What’s the best way to get your mouth all ready for some turkey, stuffing, mashed potatoes, and pumpkin pie?

Split placements, that’s what!

Well, to be fair, non-splits will also get your mouth ready for the traditional holiday fixings. But I’m writing this blog post and you’re not, so . . . split placements!

And once again, we have interesting and insightful highlights from this week’s batch of Top Echelon Network splits, as you can see below:

• Christina Boudreaux of Connectly Recruiting and Ann Boland of The Boland Group accounted for the largest split fee of the week. Christina and Ann placed a Senior Vice President of Business Development to earn a fee of $52,500 at 25%. Congratulations!
• Laurie Burden of The Recruiting Pro was part of three split placements, placing a trio of pharmacy managers. She placed two of the three with Michael Stuck of Gables Search Group. More congratulations!
• Four of the recruiting fees listed below are $27K or more.

Okay . . . so who’s ready for pumpkin pie? With ice cream? Of course with ice cream! What kind of question is THAT?

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 November 13, through November 19, 2023.

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

— — —

Job recruiter: Kerry Boehner of KOB Solutions, Inc.

Candidate recruiter: Hani Mussa of Knowhirematch, LLC

Job title: ANALYTICAL CHEMIST

Overall placement fee: $27,750

Fee percentage: 25%

— — —

Job recruiter: Stacy Holland of Exceptional People, Inc. (inactive)

Candidate recruiter: Amiena Cader of 3D Tek Information Systems, Inc. (inactive)

Job title: SENIOR BACKEND SOFTWARE ENGINEER

Overall placement fee: $38,000

Fee percentage: 20%

— — —

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

Candidate recruiter: Jim Strickland of BioSource Recruiters

Job title: PRODUCTION SUPERVISOR SECOND SHIFT

Overall placement fee: $10,816

Fee percentage: 20%

— — —

Job recruiter: Christopher Castanias of Accelerated Search Partners, Inc.

Candidate recruiter: Robin Shaw of Robin Shaw

Job title: OUTSIDE SALES PROFESSIONAL – COMMERCIAL ELECTRONICS

Overall placement fee: $9,000

Fee percentage: 15%

— — —

Job recruiter: Christopher Castanias of Accelerated Search Partners, Inc.

Candidate recruiter: Brad Dodge of iLocatum

Job title: QUALITY ENGINEER

Overall placement fee: $9,750

Fee percentage: 15%

— — —

Job recruiter: Christina Boudreaux of Connectly Recruiting

Candidate recruiter: Ann Boland of The Boland Group

Job title: SVP, BUSINESS DEVELOPMENT

Overall placement fee: $52,500

Fee percentage: 25%

— — —

Job recruiter: Adam Krueger of Sun Recruiting, Inc.

Candidate recruiter: Justin Bidwell of Bidwell & Associates, LLC

Job title: ENGINEERING MANAGER

Overall placement fee: $37,500

Fee percentage: 25%

— — —

Job recruiter: Laurie Burden of The Recruiting Pro

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: PHARMACY MANAGER

Overall placement fee: $10,000

Fee percentage: Flat

— — —

Job recruiter: Laurie Burden of The Recruiting Pro

Candidate recruiter: Brad Dodge of iLocatum

Job title: PHARMACY MANAGER

Overall placement fee: $10,000

Fee percentage: Flat

— — —

Job recruiter: Laurie Burden of The Recruiting Pro

Candidate recruiter: Michael Stuck of Gables Search Group

Job title: PHARMACY MANAGER

Overall placement fee: $10,000

Fee percentage: Flat

— — —

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.

Believe me, we encourage communication between Top Echelon Network recruiters. We want you to exchange information.

After all, we believe in the mantra “iron sharpens iron.”

However, there’s a delicate balance that needs to be struck. A recruiter’s time is extremely important to them, and although Network members want to help each other when they can, there’s a limit to what they can do.

This is especially the case in regards to asking another Network member about their niche.

Let’s say that you want to change your niche. So you call another TE recruiter already in that niche with the intention of “picking their brain” for information.

You might choose to call a particular person for a number of reasons, such as the fact they’ve worked in that niche for a long time and/or they’ve enjoyed a measure of success working in it.

That makes perfect sense. Of course, you’re going to want to talk with the people who’ve enjoyed success in a particular niche if you’re just starting out in that niche. And we WANT you to talk to that person, so don’t feel badly or guilty if you’ve called another recruiter asking for information.

BUT we want you to understand that the recruiter can’t train you on how to recruit in that niche. That would be time-prohibitive.

We decided to address this issue because it happens in the Network more often than you might think. And the recruiters who initiate the conversation have good intentions and mean well. They’re not being malicious in any way.

It’s just in their eagerness and zest to learn the ins and outs of a new niche, they don’t take into consideration the investment of time that they’re asking the other recruiter to make.

With all of that in mind, if you’re considering making a change in your niche and you’d like to draw upon the experience and expertise of other recruiters in the Network, give me a call first.

I’d be happy to chat with you about your plans for this new niche, especially within Top Echelon, as well as which recruiters you’d like to call and how you’d like to approach them. Relationships in Top Echelon’s recruiter network are valuable. The Network was built upon them, and they hold the key to success as a Network member.

Communication is essential for building these relationships, but not communicating in the correct fashion can erode relationships, not build them.

I encourage you to contact me by calling 330.595.1742 or by sending an email to drea@topechelon.com.

As I’ve mentioned in many blog posts over the course of the past several weeks, Active Participation is very important in our recruiting network. In fact, it’s one of the Four Pillars of Top Echelon Network. (The other three are Quality, Communication, and Trust.)

Once again, the Pillar of Active Participation plays a central role in this week’s “Networking Tip” blog post. Specifically, it relates to how much information to submit to the Network.

As you might imagine, the more you participate, the better your odds for success. However, in this “Networking Tip,” that participation takes a very particular form.

But that’s enough heming and hawing. Let’s get down to business. Networking Tip #4 is below . . .

The more candidates and job orders you exchange with other recruiters, the greater your chances to earn additional split placement revenue.

Our logic about how much to submit:

No matter how you slice it, the recruiting business is still a “numbers game” to some degree. You’ll probably agree that the more clients and candidates you’re able to work with, the higher your probability of making a placement.

Along those same lines, the more information you share by networking with other recruiters, the higher your probability becomes of making split placement income!

However, as is the case with most other industries, sheer numbers alone will not make you successful. You need to have focus and direction in whatever you’re doing.

Therefore, we are not suggesting that you should send every candidate and job order you “stumble across” to the Network. But you should certainly send the good ones.

When evaluating whether or not you should network your candidate, keep something in mind. The candidate may be somewhat marginal to you, but very well could be someone else’s treasure.

A good test would be to ask yourself this question: “Would a client pay a fee to hire this candidate?” In the case of job orders, you should ask yourself this question: “Is this assignment fill-able, and would I like to be the recruiter to fill it?”

If your answer is “Yes,” then send it to the Network!

Below are some immediate steps that you can take to submit more to Top Echelon Network in order to earn more:

#1—Streamline your office.

You should do this so the steps required to send job orders and candidates’ resumes to the Network are minimal. The Top Echelon recruiting software is specifically designed for recruiting offices to quickly and easily submit their candidates and job orders to the Network.

Sharing your candidates and job orders is the fastest way to get them into the Network system. The faster you submit your information, the faster you’ll make split placements.

#2—Ask this question of candidates.

Get into the habit of asking all of your candidates if they’re open to other opportunities. See if they would like for you to share their resume with some of your trading partners.

Obviously, care must be exercised so candidates don’t get paranoid about how their information will be handled. Some candidates may refuse to be networked, but don’t be afraid to ask!

#3—Discipline yourself.

What does this mean? It means blocking out a certain period of time each day to prepare your information to be sent to the Network.

#4—Information flows both ways.

Your Network membership is like a bi-directional pipeline.

You continually receive fresh candidates and job orders through the pipeline, but you also need to submit your own fresh material. By failing to supply the pipeline, you limit your probability for success by at least 50%.

Now that we’ve discussed why the more you submit, the more you can earn, we’ll move on to Networking Tip #5.

If you have any questions, please contact me by calling 330.595.1742 or by sending an email to drea@topechelon.com.

You’ve probably heard of recruiter branding as it pertains to branding yourself to clients and candidates.

But what about as it pertains to . . . other recruiters?

Well, if you’re a member of Top Echelon Network, then recruiter branding is integral in your efforts to make more split placements and generate more revenue for your agency. That’s because how you brand yourself to other recruiters largely dictates whether or not those recruiters want to work with you again.

Below are five ways to brand yourself in a positive fashion within TE:

#1—Communicate well and often.

Communication is one of The Four Pillars of Top Echelon’s recruiting network. When you adhere to the Pillars, you brand yourself in a positive fashion with other members.

Nobody likes to work with somebody who doesn’t communicate well. It can become an exercise in frustration.

#2—Respond quickly.

Not only should you respond, but you should also respond quickly. You’ve heard the phrase “Time is money” before. Top Echelon Network recruiters want to make money.

You want to make money. So respond to them so that everybody can make money!

#3—Be thoroughly professional.

Recruiters respect other recruiters who are professional throughout the recruitment process. This means remaining calm and not letting your emotions get the best of you, no matter what happens.

People want to work with other people who relieve stress, not create stress.

#4—Present qualified candidates.

It’s a candidates’ market, so it’s all about the candidates. It doesn’t matter how many job orders you have. You can’t cash placements checks until you fill said job orders with candidates. Neither can your split recruiting partners.

So present those qualified candidates in a professional way, being sure to communicate well and often. (See how this works?)

#5—Work the way your trading partner works.

Every recruiter works their desk differently. They work the placement process differently. They’re used to a certain ebb-and-flow.

So if you can make simple adjustments to how your trading partner likes to work, then you’ll increase your combined chances for both a successful placement and a positive experience leading up to that placement.

The overriding goal is a great experience for all involved. (Well, you want a placement fee, first and foremost, but that almost goes without saying.)

When you provide a great experience for another recruiter in a split placement situation, then the other recruiter will want to work with you again.

For more information about recruiter branding and your Network membership, please contact me. You can do so by calling 330.595.1742 or emailing drea@topechelon.com.

Top Echelon offers a free monthly webinar as part of its Expert Recruiter Coaching Series.

These webinars touch upon a variety of recruiter-related topics. These topics deal with both job candidates and clients. As always, our goal with these webinars is to help professional recruiters and executive search consultants just like YOU make more placements.

We record these webinars for recruiters who can’t attend the live presentation, and we’re now pleased to offer the video from our most recent webinar by Greg Doersching of Bullseye Recruiting.

The title of that webinar (and corresponding training video) is “The Money Calls—The Most Important Conversations in Recruiting.”

Below is the official description for this training video:

— — —

One of the most attractive parts of being in recruiting is the financial rewards that the profession offers. However, for you to earn the most money, you need to master the art of TALKING ABOUT MONEY.

That’s why, in the next webinar video in Top Echelon’s Recruiter Coaching Series, industry expert Greg Doersching will walk attendees through the three most critical conversations in all of recruiting:

• Talking about fees
• Talking about offers
• Talking about current vs. expected compensation

Greg will go in-depth into the tactics, techniques, and tips that will help you master these crucial areas of running a desk. This is a training video that you just can’t afford to miss . . . so don’t miss it!

Instead, watch this FREE training video and learn all about “The Money Calls—The Most Important Conversations in Recruiting.”

Watch this FREE training video!

 — — —

Recorded versions of our Expert Recruiter Coaching Series of webinars are posted on our website as free online recruitment training courses in the Top Echelon Recruiter Training Library.

Keep an eye out for the next free webinar in our Expert Recruiter Coaching Series!