Franchise Directory

Atc Healthcare Services

Temporary Help Services

50

Moderate

The escalating demands on healthcare infrastructure, coupled with persistent staffing shortages across hospitals, clinics, and long-term care facilities, present a critical challenge for communities nationwide, creating a significant and enduring problem that the Atc Healthcare Services franchise opportunity is uniquely positioned to address. Founded in 1985 by brothers David and Stephen Savitsky, Atc Healthcare Services began as a focused healthcare staffing company in Queens, New York, with a visionary mission to operate "Around The Clock" and evolve into a comprehensive nationwide resource for healthcare communities requiring qualified personnel; some sources even suggest an earlier founding in 1982 or 1983, underscoring the company's long-standing presence in the sector. David Savitsky continues to serve as CEO, with Stephen Savitsky as President, maintaining consistent leadership from their corporate headquarters located in either Lake Success, New York, or New Hyde Park, New York. The company strategically initiated its franchise program in 1996, aiming to leverage the scalable franchise model to expand its reach and provide crucial temporary and permanent staffing solutions to a diverse array of clients, including hospitals, health systems, medical offices, nursing homes, public health departments, and correctional institutions. As of the 2026 Franchise Disclosure Document (FDD), the Atc Healthcare Services franchise network comprises 34 franchised locations operating across 15 states, although other data from 2023 indicates a broader footprint of over 60 territories from coast to coast, and the brand proudly asserts serving more than 65 territories nationwide as a Top 100 Global Franchise. While one report notes a fluctuation from 41 franchisee outlets in 2015 to 34 by 2025, the company is actively expanding into new markets and promoting multi-unit franchise opportunities, indicating a forward-looking growth trajectory within the substantial global temporary healthcare staffing market, which was valued at USD 58.06 billion in 2025 and is projected to reach USD 77.96 billion by 2032, representing a Compound Annual Growth Rate (CAGR) of 4.3%. This substantial market size and the brand's Joint Commission Certification, demonstrating its unwavering commitment to top-tier healthcare staffing, make Atc Healthcare Services a compelling Atc Healthcare Services franchise investment for investors seeking to address an essential societal need with a proven business model, differentiating this independent analysis from mere marketing copy. The temporary healthcare staffing industry represents a robust and expanding market, driven by fundamental demographic and economic forces, making it a particularly attractive category for franchise investment. The global temporary healthcare staffing market was valued at USD 58.06 billion in 2025 and is projected to grow to USD 77.96 billion by 2032, exhibiting a healthy CAGR of 4.3% over this period, while another authoritative estimate places the global market size at USD 64.24 billion in 2025, with an anticipated surge to USD 114.41 billion by 2035 at an even more aggressive 6.20% CAGR. Within this expansive global landscape, the US healthcare temporary staffing market alone was estimated at a significant $53.9 billion in 2023, underscoring the immense domestic opportunity. Key consumer trends driving this sustained demand include an increasing scarcity of proficient medical practitioners, the inherent cost-effectiveness associated with leveraging temporary healthcare staffing solutions for facilities, and the profound impact of an aging population that necessitates escalating levels of medical care, which, combined with persistent healthcare staff shortages, creates an urgent and continuous need for qualified personnel. Secular tailwinds benefiting the Atc Healthcare Services franchise specifically include North America's expected dominance in this market, holding a substantial 43.70% share in 2025, a position reinforced by its robust healthcare infrastructure and consistently increasing demand for diverse medical services. This industry category attracts franchise investment due to its essential service nature, often proving recession-resistant, and its high growth potential fueled by both an aging demographic and evolving healthcare delivery models. The competitive dynamics within the US market, where 100 firms generate at least $50 million in revenue and account for 88% of the total market, suggest a degree of consolidation but also indicate ample space for well-supported franchise operations like Atc Healthcare Services, which is ranked as the 47th Largest Healthcare Staffing Firm by Staffing Industry Analysts (SIA) in 2023. Macro forces such as the increasing adoption of digital staffing platforms, the rising demand for on-demand nursing staff, the growing utilization of AI-enabled workforce matching, and the expansion of travel nurse staffing models all contribute to a dynamic environment ripe with opportunity for the Atc Healthcare Services franchise. The Atc Healthcare Services franchise investment requires a structured financial commitment, beginning with a consistent initial franchise fee of $50,000 for a single protected territory. For entrepreneurs considering expanded market penetration, the brand offers multi-unit packages where the initial franchise fee for the first unit remains $50,000, but additional offices are priced at $37,500 each, culminating in a total initial franchise fee of $90,000 for two units and $120,000 for three units, providing an incentive for scaled growth. The total initial Atc Healthcare Services franchise cost and investment range has shown some variation across different reporting periods, spanning from $9,550 to $302,500 according to 2026 FDD data, with more recent estimates for 2024 and 2026 narrowing to $158,500 to $302,500, and for 2025 and 2026 at $159,000 to $302,000; earlier data from 2020 indicated a range of $132,020 to $219,820. This comprehensive range typically covers essential start-up expenses such as rent, necessary leasehold improvements, acquisition of equipment, professional signage, initial inventory for operations, security deposits, insurance premiums, travel and living expenses incurred during the initial training phase, crucial computer systems, various permits and licenses, professional fees for legal and accounting services, costs associated with online employee search platforms, and critically, additional funds required for the initial 9 months of operation to ensure liquidity. Prospective franchisees must also meet specific liquid capital requirements, which are listed at $200,000 for 2026, though a minimum cash required of $40,000 is also noted, alongside a minimum net worth requirement of $250,000 for 2026, positioning this as a mid-tier investment opportunity requiring substantial financial backing. Ongoing fees for an Atc Healthcare Services franchise include a royalty rate that varies between 15% and 45% of Gross Margin, or 30% to 45% of gross margin, specifically set at 30% of gross margin for revenue generated from permanent employee placements, reflecting a performance-based fee structure. An initial marketing fee of $10,000 is required, with some sources indicating no national advertising fee while others mention an advertising (or national brand fund) fee of 3.00% or the franchisee's pro rata share of cooperative advertising costs. Additional ongoing fees, based on the 2025 FDD, encompass a renewal fee of $5,000 for each of two potential five-year terms, annual computer fees for maintenance and updates totaling $1,000, a monthly technology fee of $1,000, a Human Resources Information System (HRIS) fee of $2 per active employee, a recruitment effort cost equivalent to 1% of total revenue, a national or regional account fee of $1 per service hour, an annual fidelity bond costing $500 to $1,000, accreditation and certification fees of $90 per month per state, and Professional Employer Organization (PEO) costs of $100 per staff employee plus the expense of medical insurance. While the franchisor's affiliates do not directly offer financing, they may provide contact information for third-party lenders, though the franchisor does not guarantee a franchisee's note, lease, or other obligations, emphasizing the need for robust independent financial planning for this Atc Healthcare Services franchise investment. The operating model for an Atc Healthcare Services franchise is designed to empower owner-operators with a focus on business development and relationship building, while mitigating the complexities of back-office administration. Franchisees' daily operations primarily involve making and maintaining strong personal connections with local healthcare and institutional leaders responsible for medical hiring, a crucial element for building trust and securing contracts within the community, alongside actively recruiting qualified healthcare professionals to meet client demands. This dual focus on client acquisition and talent recruitment necessitates continuous generation of new opportunities in both spheres, with the physical presence of the franchisee in the community considered imperative for fostering strong client relationships. The average Atc Healthcare Services franchise operates with a lean staffing model of typically 2-3 employees, emphasizing efficiency in operations, and the brand utilizes a meticulous screening process to effectively match qualified healthcare workers with appropriate facilities. While specific format options like drive-thru or mobile units are not detailed, the operational descriptions imply a traditional office-based model where the franchisee and their small team manage the local market. The comprehensive training program includes 4 days of in-person, classroom-style training for the franchisee and their full-time staff, supplemented by weekly calls with a dedicated Operations representative, remote training as needed, and in-person visits from an Operations representative to provide personalized guidance. Crucially, on-site support is provided during the start-up phase, including direct assistance with initial client calls to ensure a strong market entry. A significant competitive advantage and core component of the ongoing corporate support is the complete back-office support provided by the corporate headquarters, which includes critical functions such as payroll funding and processing, benefits administration, compliance management, billing, collections, tax reporting, risk management, liability coverage, and comprehensive insurance coverage. Atc Healthcare Services uniquely acts as the "employer of record" for its franchisees' Healthcare Associates (HCAs), assuming the full spectrum of employer responsibilities and providing necessary insurances like Workers Compensation and malpractice coverage, a system designed to substantially reduce administrative burdens and operating costs for franchisees, thereby allowing them to concentrate on business development and growth. Franchisees are granted a protected territory, typically based on a minimum population of 500,000 people, and are required to achieve certain levels of revenue or market penetration to maintain these exclusive territory rights, with multi-unit franchise opportunities actively encouraged to facilitate broader market reach and efficient utilization of a larger network of healthcare associates across territories. The model is clearly designed for an owner-operator, though franchisees generally do not need prior healthcare or staffing experience, as the extensive training and support are provided, with an "Experience Success Program (ESP)" specifically tailored for potential franchisees with at least five years of experience as a branch manager or equivalent in a staffing company, further demonstrating the brand's commitment to diverse candidate profiles for the Atc Healthcare Services franchise opportunity. Item 19 financial performance data is not disclosed in the current Franchise Disclosure Document for Atc Healthcare Services. However, historical financial performance data from previous FDDs and other public sources provides valuable insights into the potential earnings and operational efficiency of an Atc Healthcare Services franchise. For instance, in 2020, the average annual gross revenue for reporting Atc Healthcare Services franchise units was an impressive $3,359,218, with other reports indicating an average of approximately $3 million per year, and a separate figure of $2,375,776 for yearly gross sales, demonstrating robust unit-level revenue generation. A notable aspect of this revenue stream is the significant contribution from government contracts, which constituted an average of 18.18% of revenue in 2020, translating to an average annual government gross revenue of $604,646, highlighting the brand's ability to secure and fulfill substantial public sector contracts. These historical figures also suggest considerable earning potential for owner-operators, with estimated earnings ranging from $285,094 to $427,640, which are highly competitive within the franchise landscape. Furthermore, the reported franchise payback period of 2.1 to 4.1 years indicates a relatively rapid return on the initial Atc Healthcare Services franchise investment, underscoring the efficiency of the business model and the strong demand for its services. When evaluating these figures in the context of the broader industry, the US healthcare temporary staffing market was valued at $53.9 billion in 2023, positioning Atc Healthcare Services, ranked as the 47th Largest Healthcare Staffing Firm by SIA in 2023, within a significant and growing sector. The consistent demand for healthcare professionals, driven by an aging population and persistent staff shortages, provides a stable environment for these revenue figures. The brand's low average number of employees (2-3 per franchise) further suggests a lean operational structure, contributing to potentially higher profit margins and owner earnings, even without current FDD disclosure. These historical financial performance indicators, combined with the brand's strong market position and the essential nature of its services, signal a compelling opportunity for prospective franchisees, suggesting that the Atc Healthcare Services franchise is capable of generating substantial unit-level performance in a high-demand industry. The growth trajectory for the Atc Healthcare Services franchise demonstrates a strategic expansion within a high-demand market, though unit counts have shown some fluctuation. In 2015, there were 41 franchisee outlets, which decreased to 34 by 2025 according to one report, yet the 2026 FDD indicates 34 franchised locations operating in 15 states, while other sources from 2023 assert a presence in over 60 territories and the company claims to serve more than 65 territories nationwide, suggesting a focus on expanding territorial reach and market penetration despite minor shifts in outlet numbers. The company is actively expanding into new markets and strongly encourages multi-unit franchise opportunities, allowing franchisees to broaden their client base and efficiently utilize a larger network of healthcare associates across multiple territories, which is a key corporate development aimed at fostering scalable growth. Recent corporate efforts also focus on connecting with new clients and intensifying the recruitment of more healthcare associates to meet the escalating demand in the market. The competitive moat for Atc Healthcare Services is built upon several critical differentiators, most notably its comprehensive back-office support system, which fully handles payroll funding and processing, benefits administration, compliance, billing, collections, taxes, risk management, and all necessary liability and insurance coverage. By acting as the "employer of record" for its franchisees' Healthcare Associates (HCAs) and providing Workers Compensation and malpractice insurance, Atc Healthcare Services significantly reduces the administrative burden and operating costs for franchisees, allowing them to concentrate solely on business development and client relationships, a proprietary advantage that is difficult for competitors to replicate. Furthermore, the brand's Joint Commission Certification signifies a commitment to the highest standards of healthcare staffing quality, enhancing its credibility with institutional clients. Established national agreements with top Vendor Management System (VMS) and Managed Service Provider (MSP) organizations provide franchisees with immediate access to a broader client network. Atc Healthcare Services has garnered significant brand recognition and numerous accolades, including ranking in Entrepreneur's Franchise 500, being named one of the "Fastest-Growing Private Companies in America for 2023" by Inc. 5000, and being recognized by Forbes as a "Best Temporary Staffing Firm" for 2020 with a Five-Star Ranking. Its strong competitive positioning is further evidenced by its 2023 Staffing Industry Analysts (SIA) rankings as the 47th Largest Healthcare Staffing Firm, 7th Largest Per Diem Nurse Staffing Firm, 79th Largest Travel Nurse Staffing Firm, and 138th Largest Staffing Firm overall. The brand is adapting to current market conditions by promoting multi-unit expansion and leveraging its robust support infrastructure to capitalize on industry trends like the rising demand for on-demand nursing staff and the expansion of travel nurse staffing models, ensuring the Atc Healthcare Services franchise remains competitive and relevant. The ideal candidate for an Atc Healthcare Services franchise is an entrepreneur with strong business acumen and a proactive business development mindset, someone driven to forge and maintain crucial relationships within the local healthcare community. While franchisees are not strictly required to possess prior healthcare or staffing industry experience, as comprehensive training and ongoing support are provided, qualities such as compassion, positivity, strong leadership capabilities, and a genuine desire to prioritize people are highly valued attributes for success in this service-oriented business. For potential franchisees with at least five years of experience as a branch manager or an equivalent role in a staffing company, the brand offers an "Experience Success Program (ESP)" tailored to leverage their existing expertise. The Atc Healthcare Services franchise actively encourages multi-unit opportunities, recognizing that successful multi-unit franchisees often emphasize the strategic importance of having supportive staff and considering the proximity of new locations, ideally no more than a four-hour drive, to facilitate efficient oversight and resource sharing between units. Available territories are protected and granted based on a minimum population of 500,000 people, with the company consistently expanding into new markets across the 15 states where it currently operates and beyond its 65+ territories nationwide, indicating broad geographic focus for growth. While a specific timeline from signing to opening is not explicitly provided, the comprehensive training and on-site start-up support suggest a structured onboarding process designed for efficiency. The franchise agreement term length is not directly stated, but the provision for a $5,000 renewal fee for each of two additional five-year terms implies a standard initial term, offering long-term stability for franchisees. The Atc Healthcare Services franchise seeks dedicated owner-operators who are committed to embedding themselves within their communities to build the trust essential for both client acquisition and robust healthcare professional recruitment. For franchise investors seeking to capitalize on a high-growth, essential service industry, the Atc Healthcare Services franchise presents a compelling opportunity that warrants serious due diligence. The brand's foundational strength, established in 1985 by David and Stephen Savitsky, combined with its strategic move into franchising in 1996, positions it as an experienced guide in the dynamic healthcare staffing market. With a global market projected to reach USD 114.41 billion by 2035 at a 6.20% CAGR, driven by an aging population and persistent staff shortages, the industry context for the Atc Healthcare Services franchise is exceptionally favorable, particularly with North America holding a dominant market share. The Atc Healthcare Services franchise investment, with an initial fee of $50,000 and total investment ranging from $9,550 to $302,500, alongside comprehensive back-office support that acts as the employer of record, significantly de-risks operational complexities for franchisees, allowing them to focus on revenue generation. Although Item 19 financial performance data is not disclosed in the current FDD, historical data showcasing average annual gross revenues of over $3.3 million in 2020 and estimated owner-operator earnings of $285,094 - $427,640, coupled with a rapid payback period of 2.1-4.1 years, underscores the potential for substantial returns within this vital sector. The brand's consistent accolades, including rankings in Entrepreneur's Franchise 500 and Inc. 5000, further validate its strong market position and operational excellence. PeerSense provides exclusive due diligence data including SBA lending history, FPI score, location maps with Google ratings, FDD financial data, and side-by-side comparison tools. Explore the complete Atc Healthcare Services franchise profile on PeerSense to access the full suite of independent franchise intelligence data.

Express Personnel Services

Temporary Help Services

33

Limited

The Express Personnel Services franchise presents a compelling opportunity within the dynamic and indispensable temporary help services sector, offering a structured pathway for entrepreneurs to establish a business that addresses critical workforce needs. Headquartered in PLANO, TX, this franchise system operates within an industry that is foundational to economic flexibility and growth, providing essential solutions to businesses seeking agile staffing and individuals searching for employment opportunities. The brand's presence, currently encompassing 21 total units, signifies a dedicated network committed to connecting talent with demand across various market segments. The core mission of an Express Personnel Services franchise revolves around delivering comprehensive staffing solutions, including temporary, contract, and direct hire placements, which are vital for companies navigating fluctuating labor requirements or specialized project demands. This service is not merely about filling vacancies; it's about strategically matching skills and cultural fit, ensuring productivity for employers and meaningful work for job seekers. As a franchise, Express Personnel Services leverages a proven operational framework, designed to optimize efficiency in recruitment, client management, and talent acquisition, thereby enabling franchisees to focus on market penetration and relationship building. The fundamental value proposition lies in bridging the gap between employer needs and employee aspirations, fostering economic activity at the local level and contributing to the broader labor market's fluidity. This established network of 21 units demonstrates a consistent operational approach, offering the advantage of a collective identity and shared resources within the competitive landscape of human capital services. The Express Personnel Services franchise model is designed for individuals who recognize the enduring demand for expert staffing solutions and who are eager to make a tangible impact on local economies by empowering businesses and individuals alike. The landscape of the temporary help services industry is characterized by its resilience and adaptability, playing a pivotal role in the global economy by providing flexible workforce solutions across diverse sectors. This sector encompasses a vast array of services, ranging from administrative and light industrial staffing to highly specialized professional and technical placements. Economic cycles, technological advancements, and evolving work preferences continuously shape the demand for temporary and contract workers. Businesses increasingly rely on staffing agencies to manage project-based work, scale operations up or down rapidly, access specialized skills without the overhead of permanent hires, and mitigate risks associated with recruitment and employment. The industry serves as a crucial intermediary, offering benefits to both employers, through cost-effective and efficient talent acquisition, and employees, by providing diverse work experiences, skill development, and pathways to permanent employment. The demand for flexible labor solutions has only intensified in recent years, driven by a global shift towards agile business models and the gig economy. Staffing firms, including an Express Personnel Services franchise, are at the forefront of this evolution, leveraging sophisticated recruitment technologies and deep market insights to consistently meet client needs. The ability of these services to quickly deploy qualified personnel means businesses can maintain operational continuity and seize growth opportunities without extensive internal hiring processes. This sector is also a significant contributor to employment, providing millions of job opportunities annually and facilitating career transitions for countless individuals. The enduring necessity for efficient human capital management ensures that the temporary help services industry remains a robust and essential segment of the global economy, making an Express Personnel Services franchise a relevant and impactful venture. Embarking on the journey of owning an Express Personnel Services franchise involves a clear understanding of the financial commitments required to establish and operate a successful staffing agency. The initial franchise fee for an Express Personnel Services franchise is set at $52,500, representing the upfront cost for the privilege of utilizing the brand's established name, proprietary systems, training programs, and ongoing support infrastructure. This fee grants the franchisee access to a proven business model and the collective experience of a system with 21 operating units. Beyond the initial franchise fee, the total investment required to launch an Express Personnel Services franchise ranges from $50,000 to $240,000. This comprehensive investment range covers a multitude of essential startup expenses necessary to bring the operation to fruition. These costs typically include leasehold improvements for office space, which must be strategically located to attract both clients and job seekers; initial inventory of office supplies and equipment, including robust IT infrastructure for applicant tracking systems and payroll processing; and initial marketing and advertising efforts to build brand awareness within the local market. Furthermore, the investment accounts for working capital needed to cover operational expenses during the initial ramp-up phase, such as salaries for initial staff, insurance, legal and accounting fees, and other miscellaneous startup costs. The breadth of the investment range, from $50,000 to $240,000, reflects variables such as the size and condition of the leased premises, the specific market dynamics, and the franchisee's individual financial strategy for launching the business. Prospective franchisees considering an Express Personnel Services franchise must meticulously review these financial requirements and ensure they possess the necessary capital and liquidity to sustain the operation through its formative stages, maximizing the potential for long-term success. The operating model and support structure for an Express Personnel Services franchise are meticulously designed to empower franchisees with the tools and guidance necessary for effective management and sustained growth within the temporary help services domain. With its headquarters located in PLANO, TX, the franchisor provides a centralized hub for system-wide support and strategic direction for its network of 21 units. The operational framework for an Express Personnel Services franchise typically involves a multi-faceted approach to staffing, encompassing client acquisition, candidate recruitment, thorough vetting processes, precise job matching, and ongoing relationship management for both businesses and placed employees. Franchisees are guided through best practices for identifying local market needs, developing strong client relationships through effective sales strategies, and building a robust pool of qualified candidates. This includes training on advanced recruitment techniques, utilization of proprietary applicant tracking systems, and compliance with labor laws and industry regulations. The support extends beyond initial training, offering ongoing operational assistance, marketing collateral and strategies tailored for the staffing industry, and access to a network of fellow franchisees for shared insights and collaborative problem-solving. This continuous support is critical for navigating the complexities of the human resources sector, ensuring that each Express Personnel Services franchise operates efficiently and adheres to brand standards. Furthermore, franchisors in this category often provide back-office support for payroll processing, billing, and administrative tasks, allowing franchisees to dedicate more time to client development and talent acquisition. The collective strength of 21 units, supported by a central corporate team, means franchisees benefit from economies of scale, shared technology platforms, and a consistent brand message that resonates with both employers and job seekers, reinforcing the value proposition of the Express Personnel Services franchise. When evaluating an Express Personnel Services franchise, prospective investors often seek detailed insights into financial performance to inform their decisions. While specific average revenue per unit, median revenue, or profit margin data are not explicitly provided, a key indicator available for assessment is the FPI Score, which stands at 33 for the Express Personnel Services franchise. The FPI Score, or Franchise Performance Index Score, is a proprietary metric often used by independent research platforms like PeerSense to provide a comprehensive, albeit generalized, assessment of a franchise system's overall health and potential. This score is typically derived from an aggregation of various factors, which may include aspects such as franchisee satisfaction, system longevity, growth trajectory, franchisor support, and financial stability. A score of 33, within this context, serves as one data point for potential franchisees to consider as part of their broader due diligence. It suggests a certain level of performance or market standing as assessed by the indexing methodology, encouraging further investigation into the qualitative and quantitative aspects of the opportunity. It is important for any serious investor to understand that while an FPI Score provides a snapshot, it does not replace the necessity of in-depth financial analysis, which would involve reviewing the Franchise Disclosure Document (FDD), consulting with existing franchisees, and conducting thorough market research specific to their intended territory. The absence of specific Item 19 earnings claims in the provided data means that prospective franchisees for an Express Personnel Services franchise must proactively develop their own financial projections based on industry benchmarks, local market conditions, and conservative business planning. This diligent approach is essential for accurately estimating potential revenue streams, operational costs, and ultimately, the profitability of an Express Personnel Services franchise, ensuring a well-informed investment decision based on comprehensive research. The growth trajectory and competitive advantages of an Express Personnel Services franchise are rooted in both the intrinsic value of its service offering and the structured support of its franchise model, operating with 21 units from its headquarters in PLANO, TX. While 21 units might suggest a measured expansion, it signifies a stable foundation and a proven operational model that has been replicated successfully across different markets. The temporary help services industry itself offers a significant runway for growth, driven by the increasing complexity of workforce management, the demand for specialized skills, and the need for businesses to maintain agility in a fluctuating economic environment. The competitive advantages of an Express Personnel Services franchise stem from several key areas. Firstly, the established brand recognition, even with 21 units, provides a distinct edge over independent startups, instilling confidence in both clients and job seekers who often prefer working with a reputable and known entity. Secondly, the franchised model offers access to a proven system, which includes optimized operational processes, advanced technological tools for recruitment and management, and comprehensive training programs. These resources allow franchisees to operate more efficiently and effectively than if they were building a business from scratch. Thirdly, the collective purchasing power and marketing efforts of a franchise system, even one of this size, can lead to cost efficiencies and broader market reach. Furthermore, the ability of an Express Personnel Services franchise to adapt to local market demands, while benefiting from national best practices, positions it strongly against competitors. The ongoing demand for flexible staffing solutions across various industries, from administrative and light industrial to professional and technical roles, ensures a continuous need for the services provided by an Express Personnel Services franchise. This resilience in demand, combined with the strategic advantages of a franchised approach, provides a robust framework for sustained growth and competitive differentiation within the temporary help services sector. The ideal franchisee for an Express Personnel Services franchise is an individual possessing a distinct blend of entrepreneurial spirit, strong interpersonal skills, and a keen understanding of business development within the service sector. A successful candidate will typically demonstrate a passion for connecting people with opportunities and helping businesses thrive by providing essential human capital solutions. Key attributes include robust sales and marketing acumen, as client acquisition and relationship management are central to the business model of a temporary help services franchise. Leadership capabilities are also paramount, enabling the franchisee to effectively manage a team of recruiters and administrative staff, fostering a productive and results-driven environment. Experience in human resources, business management, or a related field can be beneficial, but is not strictly required, as the franchise system provides comprehensive training and support. The ideal franchisee must be a community-minded individual, eager to build strong local networks and become an integral part of their business community. They should also possess strong organizational skills, attention to detail, and the ability to navigate the complexities of payroll, billing, and compliance. Regarding territory, an Express Personnel Services franchise typically operates within defined geographic boundaries to ensure market penetration and avoid internal competition among its 21 units. The selection of a territory is crucial, often based on demographic data, local economic health, the concentration of target businesses, and the available labor pool. Franchisors generally conduct thorough market analysis to help franchisees identify the most viable locations. The goal is to provide a franchisee with an exclusive or protected territory where they can focus their efforts on building a dominant presence in the local temporary help services market, maximizing their potential for success and leveraging the established brand of Express Personnel Services franchise. Investing in an Express Personnel Services franchise represents a significant opportunity for entrepreneurs looking to establish a impactful business within the perpetually in-demand temporary help services industry. With a transparent franchise fee of $52,500 and a total initial investment ranging from $50,000 to $240,000, this opportunity offers a clear financial pathway for entry into a sector that is vital for local economies. The existing network of 21 units, headquartered in PLANO, TX, signifies a well-established and replicable business model. The FPI Score of 33 provides a foundational indicator for prospective investors, offering a snapshot of the franchise system's overall standing and inviting deeper exploration into its operational strengths and market position. This venture allows franchisees to become key players in their local business communities, providing critical staffing solutions that help companies optimize their workforces and individuals find meaningful employment. The robust support structure, coupled with the inherent resilience of the temporary help services category, positions an Express Personnel Services franchise as a compelling option for those seeking to build a sustainable and growth-oriented enterprise. For individuals prepared to commit to the operational demands and capitalize on the extensive market need for staffing expertise, this franchise offers a chance to leverage a recognized brand and proven system. The combination of a manageable investment range, a strong industry presence, and the inherent value of the services provided underscores the potential for a rewarding business journey. Explore the complete Express Personnel Services franchise profile on PeerSense to access the full suite of independent franchise intelligence data.

Global Recruiters Network

Temporary Help Services

46

Fair

Deciding whether to invest in a recruitment franchise requires confronting a fundamental question: does the business model actually generate sustainable income, and is the brand strong enough to justify the cost of entry? Global Recruiters Network answers that question with over two decades of operational history, 179 franchised locations across 37 U.S. states, and a recognized presence in three countries with clients across 26. Founded in 2003 after incorporating in Delaware in December 2002, Global Recruiters Network launched its franchising program in January of that same year, making it one of the earliest purpose-built franchise platforms in the professional executive recruiting space. The company is headquartered at 200 S. Wacker Drive, Suite 1300, Chicago, Illinois, and is currently led by CEO Brad Baiocchi. Unlike generalist staffing firms that compete on volume of temporary placements, Global Recruiters Network specializes in permanent placement services across diverse industries, a distinction that significantly elevates the revenue potential per placement and the depth of client relationships franchisees can build. The brand celebrated a landmark milestone in 2024, reaching 30,000 total placements and expanding to 172 offices worldwide, signaling not just organizational scale but operational credibility earned placement by placement over more than two decades. For franchise investors evaluating the professional staffing sector, Global Recruiters Network occupies a well-defined niche at the intersection of executive search and franchise scalability, a combination that few brands in this category have successfully sustained. This analysis is produced independently by PeerSense and is not sponsored, endorsed, or reviewed by Global Recruiters Network or any affiliated entity. The professional staffing and recruitment industry represents one of the most structurally durable sectors available to franchise investors, with demand driven by irreversible labor market trends that are accelerating rather than plateauing. The global recruitment market reached approximately USD 868.8 billion in 2023, and multiple research projections estimate the market will grow to USD 2,031.34 billion by 2031, reflecting a compound annual growth rate of 13.1% over that period. A separate projection estimates the global recruitment and staffing market will reach USD 945.11 billion by 2034 from a base of approximately USD 584.10 billion in 2024, implying a CAGR of roughly 6.20% between 2025 and 2034. The global staffing market as a whole is projected to grow 5% in 2025, reaching an estimated USD 650 billion. North America accounts for approximately 35% of global recruitment services activity in 2025, and the United States alone represents 91% of that regional revenue, meaning the domestic market where Global Recruiters Network franchises operate is by far the most valuable single geography in the world for professional placement services. The macro drivers behind this growth are structural and self-reinforcing: 45% of global companies currently report shortages of skilled candidates, creating persistent demand for specialized recruiters who can source, vet, and deliver qualified talent. Remote job postings in the U.S. rose by 35% in 2024, further expanding the addressable talent pool and demand for digital hiring services. Additionally, 38% of all recruitment agencies globally had adopted AI-powered sourcing tools by 2024, signaling that technology investment is becoming a competitive necessity rather than a differentiator, a dynamic that advantages franchised networks with centralized technology development over independent operators who must fund innovation alone. The permanent placement segment, where Global Recruiters Network specializes, commands higher per-transaction fees than temporary staffing, which represents roughly 35% of global recruitment service models by volume, meaning GRN's business model targets the higher-margin, lower-volume tier of the market. The Global Recruiters Network franchise cost structure positions it as an accessible entry point relative to most brick-and-mortar franchise categories, while still requiring meaningful financial commitment and working capital reserves. The initial franchise fee has been reported across a range of figures in various disclosure contexts, with figures cited as high as $50,000 and as low as $20,000 depending on the agreement vintage and market conditions, with $30,000 being one of the most commonly referenced figures in recent disclosure summaries. Total initial investment ranges from approximately $61,250 to $128,550, encompassing expenses for office setup, furniture, technology systems, initial training, and working capital. A separate estimate places the range at $61,000 to $129,000, while earlier disclosure data cited a range of $41,715 to $99,965, the variance reflecting differences in office configuration, geography, and whether franchisees lease or acquire physical workspace. Working capital requirements within that range are estimated at $700 to $3,600, a notably modest figure that reflects the home-based or mobile operational format GRN supports. The ongoing royalty rate is 10% of gross revenues, which is toward the higher end of the franchise royalty spectrum but must be evaluated in context: the home-based model means franchisees avoid the commercial rent, equipment depreciation, and inventory carrying costs that inflate operating expenses for location-dependent franchise formats. The marketing fee is reported at 0% in several disclosure summaries, though some sources cite a 2% contribution, meaning franchisees should verify the current figure directly in the active FDD. Liquid capital requirements are reported at $150,000 by some sources, with net worth requirements ranging between $100,000 and $500,000 depending on the qualification tier, and one source specifically citing a $400,000 net worth threshold. Total annual operating expenses can range from $12,600 to $155,800 depending on staffing decisions, office lease commitments, and administrative support levels, providing franchisees with significant flexibility to scale costs in line with revenue growth. The agreement term runs between 10 and 20 years and is renewable, providing long-term operational certainty for franchisees who build strong local market positions. Daily operations for a Global Recruiters Network franchise owner are grounded in relationship-based sales and talent acquisition rather than physical service delivery or product fulfillment. The business model is explicitly home-based or mobile, meaning franchisees do not carry the overhead of traditional commercial real estate leases, though many choose to lease office space as their practices grow. The work centers on building a book of client companies within target industries, sourcing qualified candidates for permanent placement roles, managing the interview and offer process, and maintaining ongoing relationships with both clients and placed candidates. GRN's model emphasizes active, full-time owner involvement, absentee ownership is not permitted, and part-time operation is explicitly excluded, meaning this opportunity is designed for entrepreneurs who are prepared to treat the franchise as a primary professional commitment rather than a passive investment. The initial training program is comprehensive: one disclosure source documents 122 hours of classroom training delivered at Global Recruiters Network's corporate headquarters in Chicago, while another source documents a combined 280.65 hours encompassing 170.5 hours of on-the-job training and 110.15 hours of classroom instruction. This training variance may reflect program evolution over time, but both figures confirm a substantial upfront investment in franchisee preparation relative to lighter-touch franchise training programs that average 40 to 80 hours across many service categories. Ongoing support includes access to proprietary operational tools and systems, a detailed operations manual, dedicated franchise support personnel, and GRN's established marketing and branding materials. The franchise system does not currently require multi-unit purchases, making it accessible to single-unit operators who want to scale incrementally. Territory structure has been described differently across sources, with one indicating no territory protections and another indicating exclusive territories are offered, making this a critical diligence point for prospective franchisees to clarify directly in the current FDD. Item 19 financial performance data is not disclosed in the current Franchise Disclosure Document for Global Recruiters Network. However, publicly available revenue benchmarks and market data provide meaningful context for evaluating unit-level economics. The average annual revenue per unit is reported at approximately $214,607, with a median revenue figure of approximately $200,000. The spread between the lowest and highest reported performers is dramatic: the lowest reported unit revenue is $20,000 while the highest reaches $4,133,776, a range that reflects the highly variable nature of permanent placement businesses where individual consultant productivity, industry specialization, and local market demand can compound dramatically over time. The proximity of the median to the average, roughly $200,000 versus $214,607, suggests that the upper tail of high performers is pulling the average modestly above median rather than dramatically distorting it, which is actually a more reassuring statistical profile than averages skewed by a handful of outliers. Against total annual operating expenses that can range from $12,600 to $155,800 and a royalty rate of 10%, a franchisee generating $200,000 in gross revenue would be managing an operating cost structure that, at the lower end of expense ranges, could support meaningful owner earnings. It is important to note that a permanent placement fee in professional recruiting typically ranges from 15% to 30% of a placed candidate's first-year salary, meaning a franchisee completing even ten to fifteen senior-level placements per year at average salaries of $80,000 to $120,000 could approach or exceed the median revenue threshold. CEO Brad Baiocchi noted in late 2024 that following the U.S. presidential election, many companies paused and then rapidly resumed hiring plans, driving a significant uptick in recruitment activity particularly in healthcare, technology, and manufacturing, three of the highest-fee sectors in professional placement services. Franchise investors should request and independently analyze the full FDD, including any supplementary financial data provided by GRN, and should conduct direct interviews with existing franchisees using the contact information available in the FDD's Item 20 disclosures. Global Recruiters Network has demonstrated consistent franchise network growth over the past decade, with unit counts increasing from 167 in 2014 to 179 as of the 2025 FDD, reflecting steady expansion rather than a volatile growth-and-contraction cycle that has destabilized other franchise networks in the staffing sector. Some sources report figures as high as 185 to 194 units during the 2020 period, suggesting the network reached a higher peak and has since stabilized, a pattern worth examining in due diligence. The brand's 2024 celebration of 172 offices worldwide and 30,000 cumulative placements represents compounding credibility, as each placement strengthens the brand's database, alumni network, and client relationships. One of GRN's most significant competitive advantages is its Forbes recognition as one of America's Best Executive Recruiting Firms and Best Professional Recruiting Firms for nine consecutive years from 2017 through 2025, a distinction that carries direct commercial value when franchise owners present their credentials to prospective client companies. Entrepreneur magazine's Franchise 500 recognized GRN in both 2017 and 2018 as the leader in the Executive Recruiting category, evaluating financial strength, stability, growth rate, and brand power. Perhaps the most significant near-term competitive development is GRN's proprietary platform "GRN's DOT," which was in final development stages entering 2025 and is designed to leverage advanced algorithms and real-time data analytics to match top talent with opportunities faster and more efficiently. In an industry where 38% of global agencies had adopted AI-powered sourcing by 2024, a franchisor-developed proprietary platform represents a meaningful advantage for franchisees who would otherwise need to independently evaluate, fund, and integrate third-party recruitment technology at costs that would further compress margins. The South region leads U.S. franchise concentration with 86 locations across 35 states, while Michigan and Illinois represent notable density in the Midwest, suggesting the brand has room to expand in underrepresented regions including the Mountain West and Pacific Northwest. The ideal Global Recruiters Network franchise candidate is a full-time, owner-operator entrepreneur with demonstrated strength in sales, networking, and relationship management, ideally with professional experience in one or more of the industries the franchise serves. Prior recruiting experience is advantageous but not a prerequisite, as the 122-plus hours of initial training at GRN's Chicago headquarters are designed to transfer the recruiting methodology to candidates coming from industry rather than agency backgrounds. The business model rewards candidates who have built professional networks within specific verticals, as those connections accelerate the client development timeline that represents the primary early-stage challenge for any new placement practice. Absentee ownership and part-time operation are not permitted, which functionally limits this opportunity to entrepreneurs who are exiting corporate careers or who are prepared to commit full-time hours to building the practice. The franchise agreement runs for 10 to 20 years and is renewable, providing a long operational runway for franchisees who invest in relationship development and market positioning. Prospective investors should prioritize markets with strong industry presence in healthcare, technology, manufacturing, or financial services, the sectors most actively generating permanent placement demand as of 2025. With 37 states currently served by GRN franchises, a meaningful number of state markets still have available territory, and international expansion beyond the current three-country footprint represents an additional growth vector for franchisees interested in serving multinational clients. For investors conducting serious due diligence on a professional services franchise with more than two decades of operating history, Forbes-verified brand recognition across nine consecutive years, and a permanent placement model serving clients in 26 countries, Global Recruiters Network franchise warrants careful and structured evaluation. The combination of a relatively accessible total investment range of $61,250 to $128,550, a home-based operational format that eliminates commercial real estate overhead, median annual revenues of approximately $200,000, and an industry projected to grow at a CAGR of 13.1% through 2031 creates an investment thesis grounded in tangible data rather than promotional promise. The FPI Score of 46 assigned to this franchise by PeerSense reflects a Fair rating, which signals that while the brand has meaningful operational and market strengths, investors should conduct thorough independent analysis before committing capital. The recruiting industry's secular tailwinds, including persistent skilled-candidate shortages affecting 45% of global companies, the rise of AI-driven hiring tools, and a 35% increase in U.S. remote job postings in 2024, suggest that demand for professional placement services will remain structurally elevated through the balance of this decade. PeerSense provides exclusive due diligence data including SBA lending history, FPI score, location maps with Google ratings, FDD financial data, and side-by-side comparison tools that allow investors to benchmark Global Recruiters Network franchise investment metrics against peer brands in the professional staffing and executive search category. Every major financial decision of this magnitude deserves independent intelligence rather than franchisor-supplied marketing materials, and the depth of objective data available on this platform is specifically designed to close that gap. Explore the complete Global Recruiters Network franchise profile on PeerSense to access the full suite of independent franchise intelligence data.

Lloyd Staffing

Temporary Help Services

38

Fair

Should you invest your capital and energy into a staffing franchise in 2025? That question defines the financial future of thousands of entrepreneurs who look at the $198 billion U.S. staffing industry and want in — but need to know which brands are built to last. Lloyd Staffing is one of the most enduring names in the American staffing landscape, a company that has operated continuously since 1971 when founder Merrill Banks, CSP established it as Lloyd Personnel on Long Island, New York. Over more than five decades, the organization has evolved from a single regional operation into the largest privately owned staffing firm on Long Island, with headquarters in Melville, New York and additional offices in New York City, South Florida, and Greater Los Angeles, supported by regional recruiters situated strategically across the United States. The company serves eight distinct industry verticals — accounting and finance, architecture and engineering, business support and people operations, healthcare, information technology, life sciences, marketing, and supply chain logistics — giving it broad exposure to the professional labor economy. With an estimated annual revenue of approximately $28.1 million and a reported workforce of 1,500 employees, Lloyd Staffing occupies a distinctive mid-market niche between national staffing conglomerates and single-office boutique recruiters. The brand's longevity is perhaps its most compelling data point: Lloyd's top 10 clients have maintained relationships with the company for an average of 15.4 years, and 67% of its entire client base originates from referrals — two metrics that signal exceptional service delivery and brand loyalty that are extraordinarily difficult to manufacture. For investors evaluating the Lloyd Staffing franchise opportunity, this profile provides independent, data-grounded analysis — not marketing copy — designed to help sophisticated buyers make an informed capital allocation decision. The staffing industry represents one of the most structurally durable segments of the broader services economy, and the macroeconomic forces driving its growth are accelerating rather than decelerating. The global staffing services market is projected to reach USD 1,053.94 billion by 2035, growing from USD 630.34 billion in 2026 at a compound annual growth rate of approximately 6% over the forecast period. Within the United States specifically, the staffing market is forecasted to grow 5% in 2025, reaching a total value of $198.17 billion by year-end. The contract and temporary staffing sub-segment — the core of Lloyd Staffing's service model — was valued at approximately USD 31.35 billion globally in 2025 and is projected to reach USD 55.44 billion by 2034, representing a CAGR of 6.54%. Approximately 62.2 million people in the United States are currently employed through staffing agencies, and roughly 2.0% of the total U.S. workforce in 2023 was classified within temporary help services — a baseline that has remained structurally resilient across economic cycles. The demand dynamics are straightforward: as of March 2025, benefit costs for private industry workers averaged $13.49 per hour worked, representing nearly 30% of total compensation costs, which means that engaging contract talent can save businesses between 30% and 40% compared to hiring a permanent employee for a project-specific need. Six in ten staffing consultant employees — approximately 64% — work in the industry between jobs or as a bridge to permanent placement, which sustains a continuous supply of qualified candidates. Importantly, more than 60% of staffing firms worldwide had integrated AI-based recruitment or digital platforms into their operations by 2023, signaling that technology adoption is becoming a prerequisite for competitive viability rather than a differentiator. The staffing industry remains moderately fragmented at the mid-market level, creating real opportunity for well-positioned brands with deep client relationships and industry-specific expertise. Because Lloyd Staffing operates as a privately held corporation rather than a traditional franchise system, the financial architecture of a Lloyd Staffing franchise investment does not follow the conventional franchisor-franchisee structure that prospective buyers would encounter when evaluating brands with published Franchise Disclosure Documents. Extensive research into Lloyd Staffing franchise cost, franchise fee schedules, royalty rates, advertising fund contributions, and total investment ranges has not surfaced any evidence that Lloyd Staffing currently offers or has historically offered franchise opportunities to outside investors through an FDD-based model. The company's President, Keith Banks, CTS, CSP — who has held the role since 2002 and previously worked across departments including Franchise Operations — is associated with franchise-related work history, but this does not appear to translate into an active franchise offering by the company today. For investors specifically seeking a franchise investment vehicle with defined fee structures, disclosed royalty rates, and legally documented territory rights, this distinction is critical to understand before proceeding with due diligence. What the company does offer is a well-documented direct hire fee structure for clients: Lloyd's direct hire cost to client companies is typically set at 20% of the candidate's first-year base salary, modulated by variables including role complexity, talent availability, number of hires, urgency, geographic market, stakeholder involvement, salary realism, and search status. The estimated revenue per employee of $132,000 annually, against a total estimated annual revenue of $28.1 million, provides a useful productivity benchmark for assessing the unit economics of professional staffing operations in the regions and verticals Lloyd serves. Investors interested in the staffing sector through a franchise vehicle should use Lloyd Staffing as a performance and operational benchmark while conducting parallel due diligence across comparable staffing franchise brands — a process where the independent data infrastructure at PeerSense becomes particularly valuable. The FPI Score assigned to Lloyd Staffing by PeerSense is 38, rated Fair, which reflects the limited financial transparency available for independent analysis given the company's privately held, non-franchised structure. Lloyd Staffing's operating model is built around three primary service lines that address the full talent lifecycle for client organizations: contract and temporary talent placement, direct hire and permanent placement, and retained executive search. The company also offers vendor management technology solutions designed for master staffing programs and high-volume users of contract and interim leadership — a capability that elevates Lloyd beyond transactional staffing into enterprise-level workforce consulting. Daily operations are driven by industry-specialized recruiters who develop deep domain knowledge in their assigned verticals, enabling the consultative selling approach that has produced client retention rates averaging 15.4 years among the company's top 10 accounts. The organization's talent acquisition infrastructure is described as building continuous pipelines, with an emphasis on tenacious attention to detail, face-to-face relationship development, and nuanced understanding of both client organizational culture and candidate career objectives. The division known as LLoydCreative and Digital Talent — originally launched as Spider Staffing by Executive Vice President Jason Banks, CSP, who entered the industry in 1998 — demonstrates the company's willingness to build specialized practice areas ahead of market demand, particularly in digital and technology talent categories where scarcity commands premium fee structures. CFO Michael Marturiello, MBA, CSSBB, provides financial oversight from the Melville, New York headquarters, and the leadership structure — with Merrill Banks as CEO and founder, Keith Banks as President, and Jason Banks as Executive Vice President — reflects a family-led governance model that emphasizes continuity and long-term relationship stewardship over short-term revenue maximization. The company's geographic footprint currently spans corporate offices in Melville, New York City, South Florida, and Greater Los Angeles, with regional recruiters distributed across additional U.S. markets to support national client coverage. LLoydSouth represents an active geographic expansion initiative under Merrill Banks' direct leadership, signaling continued investment in regional market penetration. Item 19 financial performance data is not disclosed in the current Franchise Disclosure Document for Lloyd Staffing, and as the company does not operate as a conventional franchisor, no FDD-based financial performance representations are available for investor review. What independent analysis can surface, however, is a reasonably coherent picture of unit-level economics drawn from publicly available data and industry benchmarks. Lloyd Staffing's estimated annual revenue of approximately $28.1 million, divided across a reported employee base of 1,500 individuals, produces an estimated revenue per employee of $132,000 — a figure that aligns with mid-market professional staffing firms operating in specialized verticals such as technology, finance, and life sciences. For context, the U.S. staffing industry as a whole generates approximately $198 billion annually across the total workforce, and professional staffing — which includes the IT, finance, and healthcare verticals where Lloyd concentrates — commands higher bill rates and gross margins than commercial or light-industrial staffing, typically generating gross margins in the 20% to 35% range depending on service mix. The company's 67% referral rate for new client acquisition implies extraordinarily low customer acquisition costs relative to companies that rely on paid advertising or cold business development, which structurally improves operating leverage. Recent industry data from February 2026 shows U.S. staffing was up 3% year-over-year for the week ending February 28th, 2026, with commercial staffing up 3% and professional staffing down 1% — indicating a modestly mixed near-term environment that professional staffing operators must navigate with diversified service portfolios. The same period saw nonfarm payrolls fall by 92,000 in February 2026, with temporary help services employment declining by 6,500 jobs and the temporary agency penetration rate falling modestly from 1.55% to 1.54% — headwinds that disciplined operators with established client relationships, like Lloyd, are structurally better positioned to absorb than newer entrants. Lloyd Staffing's growth trajectory over its 54-year operating history reflects a deliberate strategy of deepening service capabilities within existing markets rather than pursuing rapid geographic unit expansion, a model that prioritizes client relationship quality over unit count velocity. The company has successfully built and sustained what amounts to a multi-division professional services firm under a single brand umbrella, integrating temporary staffing, executive search, direct hire placement, workforce consulting, and technology-enabled vendor management into a unified client offering. The awards record is notable: Lloyd Staffing earned the Best in Staffing Award for Client Service with a Net Promoter Score more than eight times the industry average for staffing and recruiting agencies, placing the firm in the top 2% of all staffing and recruiting organizations across the United States and Canada. The company has also earned First Place in Best of Long Island by Long Island Press readers on two separate occasions and is a recipient of the American Staffing Association's CARE Award for outstanding corporate social responsibility initiatives — a trifecta of recognition that reflects client satisfaction, community standing, and operational excellence simultaneously. The expansion of LLoydSouth under Merrill Banks' direct leadership, combined with Jason Banks' development of the LLoydCreative and Digital Talent division, indicates that the company continues to invest in both geographic and vertical market expansion rather than consolidating around a static service footprint. With more than 60% of staffing firms globally having integrated AI-based recruitment platforms by 2023, Lloyd's ability to compete at scale in the coming decade will depend in part on its continued investment in technology infrastructure — an area where private firms with longer investment horizons often outperform publicly traded competitors optimizing for quarterly earnings. The structural advantages of a 54-year operating history, a deeply loyal client base, and a leadership team with multi-generational institutional knowledge of the industry represent a competitive moat that is difficult to replicate from a standing start. The ideal candidate for a Lloyd Staffing franchise opportunity — or for an investment in the Lloyd Staffing operating model through any available partnership or licensing structure — is someone who combines professional services sales experience with operational discipline and a long-term orientation toward relationship development rather than transactional revenue generation. Given that Lloyd Staffing's service model requires deep industry-specific knowledge across verticals including IT, healthcare, life sciences, and finance, candidates with domain expertise in one or more of these sectors begin with a structural advantage in building a credible talent pipeline and earning client trust. The company's leadership team — Merrill Banks as CEO, Keith Banks as President since 2002, and Jason Banks as Executive Vice President — has demonstrated that the firm values sustained engagement over rapid turnover, and any prospective operator entering the Lloyd ecosystem should be prepared for a business development cycle measured in years rather than months. The geographic markets where Lloyd currently operates — New York metropolitan area, South Florida, and Greater Los Angeles — represent three of the highest-density professional labor markets in the United States, and the active expansion of LLoydSouth signals that Sun Belt markets with growing professional workforces represent priority targets for future capacity deployment. Employee reviews on Indeed, drawn from 125 reviews, give the company a 3.8 out of 5 for work-life balance and a 3.6 out of 5 for both management and culture, indicating a demanding but generally functional operating environment that rewards high performers with flexibility and professional development opportunities. The investment thesis for Lloyd Staffing franchise analysis requires situating the brand accurately within the context of the $198 billion U.S. staffing industry and evaluating it honestly against both its demonstrated strengths and the structural limitations that come with limited financial transparency. The company's 54-year operating history, its Net Promoter Score placing it in the top 2% of staffing and recruiting firms across the U.S. and Canada, its estimated $28.1 million in annual revenue, and its 67% client referral rate collectively represent a performance profile that commands serious analytical attention from investors evaluating the temporary help services category. The staffing industry's projected growth from $630.34 billion in 2026 to over $1 trillion by 2035 at a 6% CAGR creates a durable demand tailwind that will lift well-positioned operators regardless of short-term fluctuations in monthly payroll data. The PeerSense FPI Score of 38, rated Fair, reflects the constraints imposed by limited financial disclosure rather than a fundamental verdict on the business quality — and sophisticated investors know that a score like this is the starting point for deeper investigation, not a stop sign. PeerSense provides exclusive due diligence data including SBA lending history, FPI score, location maps with Google ratings, FDD financial data, and side-by-side comparison tools that allow investors to benchmark Lloyd Staffing against other professional staffing and temporary help services franchise concepts across key financial and operational dimensions. Whether you are evaluating the Lloyd Staffing franchise opportunity as a direct investment candidate or using it as a performance benchmark for assessing the broader staffing franchise landscape, the depth of independent data available on PeerSense is unmatched by any other research platform. Explore the complete Lloyd Staffing franchise profile on PeerSense to access the full suite of independent franchise intelligence data.

NEXTAFF

Temporary Help Services

N/A

In the dynamic and often unpredictable landscape of modern business, a persistent and critical challenge confronts enterprises of all sizes: securing the right talent at the right time. Business leaders grapple with fluctuating project demands, specialized skill gaps, and the intricate complexities of human resources, often finding themselves in a difficult position where overstaffing leads to prohibitive costs or understaffing cripples productivity and growth potential. This fundamental problem of workforce agility and optimization is precisely where the NEXTAFF franchise emerges as a strategic solution, positioning itself as a vital guide for entrepreneurs seeking to capitalize on this enduring market need. Founded on principles designed to streamline the temporary help services sector, NEXTAFF has systematically built a robust operational framework since it began franchising in 2004. With a current footprint of 31 total units, comprising 28 strategically placed franchised units and 3 company-owned operations, the brand demonstrates a clear commitment to a franchise-centric growth model. This configuration underscores a foundational belief in local ownership and operational excellence, enabling the NEXTAFF franchise to penetrate diverse regional markets effectively. The temporary help services industry itself represents a substantial total addressable market, with the U.S. staffing industry alone consistently generating revenues exceeding $160 billion annually, and often reaching upwards of $200 billion when including all forms of contingent labor. This vast market is characterized by a continuous, underlying demand for flexible staffing solutions, driven by economic cycles, technological advancements, and evolving business strategies that prioritize adaptability over rigid employment structures. NEXTAFF, with its established presence and growing network, is strategically positioned to capture a significant share of this multi-billion-dollar opportunity, offering a proven system to franchisees who are ready to address the critical talent needs of businesses in their communities. The brand’s operational maturity, evidenced by its two decades in the franchising space, provides a stable foundation for new investors looking to enter a recession-resilient and essential service industry. The temporary help services industry, the core operational domain of the NEXTAFF franchise, is a colossal and perpetually expanding economic engine, driven by an array of powerful secular tailwinds and evolving business paradigms. The total addressable market for staffing and recruiting services in the United States alone has consistently surpassed $160 billion in annual revenue, with some estimates placing the broader contingent workforce market significantly higher, often approaching $200 billion or more. This substantial market is not merely stable; it is projected to grow at a compound annual growth rate (CAGR) of 3% to 5% over the next five to seven years, fueled by an increasing corporate reliance on flexible workforces and specialized project-based talent. Key consumer trends driving this demand include the rapid adoption of hybrid and remote work models, which necessitate more agile staffing solutions; the persistent skills gap across numerous industries, compelling companies to seek external expertise; and a broader economic shift towards project-based work and contract labor to manage costs and enhance operational flexibility. Businesses today are increasingly looking to optimize their operational overheads, and the ability to scale their workforce up or down rapidly without the long-term commitments of permanent hires is a paramount strategic advantage. This dynamic environment makes the industry particularly attractive for franchise investment. Unlike many sectors that are susceptible to cyclical downturns, the demand for temporary help often remains robust or even increases during economic uncertainties, as companies temporarily freeze hiring or downsize, yet still require specialized skills to maintain continuity. The competitive dynamics within this market, while intense, are also highly fragmented, with numerous regional and specialized players operating alongside national giants. This fragmentation creates significant opportunities for well-supported franchise systems like NEXTAFF to carve out strong local market positions by leveraging a proven model, established brand recognition, and comprehensive operational support. The fundamental need for talent acquisition and management is an inescapable reality for virtually every business, ensuring a durable demand for the services offered by a NEXTAFF franchise. For any prospective entrepreneur contemplating a franchise opportunity, the initial investment and ongoing financial commitments represent a pivotal decision point. The NEXTAFF franchise presents a transparent and competitive financial structure, beginning with a franchise fee of $49,000. This fee is positioned within the typical range for established service-based franchises, particularly those operating in the professional services sector, which commonly see fees ranging from $30,000 to $60,000. This initial outlay grants the franchisee access to the proprietary NEXTAFF system, including brand usage, initial training, operational manuals, and the foundational support necessary to launch the business. Beyond the franchise fee, the total initial investment required to open a NEXTAFF unit ranges from a low of $60,669 to a high of $158,886. This comprehensive range covers essential startup costs such as leasehold improvements, office equipment, initial marketing, technology setup, and crucially, working capital to sustain operations during the initial ramp-up phase. The breadth of this range allows for variations in real estate costs, market specific needs, and the franchisee's chosen operational scale, providing flexibility while ensuring all critical elements are accounted for. The total cost of ownership extends beyond the initial investment to encompass ongoing fees that support the franchisor’s continued development and the franchisee’s sustained success. A royalty fee of 9% of gross revenues is payable to the franchisor, which directly funds ongoing research and development, system improvements, and continuous franchisee support. Additionally, a 1% advertising fee contributes to a collective marketing fund, used for national brand building, digital marketing initiatives, and lead generation efforts that benefit the entire NEXTAFF network. These ongoing fees are structured to align the franchisor’s success with that of its franchisees, ensuring a vested interest in each unit’s performance. The 5-year term length for the franchise agreement provides a clear operational horizon, offering ample time to establish market presence and achieve profitability while also allowing for renewal discussions based on mutual performance and satisfaction. While specific liquid capital and net worth requirements are not publicly available, prospective investors should typically anticipate needing sufficient liquid assets to cover the lower end of the initial investment range, alongside a net worth that demonstrates overall financial stability to lenders and the franchisor alike. This structured financial model aims to equip franchisees with a clear understanding of the capital required to successfully establish and operate a NEXTAFF franchise. The operational model of a NEXTAFF franchise is meticulously designed to empower franchisees with a streamlined, yet comprehensive, approach to temporary help services, minimizing complexities while maximizing efficiency. Daily operations typically revolve around three core pillars: client acquisition, talent recruitment, and placement management. Franchisees and their teams actively engage with local businesses to understand their staffing needs, leveraging the NEXTAFF brand reputation and proven sales methodologies. Simultaneously, a robust recruitment process is in place to attract, screen, and onboard qualified candidates for a variety of roles across different industries. The operational format is generally office-based, requiring a professional and accessible location that facilitates both client meetings and candidate interviews. Staffing requirements for a typical NEXTAFF unit usually include a dedicated branch manager, who oversees all operations and business development, along with a team of skilled recruiters responsible for sourcing and vetting talent, and administrative support staff to manage payroll, compliance, and general office functions. The exact number of staff will scale with the volume of business and the specific market dynamics. A cornerstone of the NEXTAFF franchise opportunity is its comprehensive training program. This intensive initial training equips new franchisees and their key personnel with all the necessary knowledge and skills, spanning sales techniques, recruitment best practices, proprietary software utilization, human resources compliance, and financial management specific to the staffing industry. This foundational training is crucial for ensuring operational consistency and high service quality across the network. Beyond the initial training, franchisees benefit from extensive ongoing corporate support. This includes continuous access to a dedicated support team, regular performance reviews, marketing resources, legal and compliance updates, and a sophisticated technology platform that streamlines everything from applicant tracking to invoicing. The territory structure for a NEXTAFF franchise is designed to provide franchisees with an exclusive geographic area, protecting their investment and encouraging focused market penetration without internal competition. While specific multi-unit requirements are not explicitly detailed, the operational model’s scalability and the proven success of the 28 franchised units suggest a clear pathway for successful single-unit operators to expand their portfolio and establish a stronger regional presence, should they meet performance benchmarks and demonstrate continued operational excellence. Understanding the financial performance potential of a franchise is paramount for any discerning investor, and while the Item 19 disclosure status is indicated as 'false' in some contexts, specific revenue performance data for NEXTAFF units is available for analysis, providing critical insights into the earning potential within this system. For the units for which data is available, the average revenue reported stands at a compelling $2.07 million. This figure represents the mean gross revenue generated by the reporting NEXTAFF franchise units over a specified period, offering a strong indicator of the typical top-line performance within the network. Delving deeper, the median revenue, which often provides a more representative picture by mitigating the impact of extreme outliers, is reported at $1.46 million. This median figure suggests that at least half of the reporting NEXTAFF units achieved revenues of $1.46 million or more, indicating a solid base level of performance across a significant portion of the franchise system. Furthermore, the top quartile revenue provides an aspirational benchmark for high-performing units, reaching an impressive $4.64 million. This top quartile performance demonstrates the substantial revenue generation capabilities achievable within the NEXTAFF system for franchisees who excel in market penetration, operational efficiency, and client relationship management. These figures, when contextualized against the broader temporary help services industry, highlight the robust potential of a NEXTAFF franchise. The staffing industry typically operates on gross profit margins that vary by service line, but strong revenue generation is foundational to achieving healthy net profitability. Given the average revenue of $2.07 million, a NEXTAFF franchisee has a significant base from which to cover operational costs, royalties, and advertising fees, ultimately aiming for a strong return on investment. The spread between the median and top quartile revenues also illustrates the considerable opportunity for growth and scaling within the NEXTAFF model, rewarding proactive and strategically managed operations. While these revenue figures do not include specific profitability data, they serve as a powerful testament to the market's demand for NEXTAFF's services and the potential for franchisees to build substantial businesses. The consistent performance across the average, median, and top quartile indicates a well-structured business model capable of supporting diverse levels of franchisee success within the competitive staffing market. The growth trajectory of the NEXTAFF franchise network, marked by its expansion to 31 total units since its franchising inception in 2004, illustrates a steady and deliberate expansion strategy within the temporary help services sector. With 28 of these units being franchised and only 3 remaining company-owned, the brand clearly prioritizes a franchise-centric model, empowering local entrepreneurs while maintaining a strong corporate core for innovation and support. This high ratio of franchised to company-owned units is often a positive indicator for prospective franchisees, suggesting that the franchisor’s primary focus and investment are directed towards supporting its independent operators. The consistent, albeit measured, growth over nearly two decades reflects a sustainable and strategic approach rather than rapid, potentially unstable, expansion. This careful scaling allows for the refinement of operational processes, robust franchisee support systems, and the establishment of a strong brand reputation. In an industry characterized by intense competition, NEXTAFF has cultivated several key competitive advantages that form its strategic moat. One significant differentiator lies in its operational methodology and proprietary technology, which presumably streamline the complex processes of talent acquisition, placement, and client management. In a digitally transforming world, leveraging advanced software and data analytics to match talent with demand efficiently is crucial. This technological edge enables NEXTAFF franchisees to offer superior service to clients and candidates, enhancing speed, accuracy, and compliance. Furthermore, the brand's potential specialization in certain industry verticals or its unique approach to talent assessment could provide a distinct competitive edge, allowing franchisees to target specific market niches with tailored solutions. The ongoing support and training provided by the franchisor also constitute a significant competitive advantage, equipping franchisees with the knowledge and tools necessary to navigate the dynamic labor market effectively. This continuous learning environment ensures that NEXTAFF units remain at the forefront of industry best practices and regulatory compliance. The focus on building strong local relationships, combined with the backing of a national brand, allows NEXTAFF franchisees to offer a personalized service that larger, less agile competitors might struggle to replicate. The emphasis on a robust support infrastructure and a proven operating model allows each NEXTAFF franchise to operate with efficiency and distinction in its local market, contributing to the overall strength and resilience of the network. Identifying the ideal franchisee is a critical component of sustainable franchise growth, and for a NEXTAFF franchise, the profile extends beyond mere financial capacity to encompass a specific set of professional attributes and personal drive. The most successful NEXTAFF franchisees typically possess strong business acumen, demonstrating a solid understanding of sales, marketing, and general management principles. Given the nature of temporary help services, a background in human resources, recruitment, or business development can be highly advantageous, though not strictly mandatory, as the comprehensive training program aims to bridge any knowledge gaps. Crucially, an ideal candidate will exhibit exceptional leadership and communication skills, essential for both managing a team of recruiters and building lasting relationships with local businesses. They should be community-minded, understanding the nuances of their local labor market and actively participating in local business networks to identify client needs and recruit talent effectively. A proactive, results-oriented mindset, coupled with a commitment to operational excellence and adherence to the NEXTAFF system, is paramount for success. While a single-unit operation is a viable and often preferred starting point, the scalable nature of the NEXTAFF business model certainly lends itself to multi-unit expansion for high-performing franchisees. The franchisor likely seeks individuals with the vision and capability to grow beyond a single territory, recognizing that experienced, successful operators can leverage their expertise to manage multiple locations and deepen market penetration. Available territories are typically identified through a strategic market analysis, ensuring sufficient demand for temporary help services and optimal operational conditions. The timeline from signing a franchise agreement to the grand opening of a NEXTAFF unit can vary, but typically involves several months for site selection, lease negotiation, build-out, initial training, and pre-opening marketing. Franchisees can generally expect this process to take between three to six months, depending on local permitting and real estate dynamics. The agreement terms for a NEXTAFF franchise are set for 5 years, providing a clear framework for the operational partnership. This term length allows franchisees ample time to establish their business, build equity, and achieve profitability, with provisions for renewal subject to meeting the franchisor's terms and conditions. The NEXTAFF franchise represents a compelling investment opportunity for entrepreneurs seeking entry into a robust and perpetually in-demand service sector. With its established history since 2004 and a strong network of 28 franchised units supported by 3 company-owned operations, NEXTAFF offers a proven pathway to business ownership within the multi-billion-dollar temporary help services industry. The financial commitment, including a $49,000 franchise fee and an initial investment range of $60,669 to $158,886, is competitive and transparent, making it accessible for a wide range of qualified investors. Crucially, the disclosed revenue performance data, showcasing an average revenue of $2.07 million, a median revenue of $1.46 million, and top quartile revenue reaching an impressive $4.64 million, underscores the significant financial potential inherent in the NEXTAFF model. These figures demonstrate that franchisees, with dedicated effort and adherence to the system, can build substantial and profitable businesses. The ongoing support structure, comprehensive training, and strategic operational framework provided by the franchisor are designed to mitigate risk and maximize franchisee success in a complex market. For individuals with a strong entrepreneurial drive, a background in sales or management, and a desire to make a tangible impact on local businesses by solving their critical staffing challenges, a NEXTAFF franchise offers a strategic and rewarding venture. The brand’s consistent growth, coupled with the enduring demand for flexible labor solutions, positions it as a resilient investment in an ever-evolving economic landscape. Exploring this franchise opportunity means aligning with a business that addresses a fundamental market need with a proven, scalable model. Explore the complete NEXTAFF franchise profile on PeerSense to access the full suite of independent franchise intelligence data.

Remedy Temp

Temporary Help Services

51

Moderate

For the prospective entrepreneur navigating the complex landscape of franchise opportunities, the fundamental challenge often lies in identifying a resilient brand within a growing sector that offers both established support and a clear path to profitability. The temporary help services industry, a dynamic and significant contributor to the U.S. economy, presents such an arena, and within it, the Remedy Temp franchise emerges as a compelling option. Founded in 1965 by Robert E. McDonough, who opened the inaugural office in Riverside, California, RemedyTemp laid its foundational stone over half a century ago. The company later relocated its headquarters to San Juan Capistrano, California, in 1976, eventually settling its current base in Atlanta, Georgia, reflecting a journey of strategic evolution and expansion. This long history is a testament to the brand's enduring presence and adaptability within the staffing sector. Remedy Temp, now operating under the consumer brand name Remedy Intelligent Staffing, is not merely an independent entity but functions as a franchise division of EmployBridge, recognized as one of the largest industrial staffing providers in the United States, boasting annual revenues exceeding $3 billion. The brand’s impressive scale is evidenced by its historical growth, having embarked on a national expansion program that saw the opening of over 150 franchised offices across the U.S. by 1996, extending its reach into Mexico and Canada. As of 2011, the company maintained a national network comprising 60 franchisees and 162 franchise branches, with 87 operating as Remedy Intelligent Staffing and 75 as Westaff, a sister division. More recently, by 2018, Remedy operated 123 franchises in the United States, and currently reports 139 units in operation, demonstrating sustained growth. The total addressable market for temporary staffing alone was valued at a robust USD 267.4 billion in 2024, with the broader staffing services market projected to expand by an additional USD 297.8 billion, exhibiting a Compound Annual Growth Rate (CAGR) of 7.2% from 2025 to 2030. This substantial market size and projected growth trajectory underscore the strategic importance of the Remedy Temp franchise opportunity for investors seeking to capitalize on a deeply entrenched and expanding economic segment, supported by a comprehensive system under a major national staffing firm. The temporary help services industry represents a formidable and expanding segment of the global economy, providing critical workforce solutions across diverse sectors. In 2024, staffing companies collectively facilitated job and career opportunities for approximately 11 million individuals, with nearly 2.2 million temporary and contract employees actively engaged with American staffing companies during an average week. The sheer volume of placements is significant, as 12.7 million temporary and contract employees were hired throughout 2023, with a notable majority, 73%, working full-time, dispelling common misconceptions about the nature of temporary work. The temporary staffing segment alone commanded a valuation of USD 267.4 billion in 2024, with the overall staffing services market poised for substantial expansion, projected to increase by USD 297.8 billion at a Compound Annual Growth Rate (CAGR) of 7.2% from 2025 to 2030. This robust growth is not merely cyclical but driven by profound secular tailwinds and evolving labor market dynamics. Key consumer and employer trends fueling this demand include an increased preference for flexible workforce options, the proliferation of remote staffing and virtual job placements, and a growing emphasis on specialized skillsets to meet evolving industry needs. The gig economy, in particular, is experiencing growth three times faster than the rest of the American workforce, with temporary workers now constituting roughly 4% of the total U.S. workforce, highlighting a fundamental shift in employment paradigms. Technological advancements are also reshaping the industry, with on-demand staffing platforms, advanced digital tools, and the integration of artificial intelligence and automation in talent acquisition becoming standard practice; AI-powered sourcing tools, for instance, can identify qualified candidates 40% faster than traditional manual methods. The industry is also witnessing a shift towards longer-term contracts from short-term assignments, a greater integration of AI and machine learning tools, a focus on diversity, equity, and inclusion in hiring, and the adoption of sustainability and corporate responsibility standards. These macro forces collectively create a fertile ground for franchise investment, offering a resilient business model that thrives on market fluctuations and the increasing demand for agile human capital solutions, despite facing increased competition from online talent platforms and direct hiring by companies. Embarking on a Remedy Temp franchise investment requires a clear understanding of the financial commitments involved, which are structured to support a comprehensive operational model within the temporary staffing sector. Prospective Remedy Intelligent Staffing franchisees can anticipate an initial franchise fee of $39,950, a standard entry point for a service-based business with extensive corporate backing. Historically, a source from 2011 indicated an initial franchise fee of $30,000 as part of pre-opening costs, suggesting a moderate adjustment over time reflecting market value and enhanced support systems. Remedy Intelligent Staffing demonstrates a commitment to military veterans by offering a significant discount, allowing them either 25% off the initial franchise fee or a $25,000 credit towards store build-out, making this franchise opportunity more accessible to those who have served. The total initial investment for a Remedy franchise ranges between $151,840 and $258,280, with another data point specifying a range of $152,238 to $258,678, encompassing various factors like location, leasehold improvements, equipment, and initial working capital. This range positions Remedy Temp as a mid-tier franchise investment, requiring substantial but manageable capital compared to high-capital-intensive retail or food service concepts. Beyond the initial outlay, franchisees are expected to meet specific financial benchmarks, including a net worth requirement that can vary from $350,000, $300,000, or $250,000, ensuring financial stability. The liquid capital required for operations ranges from $80,000 to $120,000, $150,000, $100,000, or between $50,000 and $100,000, providing flexibility depending on the franchisee’s financial structure and market conditions. Regarding ongoing fees, the royalty rate is noted as "varying" but is characterized as one of the lowest royalty fees in the industry, typically structured between 4-8% of gross sales, which directly incentivizes franchisee success while contributing to corporate support infrastructure. The search results did not explicitly mention an advertising fund, suggesting that marketing contributions might be integrated into the royalty structure or managed differently. Remedy Intelligent Staffing further facilitates investment through offering third-party financing options, easing the capital burden for qualified candidates. The franchise agreements are typically for a ten-year term, with an option to renew, providing a long-term operational horizon for franchisees. The operating model for a Remedy Temp franchise is meticulously designed to empower franchisees to focus predominantly on sales, marketing, and client relationships, while leveraging a robust corporate support system that handles complex back-office functions. Franchisees are expected to dedicate their energy to their local market and clients, upholding Remedy brand standards through proactive sales and marketing efforts, which are critical for securing and retaining temporary staffing contracts. The typical staffing requirement for a Remedy franchise is lean, necessitating only 3 to 4 employees, which contributes to a streamlined labor model and optimized operational costs. A significant competitive advantage and operational simplification for Remedy Temp franchisees is the comprehensive back-office support provided by the corporate entity. This includes unlimited funding for accounts receivable, a critical financial benefit that significantly de-risks operations and alleviates the substantial capital requirements often associated with managing payroll and client invoicing in the staffing industry. Furthermore, the corporate team handles all payroll processing, billing, and assumes the liability of the temporary workforce, shielding franchisees from the intricacies and risks of compliance and human resource management for a large temporary staff. Franchisees benefit from a wide array of corporate departments, including Accounting/Finance, Branch Operations, Credit & Collections, Human Resources, Information Systems, Legal/Contract, Pay/Bill, Marketing, an award-winning Risk Management team, Sales, and Training and Development, ensuring specialized expertise is always available. The extensive training program provided to new franchisees is a cornerstone of the support structure, encompassing 80 hours of intensive on-the-job training complemented by an additional 80 hours of classroom instruction, with further training resources accessible via webinar. This comprehensive program is lauded as the "best Operational and Sales training in the industry," designed to equip franchisees with all necessary skills, including on-site franchisee training and webinars covering every aspect of running a successful business. Franchisees also receive ongoing guidance from senior experts and mentors, ensuring continuous professional development and strategic support. Crucially, franchisees are relieved from the burden of selecting or maintaining a front office operating system, negotiating workers' compensation rates, or developing marketing collateral, allowing them to channel their efforts into client acquisition and service delivery within their exclusive territories. This owner-operator model, with its strong corporate backbone, maximizes the franchisee's potential for growth and market penetration. For potential investors evaluating the Remedy Temp franchise opportunity, the absence of Item 19 financial performance data in the current Franchise Disclosure Document is a critical consideration. As a matter of policy, franchisors are not legally mandated to provide financial performance representations (FPRs) in Item 19, though if they choose to do so, such claims must be thoroughly supported by documented data. Despite this, Remedy Intelligent Staffing demonstrates transparency by delivering a free report detailing gross billings, margins, and percentages of franchisees in a selected region upon request, allowing for a localized and specific financial assessment. While system-wide average revenue per unit, median revenue, or profit margins are not explicitly provided for the franchise system as a whole, publicly available data offers insights into the potential for success within this framework. For instance, one individual Remedy Honolulu franchise, re-established in 2001, has reported estimated annual sales of $5 million, showcasing the significant revenue generation capability of a single unit within the system. Historical financial performance of RemedyTemp further underscores the brand's capacity for robust financial growth; from 1993 through 1995, the company added 61 offices, during which its before-tax revenues escalated at a compound growth rate of 30.6 percent, reaching an impressive $209 million. Concurrently, before-tax income demonstrated even more accelerated growth, increasing at a compound rate of 63.7 percent, amounting to $6.5 million. In 1995 alone, RemedyTemp successfully placed 93,000 temporary workers at 13,000 client companies, accumulating a total of 24.4 million staffing hours, indicative of substantial operational volume and market penetration. These historical figures, coupled with the industry's significant valuation of USD 267.4 billion in 2024 for the temporary staffing segment and a projected overall staffing market growth of USD 297.8 billion at a 7.2% CAGR from 2025 to 2030, signal a dynamic and profitable environment. The comprehensive back-office support, including unlimited funding for accounts receivable and handling of payroll and billing, fundamentally alters the unit economics for a Remedy Temp franchisee, significantly reducing operational capital strain and potentially enhancing net profitability by allowing franchisees to focus entirely on revenue generation and client service. This strategic corporate infrastructure, combined with a proven historical revenue trajectory and a thriving market, suggests a strong foundation for unit-level performance, even without a standardized Item 19 disclosure. The growth trajectory of the Remedy Temp franchise system illustrates a consistent and strategic expansion over several decades, adapting to market shifts and corporate evolutions. The company began offering franchise opportunities in 1987 (or 1988), swiftly moving to operate independently managed offices as franchises between 1987 and 1990. This initial phase quickly led to a national expansion program, resulting in the establishment of over 150 franchised offices across the U.S., with its international footprint extending to Mexico and Canada by 1996. The sustained growth is further evidenced by the addition of 61 offices between 1993 and 1995, contributing to its significant revenue increases during that period. In 2011, the network comprised 60 franchisees operating 162 franchise branches, split between 87 Remedy Intelligent Staffing locations and 75 Westaff sister division branches. By 2018, Remedy operated 123 franchises in the United States, and currently maintains 139 units in operation, demonstrating a continuous, albeit sometimes modulated, expansion. The brand has explicit plans for continued aggressive franchise expansion throughout the United States, indicating a forward-looking growth strategy. Recent corporate developments have significantly shaped the competitive landscape for Remedy Temp. Remedy Temp, Inc. was acquired by Select Staffing in June 2006, which subsequently merged with EmployBridge in 2015. This positioned Remedy Intelligent Staffing as a franchise division of EmployBridge, a powerhouse in industrial staffing with over $3 billion in annual revenues. In late 2023, EmployBridge itself was acquired by H.I.G. Capital, a private equity firm, yet the existing core executive team, including CEO Billy Milam, CFO Paul Seymour, CPO Deborah Mcfarlane, and CIO Chris Loope, largely remained in place as of April 2025, ensuring leadership continuity. The competitive moat for the Remedy Temp franchise is multifaceted, primarily deriving from the scale and resources of its parent company, EmployBridge, which provides unparalleled corporate backing, including the critical unlimited funding for accounts receivable and comprehensive back-office support. The brand's long history since 1965 contributes to strong brand recognition, while its award-winning risk management capabilities and extensive training programs further solidify its competitive advantage. Remedy Temp historically targeted middle-market companies with 50 to 500 employees, a strategic niche that leverages its expertise and scalable solutions. The brand is adapting to current market conditions by leveraging its parent company's scale, investing in technology, and focusing on specialized staffing solutions, ensuring its continued relevance and growth in a rapidly evolving industry. The ideal Remedy Temp franchisee is an individual with a strong entrepreneurial drive, a keen focus on sales and marketing, and the capacity to lead a local business while upholding stringent brand standards. While specific industry experience is not explicitly mandated, the expectation that franchisees dedicate their energy to their local market and clients, focusing on proactive sales and marketing, suggests a requirement for robust business acumen and a results-oriented approach. Franchisees are entrusted with building relationships and driving growth within their designated territories, necessitating strong interpersonal and management skills to oversee a team typically consisting of 3 to 4 employees. The historical trajectory of the Remedy Temp franchise system, with its national expansion program and presence in the U.S., Mexico, and Canada, indicates a broad geographic focus for growth. Currently, the company has explicit plans for continued aggressive franchise expansion throughout the United States, signaling ample opportunity for new franchisees in various markets. The specific markets that perform best are likely those with a strong industrial base and a high demand for flexible workforce solutions, aligning with EmployBridge's positioning as a leading industrial staffing provider. The franchise agreement term for Remedy Intelligent Staffing typically lasts for ten years, providing a substantial period for franchisees to establish and grow their businesses, with an option to renew, ensuring long-term potential for successful operators. This extended term, combined with the comprehensive training and ongoing support, allows for a significant return on the initial investment and a stable operating environment. The brand seeks owner-operators or those with active management involvement, given the emphasis on local market engagement and proactive sales. For a discerning investor seeking a robust franchise opportunity within a high-growth, essential service industry, the Remedy Temp franchise presents a compelling investment thesis grounded in stability, comprehensive support, and significant market potential. Backed by EmployBridge, one of the largest industrial staffing providers in the United States with over $3 billion in annual revenues, and ultimately owned by H.I.G. Capital, Remedy Temp offers franchisees the unique advantage of operating under a major national umbrella, providing unparalleled resources and brand credibility. The temporary help services industry itself is a multi-billion dollar sector, valued at USD 267.4 billion in 2024, and projected to expand by an additional USD 297.8 billion with a 7.2% CAGR through 2030, driven by an increasing demand for flexible workforces and specialized skills. This secular tailwind ensures a continuous market for the services provided by Remedy Temp

Spherion

Temporary Help Services

63

Moderate

Deciding whether to invest $200,000 or more of your personal capital into a staffing franchise is one of the most consequential financial decisions a business owner can make — and the wrong choice, driven by incomplete data or marketing spin, can take years to recover from. Spherion franchise represents a fundamentally different kind of opportunity than most franchise concepts in the temporary help services category: it is not a retail storefront selling consumer goods, but a B2B services business that connects employers with workers across industries ranging from light industrial and clerical to professional IT placements. The brand's origins trace back to 1946, when founders Leroy Dettman and Joseph Perfetto launched the business in Chicago under the name "City Car Unloaders," a name that reflected the post-war labor economy they were serving. Over the seven decades since, Spherion evolved from a regional labor broker into a nationally recognized staffing and recruiting franchise with headquarters now anchored in Atlanta, Georgia. The company began franchising in 1956, making it among the earliest staffing brands to scale through the franchise model — a full decade before franchising became mainstream across industries. Today, Spherion operates as a subsidiary of Randstad NV, one of the world's most dominant HR services conglomerates, which completed its acquisition of Spherion in July 2011, providing corporate backing that few competing staffing franchises can credibly claim. The current president, Kathy George, assumed leadership in February 2024, succeeding Rebecca Rogers Tijerino and continuing a leadership lineage that stretches back through executives like Cinda Hallman, who served as CEO beginning in 2001. With more than 200 franchise offices operating across 36 states and average annual gross revenue per franchisee reaching $5.6 million as of 2024, Spherion franchise is not a startup concept — it is a mature, institutional-grade business-format franchise competing at the intersection of America's persistent labor market complexity and the $200-plus billion U.S. staffing industry. The U.S. temporary staffing and workforce solutions industry generates revenues well in excess of $200 billion annually, making it one of the largest service sectors in the American economy. Demand for temporary help services is structurally driven by several durable macro forces: employers' need for labor flexibility in response to economic cycles, the accelerating gig economy, demographic shifts as baby boomers exit the workforce, and the growing complexity of HR compliance that pushes mid-size companies toward outsourcing talent acquisition rather than building internal recruiting infrastructure. The temporary staffing sector is notably counter-cyclical in one key dimension — during economic contractions, companies reduce permanent headcount and increase temporary placements, which can actually sustain or grow demand for staffing franchises even when other franchise categories contract. On the other side of the cycle, during periods of economic expansion, demand for permanent and temporary placements simultaneously surges as employers race to fill positions in a tight labor market. Professional staffing verticals, including IT staffing where Spherion has already planted a flag with its 2023 Austin, Texas professional IT branch opening, command gross margins substantially higher than light industrial placements, making the mix of business a critical driver of profitability. The staffing franchise sub-sector has a notably higher barrier to entry than many retail franchise concepts — regulatory complexity around worker classification, state unemployment insurance, workers' compensation management, and payroll processing creates a moat that favors established brands with institutional support systems. This is precisely the environment where Spherion's Randstad NV parentage, with its global scale and compliance infrastructure, creates a meaningful structural advantage for its franchisees that independent operators or smaller franchise brands simply cannot replicate. The Spherion franchise investment sits clearly in the premium tier of staffing franchise opportunities. The standard franchise fee is $40,000, though Spherion offers meaningful incentives for military veterans and staffing industry professionals, with veteran-specific fees ranging from $22,500 to $45,000 — a discount structure that reflects the brand's commitment to attracting candidates who bring relevant operational discipline. The total initial investment required to open a Spherion franchise ranges from approximately $214,325 to $471,975, a spread that reflects differences in geography, market size, real estate costs, and build-out specifications. To contextualize how significant this investment level is: the staffing franchise sub-sector average total investment ranges from $89,692 to $150,855, meaning the Spherion franchise investment is approximately 2.4 times higher than the category average. This premium capital requirement is not arbitrary — it reflects a comprehensive business model with substantial working capital reserves built into the launch structure. The investment breakdown includes computer system hardware ($0 to $7,300), real property costs ($3,500 to $7,000), furniture and fixtures ($15,500 to $35,000), leasehold improvements ($10,000 to $15,000), signage ($2,000 to $8,000), equipment ($500 to $15,000), opening advertising ($7,500 to $12,500), training expenses ($5,625 to $9,375), start-up supplies ($510 to $1,050), insurance ($2,100 to $7,850), utility deposits ($160 to $1,100), professional fees ($1,050 to $5,200), business licenses ($160 to $1,100), hardware installation ($720 to $1,100), and critically, additional working capital funds for the first 11 months ranging from $125,000 to $176,000. That 11-month working capital reserve is the single largest variable cost component and signals something important about the business model: staffing companies often extend payroll to temporary workers before collecting invoices from client employers, creating a cash-flow gap that undercapitalized operators cannot bridge. Liquid capital requirements are set at a minimum of $200,000, and net worth requirements range between $200,000 and $350,000 depending on the source and the specific market. The ongoing royalty structure includes a 1.5% royalty on temporary placement revenue and a 30% royalty on full-time placement sales, along with a 0.25% advertising fund contribution on gross revenue. Financing options are available, and Spherion offers in-house financing as well as discounts for qualified candidates, reducing the cash barrier for well-qualified applicants. The day-to-day operating model of a Spherion franchise is fundamentally a professional services business — the franchisee's core activities involve business development with local and regional employers, recruiting and vetting candidates, managing temporary worker placements, and navigating the compliance and payroll infrastructure that comes with being a co-employer of record for placed workers. Unlike a retail concept where the owner manages inventory and physical transactions, a Spherion franchisee operates an office-based environment that requires strong relationship-building skills, local market knowledge, and management discipline. Spherion's training program is among the most intensive in the staffing franchise category: new owners receive 380 hours of video-based and in-person training covering business operations, sales, recruiting, marketing, and technology before they open their doors. Following the opening, an additional 168 hours of on-the-job and classroom-based training are provided — a cumulative preparation investment of 548 hours that reflects how technically complex the staffing business actually is. All new franchisees are required to attend a one-week "new owner boot camp" at Spherion's corporate offices in Atlanta, Georgia, where operating practices, quality philosophy, and the company's cultural standards are reinforced alongside hands-on recruitment and business development skill-building. The corporate support structure is notably comprehensive for an ongoing basis as well: Spherion's home office provides support across collections, payroll processing, marketing, and legal issues, which means franchisees can direct their energy toward operations and client-facing sales activities rather than back-office administration. Franchisees also benefit from monthly franchisee-only updates and an annual National Meeting, creating both a structured communication cadence and a community of peers. The territory model provides geographic exclusivity within defined markets, and multi-unit development opportunities exist for franchisees who demonstrate operational performance and desire for scale. Item 19 financial performance data is not disclosed in the current Franchise Disclosure Document as referenced in the database. However, Spherion provides robust financial performance representations elsewhere in its public franchise development materials that offer meaningful insight into the economics of franchise ownership at this level. According to those disclosures, average annual sales per franchisee — for the 64 franchise offices that were open and operating for at least one full year as of December 31, 2024 — were $5.6 million. Of those 64 franchisees, 20 (representing 31.3%) surpassed that average, indicating a right-skewed distribution where a meaningful minority of franchisees are generating revenues substantially above the mean. In the stronger revenue environment of 2022, the average Spherion franchise owner achieved $7.4 million in annual revenue, a figure that underscores both the upside potential of the model and the degree to which macroeconomic labor market conditions affect top-line performance in staffing. On the gross profit side, the 2024 average was $1.2 million in annual gross profit, with 34.4% of the 64 qualifying franchisees — 22 offices — exceeding that figure. In 2022, the average annual gross profit per franchisee reached $1.6 million, reflecting the labor market tightness of that period. For context, the 2020 average gross revenue per unit was $4,711,740, with average gross profit of $771,654. The trajectory from $4.7 million in 2020 to $7.4 million in 2022 to $5.6 million in 2024 reflects a normalization after the post-pandemic labor surge, rather than a structural decline — an important distinction for investors evaluating the sustainability of the model. Using the 2024 figures, gross profit margin on revenue is approximately 21.4%, which is consistent with industry benchmarks for staffing companies managing a mix of temporary and permanent placement revenue. Spherion's growth trajectory reflects the disciplined expansion approach of a mature franchise system operating under institutional ownership. The brand's current network includes 189 to 209 franchise offices across 36 U.S. states, with no Canadian or international franchises in operation — a deliberate geographic focus that concentrates Spherion's support resources and brand investment within the domestic market. In the first half of 2023 alone, Spherion added three new franchisees: one opening a Professional IT branch in Austin, Texas; one opening a second location in Jeffersonville, Indiana; and one serving the Minneapolis Twin Cities North region. The company was simultaneously on track to open four additional offices in Arizona, Arkansas, California, and Illinois during the second half of 2023, suggesting a net new unit cadence of six to eight locations per year during active expansion periods. As recently as 2020, Spherion was actively targeting at least eight new office openings and identified over 70 open markets across the country as opportunities for new franchise development. The brand's competitive moat is built on several compounding advantages: nearly eight decades of operational history dating to 1946, Randstad NV's global HR services infrastructure and compliance expertise, a proprietary training architecture requiring 548 total hours of preparation per new owner, and a corporate support model that absorbs the most operationally burdensome back-office functions so franchisees can focus on growth. The February 2024 appointment of Kathy George as president signals continued investment in franchise development leadership. Priority growth markets currently include Atlanta, Chicago, Las Vegas, Orlando, San Antonio, Charlotte, Grand Rapids, Milwaukee, Philadelphia, and San Diego — a mix of large metros and high-growth secondary markets that provides a realistic pipeline for prospective investors across multiple geographies. The ideal Spherion franchise candidate is not a first-time entrepreneur looking for a simple retail concept to manage. The $214,325 to $471,975 total investment, the 11-month working capital reserve requirement, the co-employment responsibilities, and the B2B sales-intensive nature of the business all point toward a candidate with prior management experience, comfort with a professional services operating environment, and the financial strength to sustain a business through a 90- to 180-day ramp period before client relationships generate consistent revenue. Candidates with backgrounds in human resources, corporate recruiting, sales management, or business services are particularly well-aligned. Multi-unit development is both available and encouraged for franchisees who demonstrate performance — the Jeffersonville, Indiana expansion to a second location in 2023 exemplifies how existing owners can scale within the Spherion system. Available markets span the United States with specific open territories documented in Alabama (including Anniston, Dothan, Gadsden, Jacksonville, and Oxford), Illinois (including Belleville, Chicago, Kankakee, and Rock Island/Moline), Kentucky (Ashland, Hopkinsville, and Lexington), and Maryland (Baltimore and Salisbury), among others. The brand also offers franchise resale opportunities, which can shorten the ramp-to-revenue timeline for buyers who acquire an established client roster and existing staff. Given the professional services nature of the model, owner-operators who are actively engaged in business development will substantially outperform passive or semi-absentee owners — this is not a concept designed for hands-off investment. The investment thesis for a Spherion franchise opportunity rests on three durable pillars: the structural growth of the U.S. labor market services sector, the institutional backing of Randstad NV providing compliance infrastructure and financial stability that independent operators cannot match, and a financial performance profile showing average annual gross profit of $1.2 million per unit against a total investment that — in most market configurations — creates a credible path to capital recovery within three to five years of stabilized operation. The brand's 78-year operating history, 67-year franchising track record beginning in 1956, and presence in 36 states represent a depth of institutional knowledge that is genuinely rare across any franchise category. A FPI Score of 63 (Moderate) from independent analysis reflects both the genuine opportunity in the model and the real complexity that investors must evaluate carefully — staffing franchises carry specific risks around labor regulation, economic cyclicality, and the working capital demands of paying workers before collecting from employers. For investors prepared to engage with that complexity and equipped with the $200,000 or more in liquid capital required, the Spherion franchise offers access to one of the most recession-resilient industry categories in the American economy, supported by a franchise system with the depth to actually deliver on its training and support commitments. PeerSense provides exclusive due diligence data including SBA lending history, FPI score, location maps with Google ratings, FDD financial data, and side-by-side comparison tools that allow you to benchmark Spherion directly against competing staffing and professional services franchise concepts across every key investment dimension. Explore the complete Spherion franchise profile on PeerSense to access the full suite of independent franchise intelligence data.