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We at Top Echelon don’t recognize top producer Trey Cameron of the Cameron Craig Group for every milestone that he reaches. If we did so, then that is all we would do. (Not really. That’s an exaggeration, but you understand what we’re saying.”

However, there’s no ignoring the twin milestones that Trey reached recently. They are as follows:

  • 800 Network placements
  • $6 million cash-in

The $6 million man

As you might have already guessed, both of these milestones represent Top Echelon Network records. As you can see by this week’s split placements, which are listed below, Trey is well represented.

That is usually the case every week, since he makes approximately 100 Network placements every year. And when we apply some rudimentary math skills, it equates to about two splits per week.

There’s no reason to believe that Trey won’t reach 100 Network placements in 2018. In fact, he might hit the $1 million mark for the year, as well.

So congratulations to Trey for reaching these milestones. And congratulations to everybody who made placements in Top Echelon’s recruiting network this week!

This Week’s TE Split Placements

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

Lois Rupkey of Byrnes & Rupkey, Inc.

Lois Rupkey

Job recruiter: Lois Rupkey of Byrnes & Rupkey, Inc.

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Job title: MACHINIST

Fee percentage: 20%

Action causing split placement: Network Jobs Feed

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

Lois Rupkey of Byrnes & Rupkey, Inc.

Lois Rupkey

Job recruiter: Lois Rupkey of Byrnes & Rupkey, Inc.

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Job title: PRODUCTION SUPERVISOR (2ND SHIFT)

Fee percentage: 20%

Action causing split placement: Network Jobs Feed

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

Sara Gallagher of Byrnes & Rupkey, Inc.

Sara Gallagher

Job recruiter: Sara Gallagher of Byrnes & Rupkey, Inc.

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Job title: CNC PROGRAMMER

Fee percentage: 18%

Action causing split placement: Network Jobs Feed

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

Ann Wyatt of Ann Wyatt Recruiting

Ann Wyatt

Job recruiter: Ann Wyatt of Anny Wyatt Recruiting

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Job title: EHS ENGINEER

Fee percentage: 20%

Action causing split placement: Network Jobs Feed

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

Nancy Hastings of The Hastings Group

Nancy Hastings

Job recruiter: Nancy Hastings of The Hastings Group

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Job title: DEBONE TEAM LEADER

Fee percentage: 20%

Action causing split placement: Network Jobs Feed

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

Michael Agen of New Solutions Group, LLC

Michael Agen

Job recruiter: Michael Agen of New Solutions Group, LLC

Candidate recruiter: Trey Cameron of the Cameron Craig Group

Job title: LIFESTYLE COORDINATOR PRIVATE PAY

Fee percentage: 20%

Action causing split placement: Network Jobs Feed

— — —

Terry Rhodes of NewCareers

Terry Rhodes

Jay Laney of The Williams Company

Jay Laney

Job recruiter: Jay Laney of The Williams Company

Candidate recruiter: Terry Rhodes of NewCareers

Job title: PROJECT ENGINEER – MECHANICAL

Fee percentage: 25%

Action causing split placement: Network Jobs Feed

— — —

Keith Cornelison of Personnel Resources

Keith Cornelison

Job recruiter: Keith Cornelison of Personnel Resources

Candidate recruiter: Christopher Painer of Provexus

Job title: REGISTERED NURSE

Fee percentage: 15%

Action causing split placement: Offline communication with a member

— — —

Deb North of Deb North Consulting, LLC

Deb North

Bruce Widnes of The Recruiting Group, Inc.

Bruce Widnes

Job recruiter: Bruce Widnes of The Recruiting Group, Inc.

Candidate recruiter: Deb North of True North Consulting, LLC

Job title: TECHNICAL SALES – ANALYTICAL INSTRUMENTATION

Fee percentage: Flat

Action causing split placement: Network Jobs Feed

— — —

Jeff Duell of the Johnson Resource Group, LLC

Jeff Duell

Carol Brinkman, CPC of Corporate Resources, LLC

Carol Brinkman, CPC

Job recruiter: Jeff Duell of the Johnson Resource Group, LLC

Candidate recruiter: Carol Brinkman, CPC of Corporate Resources, LLC

Job title: LEAD SOFTWARE DEVELOPER

Fee percentage: 20%

Action causing split placement: Offline communication with a member

— — —

Justin Bidwell of Bidwell and Associates, LLC

Justin Bidwell

Matt Allred of The Allred Group

Matt Allred

Job recruiter: Matt Allred of The Allred Group

Candidate recruiter: Justin Bidwell of Bidwell & Associates

Job title: INDUSTRIAL HYGIENIST

Fee percentage: 20%

Action causing split placement: Offline communication with a member

— — —

Bill Kubena of Kubena and Associates

Bill Kubena

Richard Steinman of Steinman Recruiting Associates

Richard Steinman

Job recruiter: Bill Kubena of Kubena & Associates

Candidate recruiter: Richard Steinman of Steinman Recruiting Associates

Job title: QUALITY MANAGER

Fee percentage: 20%

Action causing split placement: Offline Communication with a member

— — —

Teddi Remer of DTR Executive Solutions

Teddi Remer

Jill Kohler-Easley of the Easley Resource Group, Inc.

Jill Kohler-Easley

Job recruiter: Teddi Remer of DTR Executive Solutions

Candidate recruiter: Jill Kohler-Easley of the Easley Resource Group, Inc.

Job title: VP GENERAL MANAGER

Fee percentage: Flat

Action causing split placement: Offline communication with a member

— — —

Michael Agen of New Solutions Group, LLC

Michael Agen

Brian McMahon of Brian McMahon & Associates

Brian McMahon

Job recruiter: Michael Agen of New Solutions Group, LLC

Candidate recruiter: Brian McMahon of Brian McMahon & Associates

Job title: AUDIOLOGIST/HEARING AID DISPENSER

Fee percentage: 20%

Action causing split placement: Offline communication with a member

We’ve been announcing during the last several weeks that Top Echelon Network recruiters are making more split placements than a year ago. However, they’re also making more splits as a result of the Network’s MEGA Database.

In fact, we’re highlighting three placements (listed below) that were a direct result of the MEGA Database. “But for” the MEGA, these  split placements would not have happened. We’re pleased that this powerful sourcing tool is helping us to continue realizing our mission of helping recruiters make more placements!

The MEGA Database: 5 million resumes

The MEGA Database allows Top Echelon Network members who use the Big Biller recruiting software to share information quickly and easily. However, if you’re a Network recruiter and you don’t use Big Biller, you can still use the MEGA.

There is, though, one caveat. While you can perform searches in the MEGA, your information will not be included in MEGA searches conducted by other Network recruiters. The reason, of course, is because your data is being housed in an applicant tracking software other than Big Biller.

Right now, there is close to 5 million resumes in the MEGA. That’s the most resumes that the database has ever contained, and we’re confident that the number will continue to increase. So if you’re not using the MEGA, make it part of your Network routine today.

And start making more splits like the recruiters below!

If you have questions about the MEGA, please 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 drea@topechelon.com.

— — —

Pat McGue of Mackie Search, LLC

Pat McGue

Dustin Griffin of Griffin Recruitment Group, LLC

Dustin Griffin

“Thank you, Pat, for the great candidate!”

Submitted by Dustin Griffin of Griffin Recruitment Group, LLC regarding his Network split placement with Pat McGue of Mackie Search, LLC

Position Title—3RD SHIFT PRODUCTION SUPERVISOR

Fee Percentage—18%

(Editor’s note: This is the first Network split placement that Dustin and Pat have made together in Top Echelon.)

— — —

Rose Langhals of Bridgeway Professionals, Inc.

Rose Langhals

“Rose has been very generous in offering us candidates through the MEGA Database. With her help, we’ve managed to fill our best client’s longest-open requisition in the history of the company. We are very excited! Thanks, Rose!”

Submitted by Dustin Griffin of Griffin Recruitment Group, LLC regarding his Network split placement with Rose Langhals of Bridgeway Professionals, Inc.

Position Title—MAINTENANCE SUPERVISOR 2ND SHIFT

Fee Percentage—18%

(Editor’s note: This is the first Network split placement that Dustin and Rose have made together in Top Echelon.)

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

Mark Udulutch, CPC of Markent Personnel

Mark Udulutch, CPC

“This was a very difficult search with very specific technical requirements. As a last resort, I went to the MEGA Database search and found several possible people. [The candidate] was one of them. I am so glad Trey had him. The candidate and my client are both very happy.”

Submitted by Mark Udulutch, CPC of Markent Personnel regarding his Network split placement with Trey Cameron of the Cameron Craig Group

Position Title—SENIOR MECHANICAL ENGINEER

Fee Percentage—25%

(Editor’s note: This is the first Network split placement that Mark and Trey have made together in Top Echelon.)

In a previous blog post, we explored the difference between direct hire placements and contract placements. However, that blog post raised an important question: which is more secure for recruiters?

There is a common misconception that direct hire positions offer candidates more job security, and therefore, they prefer to take those positions. In reality, more and more workers WANT to be contractors because they feel like they have more job security in contract assignments.

But isn’t contract work temporary by its very nature? How can a work arrangement that is meant to end be more secure than a traditional direct or “perm” job?

Correcting contracting misconceptions

First, there is no such thing as a permanent job anymore. Instead, we talk about “direct hire,” and many recruiters in the industry do the same. It increasingly rare for workers these days to spend their entire careers with one company. The last recession taught workers that their jobs could end with little or no notice, leaving them to update their resumes in a hurry so they could start their unexpected job search.

Many people think contract assignments are risky because they are designed to only last a certain amount of time. But in that knowledge is power for the worker. Rather than being blindsided by a sudden layoff, they can be prepared. They keep their resumes up-to-date. They depend on their own skills to secure consistent contract work rather than a single employer.

As a recruiter, you can make this even easier. Because contract assignments normally have a tentative end date, you know when to contact your client to check on the status of the assignment and get something else lined up for the contractor if the assignment is about to end.

The side benefit is that you can inquire about other staffing needs the clients may have and pick up other job orders in the process. Clients may beat you to the punch, contacting you to let you know that the assignment is about to end. Again, this gives you enough advance notice to line up another “gig” for the contractor before the current assignment officially ends.

The beauty of this is that rather than placing a candidate only once and earning one placement fee, you can earn that fee over and over by placing the same great candidate.

Benefits of contract staffing

Contracts can be extended, as well, lasting much longer than expected. They can even turn into  a direct hire position. When that happens, you as the recruiter can earn a conversion fee over and above what you earn while the contractor is working.

Beyond the job security, contract staffing offers workers a number of other benefits:

  • Flexibility—Contractors are not necessarily tied to the typical 9-to-5 schedule due to the project-based nature of contracting. This enhances work-life balance.
  • Earning potential—Because they are typically paid hourly, contractors earn money for every hour worked, including overtime hours.
  • Enhance resume—The knowledge and skills contractors gain in a contract assignment can help them secure more work in the future.
  • Variety—Contractors get to experience different types of work, projects, companies, and even geographic locations.

Are you in the position to provide the type of contract staffing opportunities these candidates are seeking? If not, you will want to be sure that you are accepting contract staffing job orders from clients so you can attract the highest quality candidates.

Are YOU ready for contract staffing solutions or contract placement services?

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

You can can also call us at 888.627.3678. Start making contract placements and start making more money!

(Editor’s note: This article is intended for informational purposes only and should NOT in any way be considered legal advice.)

Every once in a while, we reference The Four Pillars of Top Echelon’s recruiting network in The Pinnacle Newsletter Blog. I thought perhaps today would be a good time to elaborate.

I’ve been the Director of Network Operations for well over 10 years now. As a result, I can say with certainty that if you practice and adhere to these Pillars, you can enjoy more success within Top Echelon.

So without further adieu, here are The Four Pillars of Top Echelon Network:

Pillar #1: Quality

Everything starts with quality. That means quality should be infused into everything you do within the Network. You should strive to submit quality jobs and quality candidates. You should strive to have quality interactions with other Network members.

Quality is a great way to brand yourself as a member. If other Network recruiters know that you deal in quality, they will be more likely to want to work with you. When other Network recruiters want to work with you, this increases the chances that you’ll make split placements. Cha-ching!

Pillar #2: Communication

To enjoy success in Top Echelon Network, you must communicate well. What does that mean, exactly? It means:

  • Communicating often
  • Communicating in as many different ways as is necessary
  • Identifying the most important information and making sure that information is communicated first
  • Clarifying information during every step of the placement process

Actually, we want you to over-communicate with other Network recruiters. That’s because when you try to over-communicate, it usually means you’ll end up communicating just enough. Despite good intentions, miscommunication can derail any deal.

Pillar #3: Trust

This is quite possibly the most important Pillar. That’s because this is where the “rubber meets the road.” You have to trust another Network member to share your job order or candidate with them. However, when you find split recruiting partners you trust and you share with them liberally, that can lead to a TON of split business.

The most successful trading partner relationships in the history of Top Echelon have been built upon the Pillar of Trust. Once you trust another member completely and implicitly, that’s when the floodgates can open. You can make 10, 20, or even 30 splits with them. That’s the “sweet spot” of Network membership.

Pillar #4: Active Participation

Did you know that there were only three Pillars initially? Network recruiters Dan Simmons, CPC and Jim Hipskind, CPC of Continental Search & Outplacement, Inc. suggested that we add this Pillar. On the one hand, you might think that participating in the Network is a prerequisite for enjoying success in the Network. On the other hand, recruiters sometimes forget that TE is not a “magic money-making machine” and they do have to make an investment of time.

The good news is that you don’t have to make a huge investment of time. However, you do have to take the steps necessary to set yourself up for success. That means sharing job orders and candidates and being proactive about contacting other recruiters, among other things.

Well, that’s it: The Four Pillars of Top Echelon Network. This is a blueprint for success in our recruiter network. Follow the blueprint and enjoy the success!

In the meantime, if you’d like to discuss The Four Pillars or your split network membership, I encourage you to contact me. You can do so by calling 330.455.1433, x156 or by sending an email to drea@topechelon.com.