Franchise positions filled and counting
The only RPO built exclusively for franchise systems — placing district managers, unit GMs, and hourly teams across hundreds of locations simultaneously.
Watch distributed hiring
become impossible to manage.
Every new location multiplies your hiring complexity. Hover over each node to see what's breaking. This is your system right now.
1 Location
Manageable. Painful. But survivable.
Avg. time-to-fill
34 days
Unit #1 — Austin, TX
At 200 locations, you don't have a hiring problem. You have a systems infrastructure problem — and no single recruiter, ATS, or job board subscription will solve it.
Understand the problem
before you solve it.
Three lessons on why franchise hiring breaks at scale — and what a real solution looks like. Read before you talk to anyone.
When a franchise has 10 locations, hiring feels manageable. Each franchisee knows their market, posts to local boards, and fills roles within a few weeks. Then the system hits 30 locations. Then 80. The franchisee in Tulsa is using a different ATS than the one in Sacramento. Neither is using your brand-approved job description. Both are competing for the same candidate pool in markets where your brand has no established presence yet.
4.2×
more time-to-fill at 50+ locations vs. 10
61%
of franchise operators have no centralized hiring data
$8,400
average cost of a GM vacancy for 30 days
The breaking point isn't a single catastrophic failure — it's a thousand small ones. A GM position open for 6 weeks in Phoenix. Three hourly roles unfilled in Nashville during peak season. A district manager stretched across four understaffed units. The system doesn't collapse; it just slowly bleeds revenue, quality, and franchisee morale until someone finally calls an RPO.
The visible cost of a bad hire is a termination. The invisible cost is everything that led to it: the franchisee who spent 23 hours last week reviewing applications instead of running their unit. The Indeed subscription nobody authorized. The compliance fine from a state that updated its job posting requirements and nobody told the Boise franchisee.
None of this appears on a P&L line item labeled "Recruiting." It shows up as lower unit economics, higher franchisee frustration scores, and slower new territory ramp times. The cost is real; it's just distributed invisibly across your entire system.
A fully managed talent pipeline means your franchisees never open a job board again. It means your franchise development team can sell twelve new territories in Q1 and hand off staffing to a single point of contact who already has playbooks for each market. It means your brand standards are embedded in every job description, every screening call, every offer letter — regardless of which city the unit is in.
Market-Specific Sourcing
Pre-built candidate pipelines in 200+ metro markets, activated the day a new territory is sold.
Brand-Compliant Posting
Every job description, screening question, and offer letter reviewed against your brand standards.
System-Wide Dashboard
Every open seat, every pipeline stage, every time-to-fill — visible to you in one place.
Compliance Built In
State-specific posting requirements, background check protocols, and EEOC compliance handled centrally.
You've diagnosed the problem.
Now map your specific gaps.
The assessment takes three fields and returns a custom analysis of your hiring infrastructure vs. your growth trajectory. No sales pressure. Just the data.
Get Your Staffing Assessment
We'll map your current hiring infrastructure against what your growth trajectory actually demands — and show you exactly where the gaps are before they become crises.
Custom hiring capacity analysis for your franchise count
Market-by-market talent availability report
Cost-per-hire benchmark vs. your current spend
Recommended pipeline structure for your Q3 targets
Trusted by operators scaling to
What the network
looks like when it works.
Specific outcomes from operators who handed off their hiring infrastructure and watched their network light up.
847K+
Positions filled
across franchise network
11 days
Avg. time-to-fill
vs. 34-day industry avg.
340+
Active markets
with pre-built pipelines
98.2%
Brand compliance
on all job postings
“We sold fourteen territories in Q1 and had every GM seat filled before the ribbon cutting. I didn't touch a single job posting.”
Marcus Delgado
VP of Franchise Development, Apex Quick Service Group
“At 60 locations, we were spending $340K a year on decentralized hiring. Recruit cut that to $110K and cut our time-to-fill in half.”
Priya Nair
COO, Brightside Fitness Franchise
“I was at unit 18 and already drowning. Recruit built the infrastructure before I hit the wall. Now we're at 47 and the hiring side is the easiest part.”
Jordan Whitfield
Founder, Craft House Hospitality
Not ready to talk?
Start with the scorecard.
The Franchise Hiring Scalability Scorecard tells you exactly at what unit count your current process breaks — and what to fix first.
Franchise Hiring Scalability Scorecard
A 12-point diagnostic that tells you exactly where your hiring infrastructure will break — and at what unit count. Takes 4 minutes. Could save you 4 months of pain.
Scalability Scorecard
12 diagnostic points
Email only · No sales call required