Managing a franchise system? We have dedicated resources and data specifically for franchisors.
Learn best practices and benchmark your system’s health against original research, playbooks, and peer success stories — all built for franchise leaders, FBCs, and operators.
Onboarding is where a hire becomes part of your team — or starts looking for the next job. We pulled hiring and retention data across the franchise systems running on CareerPlug to show what onboarding looks like at the best brands and where most systems lose ground in the first 90 days.
Our team can share more about how franchises brands manage people operations at scale.
Practical guidance for franchise leaders, FBCs, and operators — built around the realities of hiring and retaining the right people.
Most franchisees get operations manuals, marketing systems, and financial frameworks — but no playbook for managing people. This book offers proven frameworks with practical strategies for hiring, retention, culture, and career growth, built from a decade of working with thousands of franchisees across 400+ brands.
Here’s what franchise owners and operators have achieved with CareerPlug.
“If we don't have therapists, we don't have a business. The power has been on their side since the pandemic — and we had to build something better.”
Our partnership model combines expert software and support with proven strategies in The Franchise People Playbook.
It depends on the industry, but the strongest signals across service-based franchise systems are: time-to-fill under three weeks for hourly roles, applicant-to-hire ratios in the 15–25 range, and 90-day retention above 70%.
Our franchise onboarding report breaks down what good looks like once a hire is made — and where most systems lose ground in the first 90 days.
The line is clearer than most franchise leaders think. You can provide tools, training, and visibility into hiring outcomes without dictating individual employment decisions. The key is offering resources franchisees opt into rather than mandating specific hiring practices. Our guide to setting franchisees up for success breaks this down in detail.
Turnover at one location creates ripple effects across the system: inconsistent customer experience, more time franchisees spend hiring instead of operating, lower validation scores, and slower unit growth. Understanding how your turnover benchmarks against other brands is essential. Learn how the cost compounds at the system level.
From discovery to multi-unit ownership, every stage of the franchisee journey has staffing implications. Hiring isn’t a one-time event — it’s a recurring operational pressure that shapes whether franchisees can grow. Read our full breakdown of the franchisee journey for the complete picture.
Yes. The gap between a generic ATS and one built for franchising is wider than most operators expect. Standard applicant tracking systems are designed for a single employer hiring, which doesn’t account for multiple owners, shared brand standards, or the visibility into system-level data that a franchisor needs (without crossing into joint-employer territory). A franchise-specific ATS handles all of it: brand-controlled job templates, location-level reporting that rolls up to the franchisor, and workflows franchisees will actually adopt. See how an ATS for franchises is built to reflect the way franchise systems actually hire.
The fundamentals are the same. The applicant pools aren’t. Restaurant franchises are competing with every other QSR in the trade area for the same hourly applicants. Fitness franchises need people who can sell memberships as well as they can coach a class. Home services franchises are recruiting technicians whose schedules rarely match a 9-to-5 application process. The systems that win build industry-specific plays — job templates, screening questions, and outreach cadences tuned to how candidates in that vertical actually behave. See how we partner with restaurant, fitness, and home services franchise systems.
Done well, it turns hiring from a franchisee burden into a franchisor advantage. That looks like brand-consistent job content across every location, real visibility into how each unit is performing, support that helps franchisees hire better without dictating their decisions, and benchmarks that show how the system stacks up against peer brands. Our franchise hiring platform is built around that model — and our overview for franchisors breaks down what 400+ brands have built with us.