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In the very near future, we’re going to release the preliminary agenda for the 2013 Top Echelon Network National Convention, and of course, we’ll be celebrating the 25th anniversary of the Network at that convention.

Veronica SnyderLeading up to this grand event, we’ll also be celebrating in anticipation of our 25th anniversary.  (After all, what’s better than one party?  Two parties!)

One of the ways we’re celebrating is by interviewing long-time Preferred Members in The Pinnacle Newsletter Blog.  These are tried-and-true Network recruiters whose tenure in Top Echelon have included many years and many split placements.

This week, we’re talking with Veronica Snyder of Career Professionals, Inc. in Morristown, Tenn.  Snyder has made 45 split placements in the Network, and she’s a regular attendee of Top Echelon events like the National Convention and Fall Conference.

In short, she’s a model Preferred Member recruiter, and we’re pleased that she’s sharing her story with us!

(Editor’s note: this is the first part of a two-part series of blog posts.  The second part will be published in next week’s issue of The Pinnacle.)

How did you break into the recruiting business?

After earning a Master’s Degree in Psychology and not being qualified for any “real” jobs, I moved home and was eventually offered a part-time job answering phones for a temporary staffing agency.  This turned into a full-time staffing job, and for the next two years I learned the fundamentals of how to interview candidates and then match skills sets to job orders.

The important step, however, was that I happened to run into Jim Beelaert (founder of Career Professionals) and his wife one evening, and he asked what I was doing back in town.  I had been high school friends with Jim’s kids.  I said, “I find people for temporary, hourly jobs,” and he replied that I should work for him one day as a professional recruiter.  A year later, I joined Jim Beelaert and Steve Taylor at Career Professionals as a junior partner . . . and five years later, Steve and I bought the business when Jim retired.

What was your “welcome to recruiting moment”?

Jim started my training by teaching me how to recruit maintenance technicians.  My first placement was a double-whammy—I placed a pair of brothers with a company needing off-shift maintenance techs.  We were paid a 40% fee on each, which amounted to more than my previous annual salary in the temporary help industry!

How has the world of recruiting changed during your career?

I started recruiting in July of 1999, when manufacturing was going strong and we had a slew of job orders.  Back then, if we could identify good candidates, we could have them scheduled for multiple interviews quickly.  The 2001 economic slowdown was eye-opening, and when the recession hit in 2009-2010, the recruiting business came to a standstill.  Now that companies are hiring again, they seem to be much more careful about who they hire . . . and we are being asked to provide much more information on the front end.

In terms of recruiting, our function is no longer simply to source resumes—we have to offer our clients a lot more information throughout the entire process, from initial candidate sourcing and screening through interviewing and offer acceptance.  Our value is in the relationships we establish with both clients and candidates and how we share information with both parties during the staffing process.

Also, information is shared much more rapidly now due to email and cell phones.  It’s now easier to keep up with candidates over the years since email addresses and cell phone numbers don’t change as much when people move.

If you had a “philosophy of recruiting,” what would you say that is

“If you have to force it, it won’t work.”  Recruiting is about long-term relationship building, not about pushing a candidate to accept a job that ultimately won’t be a good fit.

What do you think you’ve learned about recruiting, business, and people during your recruiting career?

Recruiting is a roller coaster ride of a profession.  Some days, I feel like this is a great profession that I really excel at . . . other days, I wonder how I’ve managed to make a living for all these years!  I’ve learned that I have to come to work every day and do all the little things that will eventually lead to a placement.

Business is all about people and relationships.  We approach things from a standpoint of trust and professionalism, and I think this is appreciated from all those with whom we interact.  People all basically want the same thing.  We want to feel like we are valued, have purpose, and are doing good things in our daily lives.

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The numbers are in . . . they’ve been counted . . . and the winner is . . . YOU!  No, you’re not the President of the United States, despite what you may have told your mother about your political aspirations when you were six years old.

Recent PlacementsYou and other Preferred Member recruiters just like you are winners when you “elect” to make split placements in Top Echelon Network.  That’s because splits don’t just “happen.”  Magic split placement elves do not come out at night, qualify candidates and job orders, submit activity forms, and communicate with the magic split placement elves that work for other Network Members.

Instead of magic elves, we have Active Participation, one of the Four Pillars of Top Echelon Network.  You DO have to “elect” to make split placements, because you must choose to invest time and energy into your Network Membership for it to work the way you want it to work.

And what way is that?  With split placements raining down from the sky like so many Skittles: “Catch the rainbow of revenue!”

The recruiters below have heeded the call to actively participate in the Network.  I have no idea if they like Skittles, but the investment they’ve made has paid dividends in the form of completed split placements (no magic elves required).



Maria HemmingerBill Quackenbush, CPC/CTSJob order recruiter: Maria Hemminger of MJ Recruiters, LLC

Candidate recruiter: Bill Quackenbush, CPC/CTS of QCI Technical Staffing


Fee Percentage—25%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter

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Frank GreggGeorge SeipelJob order recruiter: George Seipel of Charter Executive Search

Candidate recruiter: Frank Gregg of Gregg & Associates


Fee Percentage—20%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter


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David Wood, CPCJob order recruiter: David Wood, CPC of The David Wood Company

Candidate recruiter: Chuck Szajkovics of Bulldog Recruiters, Inc.


Fee Percentage—25%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter

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David KerseyGeorgette SandiferJob order recruiter: David Kersey of Kersey & Associates, Inc.

Candidate recruiter: Georgette Sandifer of Gallman Consulting


Fee Percentage—30%

Action causing split placement: Regular communication with another Top Echelon Network Preferred Member recruiter

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Trey CameronCheryl CampbellJob order recruiter: Cheryl Campbell Lang, CPC of Career Search Associates

Candidate recruiter: Trey Cameron of the Cameron Craig Group


Fee Percentage—Flat fee

Action causing split placement: The job seeker or client was found through my Hiring Hook recruitment website design.

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Jim StricklandJim CrumpleyJob order recruiter: Jim Crumpley of Jim Crumpley & Associates

Candidate recruiter: Jim Strickland of BioSource International


Fee Percentage—20%

Action causing split placement: The job seeker or client was found through my Hiring Hook website.

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Gary EliasBill IrwinJob order recruiter: Bill Irwin of Irwin International Staffing, LLC

Candidate recruiter: Gary Elias of Elias Associates, Inc.


Fee Percentage—25%

Action causing split placement: The job order or candidate was found by searching Top Echelon’s split databases.

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For years, The Cornerstone, the newsletter of Top Echelon contract staffing services, was sent to the Preferred Members of Top Echelon Network.  The Cornerstone was eventually discontinued in favor of another newsletter, Contracting Corner, which is now published once a quarter.

Contracting StatisticsHowever, we still run contracting statistics in select issues of The Pinnacle Newsletter Blog.  These statistics include Non-Split Contract PlacementsSplit Contract Placements, and Non-Recruited Placements, among others.

Below are the most recent statistics regarding contract placements made by Preferred Member recruiters, courtesy of Top Echelon Contracting, the recruiter’s back-office solution.


PM Non-Split Contract Placements

Multiplier Used

Agency Code

Client Recruiter

Recruiter’s Firm Name

Job Title


1.60 MS04 Keith Adams PediaStaff Occupational Therapist $10.39/hr
1.53 MS04 Keith Adams PediaStaff School Psychologist $8.80/hr
1.57 BC73 Rich Harrold Front Line Solutions, LLC RFI/Microwave Field Tech $2.61/hr
1.57 BC73 Rich Harrold Front Line Solutions, LLC RFI/Microwave Field Tech $2.83/hr
1.50 IN80 Cynthia Strzelecki Spyglass Search Office Clerical $2.76/hr
1.51 MS04 Keith Adams PediaStaff Speech Language Pathologist $9.67/hr
1.51 MS04 Keith Adams PediaStaff Speech Language Pathologist $9.14/hr
1.50 OHAO Amy Recker Bridgeway Professionals, Inc. Staff Accountant $3.32/hr
1.56 MS04 Keith Adams PediaStaff Occupational Therapist $9.63/hr
1.51 MS04 Keith Adams PediaStaff Speech Language Pathologist $8.17/hr
1.46 MS04 Keith Adams PediaStaff Occupational Therapist $15.75/hr
1.53 MS04 Keith Adams PediaStaff Occupational Therapist $10.08/hr

Many of the Top Producers in Top Echelon Network have added contract staffing to their business model and have also taken advantage of the services provided by Top Echelon Contracting.  By doing so, not only have they risen within the Network ranks, but they’ve also increased their firm’s overall production and grown their recruiting business in the process.

For more information about the benefits of contract staffing and the contract placement services that Top Echelon Contracting provides, call (888) 627-3678, Ext. 2.

(Editor’s Note: This is the next in a series of guest blog posts about contract staffing, courtesy of Top Echelon Contracting, the recruiter’s back-office solution.  Similar posts will appear in future issues of The Pinnacle Newsletter Blog.)

Debbie FledderjohannThe myth that workers only become contractors to obtain a direct hire position has been officially debunked by a recent Randstad study.

Over 2,000 employed adults were surveyed for the Randstad Workforce360 Study. The study found that 78% of the temporary/contract workers surveyed felt their experience was positive.  In fact, many have chosen contract work over direct hire positions for the following reasons:

  • Schedule flexibility (selected by 31% of respondents)
  • Better pay (28%)
  • More control over career (21%)

Of the temporary/contract workers surveyed, 86% reported that their level of job satisfaction was very good or excellent, compared to 73% of permanent/direct hire employees.  In addition, 54% of the contractors strongly agreed with the statement, “I am paid what I’m worth.” Only 42% of direct hires stated the same.

In addition, the survey found that one-third of contractors occupy high-level positions. This relates to a trend Top Echelon® Contracting has reported on numerous times called executive temping.

One of the biggest reasons recruiters don’t offer contract staffing is that they’re afraid they won’t be able to find candidates.  This study shows that candidates’ attitudes toward contract staffing have changed dramatically.  Contract positions are no longer the jobs they take because a direct position is not available. More and more, candidates are choosing contract positions over traditional employment.

The only way you’ll know if your candidates are willing to work as contractors is to ask them.  You may be surprised by how many would prefer the option to work on contract.

And if you run your contractors through TEC’s back-office, they’ll be happy to know that they’ll be offered a full menu of benefits, including healthcare insurance offered through Anthem Blue Cross and Blue Shield.  This is in addition to a weekly paycheck with the option of direct deposit.


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There are many formulas for making split placements in Top Echelon’s recruiting network, but this week’s installment of “‘Comments’ and Compliments” in The Pinnacle Newsletter Blog illustrates one perfectly.  That formula is as follows:

Persistence + patience = split placements

That’s because the recruiters involved in this week’s installment of the feature reference both “patience” and “persistence” in their comments regarding their split placements.  Obviously, both were instrumental in the deal coming to fruition.

'Comments' and ComplimentsAs a bonus, one of the split placements highlighted is the first between the recruiters, which means that it could be the first of many.  After all, when you’ve rewarded for your efforts with another recruiter with a placement fee, you’re more likely to work with that recruiter again . . . and make another split placement.

If you’d like to thank another recruiter for their efforts in a split placement situation, send your information to  Your comments might be included in an upcoming issue of The Pinnacle Newsletter Blog.

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Bob WickClay Johnson“Congratulations, Bob!  Thanks for sending [this candidate] to me.  The check came in today, and your portion is in the mail.  Thanks for your patience!”

Submitted by Clay Johnson of Clifton Johnson Associates, Inc. regarding his split placement with Bob Wick of Career Center of Cincinnati, Inc.

Fee Percentage—25%

(Editor’s note: this is the first split placement that Johnson and Wick have made together in Top Echelon Network.)

— — —

Rob Spaulding“Persistence pays off.  Candidate with the skill set that matched the job order and willing to travel extensively.  Done.  Thanks, Hani!”

Submitted by Rob Spaulding of Spaulding Associates regarding his split placement with Hani Mussa of KnowPeople, Inc.

Fee Percentage—20%

(Editor’s note: this is the second split placement that Spaulding and Mussa have made together in Top Echelon Network.)

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Jennifer LambertRecruiter, speaker, and trainer extraordinaire Jennifer Lambert, CPC brings a fresh approach of proven techniques that can elevate your effectiveness on your desk in this ever-changing recruiting environment.

After she rocked the NAPS Conference with fantastic reviews, Top Echelon Network is pleased to promote her participation as the keynote speaker at the upcoming Wisconsin Association of Personnel Services (WAPS) Conference!


  • When: Wednesday, November 14, from 9:30 a.m. to 3:30 p.m.
  • Where: 2300 North Mayfair Road, 2nd Floor (Kaplan offices), Milwaukee, WI 53226
  • Cost: For WAPS members, $129/person for the first three people in an office and $59/person for additional members. For non-members, $159/person ($30 can be applied to membership at that time).
  • How to register: Send an email to, or click this link to register via PayPal or to pay with a check. If you have any questions, call Patrick Collins at (414) 607-1700.

This is a full-day event and an excellent opportunity to recharge your batteries through training and networking! This conference also qualifies for Continuing Education Unit (CEU) credits toward Certified Personnel Consultant (CPC) certification.

We hope that you’ll take advantage of this valuable event and that the rest of 2012 is great for you and your firm!