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There is perhaps no member more deserving of winning TE’s Recruiter of the Week Award than Shree Kumar of Max Populi, LLC.

Shree specializes in a number of areas, including Financial Services, Technology, and Healthcare. She joined Top Echelon’s recruiting network on January 4, 2017. (That’s about as close to the start of the New Year as you can join.)

Big fees for Shree

Shree definitely “hit the ground running.” Since joining TE, she’s made a total of nine split placements. And it’s not just the fact that she’s been making nearly one split per month. She’s also been making splits with large recruiting fees. How large? Well, try these on for size:

  • $44,400
  • $41,400
  • 39,560 (twice!)

And if that’s not enough, she has a $68,000 placement in the works with split recruiting partner Shelli Saunders of GoRecruitMe. We recently published “The Top 10 Recruiting Fees for the Third Quarter.” Shree had a part in three of the top 10!

By the time the year is over, Shree will have paid $1,560 in membership fees. That’s her investment in the Network. As for her return? She will have earned nearly $100,000 cash-in. And that’s a conservative estimate.

A solid partnership = winning

We reached out to Shree recently, and she was good enough to provide some comments regarding her success in TE:

— — —

Shree Kumar of Max Populi, LLC

Shree Kumar

“Signing up with TEN is one of the best business decisions that I have made in recent times. A solid partnership is the key to a successful placement. Finding partners who think and do like you do is not easy to come by, for it is not an 8-to-5 job. You are always on call, 24/7.

“Whatever success that I have had is largely due to these partnerships that are built on such cornerstones as commitment, trust, transparency, and follow-through. The relationships that I have been able to build with a handful of partners will certainly last a lifetime. Lastly, but definitely not the least, the folks at Top Echelon have always been willing and able to provide the much-needed support to my undertakings.”

— — —

Congratulations to Shree Kumar for winning the Recruiter of the Week award! We want to thank her for her commitment to Top Echelon and her eagerness to use our recruiter network tools to make more placements.

Earning large recruiting fees in Top Echelon Network is apparently a habit for some members. That’s because they consistently show up on lists like the one below.

The list below represents the top 10 recruiting fees for the third quarter in TE. And it’s interesting how many times certain recruiters’ names appear on the list.

First, there’s Nancy Hastings of The Hastings Group. Nancy, as you might remember, was named Recruiter of the Week in the Network recently. She appears twice on the list below. She split fees of $55,500 and $50,000. Not bad for a quarter’s work!

Then there’s Shree Kumar of Max Populi, who appears three times on the list! Shree had a hand in three of the top 10 recruiting fees during the third quarter. The amounts of those fees:

  • $44,100
  • $39,560
  • $39,560

That’s a crazy-good return on the investment that she’s made in Top Echelon’s recruiting network. That’s well over a 1,000% return. It’s so ridiculous, I’m not even going to calculate it. (Partly because I hate math. Let’s move on, shall we?)

Then we have Shelli Saunders of The Recruiting Pro. She’s also represented twice on the list below for large placement fees that she split during the third quarter. Shelli is now the agency owner for Network member firm GoRecruitMe, and we suspect that she will continue to crank out placements with hefty fees. (In fact, she has one in the works with Shree right now that is HUGE.)

Anyway, back to our regularly scheduled program.

Congratulations to Nancy, Shree, Shelli, and everybody who scored big recruiting fees in Top Echelon’s split network during the second quarter!

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Largest Recruiting Fees of the Quarter
First Place:

Mary Anne Buckley, CPC of Interstate Recruiters Corp

Mary Anne Buckley, CPC

Veronica Snyder of Career Professionals, Inc.

Veronica Snyder

Mary Anne Buckley of Interstate Recruiters Corp and Veronica Snyder of Career Professionals, Inc.

The position for this split placement was a Director of Manufacturing Strategy. Mary Anne was the job order recruiter, and Veronica was the candidate recruiter.

The action that stimulated this split placement was listed as, “Offline communication with a Member.”

The fee for this split placement was $56,250.

— — —

Second Place:

Nancy Hastings of The Hastings Group (job order recruiter)
Michael Stuck of Gables Search Group (candidate recruiter)

Position Title: Vice President of Operations
Fee percentage: 25%
Split Fee: $55,500

Third Place:

Adam Krueger of Sun Recruiting, Inc. (job order recruiter)
Nancy Hastings of The Hastings Group (candidate recruiter)

Position Title: Director of Capital Projects
Fee percentage: 25%
Split Fee: $50,000

Fourth Place:

Jan Hudson of Surf Search (job order recruiter)
Rick Gallin of Gallin Associates (candidate recruiter)

Position Title: Plant Manager – Medical Devices
Fee percentage: 25%
Split Fee: $45,000

Fifth Place:

Shree Kumar of Max Populi, LLC (job order recruiter)
Shelli Saunders of The Recruiting Pro (candidate recruiter)

Position Title: Ortho Physician Advisor
Fee percentage: 18%
Split Fee: $44,100

— — —

Sixth Place:

Carolyn Barcus of Barcus Associates (job order recruiter)
Mary Morris of Big Haystack (candidate recruiter)

Position Title: Business Development – Sales
Fee percentage: Flat
Split Fee: $41,225

Seventh Place:

Donna Carroll of Systems Personnel (job order recruiter)
Mark London of Command Consultants, Inc. (candidate recruiter)

Position Title: Account Executive
Fee percentage: Flat
Split Fee: $40,000

Eighth Place:

Tim Wielinski of Horizon Search, Inc. (job order recruiter)
Trey Cameron of the Cameron Craig Group (candidate recruiter)

Position Title: Data Scientist
Fee percentage: 30%
Split Fee: $39,900

Ninth Place:

Shree Kumar of Max Populi, LLC (job order recruiter)
Maria Scavelli of Premier Health Careers, Inc./Premier Paths (candidate recruiter)

Position Title: Physician Case Reviewer
Fee percentage: 20%
Split Fee: $39,560

Tenth Place:

Shree Kumar of Max Populi, LLC (job order recruiter)
Shelli Saunders of The Recruiting Pro (candidate recruiter)

Position Title: Physician Case Reviewer
Fee percentage: 20%
Split Fee: $39,560

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Top Echelon determines the monthly and quarterly winners of its Network split recruiting awards in four distinct categories, which are listed below:

1.) Recruiter of the Month
2.) Largest Split Fee of the Month
3.) Recruiter of the Quarter
4.) Largest Split Fee of the Quarter

The winners of these awards are only announced in The Pinnacle Newsletter Blog, usually (but not always) in the issue following the conclusion of each month and/or quarter.

Ohio recruiters are well represented within Top Echelon Network. (That should make sense. After all, Top Echelon’s headquarters are located in the Hall of Fame City of Canton.)

Not only that, but Ohio recruiters also constitute one of our most successful Regional Core Groups. You guessed it: that would be the Ohio Regional Core Group!

In addition, this is one of the most tenured Regional Core Groups in Top Echelon’s recruiting network. As such, the group has held a face-to-face meeting at roughly the same time every year. And the group is doing so again in 2017.

Below is the logistical information for this year’s event:

Thursday, November 16
Hilton Easton
3900 Chagrin Drive, Columbus, Ohio 43219
9:45 a.m. to 2 p.m.
$65 per person

NOT for Ohio recruiters only

Please note that this meeting is NOT for Ohio recruiters only. Any Top Echelon Network member, regardless of state, can attend the meeting. There is no restriction. If you’re from Indiana and you want to attend, please attend. If you’re from Illinois and you want to attend, please attend.

And if you’re from Michigan and you want to attend, forget it. I’m KIDDING! We want you to attend, too, regardless of the Buckeyes-Wolverines rivalry.

If you’d like to attend this core group meeting, simply send an email to and say, “Please register myself and/or (associate’s name) and charge my credit card on file for $(registration fee).”

Remember, Top Echelon’s split network contains four main types of core groups:

1. Traditional Core Groups

These are the ones you form yourself by building relationships with other Network recruiters. They typically involve recruiters that work in the same industry and niche that you do.

2. Non-Traditional Core Groups

These are also ones that you form yourself by building relationships with other Network recruiters. However, these groups do not necessarily contain recruiters who work the same areas that you do. Instead, they usually involve the business side of recruiting or other general recruiting-related topics.

3. Regional Core Groups

These are the recruiter networking events that involve members meeting face-to-face based upon geographic location (like the Ohio meeting).

4. Virtual Core Groups

During these meetings, Network recruiters share hot job orders and candidates during teleconference calls. They also share information about the activity they’re seeing and ideas for increased production.

We have designed all of these groups to help you make more split placements in TE. If you have questions about any of these groups, please give me a call at 330.455.1433, x156.

Nobody likes hiring delays, especially recruiters. However, if you’ve been in this profession for any length of time, you know that hiring delays are part of the business.

One of the reasons that it takes employers so long to fill their open positions is that available workers lack the specific skills needed. This is true within certain industries and for a number of positions. This, of course, is the “skills gap.”

The causes of hiring delays

So while a skills shortage may be impacting certain sectors, it appears that other factors are at play. These include the following three factors:

#1—Economic uncertainty

Sure, the Great Recession seems like a distant memory and the Stock Market has broken through all-time highs lately. However, there is still plenty of turbulence in the economy. In fact, there are some economic analysts who believe that the Stock Market is overvalued and is primed for a drop. After all, this is the second-longest bull market in the history of the United States. If there’s one thing for sure, every bull market in this country has ended . . . eventually. When will this one end? When will there be a recession? Stay tuned!

#2—Increased employment regulation

Employment legislation in general has increased on every level, not just the federal level. Take, for example, paid sick leave (PSL) laws. These laws are being passed on the state and local level, and they all have their own provisions. Employers have to figure out how/if to comply with any PSL law that may exist in the areas where they have employees. Besides the costs of providing the leave, the administration and tracking can be a nightmare. The additional cost and administrative burden each employee represents as a result of these employment laws is a factor employers consider anytime they think about adding staff.

#3—Insistence on the “perfect” candidate

If they do have to hire amid all the uncertainty, companies seem to want the proverbial “purple squirrel.” Candidates are being disqualified simply because they don’t have 100% of the qualifications the company is seeking. They often have to endure several interviews before being told that the employer has decided to hold off on making a decision. Many recruiters are getting frustrated because clients keep asking for more options even after quality candidates have been presented.

The anecdote for hiring delays

As a recruiter, you depend on placements for your livelihood. Consequently, hiring delays can cause a lot of undue stress. Fortunately, there is a way for you to help clients make decisions more quickly. You can offer candidates on a contract basis. In other words, you can offer contract staffing services to your clients.

This addresses a number of the factors mentioned above. Employers concerned about the cost and administrative burden tied to employees can instead utilize contractors. These contractors are the legal employees of a third party (you as the recruiter or an outside recruitment back office service that you utilize). In this situation, the third party, not your client, is responsible for legal compliance. To combat economic uncertainty, they can use the person on a contract basis and convert them to a direct hire when they feel more secure.

In the absence of the “purple squirrel,” contract-to-direct arrangements are a great option. They allow the client to evaluate the worker’s performance, work ethic, and fit with the corporate culture on the job.  They can then decide whether or not to extend the direct hire offer to the candidate. Some clients are evaluating most of their new hires in this manner.

A long hiring process can be frustrating, but you don’t have to just sit back and wait. By offering alternative staffing options that address your clients’ concerns, you can get job orders filled more quickly. That’s good for you, your clients, and your candidates.

Are YOU in need of 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. Get started with contract staffing today!