire recruiting network membership.

How? Via a Members’ Area poll question, of course:

If you could do it all over again, would you still become a recruiter?

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

  • Absolutely! — 52.0%
  • Yes . . . for the most part. — 29.9%
  • Hold on, let me flip a coin. — 6.3%
  • No. The answer is no. — 8.7%
  • I plead the Fifth Amendment. — 3.1%

Not so keen on a time machine

Well, as you might expect, the majority of recruiters chose “Absolutely!” as their answer. However, it wasn’t an overwhelming majority. It was only a technical majority at 52.0% of the vote.

Another 29.9% chose “Yes . . . for the most part.” Rather ominous, isn’t it? These recruiters don’t seem 100% sure about their answer. At the very least, they weren’t very convincing.

Then there is the contingent of recruiters that was adamant about the fact that they would NOT choose the same path. That constituted the 8.7% that said, “No. The answer is no.” It doesn’t get much clearer than that.

We even have recruiters who wanted to let fate decide. Specifically, they were prepared to leave their choice to the flip of a coin. That group accounted for 6.3% of poll participants.

Last but not least: those who wanted to “plead the Fifth Amendment” (3.1%). These recruiters certainly did not want to incriminate themselves, which what the Fifth Amendment is for. So we won’t hold that against them.

The recruiting profession is not for the faint of heart. It can be rewarding, for sure, but it can also be grinding. And stressful. And full of unpleasant surprises.

But for some people, there’s nothing else that they’d rather be doing!

Unless, of course, they actually had a time machine. AND it could go forward in time.

If you want help in our split fee recruiting network, then contact Director of Network Operations Drea Codispoti, CPC/CERS. You can do so by calling 330.455.1433, x156 or by sending an email to