The Brand with Over 40 Years of
Recruiting & Staffing Excellence
Read on to find out why American Recruiters is the “Smart Choice” in recruiting and staffing franchises.
Why American Recruiters…?
Read Our American Recruiters Franchising Testimonials
From Franchisee Matt Hensley- Franchise owner since 2022. The training offered by American Recruiters is second to none. With their 40 years of proven methodologies, they successfully transformed me from an untrained novice into a professional capable of making a placement in just six weeks. Without their comprehensive training program, achieving this milestone would have… read more
From Franchisee Grace Hensley- Franchise owner since 2022. We wanted a brand name we could stand behind that we knew would embody integrity and professionalism. This group is the best I have ever worked with in my career. Genuine, caring individuals who know their roles and excel greatly in them. There is an expert for… read more
From Franchisee Ina Phillip – Franchise owner since 1999. American Recruiters franchising was recommended to me by a business colleague back in 1999. I spoke with Gino Scialdone and was invited to spend time with the team at the corporate offices to observe and see if it might be the right fit. I was immediately… read more
From Franchisee Frank Carieri – Franchise owner since 2006. Owning a franchise was a perfect opportunity for me, as I was already an experienced recruiter with the company. American Recruiters Franchising gave me the chance to build something for myself and my family, instead of continuing to work for someone else. Gino Scialdone, the CEO,… read more
From Franchisee Dawn Nieman – Franchise owner since 2021. American Recruiters was precisely the type of business I was looking for; a team of entrepreneurs with a similar mindset and vision. The Corporate office promotes collaboration & teamwork amongst franchisee owners – one of the many benefits is not having to recreate the wheel.
From Franchisee Craig Wilson – Franchise owner since 1999. I was already on my own as a business owner, but my consulting business had definite pitfalls and it wasn’t scalable. I looked high and low to try to buy a business and found a recruiter whom I had worked with at American Recruiters. I was… read more
From Franchisee Juli Van Der Meulen – Franchise owner since 2013. By becoming an American Recruiters franchise owner I was able to vastly increase my recruiting business by expanding my client and candidate database, as well as become a part of a team of highly skilled and experienced recruiters that are currently at the top… read more
American Recruiters Franchising Facts at Your Fingertips
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Frequently Asked Questions
How much sales is involved in this business?
Recruiting is absolutely a sales business, requiring you to be proactively involved in the direction of your day. Simply put – you will build your business by being on the phone, making proactive, outbound calls into your marketplace. Not a couple calls, not a few calls, but an incredibly high volume of client and candidate calls into your market. If you had to put a number on this, it would most likely be a minimum of 3 to 4 hours of active connectivity on the phone in your market every single day – in addition to all of your other business development and networking activities.
What are the expected hours?
The truth is, as with most things, that the more you put in, the more you will get out of it. If your mindset is “What are my work hours and how long is the allotted lunch break?” then we can all but guarantee that this is not the right match for either of us.
Every franchisee at American Recruiters is responsible for building, running and growing their own business and the time you allocate to doing those things successfully will dictate your schedule. Your mindset and that of your employees should be “What can I do to maximize my sales in the first year and grow my business?”, not “What days or hours do I have to work?”.
In order to fully immerse and absorb yourself into this business and into your niche, initially, you should be prepared for rigorous days during the first several months in order to decrease your ramp-up time and to fill up your production pipeline as much as possible.
In order to have the opportunity to earn the income that physicians earn after a decade of schooling, you must be willing to have a short-term time imbalance in the beginning, in order to earn the right to a long-term time balance in the future.
What is the long-term career path?
Success within our organization is available to everyone (but is, of course, not guaranteed to anyone)! You may choose to be a solo producer, or you may choose to grow a team or teams around you. Our environment is one in which you are in control of your lifestyle, balance, future, and income. You have flexibility as to how you can build and grow, along with the structure and support from others who have paved the way for your success.
How long is the ramp-up time?
The decision to migrate from the comfort and security of a base salary to an income that is dependent on your results is certainly a calculated risk. However, it is a risk that many welcome and whom truly crave the opportunity for their compensation to be a direct correlation to their work-rate.
Several factors can influence the amount of time it takes to ramp-up, including your market, your intensity, and your talent. Some experience success within their first month, while others may take many months to create a consistent level of production. Some individuals struggle in their first year, yet their second-year yields a significant level of income – and vice versa.
Do I need to have staffing or recruiting experience?
Not necessarily. Our Franchise Partners come from all walks of life. The most successful ones have strong sales and business development skills and experience. Whether you are a sales executive, tired of working in Corporate America for years and hitting a wall, or simply ready to take your entrepreneurial interest to the next level, American Recruiters offers the training and methodology to enable anyone with a strong work ethic to succeed.
Typically, a new owner will start in the role of business development, making connections with business owners and managers to support their hiring needs. Ultimately, recruiting is sales. There’s no way around that. You have to be comfortable in that role and good at it. Recruiting is not at all similar to working in a company’s HR department. It is constantly selling yourself, your company, and your ability to provide high-quality service (your product).
Where can I locate an office?
Anywhere. You are not bound by territory, nor border restrictions with American Recruiters. The number one criteria in determining location is where you want to live, play, work and retire. We can establish an office anywhere where phone lines and high-speed internet connections exist.
What does a typical day-in-the-life look like?
Most recruiters will prioritize forward-motion sales activities above all else throughout the day. There is no such thing as a “typical day”, but we’ll give you a generalized idea.
Two of our primary objectives are becoming a market master in order to get to know every prospective hiring manager & every viable candidate AND selling all of those people on you, your company and your service. Therefore those objectives will and should drive your daily activity. Your days will consist of a mix of research, planning, and sales activities.
You will spend time planning for your call activities – which specific candidates you are going to reach out to, and what organizations should be on your call list. And the majority of your time will be spent in outbound sales activities – this could be on the phone with a hiring manager with the objective of securing a search assignment, or on the phone with a candidate where the objective is to recruit that individual.
Eventually, your sales activities will include preparing candidates and clients for interviews, debriefing, advising on offers, and coaching through the resignation and transition process. In time, you will learn and execute the entire process!
Initial Fees and Royalties
Our initial franchise fee is $49,500.
Franchisees also pay a Monthly Royalty which is based on their annual sales volume. Here’s how it works:
Monthly Royalty Schedule based on Annual Sales:
Royalty Annual Sales
8% $1 – $400,000
7% $400,001 – $1,000,000
5% $1,000,001 – $2,000,000
3% over $2,000,000
SCHEDULE A CALL WITH US
Don’t get bogged down in the red tape that other franchisors wrap around their corporate leaders. Schedule a call with Gino Scialdone, our CEO, and get right to the facts about our unique opportunity and find out why we’re “the SMART CHOICE” in recruiting franchises. Be sure to ask about the prime niches, industries and opportunities that are now being made available.
Use the link to Gino’s calendar below and book a time that’s convenient for you.
Let’s start building your future!