Some candidates are actively looking. Many aren’t. Our research team builds a talent market map for every search, identifying the brands, systems, and backgrounds most likely to produce the right candidate, then reaches them directly through verified contact information and a structured outreach sequence. You’re never limited to who happened to apply.

Timing depends on the role. A Franchise Business Coach search typically runs 30 days from kickoff to offer. Director and VP level roles need 45 to 60 days. C-suite and Brand President searches benefit from 60 to 90 days, giving us room to run the full Franchise Talent System properly, blueprint, research, and execution, without compressing any phase. Urgent searches are still possible at any level. They just trade some of that runway for speed.

Every placement comes with a replacement guarantee that scales with seniority. If a hire doesn’t work out within the guarantee window, we run the search again at no additional placement fee. Our process is also built to reduce this risk from the start, the motivation and acceptance risk assessment in Phase 3 exists specifically to catch concerns before an offer is made, not after.

Franchise executive search fees typically run between 20 and 33 percent of first year compensation, depending on the firm, the role, and the scope of the search. Franchise Hire’s pricing reflects the seniority of the role and the work the Franchise Talent System requires to fill it properly, an FBC search is priced differently than a C-suite search. Rather than quote a number that won’t fit every situation, we’ll walk you through exactly what your specific search would cost on a short call.

You won’t get a stack of résumés to sort through. Every candidate on your shortlist comes with a candidate alignment profile, background summary, fit interview highlights, Talent Alignment Index score, and motivation notes. We walk through the shortlist with you so you’re comparing real context, not just credentials on paper.

Most searches result in a shortlist of two to four finalists, a number that can shift slightly based on location, how niche the role is, or how specialized the search criteria are. Every name on that list has already been sourced specifically for your role, qualified through an initial conversation, and taken through a structured fit interview on Zoom. You’re not screening out weak candidates. You’re choosing between people we’ve already confirmed are right for the role.

Both. The Franchise Talent System runs the same way at a 20-unit brand as it does at a 500-unit enterprise. What changes is context, compensation benchmarks, candidate expectations, and growth stage all shift with brand size, and we build that into every search from the blueprint phase forward.

A conversation, not a stack of paperwork. We start every search with a role roadmap session to understand the position, your brand, and what success looks like. From there we handle the research, outreach, and screening. You stay focused on running your brand.