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On November 2, 2015, Joe Cresci of Food Management Search joined Top Echelon Network.

So in just a couple of days, Joe will be celebrating his seventh anniversary as a Network member. And how productive has he been during the past seven years?

Joe has made 81 split placements during this time as a Network recruiter. Not only that, but he’s also generated $630K in revenue as a result of those splits. That’s an average of 11-12 splits and $90K in revenue per year.

Joe, who did not know anything about Top Echelon Network prior to joining, had been part of another network.

“I had been part of another network for about 15 years without much success,” he said. “It had a very antiquated system and nothing ever improved. I was in search for one that could be more effective.”

According to Joe, he found what he was looking for in Top Echelon. The results, as they say, speak for themselves, and Joe has been thoroughly satisfied with all that the Network has to offer. “You can work by yourself and still have the benefit of being part of a team,” he said.

According to Joe, below are four additional takeaways that have been instrumental to his success as a member of Top Echelon’s recruiting network:

#1—The chance to scale his business

For Joe, Top Echelon Network membership has meant more of everything.

“With the size and number of the membership, I can get more done and work on more projects,” he said. “I never hesitate to take on a new client or a new project, even if it’s one outside of my expertise, as somebody in the Network will have that specialty.”

Joe also lauded Top Echelon’s applicant tracking system (formerly known as Big Biller), which is integrated with Network membership, and TE’s recruiter networking events.

“There is an outstanding communication ability between partners, starting with the continuous improvements that are made to Big Biller,” he said. “Then there are the Network training opportunities and biannual meetings, which bring agency owners together to share ideas.”

#2—An edge in marketing to potential clients

According to Joe, his membership in Top Echelon Network is now part of the presentations that he makes to potential new clients.

“I always include our membership with one of the largest nationwide recruiting networks with a membership of 500+ recruiting agencies from all industries, including Food,” he said. “I tell them we have access to a database of six million candidates, increasing the chances of more interested and qualified candidates.”

#3—Finding the right partners = success

Joe understands that while it might take a while to meet and connect with the right trading partners in the Network, it’s well worth the investment of time and energy to do so. Joe strives to connect with those partners who are as committed to The Four Pillars of Top Echelon Network as he is.

“After 27 years of working on a 100% commission in this industry, I understand the high risk and high rewards,” he said. “I have learned the ‘red flags’ early and attempt to stick with delivering quality and not wasting my partner’s or client’s time. I’m always willing to assist new members with how the system operates to be successful.”

#4—The importance of being proactive

As we’ve discussed on previous occasions, membership in Top Echelon Network is not a “magic money-making machine.” As mentioned above, it does require an investment of time and energy, but as Joe has shown, you can receive a hefty return on that investment.

“Use the Network and all it has to offer and reach out, meet the experts in your field,” he said. “Find out the best way to use the Network and its systems and keep the communication flowing. Attend the biannual meetings to meet new and existing partners. It improves things. Follow-up, be concise, and be appreciative for the work of others.”

So congratulations to Joe Cresci for his agency’s seven-year anniversary in Top Echelon Network and for all of the success that he’s enjoyed since becoming a Network member!

Last week was a big week for Top Echelon Network recruiters, as they accounted for 20 split placements!

Ron Sunshine of Ron Sunshine Associates, LLC was a major part of that big week. First, he was part of the largest split fee of the week, as he and Michael Stuck of Gables Search Group placed a Facilities/Maintenance Manager to earn a $32,500 fee at 25%.

Ron was also one of four Network recruiters who made three splits last week. The other three were Michael Stuck, Nick Stoia of ASAP Search and Trey Cameron of Cameron Craig Group.

And while we’re at it, let’s congratulate Troy Randolph of Lea Randolph & Associates, Inc. and Terry Rhodes of NewCareers. Troy and Terry placed a Hospice Executive Director to earn a $31K fee at 20%.

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 October 24 through October 30, 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

— — —

Coleen Balogh-Walther of The Provident Search Group, Inc.

Coleen Balogh-Walther

Debbi Reiger of Reiger Technical Search

Debbi Reiger

Job recruiter: Debbi Reiger of Reiger Technical Search

Candidate recruiter: Coleen Balogh-Walther of The Provident Search Group, Inc.

Job title: CUSTOMER SUPPORT SPECIALIST

Overall placement fee: $10,400

Fee percentage: 16%

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

Veronica Snyder of Career Professionals, Inc.

Veronica Snyder

Job recruiter: Veronica Snyder of Career Professionals, Inc.

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: ASSISTANT CONTROLLER

Overall placement fee: $27,000

Fee percentage: 25%

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

David M. Sgro of True North Consultants, Inc.

David M. Sgro

Job recruiter: David M. Sgro of True North Consultants, Inc.

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: IT SERVICE DESK ASSOCIATE

Overall placement fee: $13,000

Fee percentage: 20%

— — —

Trey Cameron of the Cameron Craig Group

Trey Cameron

Keith Cornelison of Personnel Resources

Keith Cornelison

Job recruiter: Keith Cornelison of Personnel Resources

Candidate recruiter: Trey Cameron of Cameron Craig Group

Job title: BIOMEDICAL EQUIPMENT TECHNICIAN

Overall placement fee: $9,526

Fee percentage: 20%

— — —

Joe Cresci of Food Management Search

Joe Cresci

Ron Sunshine of Ron Sunshine Associates, LLC

Ron Sunshine

Job recruiter: Ron Sunshine of Ron Sunshine Associates, LLC

Candidate recruiter: Joe Cresci of Food Management Search

Job title: SENIOR COMPLIANCE ENGINEER

Overall placement fee: $23,000

Fee percentage: 20%

— — —

Michelle Daniels of Gables Search Group

Michelle Daniels

Chris Ramsay, CPC of Corporate Resources, LLC

Chris Ramsay, CPC

Job recruiter: Chris Ramsay, CPC of Corporate Resources, LLC

Candidate recruiter: Michelle Daniels of Gables Search Group, Inc.

Job title: CONTROLS ENGINEER

Overall placement fee: $15,050

Fee percentage: 20%

— — —

Phil Hurd of Oculus Search Partners, LLC

Phil Hurd

Todd Porter of H.T. PROF Executive Search

Todd Porter

Job recruiter: Todd Porter of H.T. PROF Executive Search

Candidate recruiter: Phil Hurd of Oculus Search Partners, LLC

Job title: OUTSIDE SALES ENGINEER – HVAC

Overall placement fee: $12,400

Fee percentage: 20%

— — —

Phil Hurd of Oculus Search Partners, LLC

Phil Hurd

Randall Hardwick of Avalon Recruiting

Randall Hardwick

Job recruiter: Randall Hardwick of Avalon Recruiting

Candidate recruiter: Phil Hurd of Oculus Search Partners, LLC

Job title: EH&S MANAGER

Overall placement fee: $20,000

Fee percentage: 20%

— — —

Sarah Katz of First Search, Inc.

Sarah Katz

Josh Slimmer of Jericho HR Group

Josh Slimmer

Job recruiter: Josh Slimmer of Jericho HR Group

Candidate recruiter: Sarah Katz of First Search, Inc.

Job title: SENIOR COMPENSATION ANALYST

Overall placement fee: $18,000

Fee percentage: 20%

— — —

Steve Kohn of Affinity Executive Search, Inc.

Steve Kohn

Bob White of Impact Solutions, Inc.

Bob White

Job recruiter: Bob White of Impact Solutions, Inc.

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

Job title: SOLIDWORKS ELECTRICAL ENGINEER

Overall placement fee: $15,600

Fee percentage: 25%

— — —

Steve Kohn of Affinity Executive Search, Inc.

Steve Kohn

Nick Stoia, CPC of ASAP Search & Recruiters

Nick Stoia, CPC

Job recruiter: Nick Stoia of ASAP Search

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

Job title: TOOL & DIE MAINTENANCE SUPERVISOR

Overall placement fee: $17,800

Fee percentage: 20%

— — —

Gary Nashif of SMB Recruiters, LLC

Gary Nashif

Julie Mysinger of Hire Horizons

Julie Mysinger

Job recruiter: Julie Mysinger of Hire Horizons

Candidate recruiter: Gary Nashif of SMB Recruiters, LLC

Job title: BUSINESS DEVELOPMENT MANAGER – WATER TREATMENT CHEMICALS

Overall placement fee: $25,000

Fee percentage: 25%

— — —

Terry Rhodes of NewCareers

Terry Rhodes

Troy Randolph of Lea Randolph and Associates, Inc.

Troy Randolph

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

Candidate recruiter: Terry Rhodes of NewCareers

Job title: HOSPICE EXECUTIVE DIRECTOR

Overall placement fee: $31,000

Fee percentage: 20%

— — —

Donna Schuback, CPC of Schuback Search Associates, Ltd.

Donna Schuback, CPC

Gary Kaufman of ExcelliSearch, Inc.

Gary Kaufman

Job recruiter: Gary Kaufman of ExcelliSearch, Inc.

Candidate recruiter: Donna Schuback, CPC of Schuback Search Associates, Ltd

Job title: SENIOR ENTERPRISE APPLICATIONS ANALYST

Overall placement fee: $25,600

Fee percentage: 20%

— — —

Jim Strickland of BioSource International

Jim Strickland

Maria Hemminger of MJ Recruiters, LLC

Maria Hemminger

Job recruiter: Maria Hemminger of MJ Recruiters, LLC

Candidate recruiter: Jim Strickland of BioSource Recruiters

Job title: PLANT MANAGER

Overall placement fee: $14,500

Fee percentage: Flat

— — —

Michael Stuck of Gables Search Group

Michael Stuck

Bill Laming of Laming and Associates

Bill Laming

Job recruiter: Bill Laming of Laming and Associates

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: PRODUCTION SUPERVISORS

Overall placement fee: $17,000

Fee percentage: 20%

— — —

Michael Stuck of Gables Search Group

Michael Stuck

Ron Sunshine of Ron Sunshine Associates, LLC

Ron Sunshine

Job recruiter: Ron Sunshine of Ron Sunshine Associates, LLC

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: FACILITIES/MAINTENANCE MANAGER

Overall placement fee: $32,500

Fee percentage: 25%

— — —

Michael Stuck of Gables Search Group

Michael Stuck

Nick Stoia, CPC of ASAP Search & Recruiters

Nick Stoia, CPC

Job recruiter: Nick Stoia of ASAP Search

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: FACILITIES MAINTENANCE SUPERVISOR

Overall placement fee: $15,000

Fee percentage: 20%

— — —

Ron Sunshine of Ron Sunshine Associates, LLC

Ron Sunshine

Amy Szuba

Job recruiter: Ron Sunshine of Ron Sunshine Associates LLC

Candidate recruiter: Amy Szuba of Career Transitions, LLC

Job title: PLANT QUALITY MANAGER

Overall placement fee: $27,000

Fee percentage: 20%

— — —

Bob White of Impact Solutions, Inc.

Bob White

Nick Stoia, CPC of ASAP Search & Recruiters

Nick Stoia, CPC

Job recruiter: Nick Stoia of ASAP Search

Candidate recruiter: Bob White of Impact Solutions, Inc.

Job title: QUALITY ENGINEER 

Overall placement fee: $27,000

Fee percentage: 30%

— — —

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.

In recent years, it has become increasingly illegal for employers to ask job candidates about their current salary during the recruiting and hiring process. In fact, it seems as though new states and localities are adding bans on an almost weekly basis. (It seems that way, but it’s not actually the case.)

Click HERE to see a running list of the states and localities that have outlawed pay history questions. Since it’s a running list, it means that this article and the list contained therein are updated on a regular basis to reflect the most recent developments.

However, that’s not what this particular Pinnacle blog post is about. Instead, this post is about another emerging trend in the job market and the recruiting profession. And in a twist of irony, this trend is almost the inverse of the first trend.

The first trend: it has become increasingly illegal to ask job candidates about their current salary during the recruiting and hiring process.

The second trend: it has become increasingly illegal for employers to exclude the salary range in job postings.

In short, job candidates do NOT have to disclose salary information, whereas employers MUST disclose salary information for the jobs they’re attempting to fill.

Now, not as many states and localities have embraced the second trend as have embraced the first one . . . but that’s only for the moment. More states and localities are joining the fray, including California, which did so recently. The state of Washington will do so soon, as will New York City.

As of right now, more bills are under consideration in the states of South Carolina, Massachusetts, and New York. (Well, if New York City is going to do it, then why wouldn’t New York State do it, too?)

Click HERE for a running list of the states and localities that require a salary range in job postings.

What does this mean for you, the members of Top Echelon Network?

We at Top Echelon trust the members of the Network to adhere to the applicable laws in their states and localities. That was the case for the first trend (not asking job candidates about their current salary), just as it’s the case for the second trend (employers including a salary range in job postings).

We’re addressing these trends because they’re becoming more prevalent. More and more states and localities are going to adopt one of the trends, if not both. Because of this, these trends might be at the top of your mind.

The job market and the employment marketplace are continuing to evolve, just like they’ve always done during the 34 years that Top Echelon Network has been in existence. And our strategy will continue to be what it has been during these past three-plus decades: to rely upon the experience and expertise of our Network members to navigate these changes like the true professionals they are.

And for that, we at Top Echelon Network would like to thank our membership for truly being THE elite network of highly specialized search firms!

If you have any questions about this blog post or about the trends and issues referenced therein, you can contact me by calling 330.595.1742 or by sending an email to drea@topechelon.com.