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Staffing Agency

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How to Start a Staffing Agency

Written by: Natalie Fell

Natalie is a business writer with experience in operations, HR, and training & development within the software, healthcare, and financial services sectors.

Edited by: David Lepeska

David has been writing and learning about business, finance and globalization for a quarter-century, starting with a small New York consulting firm in the 1990s.

Published on May 26, 2022 Updated on February 14, 2024

How to Start a Staffing Agency

Investment range

$4,600-$10,350

Revenue potential

$120,000-$240,000 p.a.

Time to build

Profit potential

$108,000-$156,000 p.a.

Industry trend

A company with an open, high-level position generally hopes to find the perfect applicant. But many organizations struggle to find a good match, and turn to experienced staffing agencies for help. Right now, demand for recruitment services is at an all-time high, which is why the US employment and staffing industry is worth almost $24 billion and set for steady growth in the coming years. 

Staffing firms do all the heavy lifting in terms of sourcing candidates, setting up interviews, and extending job offers. But before you start flipping through that virtual rolodex, it’s important to understand the fundamentals of starting and running a business. 

Lucky for you, this step-by-step guide has all the information and insight you need to put you on the road to staffing success.

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Step 1: Decide if the Business Is Right for You

Pros and cons.

Before starting a staffing agency, it’s important to weigh the pros and cons.

  • Flexibility – Set your own hours and work from anywhere
  • Low Overhead – Low startup costs and ongoing expenses
  • Rewarding – Help people find their dream jobs!
  • Extensive Networking – It takes time to build a network of candidates and clients
  • Tough Customers – Clients can be picky when hiring for open positions

Staffing Agency industry trends

Industry size and growth.

  • Industry size and past growth – In 2022, the US employment and recruiting agency market is worth $23.2 billion after 2.3% annual growth since 2017 . (( https://www.ibisworld.com/industry-statistics/market-size/juice-smoothie-bars-united-states/ ))
  • Growth forecast – The global recruitment and staffing industry is expected to grow about 2% per year through 2028.(( https://www.verifiedmarketresearch.com/product/recruitment-staffing-market/ ))
  • Number of businesses – There are 10,950 employment and recruiting agencies in the US as of 2022.(( https://www.ibisworld.com/industry-statistics/number-of-businesses/employment-recruiting-agencies-united-states/ ))

staffing agency industry size and growth

Trends and challenges

Trends within the staffing industry include:

  • New developments in artificial intelligence are changing the way staffing agencies operate. AI enhancements are automating key parts of the recruitment process, like candidate sourcing, reviewing resumes, and scheduling interviews. 
  • Employers are making huge commitments to diversity and inclusion . Staffing agencies are also making it a priority to recruit talent of all cultures, genders, and professional backgrounds. 

Challenges within the staffing industry include:

  • The recent pandemic has resulted in a shortage of customer-facing workers, especially in the retail, healthcare, and hospitality industries. Jobs in these areas have been tough for companies and staffing agencies to fill.
  • Remote work is becoming the norm and many candidates are making it a requirement when looking for a new job. Companies that don’t offer remote work may have trouble attracting talent, making it harder for recruiters.

staffing agency Trends and Challenges

What kind of people work in staffing and recruiting?

  • Gender – 59.9% of all recruiters are women, while 40.1% are men.(( https://www.zippia.com/recruiter-jobs/demographics/ ))
  • Average level of education – 69% of recruiters have a bachelor’s degree.
  • Average age – The average recruiter in the United States is 40 years old.

staffing agency industry demographics

How much does it cost to start a staffing agency?

Costs to start a staffing agency range from $4,600 to $10,400. Your costs will greatly depend on how much you spend on advertising your services and posting your client’s positions on job boards .

You’ll need a handful of items to successfully launch your staffing agency, including: 

  • Staffing Agency Software
  • Logo and branding

How much can you earn from a staffing agency?

The average rate charged by permanent staffing agencies is 20% of the hired individual’s first-year salary. You’ll have very few ongoing expenses, aside from advertising and posting jobs. Expect a profit margin of around 90%. 

In your first year or two, you could run your business from home and fill one position every two months. Assuming each job paid a yearly salary of $100,000 and your commission is 20%, you’d bring in annual revenue of $120,000. Assuming that 90% margin, you’d make a profit of $108,000. As your business grows, you might hire additional staff and rent an office, reducing your profit margin to 65%. If you doubled annual revenue to $240,000, you’d make an impressive profit of $156,000. 

staffing agency earnings forecast

What barriers to entry are there?

There are a few barriers to entry for a staffing agency. Your biggest hurdles will be:

  • Financing (time + money) the build-out of a strong network 
  • Drawing clients away from established recruiting firms

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Step 2: hone your idea.

Starting a staffing agency requires a good understanding of the job market, strong networking skills, and the ability to quickly adapt to changing client needs. Tailor your services to fill market gaps, and focus on building long-term relationships with both clients and candidates.

Why? Identify an opportunity

To start a staffing agency, first conduct thorough market research to understand the current labor market trends and identify sectors with high demand, like healthcare or IT. Consider specializing in a niche where you have expertise or see a market gap, as this can differentiate your agency from competitors.

staffing agency business plan

You might consider targeting a niche market by specializing in a certain aspect of your industry, such as staffing IT or creative professionals.

Also, analyze what existing staffing agencies are doing and look for opportunities they might be missing.

What? Determine your services

You’ll be providing recruitment and staffing services for companies with open jobs to fill. Many agencies specialize in a specific industry, which helps narrow down viable candidates and customers. Some staffing agencies may also focus specifically on temporary or seasonal workers.

Consider offering specialized services like background checks, skill testing, or training programs, which can add value for your clients. Be adaptable and ready to modify your services based on client feedback and market demands.

How much should you charge for staffing services?

Research the market rates to understand what competitors are charging, which can be either per hour or a percentage of the employee’s annual salary. Conduct a cost analysis to ensure your pricing covers operational expenses and allows for a profit margin.

When recruiting full-time employees, staffing firms usually charge 10-35% of the employee’s annual salary. Rates depend on the agency’s reputation and the positon being filled. Offer different pricing models to accommodate diverse client needs and be transparent about your fees to build trust.

Once you know your costs, you can use our profit margin calculator to determine your mark-up and final price points. Remember, the prices you use at launch should be subject to change if warranted by the market.

Who? Identify your target market

Identify potential clients who would benefit most from your services, such as businesses in rapidly growing industries or those with seasonal staffing needs. Use networking, both in-person and through platforms like LinkedIn, to connect with potential clients. Develop a marketing strategy targeting your identified client base through appropriate channels, including industry publications and local business events.

Where? Choose your business premises

Consider a location that’s easily accessible and close to business districts or industrial areas. Decide whether to start with a physical office or operate remotely to reduce initial costs. Choose a space that allows for growth; if starting small, co-working spaces or small offices with no long-term commitments can be ideal.

staffing agency idea rating

Step 3: Brainstorm a Staffing Agency Name

Your business name is your business identity, so choose one that encapsulates your objectives, services, and mission in just a few words. You probably want a name that’s short and easy to remember, since much of your business, and your initial business in particular, will come from word-of-mouth referrals.

Here are some ideas for brainstorming your business name:

  • Short, unique, and catchy names tend to stand out
  • Names that are easy to say and spell tend to do better 
  • Name should be relevant to your product or service offerings
  • Ask around — family, friends, colleagues, social media — for suggestions
  • Including keywords, such as “staffing agency” or “staffing firm”, boosts SEO
  • Name should allow for expansion, for ex: “ProHire Solutions” over “TechTalent Connect”
  • Avoid location-based names that might hinder future expansion
  • Use online tools like the Step by Step Business Name Generator . Just type in a few keywords and hit “generate” and you’ll have dozens of suggestions at your fingertips.

Once you’ve got a list of potential names, visit the website of the US Patent and Trademark Office to make sure they are available for registration and check the availability of related domain names using our Domain Name Search tool. Using “.com” or “.org” sharply increases credibility, so it’s best to focus on these. 

Find a Domain

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Finally, make your choice among the names that pass this screening and go ahead with domain registration and social media account creation. Your business name is one of the key differentiators that sets your business apart. Once you pick your company name, and start with the branding, it is hard to change the business name. Therefore, it’s important to carefully consider your choice before you start a business entity.

Step 4: Create a Staffing Agency Business Plan

Every business needs a plan. This will function as a guidebook to take your startup through the launch process and maintain focus on your key goals. A business plan also enables potential partners and investors to better understand your company and its vision:

  • Executive Summary: Summarize your staffing agency’s aim to connect qualified candidates with businesses, highlighting your expertise in specific industries or job types.
  • Business Overview: Describe the focus of your staffing agency on providing recruitment and placement services for temporary, permanent, and contract positions.
  • Product and Services: Detail the services offered, including candidate sourcing, screening, interviewing, and placement for various industries.
  • Market Analysis: Assess the demand for staffing services, identifying target industries and employment trends in your operating region.
  • Competitive Analysis: Compare your agency to other staffing firms, emphasizing your unique strengths like specialized industry focus or a superior candidate vetting process.
  • Sales and Marketing: Outline your strategy to attract both clients and job seekers, through methods like networking, digital marketing, and participating in industry events.
  • Management Team: Highlight the expertise and experience of your team in recruitment, human resources, and industry-specific knowledge.
  • Operations Plan: Describe the process of matching candidates with employers, from initial consultation to placement and follow-up.
  • Financial Plan: Provide an overview of start-up costs, revenue streams from placement fees, and operational costs.
  • Appendix: Include supplementary materials such as detailed market research, client testimonials, or recruitment strategies to support your business plan.

what to include in a business plan

If you’ve never created a business plan, it can be an intimidating task. You might consider hiring a business plan specialist to create a top-notch business plan for you.

Step 5: Register Your Business

Registering your business is an absolutely crucial step — it’s the prerequisite to paying taxes, raising capital, opening a bank account, and other guideposts on the road to getting a business up and running.

Plus, registration is exciting because it makes the entire process official. Once it’s complete, you’ll have your own business! 

Choose where to register your company

Your business location is important because it can affect taxes, legal requirements, and revenue. Most people will register their business in the state where they live, but if you are planning to expand, you might consider looking elsewhere, as some states could offer real advantages when it comes to staffing agencies. 

If you’re willing to move, you could really maximize your business! Keep in mind, it’s relatively easy to transfer your business to another state. 

Choose your business structure

Business entities come in several varieties, each with its pros and cons. The legal structure you choose for your staffing agency will shape your taxes, personal liability, and business registration requirements, so choose wisely. 

Here are the main options:

  • Sole Proprietorship – The most common structure for small businesses makes no legal distinction between company and owner. All income goes to the owner, who’s also liable for any debts, losses, or liabilities incurred by the business. The owner pays taxes on business income on his or her personal tax return.
  • General Partnership – Similar to a sole proprietorship, but for two or more people. Again, owners keep the profits and are liable for losses. The partners pay taxes on their share of business income on their personal tax returns.
  • Limited Liability Company (LLC) – Combines the characteristics of corporations with those of sole proprietorships or partnerships. Again, the owners are not personally liable for debts.
  • C Corp – Under this structure, the business is a distinct legal entity and the owner or owners are not personally liable for its debts. Owners take profits through shareholder dividends, rather than directly. The corporation pays taxes, and owners pay taxes on their dividends, which is sometimes referred to as double taxation.
  • S Corp – An S-Corporation refers to the tax classification of the business but is not a business entity. An S-Corp can be either a corporation or an LLC , which just need to elect to be an S-Corp for tax status. In an S-Corp, income is passed through directly to shareholders, who pay taxes on their share of business income on their personal tax returns.

types of business structures

We recommend that new business owners choose LLC as it offers liability protection and pass-through taxation while being simpler to form than a corporation. You can form an LLC in as little as five minutes using an online LLC formation service. They will check that your business name is available before filing, submit your articles of organization , and answer any questions you might have. 

Form Your LLC

Choose Your State

We recommend ZenBusiness as the Best LLC Service for 2023

staffing agency business plan

Step 6: Register for Taxes

The final step before you’re able to pay taxes is getting an Employer Identification Number , or EIN. You can file for your EIN online or by mail or fax: visit the IRS website to learn more. Keep in mind, if you’ve chosen to be a sole proprietorship you can simply use your social security number as your EIN. 

Once you have your EIN, you’ll need to choose your tax year. Financially speaking, your business will operate in a calendar year (January–December) or a fiscal year, a 12-month period that can start in any month. This will determine your tax cycle, while your business structure will determine which taxes you’ll pay.

staffing agency business plan

The IRS website also offers a tax-payers checklist , and taxes can be filed online.

It is important to consult an accountant or other professional to help you with your taxes to ensure you are completing them correctly.

Step 7: Fund your Business

Securing financing is your next step and there are plenty of ways to raise capital:

  • Bank loans: This is the most common method but getting approved requires a rock-solid business plan and strong credit history.
  • SBA-guaranteed loans: The Small Business Administration can act as guarantor, helping gain that elusive bank approval via an SBA-guaranteed loan .
  • Government grants: A handful of financial assistance programs help fund entrepreneurs. Visit Grants.gov to learn which might work for you.
  • Friends and Family: Reach out to friends and family to provide a business loan or investment in your concept. It’s a good idea to have legal advice when doing so because SEC regulations apply.
  • Crowdfunding: Websites like Kickstarter and Indiegogo offer an increasingly popular low-risk option, in which donors fund your vision. Entrepreneurial crowdfunding sites like Fundable and WeFunder enable multiple investors to fund your business.
  • Personal: Self-fund your business via your savings or the sale of property or other assets.

Bank and SBA loans are probably the best option, other than friends and family, for funding a staffing company. You might also try crowdfunding if you have an innovative concept.  

types of business financing

Step 8: Apply for Staffing Agency Business Licenses and Permits

Starting a staffing agency requires obtaining a number of licenses and permits from local, state, and federal governments.

Federal regulations, licenses, and permits associated with starting your business include doing business as (DBA), health licenses and permits from the Occupational Safety and Health Administration ( OSHA ), trademarks, copyrights, patents, and other intellectual properties, as well as industry-specific licenses and permits. 

You may also need state-level and local county or city-based licenses and permits. The license requirements and how to obtain them vary, so check the websites of your state, city, and county governments or contact the appropriate person to learn more. 

You could also check this SBA guide for your state’s requirements, but we recommend using MyCorporation’s Business License Compliance Package . They will research the exact forms you need for your business and state and provide them to ensure you’re fully compliant.

This is not a step to be taken lightly, as failing to comply with legal requirements can result in hefty penalties.

If you feel overwhelmed by this step or don’t know how to begin, it might be a good idea to hire a professional to help you check all the legal boxes.

Step 9: Open a Business Bank Account

Before you start making money, you’ll need a place to keep it, and that requires opening a bank account .

Keeping your business finances separate from your personal account makes it easy to file taxes and track your company’s income, so it’s worth doing even if you’re running your staffing agency as a sole proprietorship. Opening a business bank account is quite simple, and similar to opening a personal one. Most major banks offer accounts tailored for businesses — just inquire at your preferred bank to learn about their rates and features.

Banks vary in terms of offerings, so it’s a good idea to examine your options and select the best plan for you. Once you choose your bank, bring in your EIN (or Social Security Number if you decide on a sole proprietorship), articles of incorporation, and other legal documents and open your new account. 

Step 10: Get Business Insurance

Business insurance is an area that often gets overlooked yet it can be vital to your success as an entrepreneur. Insurance protects you from unexpected events that can have a devastating impact on your business.

Here are some types of insurance to consider:

  • General liability: The most comprehensive type of insurance, acting as a catch-all for many business elements that require coverage. If you get just one kind of insurance, this is it. It even protects against bodily injury and property damage.
  • Business Property: Provides coverage for your equipment and supplies.
  • Equipment Breakdown Insurance: Covers the cost of replacing or repairing equipment that has broken due to mechanical issues.
  • Worker’s compensation: Provides compensation to employees injured on the job.
  • Property: Covers your physical space, whether it is a cart, storefront, or office.
  • Commercial auto: Protection for your company-owned vehicle.
  • Professional liability: Protects against claims from a client who says they suffered a loss due to an error or omission in your work.
  • Business owner’s policy (BOP): This is an insurance plan that acts as an all-in-one insurance policy, a combination of the above insurance types.

types of business insurance

Step 11: Prepare to Launch

As opening day nears, prepare for launch by reviewing and improving some key elements of your business. 

Essential software and tools

Being an entrepreneur often means wearing many hats, from marketing to sales to accounting, which can be overwhelming. Fortunately, many websites and digital tools are available to help simplify many business tasks.  

You may want to use industry-specific software, such as Bullhorn , Recruiterflow , or Harver , to track candidates, schedule interviews, and post jobs. 

  • Popular web-based accounting programs for smaller businesses include Quickbooks , Freshbooks , and Xero . 
  • If you’re unfamiliar with basic accounting, you may want to hire a professional, especially as you begin. The consequences for filing incorrect tax documents can be harsh, so accuracy is crucial.

Develop your website

Developing a website is crucial for your staffing agency, as it serves as the digital storefront of your business, providing a first impression to potential clients and candidates. Utilizing website builders like Wix or Squarespace is a cost-effective and user-friendly option, especially if you’re starting with a tight budget or prefer a hands-on approach. Alternatively, hiring a professional web designer can provide a more customized and polished look.

Your website should be optimized for search engines (SEO) to increase visibility, incorporating relevant keywords related to staffing and your specific niche. Importantly, include strategic call-to-action (CTA) buttons, such as “Contact Us,” “Submit Resume,” or “Request Staff,” prompting visitors to engage directly and helping convert website traffic into tangible business leads.

Here are some powerful marketing strategies for your future business:

  • Build a Strong Online Presence: Regularly update your site with industry-relevant content, like blog posts and case studies, to boost your visibility online.
  • Leverage Social Media: Utilize platforms like LinkedIn, Twitter, and Facebook to network with potential clients and candidates. Share industry insights, job postings, and success stories to engage your audience.
  • Email Marketing: Develop an email marketing campaign to regularly engage with your contacts. Share updates about your services, new job openings, and market trends. Personalize your emails to increase engagement.
  • Networking and Partnerships: Attend industry events, job fairs, and seminars. Building relationships in person can be incredibly effective. Partner with local businesses, educational institutions, and professional associations to widen your reach.
  • Referral Programs: Implement a referral program to encourage current clients and candidates to refer others to your agency. This can be a cost-effective way to generate new business.
  • Targeted Advertising: Use targeted online advertising to reach specific demographics. Platforms like LinkedIn and Google Ads can help you target businesses and job seekers in your chosen industry or location.
  • Content Marketing: Create valuable content like how-to guides, industry reports, and infographics. This establishes your agency as a thought leader and helps attract organic traffic to your website.
  • Client and Candidate Testimonials: Showcase positive testimonials from clients and placed candidates. Real success stories can significantly enhance your credibility.
  • Local SEO: If you’re focusing on a specific geographic area, optimize your online presence for local search. This includes having your agency listed in local business directories and Google My Business.
  • Follow-Up Strategies: Develop a system for following up with both clients and candidates post-placement. This helps in building long-term relationships and encourages repeat business.

Focus on USPs

Unique selling propositions, or USPs, are the characteristics of a product or service that sets it apart from the competition. Customers today are inundated with buying options, so you’ll have a real advantage if they are able to quickly grasp how your staffing agency meets their needs or wishes. It’s wise to do all you can to ensure your USPs stand out on your website and in your marketing and promotional materials, stimulating buyer desire. 

Global pizza chain Domino’s is renowned for its USP: “Hot pizza in 30 minutes or less, guaranteed.” Signature USPs for your staffing agency could be:

  • Hit your hiring goals with Five-Star Staffing
  • Recruiting solutions for growing businesses
  • Nobody finds top talent faster!

unique selling proposition

You may not like to network or use personal connections for business gain. But your personal and professional networks likely offer considerable untapped business potential. Maybe that Facebook friend you met in college is now running a staffing agency, or a LinkedIn contact of yours is connected to dozens of potential clients. Maybe your cousin or neighbor has been working in staffing for years and can offer invaluable insight and industry connections. 

The possibilities are endless, so it’s a good idea to review your personal and professional networks and reach out to those with possible links to or interest in recruiting. You’ll probably generate new customers or find companies with which you could establish a partnership. 

Step 12: Build Your Team

If you’re starting out small from a home office, you may not need any employees. But as your business grows, you will likely need workers to fill various roles. Potential positions for a staffing agency include:

  • Recruiters – Source qualified candidates, manage client relationships
  • Office Manager – Bookkeeping, schedule meetings
  • Marketing Lead – Manage social media accounts, generate new business

At some point, you may need to hire all of these positions or simply a few, depending on the size and needs of your business. You might also hire multiple workers for a single role or a single worker for multiple roles, again depending on need. 

Free-of-charge methods to recruit employees include posting ads on popular platforms such as LinkedIn, Facebook, or Jobs.com. You might also consider a premium recruitment option, such as advertising on Indeed , Glassdoor , or ZipRecruiter . Further, if you have the resources, you could consider hiring a recruitment agency to help you find talent. 

Step 13: Run a Staffing Agency – Start Making Money!

With your own staffing agency you can build long-lasting relationships, help companies find the talent they need and help people carve out fulfilling careers. Staffing can be rewarding work, and you’ll make great money along the way!

After reading this guide you’ve got the requisite business know-how. It’s time to start your entrepreneurial future and launch the staffing agency of your dreams. 

  • Staffing Agency FAQs

Yes, a staffing agency can be highly profitable. Make sure you charge competitive rates for your services and spend time building up your network of candidates and clients.

While obtaining certification isn’t mandatory, there are several certifications available for those looking to elevate their staffing skills. Check out the American Staffing Association for more information.

Firstly, create a strong online presence through a professional website and active social media accounts. Utilize digital marketing techniques, such as search engine optimization (SEO) and targeted advertising, to increase visibility and reach your target audience. Additionally, actively engage with job seekers by attending job fairs, hosting networking events, and partnering with educational institutions or professional organizations.

Develop expertise in specific industries or niches to become a go-to resource for specialized talent. Offer additional value-added services such as skills assessments, training programs, or career coaching. Build strong relationships with both clients and job seekers by understanding their unique needs and providing customized solutions.

Ensuring the quality and suitability of candidates you provide to clients requires implementing thorough screening and vetting processes. This can include conducting comprehensive interviews, reference checks, and skills assessments. Take the time to understand the specific requirements and culture of each client organization to ensure a good fit. Implement background checks and verification procedures, such as verifying education and work experience, to ensure the accuracy of candidate information. 

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  • Decide if the Business Is Right for You
  • Hone Your Idea
  • Brainstorm a Staffing Agency Name
  • Create a Staffing Agency Business Plan
  • Register Your Business
  • Register for Taxes
  • Fund your Business
  • Apply for Staffing Agency Business Licenses and Permits
  • Open a Business Bank Account
  • Get Business Insurance
  • Prepare to Launch
  • Build Your Team
  • Run a Staffing Agency - Start Making Money!

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How to Start a Staffing Agency

How to Start a Staffing Agency

  • How To Start Your Own Staffing Agency
  • How To Open a Staffing Agency FAQs
  • Helpful Slideshows, Videos & Images

Additional Resources in the Staffing Industry

How to start your own staffing agency.

Starting a staffing agency can be very profitable. With proper planning, execution and hard work, you can enjoy great success. Below you will learn the keys to launching a successful staffing agency.

Importantly the most important step in starting staffing agency is to complete your business plan. To help you out, you should download Growthink’s Ultimate Staffing Agency Business Plan Template here.

Download our Ultimate Staffing Agency Business Plan Template here

15 Steps To Start a Staffing Agency

  • Choose the Name for Your Staffing Agency
  • Develop Your Staffing Agency Business Plan
  • Choose the Legal Structure for Your Staffing Agency
  • Secure Startup Funding for Your Staffing Agency (If Needed)
  • Secure a Location for Your Business
  • Register Your Staffing Agency With the IRS
  • Open a Business Bank Account
  • Get a Business Credit Card
  • Get the Required Business Licenses and Permits
  • Get Business Insurance for Your Staffing Agency
  • Buy or Lease the Right Staffing Agency Business Equipment
  • Develop Your Staffing Agency Marketing Materials
  • Purchase and Setup the Software Needed to Run Your Staffing Agency
  • Hire Employees
  • Open for Business

1. Choose the Name for Your Staffing Agency

The first step to starting a staffing agency is to choose your business’ name.

This is a very important choice since your company name is your brand and will last for the lifetime of your business. Ideally you choose a name that is meaningful and memorable. Here are some tips for choosing a name for your staffing business:

  • Make Sure the Name Is Available – Check your desired name against trademark databases and your state’s list of registered business names to see if it’s available. Also check to see if a suitable domain name is available.
  • Keep It Simple – The best names are usually ones that are easy to remember, pronounce and spell.
  • Think About Marketing – Come up with a name that reflects the desired brand and/or focus of your staffing business.

2. Develop Your Staffing Agency Business Plan

One of the most important steps in starting a staffing agency is to develop your staffing agency business plan . The process of creating your plan ensures that you fully understand your market and your business strategy. The plan also provides you with a roadmap to follow and if needed, to present to funding sources to raise capital for your business. Your business plan should include the following sections:

  • Executive Summary – this section should summarize your entire business plan so readers can quickly understand the key details of your staffing business.
  • Company Overview – this section tells the reader about the history of your staffing agency and what type of staffing agency you operate. For example, are you a temporary staffing agency, contingency employment agency, or executive search firm?
  • Industry Analysis – here you will document key information about the staffing industry. Conduct market research and document how big the industry is and what trends are affecting it.
  • Customer Analysis – in this section, you will document who your ideal or target customers are and their demographics. For example, are they part of a particular industry? Where do they live? What do they find important when searching for services like the ones you will offer?
  • Competitive Analysis – here you will document the key direct and indirect competitors you will face and how you will build competitive advantage.
  • Product : Determine and document what products/services you will offer
  • Prices : Document the prices of your products/services
  • Place : Where will your business be located and how will that location help you increase sales?
  • Promotions : What promotional methods will you use to attract customers to your staffing company? For example, you might decide to use pay-per-click advertising, public relations, search engine optimization and/or social media marketing.
  • Operations Plan – here you will determine the key processes you will need to run your daily business operations. You will also determine your staffing needs. Finally, in this section of your plan, you will create a projected growth timeline showing the milestones you hope to achieve in the coming years.
  • Management Team – this section details the background of your company’s management team.
  • Financial Plan – finally, the financial plan answers questions including the following:
  • What startup costs will you incur?
  • How will your staffing agency business make money?
  • What are your projected sales and expenses for the next five years?
  • Do you need to raise funding to launch your business?

Finish Your Business Plan Today!

If you’d like to quickly and easily complete your business plan, download Growthink’s Ultimate Staffing Agency Business Plan Template and complete your plan and financial model in hours.

3. Choose the Legal Structure for Your Staffing Agency

Next you need to choose a legal business structure for your staffing company and register it and your business name with the Secretary of State in each state where you operate your business.

Below are the five most common legal structures:

1) Sole Proprietorship

A sole proprietorship is an entity in which the owner of the staffing agency and the business are the same legal person. The owner of a sole proprietorship is responsible for all debts and obligations of the business. There are no formalities required to establish a sole proprietorship, and it is easy to set up and operate. The main advantage of a sole proprietorship is that it is simple and inexpensive to establish. The main disadvantage is that the owner is liable for all debts and obligations of the business.  

2) Partnerships

A partnership is a legal structure that is popular among small businesses. It is an agreement between two or more people who want to start a staffing company together. The partners share in the profits and losses of the business.

The advantages of a partnership are that it is easy to set up, and the partners share in the profits and losses of the business. The disadvantages of a partnership are that the partners are jointly liable for the debts of the business, and disagreements between partners can be difficult to resolve.  

3) Limited Liability Company (LLC)

A limited liability company, or LLC, is a type of business entity that provides limited liability to its owners. This means that the owners of an LLC are not personally responsible for the debts and liabilities of the business. The advantages of an LLC for a staffing agency include flexibility in management, pass-through taxation (avoids double taxation as explained below), and limited personal liability. The disadvantages of an LLC include lack of availability in some states and self-employment taxes.

4) C Corporation

A C Corporation is a legal business entity that is separate from its owners. It has its own tax ID and can have shareholders. The main advantage of a C Corporation for a staffing agency is that it offers limited liability to its owners. This means that the owners are not personally responsible for the debts and liabilities of the business. The disadvantage is that C Corporations are subject to double taxation. This means that the corporation pays taxes on its profits, and the shareholders also pay taxes on their dividends.  

5) S Corporation

An S Corporation is a type of corporation that provides its owners with limited liability protection and allows them to pass their business income through to their personal income tax returns, thus avoiding double taxation. There are several limitations on S Corporations including the number of shareholders they can have among others.

Once you register your staffing agency, your state will send you your official “Articles of Incorporation.” You will need this among other documentation when establishing your banking account (see below). We recommend that you consult an attorney in determining which legal structure is best suited for your company.

4. Secure Startup Funding for Your Staffing Agency (If Needed)

In developing your staffing agency business plan, you might have determined that you need to raise funding to pay establishment costs and launch your business.

If so, the main sources of funding for a staffing agency to consider are personal savings, family and friends, credit card financing, bank loans, crowdfunding and angel investors. Angel investors are individuals who provide capital to early-stage businesses. Angel investors typically will invest in a staffing agency that they believe has high potential for growth.

5. Secure a Location for Your Business

You may decide to run your staffing agency from your home or prefer to secure office space.

If you choose the latter, consider:

  • Driving around to find the right areas while looking for “for lease” signs
  • Contacting a commercial real estate agent
  • Doing commercial real estate searches online
  • Telling others about your needs and seeing if someone in your network has a connection that can help you find the right space

6. Register Your Staffing Agency With the IRS

Next, you need to register your business with the Internal Revenue Service (IRS) which will result in the IRS issuing you an Employer Identification Number (EIN). Most banks will require you to have an EIN in order to open up an account. In addition, in order to hire employees, you will need an EIN since that is how the IRS tracks your payroll tax payments.

Note that if you are a sole proprietor without employees, you generally do not need to get an EIN. Rather, you would use your social security number (instead of your EIN) as your taxpayer identification number.

7. Open a Business Bank Account

It is important to establish a bank account in your staffing agency’s name. This process is fairly simple and involves the following steps:

  • Identify and contact the bank you want to use
  • Gather and present the required documents (generally include your company’s Articles of Incorporation, driver’s license or passport, and proof of address)
  • Complete the bank’s application form and provide all relevant information
  • Meet with a banker to discuss your business needs and establish a relationship with them

8. Get a Business Credit Card

You should get a business credit card for your staffing agency to help you separate personal and business expenses.

You can either apply for a business credit card through your bank or apply for one through a credit card company.

When you’re applying for a business credit card, you’ll need to provide some information about your business. This includes the name of your business, the address of your business, and the type of business you’re running. You’ll also need to provide some information about yourself, including your name, Social Security number, and date of birth.

Once you’ve been approved for a business credit card, you’ll be able to use it to make purchases for your business. You can also use it to build your credit history which could be very important in securing loans and getting credit lines for your business in the future.

9. Get the Required Business Licenses and Permits

Every state, county and city has different business license and permit requirements.

Nearly all states, counties and/or cities have license requirements including:

  • General Business License – You will need to obtain a general business license which is issued by your city or county.
  • Employment Agency License – You will need to check with your state’s labor department to find out if you need an employment agency license in order to operate your staffing agency.

Depending on the type of staffing agency you launch, you will have to obtain the necessary state, county and/or city licenses.  

10. Get Business Insurance for Your Staffing Agency

Choosing the right insurance for your staffing company is cricual. Business insurance policies that you should consider include:

  • General Liability Insurance – This covers accidents and injuries that occur on your property. It also covers damages caused by your employees or products.
  • Workers’ Compensation Insurance – If you have employees, this type of policy works with your general liability policy to protect against workplace injuries and accidents.
  • Professional Liability Insurance – This protects your business against claims of professional negligence.
  • Business Auto Insurance – This protects your company car and any accidents that occur with the car while being used for company business.

Find an insurance agent, tell them about your business and its needs, and they will recommend policies that fit those needs.

11. Buy or Lease the Right Staffing Agency Business Equipment

Most staffing agencies don’t need much equipment. To start a staffing agency, you probably only need a computer, reliable internet connection, and phone. If you plan to do many virtual interviews or meetings, be sure to invest in a good-quality webcam. You occasionally might also need to have access to a fax machine. If you plan to operate your staffing agency from an office space, you will also need reception furniture, desks, and other office supplies for your employees.

12. Develop Your Staffing Agency Marketing Materials

Marketing materials will be required to attract and retain customers to your staffing firm.

The key marketing materials you will need are as follows:

  • Website – Likewise, a professional staffing agency website provides potential customers with information about the services you offer, your company’s history, and contact information. Importantly, remember that the look and feel of your website will affect how your target market perceives you.
  • Social Media Accounts – Establish social media accounts in your company’s name. Accounts on Facebook, Twitter, LinkedIn and/or other social media networks will help customers and others find and interact with your staffing agency.
  • Logo – Spend some time developing a good logo for your staffing agency. Your logo will be printed on company stationery, business cards, marketing materials and so forth. The right logo can increase customer trust and awareness of your brand.

13. Purchase and Setup the Software Needed to Run Your Staffing Agency

A staffing agency will need software to help manage their operations. This can include software for tracking employee hours, managing payroll, and creating invoices. There are a number of different software options that cater to the needs of staffing agencies, and it is important to find one that fits your specific needs.

Research the software that best suits your needs, purchase it, and set it up.

14. Hire Employees

If you’re looking to start a staffing company, you’ll need to hire employees to help you run it. You can post openings on local job boards or with online services. There are a few different job titles you can fill depending on the type of staffing firm you want to create. Here are some of the most common positions:

  • Recruiter – Recruiters are responsible for finding qualified candidates for open positions at the company. They typically use databases and other resources to identify potential candidates, and then screen them to make sure they meet the requirements specified by the employer.
  • Account Manager – Account managers are responsible for maintaining relationships with clients and ensuring that they are satisfied with the services provided by the staffing agency. They may also be responsible for negotiating contracts and pricing agreements.
  • Staffing Coordinator – Staffing coordinators work with both employers and employees to match them with appropriate job openings. They may also be responsible for conducting interviews and providing feedback to both parties.

15. Open for Business

You now know everything about how to open a temp agency and are ready to open your own staffing agency. If you followed the steps above, you should be in a great position to build a successful business. Below are answers to frequently asked questions that might further help you.

How to Finish Your Staffing Agency Business Plan in 1 Day!

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With Growthink’s Ultimate Staffing Agency Business Plan Template you can finish your plan in just 8 hours or less!

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How to Start a Staffing Agency FAQs

Is it hard to start a staffing agency.

No, it is not hard to start a staffing agency, but there are some key steps you need to take in order to make your business successful. Your biggest challenges as a new staffing agency will most likely be finding clients and paying initial costs. Running your own business in any industry also comes with problems to navigate. Just follow the strategies we have outlined above and you will be on your way to owning a successful staffing agency.

How Can I Start a Staffing Agency With No Experience?

Starting a staffing company can be a lucrative business venture, but it’s important to do your homework before jumping in. Make sure you research the industry and understand the important aspects of how staffing agencies operate. You might also consider speaking with staffing professionals who can offer insights into their work and how other staffing agencies are run. As you work to open a staffing agency, one of the most important things you can do is effectively market your services and build a great team to support you.

What Type of Staffing Agency Is Most Profitable?

The most profitable type of staffing agency is typically a professional placement agency. This type of staffing agency specializes in finding jobs for highly skilled workers, such as accountants, engineers, and nurses. Professional placement agencies often charge a higher fee than other types of staffing agencies and have a higher success rate in finding jobs for their candidates.

How Much Does It Cost To Start a Staffing Agency?

The cost of starting a staffing agency will vary depending on the state in which you reside and the size of the agency. Startup costs for staffing firms can range from $58,000 to $127,000, and you should have a suggested operating capital of between $80,000 to $135,000 in the bank.

What Are the Ongoing Expenses For a Staffing Agency?

There are a few ongoing expenses that staffing companies need to budget for. One is payroll. This includes the costs of hiring and paying employees, as well as any payroll taxes. Agencies also need to budget for marketing and advertising, office supplies, software, and insurance. It's important to remember that these are just some of the ongoing expenses - there may be others depending on the specific agency's operations.

How Does a Staffing Agency Make Money?

A staffing agency makes money by charging the client company a fee for every employee that the staffing agency provides. In this business model, the fee is typically a percentage of the employee's wages, and it is paid by the client company regardless of whether or not the employee is hired permanently. Sometimes, the staffing agency will also charge the client company for supplying temporary workers.

Is Owning a Staffing Agency Profitable?

Owning a staffing agency can be profitable, but it also depends on a lot of factors, such as the market and the competition. 

Ways to improve your profitability include:

  • Focusing on quality service
  • Building a good reputation
  • Keeping up with industry changes
  • Offering competitive rates
  • Managing Your expenses
  • Screening potential employees thoroughly
  • Marketing your business effectively

How Much Do Staffing Agency Operators Make?

Staffing agency operators and its employees receive varied pay amounts based on the success of their company. According to Payscale, the national average salary for a Branch Manager of a staffing agency is $46,000.

Why Do Staffing Agencies Fail?

There are many reasons staffing agencies may fail, but some of the most common reasons include not having the right team or leadership in place, not enough capital to sustain the business, and failing to keep up with industry changes.

How Big Is the Staffing Agency Industry?

According to IbisWorld, there are 41,461 staffing agencies in the U.S., that generated $151.2 billion in revenue last year. This represents an annual growth rate of 2.4% over the past 5 years.

What Are the Key Segments of the Staffing Agency Industry?

The Staffing agency industry provides temporary staff to a range of sectors.The two largest segments of the staffing agency industry are Industrial staffing and Office, clerical and administrative staffing. The remaining key segments of the industry include:

  • Professional and managerial staffing
  • Healthcare staffing
  • Information technology staffing
  • Engineering and scientific staffing

What External Factors Affect the Staffing Agency Industry?

A number of factors affect the performance of the staffing agency industry. These drivers include:

  • Number of Temporary Employees – An increase in the number of temporary employees is beneficial to industry operators because they receive greater demand from businesses for these types of staff. The number of temporary employees is expected to increase, presenting a potential opportunity for the industry.
  • National Unemployment Rate – As unemployment increases, the industry is less likely to be able to source temporary staff for companies, causing revenue to decline.
  • Corporate Profit – Corporate profit refers to the profit earned by businesses across all industries. An increase in corporate profit will have a positive effect on demand for office staffing and temp agencies because clients will be more likely to invest in their workforce when they have funds available.
  • Demand From Construction – Construction companies are a major market for temporary workers and represent an important source of industry demand. The construction sector is expected to improve in recent years.
  • Demand From Professional, Scientific and Technical Services – Professional service providers are one of this industry’s largest markets.

What Are the Key Customer Segments in the Staffing Agency Industry?

At about 40%, the industrial segment is the largest customer segment for the industry, followed by retail and other service-related businesses. Other professional markets, healthcare and technology make up the remaining customer segments.

What are the Key Costs of the Staffing Agency Industry?

Wages – IBISWorld estimates that wages will account for 69.8% of industry revenue in the recent years, up from 63.6% in the past five years. Labor costs are also high for the permanent staff employed by operators due to the need to provide personal, face-to-face service to clients and job applicants

Other Costs – As a labor-intensive service industry, temporary staffing has a very low capital intensity. Depreciation and Marketing costs are also low for temporary agencies.

Total purchase costs, which primarily include purchases of standard office and desk equipment, account for an estimated 14.9% of industry revenue. Other industry expenses include insurance premiums, interest and traveling, accommodation and entertainment expenses.

Where Can I Download a Staffing Agency Business Plan PDF?

You can download our staffing agency business plan PDF template here. This is a business plan template you can use in PDF format.

Helpful Videos & Images

How to get clients for your recruiting and staffing agency business.

Recruitment Marketing – Automation In Your Marketing To Get Clients

For additional information on the staffing agency industry, consider these industry resources:

  • American Staffing Association: www.americanstaffing.net
  • National Association of Personnel Services: www.naps360.org
  • Advanced Staffing Associates: www.advstaff.net
  • Staffing Agency Mavericks: www.staffingagencymavericks.com

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Click here to see how Growthink’s business plan consulting services can create your business plan for you.  

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Staffing Agency Business Plan

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As the job market becomes increasingly competitive, businesses are looking for innovative ways to attract and retain top talent. It is where your staffing agency will become profitable.

Are you looking to start writing a business plan for your staffing company? Creating a business plan is essential to starting, growing, and securing funding for your business. We have prepared a staffing agency business plan template for you to help in start writing yours.

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Free Staffing Agency Business Plan Template

Download our free business plan template now and pave the way to success. Let’s turn your vision into an actionable strategy!

  • Fill in the blanks – Outline
  • Financial Tables

How To Write A Staffing Agency Business Plan?

Writing a staffing agency business plan is a crucial step toward the success of your business. Here are the key steps to consider when writing a business plan:

1. Executive Summary

An executive summary is the first section of the business plan intended to provide an overview of the whole business plan. Generally, it is written after the whole business plan is ready. Here are some components to add to your summary:

Start with a brief introduction:

Market opportunity:, mention your services:, management team:, financial highlights:, call to action:.

Ensure you keep your executive summary concise and clear, use simple language, and avoid jargon..

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staffing agency business plan

2. Business Overview

Depending on what details of your business are important, you’ll need different elements in your business overview, But there are some foundational elements like business name, legal structure, location, history, and mission statement that every business overview should include:

About the business:

Provide all the basic information about your business in this section like:

  • The name of the staffing agency and the type of agency you want for example are you writing it for a nurse staffing agency, medical staffing agency or any direct hiring firm.
  • Company structure of your staffing agency whether it is LLC, partnership firm, or some other.
  • Location of your staffing company and the reason why you selected that place.

Mission statement:

Business history:, future goals:.

This section should provide an in-depth understanding of your recruitment business. Also, the business overview section should be engaging and precise.

3. Market Analysis

Market analysis provides a clear understanding of the market in which your business will run along with the target market, competitors, and growth opportunities. Your market analysis should contain the following essential components:

Target market:

Market size and growth potential:, competitive analysis:, market trends:, regulatory environment:.

Some additional tips for writing the market analysis section of your Recruitment agency business plan:

  • Use a variety of sources to gather data, including industry reports, market research studies, and surveys.
  • Be specific and provide detailed information wherever possible.
  • Include charts and graphs to help illustrate your key points.
  • Keep your target audience in mind while writing the business plan

4. Products And Services

The product and services section of a staffing company business plan should describe the specific services and products that will be offered to customers. To write this section should include the following:

List the services:

  • Create a list of the services that your staffing agency will offer, which may include all the services for example, will the agency offer temporary staffing, temp-to-perm staffing, direct hire placement, or a combination of these services?
  • Describe each service: For each service, provide a detailed description of what it entails, the time required, and the qualifications of the professionals who will provide the service. For instance, do you need a full-time HR or some other personnel specific for interviews?

Screening and Placement Process:

Overall, the product and services section of a recruitment firm business plan should be detailed, informative, and customer-focused. By providing a clear and compelling description of your offerings, you can help potential investors and readers understand the value of your business.

5. Sales And Marketing Strategies

Writing the sales and marketing strategies section means a list of strategies you will use to attract and retain your clients. Here are some key points to include in your marketing plan:

The partnership is a blessing:

Have a competitive fee structure:, marketing strategies:, customer retention:.

Overall, the sales and marketing strategies section of your business plan should outline your plans to attract and retain customers and generate revenue. Be specific, realistic, and data-driven in your approach, and be prepared to adjust your strategies based on feedback and results.

6. Operations Plan

When writing the operations plan section, it’s important to consider the various aspects of your business operations. Here are the components to include in an operations plan:

Hiring plan:

Operational process:, client management:.

By including these key elements in your operations plan section, you can create a comprehensive plan that outlines how you will run your staffing business.

7. Management Team

The management team section provides an overview of the individuals responsible for running the staffing agency. This section should provide a detailed description of the experience and qualifications of each manager, as well as their responsibilities and roles.

Key managers:

Organizational structure:, compensation plan:, board of advisors:.

Describe the key personnel of your company and highlight why your business has the fittest team.

8. Financial Plan

When writing the financial plan section of a business plan , it’s important to provide a comprehensive overview of your financial projections for the first few years of your business.

Profit & loss statement:

Cash flow statement:, balance sheet:, break-even point:, financing needs:.

Remember to be realistic with your financial projections, and to provide supporting evidence for all of your estimates.

9. Appendix

When writing the appendix section, you should include any additional information that supports the main content of your plan. This may include financial statements, market research data, legal documents, and other relevant information.

  • Include a table of contents for the appendix section to make it easy for readers to find specific information.
  • Include financial statements such as income statements, balance sheets, and cash flow statements. These should be up-to-date and show your financial projections for at least the first three years of your business.
  • Provide market research data, such as statistics on the size of the staffing industry, consumer demographics, and trends in the industry.
  • Include any legal documents such as permits, licenses, and contracts.
  • Provide any additional documentation related to your business plans, such as marketing materials, product brochures, and operational procedures.
  • Use clear headings and labels for each section of the appendix so that readers can easily find the information they need.

Remember, the appendix section of your employment agency business should only include relevant and important information that supports the main content of your plan.

Download a sample staffing agency business plan

Need help writing your business plan from scratch? Here you go; download our free staffing agency business plan pdf to start.

It’s a modern business plan template specifically designed for your staffing agency business. Use the example business plan as a guide for writing your own.

The Quickest Way to turn a Business Idea into a Business Plan

Fill-in-the-blanks and automatic financials make it easy.

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This staffing agency business plan sample will provide an idea for writing a successful staffing agency business plan, including all the essential components of your business.

After this, if you are still confused about how to write an investment-ready staffing business plan to impress your audience, then download our staffing agency business plan pdf.

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Frequently asked questions, why do you need a staffing agency business plan.

A business plan is an essential tool for anyone looking to start or run a successful recruitment business. It helps to get clarity in your business, secures funding, and identifies potential challenges while starting and growing your staffing agency.

Overall, a well-written plan can help you make informed decisions, which can contribute to the long-term success of your agency.

How to get funding for your staffing agency business plan?

There are several ways to get funding for your staffing business, but one of the most efficient and speedy funding options is self-funding. Other options for funding are

  • Bank loan – You may apply for a loan in government or private banks.
  • Small Business Administration (SBA) loan – SBA loans and schemes are available at affordable interest rates, so check the eligibility criteria first before you can apply for it.
  • Crowdfunding – The process of supporting a project or business by getting a lot of people to invest in your staffing agency, usually online.
  • Angel investors – Getting funds from angel investors is one of the most sought options for startups.
  • Venture capital – Venture capitalists will invest in your business in exchange for a percentage of shares, so this funding option is also viable.

Apart from all these options, there are small business grants available, check for the same in your location and you can apply for it.

Where to find business plan writers for your staffing agency business?

There are many business plan writers available, but no one knows your business and idea better than you, so we recommend you write your employment agency business plan and outline your vision as you have in your mind

What is the easiest way to write your staffing agency business plan?

A lot of research is necessary for writing a business plan, but you can write your plan most efficiently with the help of any staffing agency business example and edit it as per your need. You can also quickly finish your plan in just a few hours or less with the help of our business plan software.

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Upmetrics is the #1 business planning software that helps entrepreneurs and business owners create investment-ready business plans using AI. We regularly share business planning insights on our blog. Check out the Upmetrics blog for such interesting reads. Read more

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Business Plan Template for Staffing Agency

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Starting a staffing agency can be an exciting and profitable venture, but it requires careful planning and strategic execution. That's where ClickUp's Business Plan Template for Staffing Agency comes in handy!

Our template is designed specifically for entrepreneurs and business owners looking to launch a successful staffing agency. It provides a comprehensive framework to outline your goals, strategies, and financial projections, ensuring a strong foundation and clear roadmap for your business.

With ClickUp's Business Plan Template for Staffing Agency, you'll be able to:

  • Define your target market and create a compelling value proposition
  • Develop effective marketing and sales strategies to attract clients and candidates
  • Outline your staffing agency's organizational structure and staffing needs
  • Create financial projections and budgets to ensure profitability

Get started on your journey to staffing agency success with ClickUp's Business Plan Template today!

Business Plan Template for Staffing Agency Benefits

With the Business Plan Template for Staffing Agency, you'll be able to:

  • Define your staffing agency's mission, vision, and target market, setting the stage for success
  • Outline your unique value proposition and competitive advantage, ensuring your agency stands out in the market
  • Develop a comprehensive marketing and sales strategy to attract clients and candidates
  • Create a detailed financial plan, including revenue projections and expense forecasts, for a clear understanding of your agency's financial health
  • Establish goals and milestones to track progress and stay on track towards achieving your business objectives

Main Elements of Staffing Agency Business Plan Template

When starting a staffing agency, it's crucial to have a solid business plan in place. ClickUp's Business Plan Template for Staffing Agency includes:

  • Custom Statuses: Keep track of the progress of each section of your business plan with statuses like Complete, In Progress, Needs Revision, and To Do.
  • Custom Fields: Utilize custom fields such as Reference, Approved, and Section to add additional details and categorize different aspects of your business plan.
  • Custom Views: Access different views like Topics, Status, Timeline, Business Plan, and Getting Started Guide to visualize and manage your business plan in various ways.
  • Collaboration: Collaborate with your team in real-time, assign tasks, set due dates, and leave comments to ensure everyone is on the same page.
  • Document Management: Store and organize all your business plan documents in one central location using ClickUp's Docs feature.

With ClickUp's Business Plan Template for Staffing Agency, you can build a comprehensive and professional business plan to set your staffing agency up for success.

How To Use Business Plan Template for Staffing Agency

Are you ready to create a solid business plan for your staffing agency? Follow these 6 steps using the Business Plan Template in ClickUp:

1. Define your mission and vision

Start by clarifying the purpose and goals of your staffing agency. What is your mission? What do you want to achieve? Having a clear mission and vision will guide your decision-making and help you stay focused on your objectives.

Use a Doc in ClickUp to outline your mission and vision for your staffing agency.

2. Research your target market

To create a successful staffing agency, you need to understand your target market. Who are your ideal clients? What industries do you want to serve? What are their specific hiring needs? Conduct thorough research to identify market trends, competitor analysis, and potential opportunities.

Use the Table view in ClickUp to analyze and organize your market research data.

3. Develop your services and offerings

Based on your target market research, determine the services and offerings you will provide. Will you focus on temporary staffing, permanent placements, or both? Will you specialize in specific industries or offer a wide range of staffing solutions? Clearly define your services to differentiate yourself from competitors.

Create tasks in ClickUp to outline and organize your staffing agency's service offerings.

4. Build a financial plan

A solid financial plan is crucial for the success of your staffing agency. Determine your startup costs, projected revenue, and expenses. Consider factors like employee salaries, marketing expenses, and office rent. Don't forget to include a contingency plan for unexpected expenses.

Use custom fields in ClickUp to track and calculate your financial projections.

5. Create a marketing strategy

Develop a comprehensive marketing strategy to attract clients and candidates to your staffing agency. Consider both online and offline marketing channels. Will you focus on social media advertising, email marketing, or networking events? Tailor your strategy to reach your target market effectively.

Use the Calendar view in ClickUp to plan and schedule your marketing activities.

6. Set goals and milestones

Set achievable goals and milestones for your staffing agency. These can include revenue targets, client acquisition goals, and employee retention rates. Break down your goals into smaller milestones to track your progress and celebrate achievements along the way.

Use Milestones in ClickUp to set and track your staffing agency's goals and milestones.

By following these 6 steps using the Business Plan Template in ClickUp, you'll be well on your way to creating a solid business plan for your staffing agency and setting yourself up for success in the industry.

Get Started with ClickUp’s Business Plan Template for Staffing Agency

Entrepreneurs or business owners looking to start a staffing agency can use the ClickUp Business Plan Template to outline their goals, strategies, and financial projections, ensuring a strong foundation and clear roadmap for their staffing agency business.

Here are the steps to use the template effectively:

Hit “Add Template” to sign up for ClickUp and add the template to your Workspace. Designate the Space or location in your Workspace where you want this template applied.

Invite relevant members or guests to your Workspace to start collaborating.

Take advantage of the full potential of this template to create a comprehensive business plan:

  • Use the Topics View to organize your business plan into different sections and topics for easy navigation.
  • The Status View will help you track the progress of each section, whether it's Complete, In Progress, Needs Revision, or To Do.
  • The Timeline View allows you to set deadlines and visualize the timeline of your business plan.
  • Use the Business Plan View to have a holistic view of your entire plan, including goals, strategies, and financial projections.
  • The Getting Started Guide View will provide step-by-step instructions and tips to help you get started with your staffing agency.

Customize the template by adding the custom fields: Reference, Approved, and Section. These fields will help you track references, approval status, and the section of the business plan each task belongs to.

Update task statuses as you progress through your business plan to keep team members informed of progress.

Monitor and analyze tasks to ensure maximum productivity and alignment with your staffing agency goals.

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How To Write a Staffing Agency Business Plan + Template

Creating a business plan is essential. Still, it can be especially helpful for staffing agency businesses who want to improve their strategy or raise funding.

A well-crafted business plan outlines the vision for your company and documents a step-by-step roadmap of how you are going to accomplish it. To create an effective business plan, you must first understand the essential components of its success.

This article provides an overview of the key elements that every staffing agency business owner should include in their business plan.

Download the Ultimate Staffing Agency Business Plan Template

What is a Staffing Agency Business Plan?

A staffing agency business plan is a formal written document describing your company’s business strategy and feasibility. It documents the reasons you will be successful, roadmaps for different functional areas of your company, your areas of competitive advantage, and information about your financial burn rate. 

Your business plan is a key document that will convince investors and lenders (if needed) that you are positioned for sustainable success.

Why Write a Staffing Agency Business Plan?

A staffing agency business plan is required for banks and investors. The document is a clear, concise guide to your business and the steps you will take to make it profitable.

Entrepreneurs can also use this as a roadmap when starting their new company or venture, especially if they are inexperienced in starting a business.

Writing an Effective Staffing Agency Business Plan

The following are the key components of a successful staffing agency business plan:

Executive Summary

The executive summary of a staffing agency business plan is a one to two-page overview of your entire business plan. It should summarize the main points, which you will present in full in the rest of your business plan.

  • Start with a one-line description of your staffing agency company.
  • Provide a summary of the key points in each section of your business plan, including information about your company’s management team, industry analysis, competitive analysis, and financial forecast.

Company Description

This section should include a brief history of your company. Include a short description of how your company started and provide a timeline of milestones your company has achieved.

If you are just starting your staffing agency business, you may not have a long company history. Instead, you can include information about your professional experience in this industry and how and why you conceived your new venture. If you have worked for a similar company before or have been involved in an entrepreneurial venture before starting your staffing agency firm, mention this.

You will also include information about your chosen staffing agency business model  and how, if applicable, it is different from other companies in your industry.

Industry Analysis

The industry or market analysis is a crucial component of a staffing agency’s business plan. Conduct thorough market research to determine industry trends and document the size of your market. 

Questions to answer include:

  • What part of the staffing agency industry are you targeting?
  • How big is the market?
  • What trends are happening in the industry right now (and if applicable, how do these trends support your company’s success)?

You should also include sources for your information, such as published research reports and expert opinions.

Customer Analysis

This section should include a list of your target audience(s) with demographic and psychographic profiles (e.g., age, gender, income level, profession, job titles, interests). You will need to provide a profile of each customer segment separately, including their needs and wants.

For example, a staffing agency business’ customers may include small businesses that need short-term or contract employees to support their operations during busy periods.

You can include information about how your customers decide to buy from you and what keeps them buying from you.

Develop a strategy for targeting those customers who are most likely to buy from you and those who might be influenced to purchase staffing services with the right marketing.

Competitive Analysis

A competitive analysis helps determine how your product or service is different from competitors and what your unique selling proposition (USP) might be that will set you apart in this industry.

For each competitor, list their strengths and weaknesses. Next, determine your areas of competitive differentiation. In what ways are you different from (and ideally better than) your competitors?

Marketing Plan

This part of the business plan is where you determine and document your marketing plan. Your plan should be laid out, including the following 4 Ps.

  • Product/Service : Detail your product/service offerings here. Document their features and benefits.
  • Price : Document your pricing strategy here. In addition to stating the prices for your products/services, mention how your pricing compares to your competition.
  • Place : Where will your customers find you? What channels of distribution (e.g., partnerships) will you use to reach them, if applicable?
  • Promotion : How will you reach your target customers? For example, you may use social media, write blog posts, create an email marketing campaign, use pay-per-click advertising, or launch a direct mail campaign. Or you may promote your staffing agency business via a combination of these marketing channels.

Operations Plan

This part of your staffing agency business plan should include the following information:

  • How will you deliver your product/service to customers? For example, will you only do it in person or over the phone?
  • What infrastructure, equipment, and resources are needed to operate successfully? How can you meet those requirements within budget constraints?

The operations plan is where you also need to include your company’s business policies. You will want to establish policies related to everything from customer service to pricing to the overall brand image you are trying to present.

Finally, and most importantly, in your Operations Plan, you will lay out the milestones your company hopes to achieve within the next five years. Create a chart that shows the critical milestone(s) you hope to accomplish each quarter for the next four quarters and then each year for the following four years. 

Examples of milestones for a staffing agency business include reaching $X in sales. Other examples include hiring a certain number of employees or working with a certain number of clients.

Management Team

List your team members, including their names and titles and their expertise and experience relevant to your specific staffing agency industry. Include brief biographies for each key team member.

Particularly if you are seeking funding, this section aims to convince investors and lenders that your team has the expertise and experience to execute your plan. If you are missing key team members, document the roles and responsibilities you plan to hire for in the future.

Financial Plan

Here you will include a summary of your complete and detailed financial plan (your full financial projections go in the Appendix). 

This includes the following three financial statements:

Income Statement

Your income statement should include:

  • Revenue : how much revenue you generate.
  • Cost of Goods Sold : These are your direct costs for generating revenue. This includes labor costs and the cost of any equipment and supplies used to deliver the product/service offering.
  • Net Income (or loss) : Once expenses and revenue are totaled and deducted from each other, this is the net income or loss

Sample Income Statement for a Startup Staffing Agency  

Balance sheet.

Include a balance sheet that shows your assets, liabilities, and equity. Your balance sheet should include:

  • Assets : All of the things you own (including cash).
  • Liabilities : This is what you owe against your company’s assets, such as accounts payable or loans.
  • Equity : The worth of your business after all liabilities and assets are totaled and deducted from each other.

Sample Balance Sheet for a Startup Staffing Agency

Cash flow statement.

Include a cash flow statement showing how much cash comes in, how much cash goes out and a net cash flow for each year. The cash flow statement should include cash flow from operations, investments, and financing.

Below is a sample of a projected cash flow statement for a startup staffing agency business.

Sample Cash Flow Statement for a Startup Staffing Agency

You will also want to include an appendix section which will include:

  • Your complete financial projections
  • A complete list of your company’s business policies and procedures related to the rest of the business plan (marketing, operations, etc.)
  • Any other documentation which supports what you included in the body of your business plan.

Writing a good business plan gives you the advantage of being fully prepared to launch and/or grow your staffing agency company. It not only outlines your business vision but also provides a step-by-step process of how you are going to accomplish it.

A well-written staffing agency business plan is a valuable tool for any new business owner. It not only outlines your company’s vision but also provides a step-by-step process of how you are going to accomplish it. If you can demonstrate that your staffing agency business is well-thought-out and has a realistic plan for growth, it may entice investors.  

Finish Your Staffing Agency Business Plan in 1 Day!

Other helpful articles.

How To Write a Nurse Staffing Agency Business Plan + Template

A Touch of Business

Starting a Staffing Agency: Your Essential Guide

Main Sections In This Post Steps To Starting A Staffing Agency Points to Consider Knowledge Is Power Featured Video

Launching a Staffing Agency: Step-by-Step

Navigate the staffing agency startup with our guide. Explore examples and resources for informed decisions.

Valuable insights await in the “Knowledge Is Power” section.

From inception to growth, we’ve got you covered. Bookmark for future reference and share the journey!

Let’s get started with the steps.

Steps to Starting a Staffing Agency

Below are the steps to starting a staffing agency.

Each step is linked to a specific section, allowing you to jump to your desired section or scroll to follow the steps in order.

  • An Overview of What You’re Getting Into
  • Staffing Agency Overview
  • Researching Your Staffing Agency
  • Looking at Financials
  • Choosing A Business Location
  • Creating Your Mission Statement
  • Creating A Unique Selling Proposition (USP)
  • Choose a Staffing Agency Name
  • Register Your Company
  • Create Your Corporate Identity
  • Writing a Business Plan
  • Banking Considerations
  • Getting the Funds for Your Operation
  • Software Setup
  • Business Insurance Considerations
  • Supplier and Service Provider Considerations
  • Physical Setup
  • Creating a Website
  • Create an External Support Team
  • Hiring Employees

1.  An Overview of What You’re Getting Into

Assessing Your Passion: A Crucial Step in Starting a Staffing Agency

Embarking on launching a staffing agency demands more than just acumen; it requires unwavering passion.

Your internal drive is the linchpin of triumph in this venture.

The Essence of Passion

Your sentiments toward owning and operating a staffing agency are pivotal. Passion, an intangible force, is the bedrock of your success story.

Driving Force Amidst Challenges

When fervor fuels your aspirations, obstacles become mere stepping stones.

Passionate entrepreneurs seek solutions when faced with dilemmas, unlike those lacking this driving force.

The Passion Litmus Test

Conduct a self-examination of your zeal for this endeavor. Imagine a scenario where wishes are boundless.

Would a staffing agency be one of your cherished desires?

A Divisive Answer

A resounding “yes” showcases your fervent commitment to this path. Such affirmation indicates alignment with the agency’s demands. A “no” prompts introspection.

Exploring Alternatives

A negative response opens avenues for exploration. What alternative beckons? Reflect on your true calling; perhaps a divergent path holds your key to fulfillment.

The Heartbeat of Triumph

In conclusion, fervor kindles the flames of triumph. As you embark on this odyssey, remember: passion, more than a companion, is your compass to surmount challenges and prosper.

For More, See How Passion Affects Your Business . Also, see, Considerations Before You Start Your Business to identify key points for a new business owner.

2. Gaining an Overview of Owning a Staffing Agency

Next, let’s spend some time on key issues to give you an overview of what to expect from owning and running your business.

a.) A Quick Overview of Owning a Staffing Agency

Deciphering the Essence of a Staffing Agency

A staffing agency serves as a dynamic bridge connecting job seekers with opportunities while aiding businesses in locating ideal talent swiftly and efficiently.

Task Spectrum: Navigating Agency Operations

The manifold tasks entailed in running and managing a staffing agency encompass many responsibilities. These include:

Client Consultation and Relationship Building

Establishing robust relationships with clients is paramount.

This involves comprehending their requirements, company culture, and specific job roles to match candidates effectively.

Candidate Sourcing and Screening

Identifying potential candidates through job boards, networking, and referrals is vital.

Screening applicants involves evaluating qualifications, skills, and suitability for the roles.

Interviewing and Selection

Conducting interviews to assess candidates’ alignment with clients’ needs is pivotal. Selecting the most fitting individuals involves evaluating their technical prowess and cultural fit.

Placement and Onboarding

Successful matches are followed by facilitating placements and managing the onboarding process.

Ensuring a smooth transition benefits both candidates and clients.

Ongoing Support and Compliance

Maintaining a proactive stance by offering consistent support to clients and candidates post-placement is essential.

Adhering to legal and industry-specific regulations ensures ethical operations.

Adapting to Dynamic Challenges

Running a staffing agency requires problem-solving , conflict resolution, and adaptation.

The fast-paced nature of the industry necessitates quick thinking and flexibility.

Essentially, a staffing agency orchestrates a symphony of matchmaking, forging connections that shape careers and businesses.

The day-to-day intricacies encompass client collaboration, candidate evaluation, and orchestrating harmonious unions, all within a dynamic and ever-evolving landscape.

b.) Staffing Agency Models

Diverse Staffing Agency Setups and Their Strategic Blueprints

Staffing agencies manifest in diverse setups, each tailored to distinct needs and industries.

Understanding these configurations and their business models is pivotal in establishing a prosperous venture.

Generalist Staffing Agency

This ubiquitous model spans various industries, catering to various roles. The business thrives on versatility, connecting job seekers with many opportunities.

Specialized Niche Agency

This model delves deep into niche markets by focusing on a specific industry or skill set.

Clients seek specialized expertise, while candidates benefit from tailored opportunities.

Temp or Temp-to-Hire Agency

This model offers temporary placements or temp-to-hire solutions.

Businesses utilize short-term talent, potentially leading to permanent placements based on performance.

Executive Search Firm

Catering to high-level positions, this model undertakes executive searches for C-suite and senior-level roles.

Navigating executive networks and identifying top-tier talent is paramount.

Healthcare Staffing Agency

Addressing the healthcare sector’s unique demands, this agency connects medical professionals with facilities needing expertise.

Compliance with healthcare regulations is crucial.

Remote Work Agency

Capitalizing on the remote work trend, this model sources and matches candidates with remote job opportunities across industries, accommodating the evolving work landscape.

Choosing Your Path Wisely

Selecting an apt business model is foundational. A well-suited choice maximizes initial traction and minimizes future hurdles.

Pivoting models later present complexities.

Unlocking Success Through Niche Identification

Identifying a lucrative niche is central. Research and assess demand and profitability.

A strategic alignment between your chosen model and a high-demand niche is your compass to success.

c.) Pros and Cons of Owning a Staffing Agency

Pros and Cons of Owning and Running a Staffing Agency

Embarking on owning and operating a staffing agency offers many advantages and challenges. Look into these pros and cons to make an informed decision.

Pros: Embracing Entrepreneurship

  • Be Your Own Boss : The allure of autonomy beckons, enabling you to steer the ship as you envision.
  • Unleash Creativity : Owning an agency allows for innovative strategies to set you apart in the industry.
  • Potential for High Revenue : Successful ventures reap substantial financial rewards, given the growing demand for skilled talent.
  • Flexible Hours with Success : Enjoy the freedom to set your schedule once your agency flourishes and a competent team is in place.
  • Control Over Environment : Craft an environment aligned with your vision and values, fostering a thriving workplace.
  • Diverse Clientele Interaction : Interact with varied clients and industries, gaining valuable insights and networking opportunities.

Cons: Navigating Challenges

  • Endless Problem-Solving : Hurdles and complications fall on your shoulders, necessitating adept problem-solving skills.
  • Inconsistent Income : Irregular cash flow can pose challenges, especially in the initial stages.
  • Turbulent Start-Up Phase : The fledgling phase demands dedicated effort, from client acquisition to team building.
  • Customer Acquisition and Retention : Garnering and retaining clients amidst competition requires persistent effort.
  • Long Hours, Extra Effort : Business ownership often entails extended hours and dedication beyond the conventional 9-to-5.
  • Pressure to Excel : The weight of success and competition can lead to heightened pressure to excel consistently.
  • Substantial Initial Investment : Establishing a staffing agency necessitates a significant financial commitment.
  • Evolving Landscape : Industry dynamics necessitate adaptability, staying attuned to trends and changes.
  • Inherent Business Risks : The entrepreneurship path inherently carries financial and operational risks.

In conclusion, owning and managing a staffing agency presents a tapestry of opportunities and challenges.

Scrutinize these aspects closely, align them with your aspirations, and decide if this journey resonates with your ambitions.

For more, see Pros and Cons of Starting a Small Business.

d.) Questions You Need to Consider for Your Staffing Agency

Anticipating Challenges: Key Questions Before Starting Your Staffing Agency

Navigating the intricacies of launching a staffing agency necessitates strategic preparation.

Addressing the following inquiries equips you to tackle potential hurdles with foresight and confidence.

Exploring Agency Models

  • What Type of Staffing Agency Model? Define the model aligning with your generalist, niche-focused, or specialized vision.

Structural Considerations

  • Sole Operator or Employee Inclusion? Clarify if you will manage tasks alone or enlist employees for various roles.
  • Self-Management or Delegating? Determine if you will personally oversee operations or entrust managerial responsibilities.

Securing and Retaining Clients

  • Client Acquisition Strategy? Devise plans to attract customers, outlining outreach tactics.
  • Client Retention Tactics? Formulate strategies for maintaining enduring relationships with clients.

Exploring Collaborations

  • Partnerships or Investors? Assess if collaboration with partners or investors aligns with your vision.

Operational Framework

  • Online or Physical Setup? Decide between an online presence or a brick-and-mortar establishment.

Embracing Growth

  • Contemplating Long-Term Goals? Envision your agency’s growth trajectory and long-term aspirations.

Facing these questions with strategic foresight empowers you to set a resilient foundation for your staffing agency.

As you embark on this venture, remember that clarity in these aspects will guide you through challenges and triumphs.

3. Research

Staffing agency research.

Strategic Preparation: Research and Insights for Your Staffing Agency

Before taking any decisive steps, immerse yourself in comprehensive research to unveil the intricate dynamics of your envisioned staffing agency.

Quality insights illuminate the path, shielding you from unforeseen challenges.

Harnessing Wisdom: Insights from the Experienced

  • Leveraging Industry Expertise : Seek guidance from veterans of the staffing agency realm. Their experience-rich perspective offers dependable insights.
  • Invaluable Exchange : Engaging with these seasoned professionals presents an invaluable opportunity to glean from their wealth of knowledge and years in the field.

Nurturing Knowledge: Tapping into Wisdom

  • The Expertise You Need : An article has been crafted, providing strategies to connect with the right individuals and approach them respectfully. These steps extend beyond this post’s scope.

Unveiling Insights: A Roadmap for Progress

I urge you to explore the comprehensive article below to unravel this holistic guide and gain an in-depth understanding of your journey.

Look into the strategies and insights to navigate your staffing agency venture with wisdom and clarity.

See An Inside Look Into the Business You Want To Start for all the details.

Target Audience

Unlocking Potential: Exploring Target Market Ideas

staffing agency business plan

Entrepreneurs and Startups: Aspiring business owners need efficient staffing solutions during their initial growth phase.

Established Companies: Businesses seeking specialized, reliable staffing support to meet expanding demands.

Industry-Specific Entities: Niche-focused agencies catering to distinct sectors like healthcare, technology, or creative industries.

Remote Work Enthusiasts: Organizations embracing remote work trends and requiring virtual staffing solutions.

Event Planners: Navigate event-related fluctuations by accessing temporary staff for conventions, trade shows, and functions.

Job Seekers: Individuals from various skill sets and experience levels looking for suitable job placements.

Seasonal Demand Industries: Providing temporary staff for industries with seasonal peaks like tourism or retail.

Executive Search Clients: Organizations aiming to fill high-level, strategic positions with top-tier professionals.

Dynamic Entrepreneurs: Visionaries initiating innovative ventures and seeking agile, on-demand staffing resources.

Understanding these potential clientele empowers you to tailor your staffing agency’s offerings to their unique needs, fostering resonance and bolstering your agency’s appeal.

For more, see How To Understand Your Target Market.

4. Looking at Financials:

Financial Landscape: Navigating Startup Costs, Revenues, and Profits

Gain insight into the financial terrain of launching and managing a staffing agency. This section furnishes an overview of essential elements guiding your fiscal strategy.

Commencement Investment: Understanding Startup Costs

Estimating startup costs accurately is pivotal for a successful launch. An inadequate estimate may lead to financial constraints, while an inflated one might deter potential investors.

Factors influencing your costs encompass operation size, location, employee recruitment, equipment procurement, and lease decisions. Draft a comprehensive list, gather pricing data, and accommodate unforeseen contingencies.

For more detailed information, refer to my article on Estimating Startup Costs.

Charting Revenue and Success: Sales and Profit

Sales hinge on key factors:

  • Popularity of Products and Services
  • Demand for Offerings
  • Effective Marketing to the Target Audience

The Complexity of Profitability

Profit assessment transcends direct sale earnings. It involves careful examination of expenses, including rent, payroll , and overhead.

The Profitability Equation

Sustaining profitability necessitates generating sales adequate to cover monthly expenditures and facilitate personal remuneration.

Understanding these financial dimensions empowers you to steer your staffing agency’s course with financial astuteness, maximizing revenue and fostering long-term viability.

Simple Sample: Financial Lists to Consider As a Starting Point

Note: Focus on the issues more than the numbers. The numbers are samples. Your estimates will differ due to how you set up your business, location, expenses, and revenues. 

Sample Financial Lists: Navigating Key Financial Aspects

Below are three overly simplified sample financial lists to provide a preliminary grasp of essential considerations.

Remember, these figures are illustrative, highlighting areas of focus. Your actual numbers will vary significantly.

Sample Estimated Startup Costs for a US Staffing Agency

  • Legal and Licensing Fees: $1,000 – $2,500
  • Office Space and Utilities: $3,000 – $5,000
  • Marketing and Advertising: $1,500 – $3,000
  • Technology and Software: $2,000 – $4,000
  • Equipment and Furniture: $2,500 – $5,000
  • Initial Staff Salaries: $5,000 – $10,000
  • Miscellaneous: $1,000 – $2,000
  • Total Startup Costs: $16,000 – $31,500

Sample Estimated Monthly Expenses for a US Staffing Agency

  • Rent or Lease: $1,500 – $3,000
  • Staff Salaries and Benefits: $8,000 – $15,000
  • Marketing and Advertising: $1,000 – $2,500
  • Insurance: $500 – $1,000
  • Technology and Software Subscriptions: $500 – $1,000
  • Utilities and Office Supplies: $500 – $1,000
  • Loan Payments: Varies based on loan terms
  • Total Monthly Expenses: $12,000 – $24,500 (excluding loan payments)

Sample Profit Per Sale Examples

  • Temporary Placement Fee: $200 – $500
  • Permanent Placement Fee: $1,000 – $3,000
  • Overall Profit Calculation: Profit per Sale x Monthly Sales

Remember, these samples are designed to illuminate considerations during your staffing agency planning.

Adjusting costs and fine-tuning profit margins significantly impact your venture’s trajectory.

Initial phases might yield lower profitability due to customer base development and operational refinement. Seek professional guidance for accurate financial projections tailored to your situation.

Your unique circumstances, factors, and market dynamics are crucial in shaping your staffing agency’s financial outlook.

5. Choosing The Right Business Location

Strategic Site Selection: Determining Business Triumph

The success or failure of your conventional local business largely hinges on your chosen location.

Influence of Locale Dynamics

  • Demand-driven Outcome : Operating in an area lacking demand for your offerings can lead to failure before launch.
  • Navigating Competition : Conversely, selecting an area saturated with competitors can hinder market entry.

Balancing Act: Optimal Location Criteria

  • Demand and Competition Harmony : An ideal location balances demand for your products and services with manageable competition.
  • Financial Feasibility : While populous areas offer exposure, costs must not outweigh potential profits.
  • Consider Economical Options : Choosing a more affordable location is enticing, but it must have enough customers to sustain your business.

Significance of the Right Locale

  • Decisive Factor : Your chosen location significantly impacts your business’s success.
  • Thorough Research : Carefully exploring potential locations is essential for making an informed decision.

In this delicate balance, your chosen location shapes your business’s path.

Thoroughly research and analyze potential spots, considering demand, competition, and financial viability. Your prudent location choice is the cornerstone of your business journey.

For more about business locations, see Choosing The Best Location for Your Business.

6. Create Your Mission Statement

Harnessing Purpose: The Significance of a Mission Statement

A mission statement is a guiding beacon, illuminating your business’s purpose. It maintains focus and encapsulates your core value to customers and the community.

Crafting Clarity: Defining Your Business’s Purpose

A mission statement helps crystallize your venture’s mission. It grounds your endeavors and ensures alignment with the primary value you offer customers and the community.

A Glimpse into Purpose: Mission Statement Examples for a Staffing Agency

  • Empowerment through Placement : Enriching industries by connecting skilled professionals with opportunities that drive growth and success.
  • Fostering Connections, Fuelling Careers : We bridge talent with dynamic workplaces, fostering mutual growth and prosperity.
  • Elevating Enterprises, Enriching Lives : Elevating businesses with tailor-made staffing solutions while positively impacting lives.
  • Unleashing Potential, Enabling Growth : Our commitment to precision staffing empowers businesses and individuals to thrive harmoniously.

Your mission statement articulates your commitment to customers and the community. It encapsulates your purpose, steering your staffing agency toward meaningful impact.

For more, see, How To Create a Mission Statement.

7. Creating A Unique Selling Proposition (USP)

Unveiling Distinctiveness: The Role of Unique Selling Proposition

A Unique Selling Proposition (USP) unveils the distinct facet that sets your business apart. It’s the secret ingredient that transforms your enterprise into an irreplaceable presence.

Forging a Niche: The Power of a Unique Selling Proposition

A USP shapes your identity by spotlighting your exceptional offering.

It refines your business’s essence and magnifies its appeal in a crowded market.

Distinctive Brilliance: USP Examples for a Staffing Agency

  • Tailored Talent Connection : Our agency’s precision matching connects businesses with candidates who mirror their ethos and aspirations.
  • Rapid Response Resourcing : Our commitment to swift placements ensures that businesses never experience a productivity dip due to staffing gaps.
  • Holistic Workforce Enrichment : Beyond filling roles, we cultivate lasting partnerships by focusing on employee growth and satisfaction.
  • Industry Insight Partners : Our extensive knowledge of [specific industry] guarantees that our placements are rooted in sector-specific expertise.

Your USP epitomizes your agency’s distinctive essence. It’s the emblem of what makes you invaluable and unforgettable in staffing solutions.

8. Choose a Business Name

Naming Brilliance: Crafting a Captivating Business Identity

Selecting your business name demands a catchy, fitting choice. An easily pronounced and memorable name is key, as it’s a moniker that accompanies your journey indefinitely.

Enduring Identity: The Power of a Business Name

Your chosen name is a long-term commitment, representing your enterprise for its existence. This makes selection a pivotal decision.

Online Presence and Uniqueness: Essential Factors

A name should have a matching online domain, facilitating your digital footprint. Furthermore, ensure your chosen name isn’t already registered by another entity.

Kindling Creativity: 30 Sparkling Staffing Agency Name Ideas

  • TalentHarbor Connect
  • NexaStaff Partners
  • SkillSync Solutions
  • EchelonHR Network
  • ProLink Talent Nexus
  • ApexStaff Connectors
  • IgniteWorkforce Hub
  • SwiftBridge Placements
  • EliteManpower Match
  • VirtuStaff Collaborators
  • SynergiTalent Co.
  • HorizonCrew Nexus
  • PristineHire Solutions
  • TalentSphere Link
  • PinnaclePlacement Pros
  • SwiftCircuit HR
  • EliteEdge Workforce
  • BeaconStaff Dynamics
  • OptiConnect Talent
  • AcumenManpower Nexus
  • VivaSkill Placements
  • ApexLink Resourcing
  • StreamlineStaff Match
  • EmpowerWave Talents
  • VirtuConnect HR
  • SkillMagnet Solutions
  • EchelonWork Hub
  • AspireCrew Network
  • AgileStaff Co.
  • ElevateHire Collaborators

Use these sparks of creativity to kindle your imagination and birth an original, resonant business identity. Your chosen name embodies the heart of your staffing agency.

For more, see the following articles:

  • How To Register a Business Name
  • Registering a Domain Name For Your Business

9. Register Your Company

Navigating Legal Terrain: Crucial for Business Legitimacy

Legal Legwork: A Vital Foundation

Ensuring your business operates within legal boundaries is paramount.

This not only secures your credibility but also safeguards your interests.

Professional Counsel: A Prudent Step

Engaging a legal expert’s guidance is wise. Their advice ensures compliance, optimal tax structures, and liability protection.

Common Registration Avenues: Building Your Legal Framework

  • Sole Proprietorship
  • Limited Liability Company (LLC)
  • Corporation
  • Partnership

Licenses and Permits: A Checklist for Compliance

  • Business License : Ensures lawful operation within your jurisdiction.
  • Employer Identification Number (EIN) : Vital for tax reporting.
  • State Tax Registration : Compliance with state tax regulations.
  • Industry-Specific Licenses : Tailored licenses based on your sector.
  • Worker’s Compensation Insurance : Protects your workforce.
  • Sales Tax Permit : If applicable to your service.

Amid this legal labyrinth, professional guidance is your compass.

Registering your business appropriately and acquiring the necessary licenses and permits guarantees a lawful, thriving staffing agency.

Registration:

  • How to Register Your Business
  • How To Register a DBA
  • How to Register a Trademark
  • How to Get a Business License

Business Structures:

  • How to Choose a Business Structure
  • Pros & Cons of a Sole Proprietorship
  • How To Form an LLC
  • How To Register a Business Partnership
  • How To Form a Corporation
  • How To Choose a Business Registration Service

10. Create Your Corporate Identity

Distinctive Corporate Identity: A Visual Business Emblem

Visual Signature : A corporate identity (ID) is a graphic portrayal of your business.

Elements Unveiled : This composite encompasses your logo, business cards, website, signage, stationery, and promotional materials.

Consistency Matters : A uniform, professional design has a lasting impact on new and loyal customers.

You can see our page for an overview of your logo , business cards , website , and business sign , or see A Complete Introduction to Corporate Identity Packages.

11. Writing a Business Plan

Strategic Blueprint: The Essence of a Business Plan

Funding and Visionary Guide :

A business plan is crucial for funding procurement and investor engagement. It’s not just a mere document; it’s a roadmap that steers your startup journey and operational course.

Crafting the Vision :

Creating a business plan entails diligent effort as it portrays your business’s future.

Detail-Laden Endeavor :

Meticulously articulating your business’s intricacies takes time and contemplation, but the endeavor is worthwhile.

Navigating Options :

Multiple pathways exist for business plan formulation. You can start from scratch, employ professional assistance, opt for a template, or utilize business plan software.

Active Involvement: A Key Ingredient :

Your active engagement remains vital regardless of your chosen route. This is pivotal for ensuring that your business plan is distinct and effectively conveys your venture’s essence and management approach.

Adapt and Elevate :

A living document, your business plan evolves with experience. Regular review and optimization ensure its alignment with your business’s growth trajectory.

Your business plan emerges as the foundational manuscript that fuels your journey in this narrative. It’s a dynamic asset that fosters growth, guides actions, and embraces change.

Business Plan Template for a Staffing Agency

Executive summary.

Provide an overview of the staffing agency, including the main goals and mission statement.

Summarize the key elements of the business plan and introduce the primary services you will provide.

Company Description

Describe the staffing agency in more detail. Include information on the company’s background, target market, and the problem or need your agency seeks to address.

Mission Statement

Articulate the main objectives of the company and the core values that guide your operations.

Legal Structure

Detail the agency’s legal structure, such as whether it is a sole proprietorship, partnership, or corporation.

Market Analysis

Analyze the staffing industry, focusing on your specific niche.

staffing agency business plan

Industry Overview:

Describe the staffing industry and identify current trends, opportunities, and challenges.

Target Market

Identify your target market and describe its characteristics, needs, and preferences.

Competitor Analysis

Analyze your main competitors, their strengths and weaknesses, and how you differentiate from them.

Outline your agency’s specific services, including temporary, permanent, and specialized staffing solutions.

Sales and Marketing Strategy

Outline your approach to attracting and retaining clients.

Marketing Plan

Detail the marketing channels and tactics you will use to promote your services.

Sales Strategy

Describe the sales process, pricing strategy, and any incentives or discounts.

Operations Plan

Detail the business’s daily operations, including location, technology, and processes.

Management and Personnel

Provide an overview of the key management team members, roles, and experience. Include information on staffing needs and recruitment strategies.

Financial Plan

Outline the financial projections and requirements.

Revenue Projections

Provide forecasts for sales, revenue, and profits.

Expense Budget

Itemize expected expenses, including fixed and variable costs.

Funding Requirements

Detail any funding needed for start-up or growth and potential sources.

Include supplementary materials, such as resumes, charts, or additional research supporting the business plan.

This layout should make your document easy to navigate while ensuring that each section is distinctly separated. Adjust as needed to cater to your specific needs.

For information on creating your business plan, see, How to Write a Business Plan.

12. Banking Considerations

Choosing the Right Bank for Your Small Business

Consider opting for a nearby bank with a strong focus on catering to small businesses.

Separate Business Account for Clarity

A separate business account effectively distinguishes your business expenditures from personal outlays.

This practice particularly benefits small businesses starting as sole proprietorships.

This segregation facilitates simplified expense tracking and enhanced bookkeeping management and serves as tangible evidence in the event of a tax audit.

Building a Professional Partnership with Your Banker

Cultivating a professional rapport with your banker proves advantageous.

They can offer invaluable insights, financial guidance, and streamline application processes, contributing to the smooth operation of your business.

Facilitating Payment Convenience

Integrating a merchant account or an online payment service into your operations enables you to accept credit and debit cards.

This boosts sales and offers greater convenience to your customers, enabling positive business relationships.

For more, see, How to Open a Business Bank Account. You may also want to look at, What Is a Merchant Account and How to Get One.

13. Getting the Funds for Your Operation

Starting Your Business with Financial Assistance

Use the advice provided in this section if you require a loan to kickstart your business.

Exploring Funding Avenues

When seeking funds for your staffing agency, various options are available.

You can approach traditional lenders, consider private loans, attract investors, utilize your existing assets, or even explore the possibility of selling assets.

Meeting with Loan Officers: Key Considerations

When meeting with a loan officer, remember these crucial points:

  • Research : Understand the lender’s offerings and terms beforehand.
  • Documentation : Prepare essential documents to substantiate your loan application.
  • Financial Projections : Provide a well-structured financial forecast for your staffing agency.
  • Collateral : Be aware of any collateral requirements and their implications.
  • Questions : Prepare relevant questions to address your concerns.

Sample Document Checklist for a New Staffing Agency Loan

  • Business plan detailing your agency’s objectives and strategies.
  • Financial statements, including income projections and balance sheets.
  • Personal and business tax returns.
  • Identification and legal documents, such as licenses and permits.
  • Resumes showcasing relevant experience and skills of key team members.

Utilize these insights to navigate your budding staffing agency’s loan application process smoothly.

See, Getting a Small Business Loan for more.

14. Software Setup

Selecting Software for Your Staffing Agency: A Comprehensive Guide

Implementing From Scratch vs. Switching Systems

Before finalizing your software choice, consider this: starting with the right software is simpler than transitioning to a new system after your data is integrated.

Opt for a company with an established track record, ensuring reliable future support.

Informed Decisions Through Demos and Reviews

To make an informed choice, follow these steps:

  • Look for available demos to test the software firsthand.
  • Peruse reviews and online forums to gauge user experiences.

Navigating Financial Management Software

Efficient financial management is crucial; therefore, research software options that enable expense tracking and tax document preparation.

Collaborating with your bookkeeper or accountant ensures software that aligns with your agency’s requirements.

Check out Google’s latest search results for software packages for a staffing agency.

15. Get The Right Business Insurance

Ensuring Adequate Insurance Coverage for Your Business

Preparation for Unforeseen Events

Prioritize securing appropriate insurance coverage before commencing business activities, as unexpected incidents can transpire anytime.

Comprehensive Protection for Various Aspects

When considering insurance, keep in mind the need to safeguard:

  • Customers and Employees : Provide a safe environment for all.
  • Property and Assets : Shield your physical assets from potential damage.
  • Yourself and Stakeholders : Ensure personal and financial protection.
  • Premises and Liability : Cover any accidents or mishaps on your premises.

Safeguarding Against Lawsuits

Explore the merits of professional liability insurance, a safeguard against legal claims arising from your business operations.

Mitigating Operation Disruptions

Interruption Insurance is an essential consideration.

It serves as a lifeline, sustaining your business during involuntary shutdowns caused by unforeseen incidents.

Navigating the Insurance Landscape

Partner with a proficient insurance broker to navigate the complex insurance landscape.

Their expertise ensures you obtain sufficient coverage tailored to your business needs.

Prioritize these insurance considerations to fortify your business against uncertainties and maintain operational resilience.

For more, see What to Know About Business Insurance . You can also browse the latest Google search results for staffing agency insurance .

16. Suppliers and Service Providers

The Role of Reliable Suppliers

Cultivating strong relationships with suppliers and service providers is pivotal to your business success .

Trustworthy suppliers contribute significantly to operational efficiency and customer satisfaction.

Financial Benefits of Reliable Suppliers

A dependable supplier offers competitive pricing, allowing you to extend cost savings to customers and boost your profitability.

Furthermore, consistent stock availability from reliable suppliers ensures uninterrupted operations.

Reciprocity and Respect in Supplier Relationships

Fostering a respectful partnership and ensuring mutual financial gains positively impacts your supplier relationships.

This approach enhances collaboration and reliability, benefiting both parties.

Prioritize these supplier relationship principles to secure essential resources, foster mutual growth, and achieve long-term success .

For More See, How To Choose a Supplier.

17. Physical Setup

Creating a Functional Layout for Your Staffing Agency

Optimal Signage Placement

Incorporate well-placed signage within your staffing agency’s physical layout.

Alongside the prominent main business sign, strategically position signs at parking lots, exits, and designated areas.

Thoughtfully designed signs not only guide individuals but also reflect the professionalism of your operation.

Efficient Office Setup

The office space is the nerve center of your staffing agency’s operations. Efficiently organize your workspace for optimal productivity.

As much of your time will be spent managing business affairs here, ensure your office is fully equipped with all the tools and resources necessary for effective management.

A Seamless Blend

By combining strategic signage placement and a well-structured office setup, your staffing agency establishes an environment that promotes efficiency, professionalism, and streamlined operations.

This balanced approach enhances the internal workflow and the external impression on clients and visitors.

See, Here are Considerations for The Setup of Your Office, for tips and ideas to make your office work for you. Also, have a look at our article About Company Signs.

18. Creating a Website

Harnessing the Power of Your Business Website

A business website is indispensable, serving as a primary point of contact to engage current and potential clients.

Control and Ownership

Unlike social media accounts, a website affords you complete control and ownership.

Hosting your site and registering a domain name gives you authority to set the rules, ensuring a consistent and branded online presence.

Unlocking Marketing Potential

Extend the use of your website as a robust marketing tool. Capitalize on the opportunity to showcase your industry expertise through insightful blogs and customized content.

This approach builds trust among customers, potentially translating into heightened sales figures.

Building a Strong Digital Footprint

Blend information and interaction seamlessly through your website, fashioning a compelling digital identity.

This platform unites essential business information, nurtures connections, and bolsters your brand’s credibility and expansion.

For more, see How to Build a Website for Your Business .

19. Create an External Support Team

Building Your External Support Dream Team

Relying on Expert Guidance

An external support team comprises professionals who offer advice and services vital to your business growth.

It’s crucial to note that these experts are not your direct employees.

Strategic Utilization of Services

Leverage their expertise for projects, tasks, contractual work, hourly consultations, or through retainer agreements.

While you might already collaborate with some individuals, acknowledging them as part of your team enhances your grasp of their role and encourages expansion.

Gradual Team Formation

Initial setup need not be exhaustive, as cultivating dependable professional relationships takes time.

However, the journey to establish a reliable network is ongoing.

Empowering with Expertise

A robust external support team may encompass an accountant, lawyer, financial advisor, marketing specialist, technical consultant, and more.

This diversified team strengthens your capabilities, ensuring assistance when needed.

The Power of Collaboration

Fostering a strong external support team equips your business with a safety net of knowledgeable individuals.

Their pooled expertise bolsters your decision-making and propels your business forward.

For more, see, Building a Team of Professional Advisors for Your Business.

20. Hiring Employees

The Evolution of Hiring in Your Growing Business

At the outset, handling tasks alone may seem cost-effective. Managing everything alone keeps the payroll expenses low, a significant advantage during the initial stages.

Transitioning to Expansion

As your business flourishes, managing its entirety single-handedly may become overwhelming.

Hiring becomes essential. While the urge to save costs persists, hiring qualified individuals with strong work ethics for each role is pivotal.

Strategic Hiring for Improved Productivity

Prioritize fitting candidates who resonate with your company culture. This not only boosts productivity but also elevates operational efficiency.

Essential Roles for Your Growing Staffing Agency

The following is a list of roles or services to consider as your staffing agency expands:

  • Account Manager
  • Human Resources Specialist
  • Payroll Administrator
  • Marketing Specialist
  • Business Development Manager
  • Administrative Assistant
  • Legal Advisor
  • Outsourced Bookkeeping Service

Employ these insights to establish a balanced team, enhancing your business’s efficiency and ensuring sustainable growth.

For more, see, How and When to Hire a New Employee.

Points To Consider

Hours of operation:.

Hours of Operation for Your Staffing Agency

When determining your staffing agency’s hours of operation, consider these factors:

  • Regular business hours: Typically 9 AM to 5 PM, Monday to Friday.
  • Extended hours: Offering services beyond regular hours to accommodate client needs.
  • Weekend availability: For urgent placements or client inquiries.
  • Holiday policies: Whether you remain open or have reduced services during holidays.
  • Remote support: Consider providing remote assistance outside of office hours.
  • Time zone considerations: If serving clients in different time zones, adjust accordingly.

A List of Equipment and Supplies to Consider for a Staffing Agency:

For a staffing agency, having the right equipment is essential to ensure smooth operations and provide high-quality service to both clients and candidates.

Here’s a detailed list of equipment that you may need:

Office Furniture and Fixtures:

  • Ergonomic chairs
  • Filing cabinets
  • Meeting room tables and chairs
  • Reception area furniture
  • Shelving units

Computer and Networking Equipment:

  • Desktop computers or laptops
  • Printers and scanners
  • Network routers and switches
  • Uninterrupted Power Supply (UPS) systems
  • Data backup solutions

Communication Devices:

  • Business telephone system
  • Mobile phones or tablets for remote staff
  • Video conferencing equipment

Software Solutions:

  • Applicant tracking system (ATS)
  • Customer Relationship Management (CRM) software
  • Payroll management software
  • Time tracking and scheduling software
  • Office productivity software (e.g., word processing, spreadsheets)
  • Security software (antivirus, firewall)

Office Supplies and Accessories:

  • Stationery (pens, notepads, etc.)
  • Staplers and hole punches
  • Whiteboards or bulletin boards
  • Business card holders

Security Equipment:

  • Security cameras
  • Secure access systems (key cards or biometric access)

Miscellaneous:

  • Coffee machine and kitchen appliances
  • Office decorations and plants
  • Recycling and waste bins

These items collectively create an efficient and professional working environment.

Some of them may be optional, depending on the specific needs and scale of your staffing agency, so it’s advisable to assess your individual requirements and make selections accordingly.

Key Points To Succeeding in a Staffing Agency

Navigating Success: Essential Strategies for Your Staffing Agency

Solidifying Foundations: Building Your Clientele

  • Challenging Start : Constructing a customer base during the startup phase can prove demanding.
  • Relationship Fabric : Forging bonds with customers, suppliers, and employees is paramount.
  • Customer-Centric Approach : Delivering sought-after products and services is a foundation for success.

Incorporating Feedback: A Vital Edge

  • Actionable Feedback : Leveraging customer input and addressing credible concerns heightens your competitive edge.
  • Customer Focus : Elevating customer service to a paramount position fortifies your business.
  • Value Proposition : Perpetual focus on value delivery nurtures lasting relationships.

Team Excellence: The Right Workforce Matters

  • Strategic Hiring : Crafting the perfect team for each role is pivotal.
  • Effective Management : Nurturing staff, respecting their contributions, and fostering a harmonious work environment boosts retention.

Financial Vigilance: Managing Resources Wisely

  • Cash Flow Mastery : Skillful cash flow management is a linchpin of stability.
  • Optimizing Costs : Balancing quality and customer service while minimizing expenses is an art.

Change Embrace: Agility and Adaptation

  • Dynamic Transformation : Adapting to industry shifts, evolving business methodologies, and technology advancements are imperative.
  • Revenue Fluctuations : Navigating revenue variations requires strategic acumen.

Competition and Outreach: Thriving Amidst Rivals

  • Rising Above : Whether self-driven or professional, effective advertising and marketing fuels awareness and market presence.

Making Your Staffing Agency stand out

Elevating Eminence: Crafting a Distinct Staffing Agency Identity

Strategic Branding: Setting Your Agency Apart

Creating a distinctive presence in the competitive landscape requires strategic branding.

A unique and resonant identity distinguishes your staffing agency from the rest.

1. Niche Dominance : Specialize in a specific industry or job type. Catering to a niche fosters expertise and attracts a targeted clientele.

2. Technological Edge : Embrace cutting-edge technology for streamlined operations, efficient candidate matching, and superior customer experience.

3. Personalized Connections : Prioritize personalized interactions. Treating candidates and clients as individuals enhances your rapport.

4. Skill Development : Offer training programs that enhance candidates’ skills, making your agency a go-to for upskilling.

5. Creative Payment Models : Innovate payment structures, like pay-as-you-grow or performance-based fees, displaying flexibility.

6. Community Involvement : Engage in community initiatives that underline your agency’s commitment beyond business.

7. Diverse Talent Pool : Champion diversity and inclusivity by building a talent pool that reflects various backgrounds.

8. Transparent Communication : Foster transparent communication with both candidates and clients. Honesty breeds trust.

Add on Ideas for a Staffing Agency

1. Career Counseling : Extend services beyond placement, offering career advice and guidance.

2. Skill Assessments : Provide candidates with skill assessments, aiding in matching the right skills to the right roles.

3. Temp-to-Perm Transitions : Facilitate smooth transitions from temporary to permanent roles, enhancing both candidate and client satisfaction.

4. Employee Retention Workshops : Assist clients in retaining staff through workshops and strategies.

5. Outsourced HR Services : Offer HR solutions that alleviate clients’ staffing-related burdens.

6. Remote Work Solutions : Aid clients in embracing remote work by offering virtual staffing solutions.

7. Onboarding Assistance : Assist clients in effectively onboarding new hires for enhanced integration.

8. Performance Tracking : Provide tools for clients to track temporary employees’ performance, fostering accountability.

9. Industry Insights : Share industry trends and insights to empower clients in their staffing decisions.

10. Talent Analytics : Leverage data to provide clients with valuable insights into candidate performance and market trends .

11. Employee Engagement : Offer engagement strategies that elevate client-employee relationships.

By harnessing these notions, your staffing agency can stand resolute amidst competition.

A distinct identity and value-added services forge a unique niche in the staffing realm.

Marketing Considerations

Primed for Success: Customer Attraction

A staffing agency thrives on customers, making customer attraction paramount.

The initial phase poses challenges due to novelty, but building a strong reputation over time eases the journey.

Evolving Efforts: Continuous Marketing Endeavor

Marketing is a perpetual endeavor, one that evolves as your agency grows.

Return on Investment: The Revenue Reap

The more you invest in adept marketing strategies, the higher your revenue climbs.

Flexible Approach: Agency or Expert

You don’t necessarily require a marketing agency or specialist from the outset, but this avenue remains open for optimal matches.

Simplified Strategy: Awareness Amplification

Conceptualize your marketing strategy as an awareness amplifier. Harness opportunities as they emerge.

Illuminating Outreach: Pioneering Simplicity

  • Online Presence : Develop a professional website showcasing your agency’s offerings.
  • Social Media Engagement : Leverage platforms to connect, engage, and share your services.
  • Networking : Attend industry events, workshops, and seminars to foster connections.
  • Word of Mouth : Encourage satisfied clients and candidates to spread the word.
  • Content Creation : Share informative blog posts, videos, or podcasts relevant to your field.
  • Referral Programs : Reward clients, employees, or partners who refer business to you.
  • Email Campaigns : Keep your audience informed through regular email updates.
  • Collaborations : Partner with complementary businesses for mutual exposure.
  • Local Advertising : Advertise in local newspapers, magazines, or community boards.
  • Testimonials : Showcase positive feedback from satisfied clients and candidates.
  • Online Directories : List your agency on relevant industry directories.

By embracing these straightforward methods, you can effectively disseminate your agency’s message, catalyzing recognition and fostering a steady stream of clients.

We have an article on How To Get Customers Through the Door and a marketing section that will provide ideas to help you bring awareness to your business.

Sample Ad Ideas:

Here are five display ads, each with a headline and content to attract customers to a staffing agency:

Headline: “Find Talent, Not Resumes – Your Staffing Solution!”

Struggling with hiring? We specialize in connecting businesses with top-tier talent.

Our experts ensure you get the right fit for every position. Say goodbye to tedious hiring processes and partner with us today!

Headline: “Your Dream Team Awaits – Staffing Solutions for Success!”

Achieve your business goals with our handpicked professionals.

Our staffing agency offers tailored solutions for all industries. We have the right people for your team, from temporary hires to permanent staff. Contact us now!

Headline: “Scale Your Business with Our Staffing Excellence!”

Growing your team? Our staffing agency offers rapid hiring solutions.

With a vast pool of skilled candidates, we match the perfect fit for your needs. Flexible, efficient, and dedicated to your success. Reach out today!

Headline: “Hire Smart – We Match Talent to Your Needs!”

Get the best hires without the hassle. Our staffing agency understands your unique needs and finds the right candidates.

Whether it’s temporary staff or long-term professionals, we have it covered. Let’s work together!

Headline: “Your Success Starts with the Right Staff – We Can Help!”

Need staffing solutions that work for you? Our agency offers personalized service to find the best talent in your industry.

Quality candidates, fast placements, and support throughout the hiring process. Connect with us today!

Synergistic Alliances: Fostering Beneficial Business Collaborations

Collaborating with complementary businesses can foster a mutually beneficial partnership in your pursuit of growth. This collaboration enhances referrals and bolsters both businesses.

1. Professional Services Firms : Law firms, accounting agencies, and consultancy services often require temporary staff and could refer clients needing staffing assistance.

2. Real Estate Agencies : They interact with businesses relocating, expanding, or starting afresh, often requiring workforce solutions.

3. Training Institutes : Institutions providing skill enhancement can refer candidates seeking employment after completion.

4. HR Consulting Firms : They may lack the staffing dimension, opening avenues for collaboration.

5. Technology Firms : Businesses reliant on technology frequently require specialized staffing, offering a strategic alignment.

6. Marketing Agencies : Their clients’ growth necessitates a robust workforce, creating the potential for referrals.

7. Event Management Companies : Temporary staff requirements peak during events, creating an ideal partnership.

8. Nonprofits : Partnerships with nonprofits resonate with your social responsibility while aiding them with staffing needs.

9. Retail Outlets : Seasonal employment spikes can be met by a staffing agency’s services.

10. Manufacturing Units : Industrial settings often require temporary staff for various roles.

11. Healthcare Facilities : Temp staffing solutions are beneficial for handling staff shortages.

12. Educational Institutions : Temporary staff requirements emerge for events, administrative tasks, and more.

13. Hospitality Establishments : The hospitality sector often experiences fluctuating staff needs.

14. IT Companies : IT projects often require specialized contract staff aligning with your services.

15. Creative Agencies : Projects with varying timelines necessitate flexible staffing solutions.

Cultivating Collaborations: Crafting a Win-Win Framework

Initiating conversations centered on mutual benefits can pave the way for rewarding partnerships.

Whether referral fees, reciprocal referrals, or customized solutions, a collaborative spirit amplifies success for both parties.

Skill Set Spotlight: Pivotal for Prosperity

Foundation for Success: Skill Set Evaluation

Embracing your skill set’s alignment with staffing agency ownership is pivotal.

A comprehensive assessment ensures competence in essential aspects.

1. Communication Proficiency : Effective communication fosters client and candidate relationships, promoting business growth.

2. Recruitment Expertise : A thorough understanding of recruitment processes is indispensable for matching the right candidates with suitable roles.

3. Sales Acumen : Competence in sales aids in client acquisition and business expansion.

4. Relationship Building : Building and nurturing relationships with clients, candidates, and collaborators fortify your agency’s standing.

5. Negotiation Skills : Negotiating contracts, fees, and terms is integral to sustaining profitable partnerships.

6. Problem-Solving Acuity : Rapid problem-solving abilities resolve challenges swiftly, bolstering agency’s reputation.

7. Leadership Proficiency : As a leader, effective management and team coordination drive operational excellence.

8. Time Management : Juggling diverse tasks requires adept time management for optimal productivity.

9. Adaptability : The staffing landscape evolves; adaptability facilitates staying relevant.

10. Industry Knowledge : Understanding industry trends, labor laws, and market insights enhance decision-making.

11. Financial Acumen : Sound financial management ensures business sustainability.

12. Technology Savvy : Utilizing tech tools streamlines operations, enhancing efficiency.

13. Marketing Know-How : Marketing strategies enhance agency visibility and client engagement.

14. Conflict Resolution : Skilled conflict resolution minimizes disruptions, fostering harmonious relationships.

15. Decision-Making Proficiency : Informed decisions steer agency growth and innovation.

Enhancing Competence: Bridging Skill Gaps

Acknowledging skill gaps empowers your journey. Acquiring new skills or enlisting specialists ensures comprehensive expertise, bolstering your agency’s vitality.

Knowledge Is Power if You Use It!

Harnessing Knowledge: Empowerment in Action

Unlock the power of knowledge through practical application.

Discover valuable industry insights online by exploring the links in the subsequent sections.

Leverage this information during research, startup, and operational phases for your business’s success.

Trends and Statistics

Navigating Industry Trends: A Source of Advantage

Delve into industry trends and statistics for your staffing agency’s advantage.

Gain insights to fine-tune strategies, anticipate shifts, and elevate your agency’s prominence.

See the latest search results for trends and statistics related to the staffing agency industry.

Staffing Agency Associations

Embracing Trade Associations: A Gateway to Industry Insights

Trade associations extend a spectrum of benefits, encompassing industry updates and networking avenues.

These advantages amplify during association-arranged events, fostering connection and knowledge exchange.

See the search results related to staffing agency associations.

Top Staffing Agencies

Gleaning from Established Agencies: Igniting Innovation

Exploring established staffing agencies sparks innovation.

Identify industry gaps for your unique value proposition or discover overlooked elements within your business, propelling advancement.

See the latest search results for the Top Staffing Agencies.

The Future of the Staffing Agency Industry

Embark on research to anticipate industry evolution.

Unveil insights vital for prospective staffing agency owners, aligning strategies with future trends and opportunities.

See the search results for the future of the staffing agency industry.

Unveiling Industry Pricing: An Asset for Aspiring Agencies

Survey industry pricing to equip potential staffing agencies. Acquire insights into pricing structures, enhancing informed decisions for a successful launch and competitive edge.

See the latest Staff Recruitment prices.

Staffing Agencies for Sale

Exploring Existing Business Purchase: Pros and Cons

Considering an established staffing agency? Pros include instant revenue, reputation, and customer base.

Yet, costs and potential changes can pose challenges. Explore available options via this link.

Businesses for sale: See the latest results for a staffing agency and others related to this business model.

Franchise Opportunities Related to a Staffing Agency

Considering a franchise ? Benefits include a proven model, corporate support, and reputation.

However, limitations on changes and ongoing fees are drawbacks. Explore opportunities using this link.

See the latest search results for franchise opportunities related to this industry.

Customer Expectations

Customer Expectations in Staffing Services

Understanding customer expectations through search results can help exceed their needs.

Uncover potential issues and optimize your services to ensure comprehensive coverage.

See the search results related to customer expectations for Recruitment and Staffing Services.

Expert Tips

Expert Tips for Skill Enhancement

Benefit from expert tips regardless of your level.

Experts gain new perspectives, while novices learn valuable techniques. Access the latest staffing agency tips to enhance your skills and knowledge.

Staffing Agency Insights

Enhancing Insights and Ideas

Explore tips and insights to gain fresh ideas, avoid pitfalls, and expand your industry knowledge while managing your staffing agency effectively.

See the latest search results leading to resources about  Staffing Agency Insights.

Recruitment and Staffing Publications

Staying Informed Through Publications

Engage with industry publications to stay current and well-informed about staffing agency trends, news, and insights.

See the search results for Recruitment and Staffing Publications.

Recruitment and Staffing Forums

Engage in Staffing Agency Forums

Participate in staffing agency forums to foster discussions, connect with industry peers, and gain valuable insights from industry professionals and customers.

See the latest search results related to Recruitment and Staffing Forums.

Enroll in Educational Courses

Enhance your skills and knowledge by enrolling in courses, either online or at local educational institutions, further to develop your expertise in the staffing agency industry.

See the latest courses related to Recruitment and Staffing  and our management articles to provide insights and tips on managing Your business.

Staffing Agency Blogs

Stay Informed with Staffing Agency Blogs

Subscribe to various staffing agency blogs to gather ideas and stay current.

Subscribe to several initially, then narrow to the most valuable ones for a continuous flow of informative content.

Look at the latest search results for staffing agency blogs to follow.

Recruitment and Staffing News

Stay Industry-Aware with News Updates

Stay updated about the staffing agency industry through reliable news sources.

Regularly check reputable news outlets to stay informed about the latest developments and trends.

YouTube Insights for Staffing Agencies

Explore YouTube for informative videos related to staffing agencies.

Spend time browsing the content to gain insights and industry knowledge.

See the links to YouTube Videos Below.

  • Videos related to starting a staffing agency can be found here.

Privacy Overview

How to write a business plan for a staffing agency?

staffing agency business plan

Putting together a business plan for a staffing agency can be daunting - especially if you're creating a business for the first time - but with this comprehensive guide, you'll have the necessary tools to do it confidently.

We will explore why writing one is so important in both starting up and growing an existing staffing agency, as well as what should go into making an effective plan - from its structure to content - and what tools can be used to streamline the process and avoid errors.

Without further ado, let us begin!

In this guide:

Why write a business plan for a staffing agency?

  • What information is needed to create a business plan for a staffing agency?
  • How do I build a financial forecast for a staffing agency?

The written part of a staffing agency business plan

  • What tool should I use to write my staffing agency business plan?

Being clear on the scope and goals of the document will make it easier to understand its structure and content. So before diving into the actual content of the plan, let's have a quick look at the main reasons why you would want to write a staffing agency business plan in the first place.

To have a clear roadmap to grow the business

Small businesses rarely experience a constant and predictable environment. Economic cycles go up and down, while the business landscape is mutating constantly with new regulations, technologies, competitors, and consumer behaviours emerging when we least expect it.

In this dynamic context, it's essential to have a clear roadmap for your staffing agency. Otherwise, you are navigating in the dark which is dangerous given that - as a business owner - your capital is at risk.

That's why crafting a well-thought-out business plan is crucial to ensure the long-term success and sustainability of your venture.

To create an effective business plan, you'll need to take a step-by-step approach. First, you'll have to assess your current position (if you're already in business), and then identify where you'd like your staffing agency to be in the next three to five years.

Once you have a clear destination for your staffing agency, you'll focus on three key areas:

  • Resources: you'll determine the human, equipment, and capital resources needed to reach your goals successfully.
  • Speed: you'll establish the optimal pace at which your business needs to grow if it is to meet its objectives within the desired timeframe.
  • Risks: you'll identify and address potential risks you might encounter along the way.

By going through this process regularly, you'll be able to make informed decisions about resource allocation, paving the way for the long-term success of your business.

To maintain visibility on future cash flows

Businesses can go for years without making a profit, but they go bust as soon as they run out of cash. That's why "cash is king", and maintaining visibility on your staffing agency's future cash flows is critical.

How do I do that? That's simple: you need an up-to-date financial forecast.

The good news is that your staffing agency business plan already contains a financial forecast (more on that later in this guide), so all you have to do is to keep it up-to-date.

To do this, you need to regularly compare the actual financial performance of your business to what was planned in your financial forecast, and adjust the forecast based on the current trajectory of your business.

Monitoring your staffing agency's financial health will enable you to identify potential financial problems (such as an unexpected cash shortfall) early and to put in place corrective measures. It will also allow you to detect and capitalize on potential growth opportunities (higher demand from a given segment of customers for example).

To secure financing

A detailed business plan becomes a crucial tool when seeking financing from banks or investors for your staffing agency.

Investing and lending to small businesses are very risky activities given how fragile they are. Therefore, financiers have to take extra precautions before putting their capital at risk.

At a minimum, financiers will want to ensure that you have a clear roadmap and a solid understanding of your future cash flows (like we just explained above). But they will also want to ensure that your business plan fits the risk/reward profile they seek.

This will off-course vary from bank to bank and investor to investor, but as a rule of thumb. Banks will want to see a conservative financial management style (low risk), and they will use the information in your business plan to assess your borrowing capacity — the level of debt they think your business can comfortably handle — and your ability to repay the loan. This evaluation will determine whether they'll provide credit to your staffing agency and the terms of the agreement.

Whereas investors will carefully analyze your business plan to gauge the potential return on their investment. Their focus lies on evidence indicating your staffing agency's potential for high growth, profitability, and consistent cash flow generation over time.

Now that you recognize the importance of creating a business plan for your staffing agency, let's explore what information is required to create a compelling plan.

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Information needed to create a business plan for a staffing agency

You need the right data in order to project sales, investments and costs accurately in the financial forecast of your staffing agency business plan.

Below, we'll cover three key pieces of information you should gather before drafting your business plan.

Carrying out market research for a staffing agency

As you consider writing your business plan for a staffing agency, conducting market research becomes a vital step to ensure accurate and realistic financial projections.

Market research provides valuable insights into your target customer base, competitors, pricing strategies, and other key factors that can significantly impact the commercial success of your business.

Through this research, you may uncover trends that could influence your staffing agency.

You may find that larger organizations in your area are increasingly looking for staffing services. Additionally, you could discover that more small businesses are starting to consider hiring contractors for short-term projects, potentially creating new opportunities for your staffing agency.

Such market trends play a significant role in forecasting revenue, as they offer valuable data about potential customers' spending habits and preferences.

By incorporating these findings into your financial projections, you can present investors with more accurate information, helping them make informed decisions about investing in your staffing agency.

Developing the marketing plan for a staffing agency

Before delving into your staffing agency business plan, it's imperative to budget for sales and marketing expenses.

To achieve this, a comprehensive sales and marketing plan is essential. This plan should provide an accurate projection of the necessary actions to acquire and retain customers.

Additionally, it will outline the required workforce to carry out these initiatives and the corresponding budget for promotions, advertising, and other marketing endeavours.

By budgeting accordingly, you can ensure that the right resources are allocated to these vital activities, aligning them with the sales and growth objectives outlined in your business plan.

The staffing and equipment needs of a staffing agency

As you embark on starting or expanding your staffing agency, having a clear plan for recruitment and capital expenditures (investment in equipment and real estate) is essential for ensuring your business's success.

Both the recruitment and investment plans must align with the timing and level of growth projected in your forecast, and they require appropriate funding.

A staffing agency might incur costs for staffing such as wages to employees, payroll taxes, and employee benefits. Additionally, they might also incur costs for equipment such as computers, office furniture, and other supplies.

To create a realistic financial forecast, you also need to consider other operating expenses associated with the day-to-day running of your business, such as insurance and bookkeeping.

With all the necessary information at hand, you are ready to begin crafting your business plan and developing your financial forecast.

What goes into your staffing agency's financial forecast?

The objective of the financial forecast of your staffing agency's business plan is to show the growth, profitability, funding requirements, and cash generation potential of your business over the next 3 to 5 years.

The four key outputs of a financial forecast for a staffing agency are:

  • The profit and loss (P&L) statement ,
  • The projected balance sheet ,
  • The cash flow forecast ,
  • And the sources and uses table .

Let's look at each of these in a bit more detail.

The projected P&L statement

The projected P&L statement for a staffing agency shows how much revenue and profit your business is expected to make in the future.

example of projected profit and loss statement in a staffing agency business plan

A healthy staffing agency's P&L statement should show:

  • Sales growing at (minimum) or above (better) inflation
  • Stable (minimum) or expanding (better) profit margins
  • A healthy level of net profitability

This will of course depend on the stage of your business: numbers for a startup will look different than for an established staffing agency.

The projected balance sheet of your staffing agency

The balance sheet for a staffing agency is a financial document that provides a snapshot of your business’s financial health at a given point in time.

It shows three main components: assets, liabilities and equity:

  • Assets: are resources owned by the business, such as cash, equipment, and accounts receivable (money owed by clients).
  • Liabilities: are debts owed to creditors and other entities, such as accounts payable (money owed to suppliers) and loans.
  • Equity: includes the sums invested by the shareholders or business owners and the cumulative profits and losses of the business to date (called retained earnings). It is a proxy for the value of the owner's stake in the business.

example of projected balance sheet in a staffing agency business plan

Examining the balance sheet is important for lenders, investors, or other stakeholders who are interested in assessing your staffing agency's liquidity and solvency:

  • Liquidity: assesses whether or not your business has sufficient cash and short-term assets to honour its liabilities due over the next 12 months. It is a short-term focus.
  • Solvency: assesses whether or not your business has the capacity to repay its debt over the medium-term.

Looking at the balance sheet can also provide insights into your staffing agency's investment and financing policies.

In particular, stakeholders can compare the value of equity to the value of the outstanding financial debt to assess how the business is funded and what level of financial risk has been taken by the owners (financial debt is riskier because it has to be repaid, while equity doesn't need to be repaid).

The cash flow forecast

A projected cash flow statement for a staffing agency is used to show how much cash the business is generating or consuming.

cash flow forecast in a staffing agency business plan example

The cash flow forecast is usually organized by nature to show three key metrics:

  • The operating cash flow: do the core business activities generate or consume cash?
  • The investing cash flow: how much is the business investing in long-term assets (this is usually compared to the level of fixed assets on the balance sheet to assess whether the business is regularly maintaining and renewing its equipment)?
  • The financing cash flow: is the business raising new financing or repaying financiers (debt repayment, dividends)?

As we discussed earlier, cash is king and keeping an eye on future cash flows an imperative for running a successful business. Therefore, you can expect the reader of your staffing agency business plan to pay close attention to your cash flow forecast.

Also, note that it is customary to provide both yearly and monthly cash flow forecasts in a business plan - so that the reader can analyze seasonal variation and ensure the staffing agency is appropriately funded.

The initial financing plan

The initial financing plan - also called a sources and uses table - is an important tool when starting a staffing agency.

It shows where the money needed to set up the business will come from (sources) and how it will be allocated (uses).

initial financing plan in a staffing agency business plan

Having this table helps understand what costs are involved in setting up the staffing agency, how the risks are distributed between the shareholders and the lenders, and what will be the starting cash position (which needs to be sufficient to sustain operations until the business breaks even).

Now that the financial forecast of a staffing agency business plan is understood, let's focus on what goes into the written part of the plan.

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The written part of the business plan is where you will explain what your business does and how it operates, what your target market is, whom you compete against, and what strategy you will put in place to seize the commercial opportunity you've identified.

Having this context is key for the reader to form a view on whether or not they believe that your plan is achievable and the numbers in your forecast realistic.

The written part of a staffing agency business plan is composed of 7 main sections:

  • The executive summary
  • The presentation of the company
  • The products and services
  • The market analysis
  • The strategy
  • The operations
  • The financial plan

Let's go through the content of each section in more detail!

1. The executive summary

The first section of your staffing agency's business plan is the executive summary which provides, as its name suggests, an enticing summary of your plan which should hook the reader and make them want to know more about your business.

When writing the executive summary, it is important to provide an overview of the business, the market, the key financials, and what you are asking from the reader.

Start with a brief introduction of the business, its name, concept, location, how long it has been in operation, and what makes it unique. Mention any services or products you plan to offer and who you sell to.

Then you should follow with an overview of the addressable market for your staffing agency, current trends, and potential growth opportunities.

You should then include a summary of your key financial figures such as projected revenues, profits, and cash flows.

Finally, you should detail any funding requirements in the ask section.

2. The presentation of the company

As you build your staffing agency business plan, the second section deserves attention as it delves into the structure and ownership, location, and management team of your company.

In the structure and ownership part, you'll provide valuable insights into the legal structure of the business, the identities of the owners, and their respective investments and ownership stakes. This level of transparency is vital, particularly if you're seeking financing, as it clarifies which legal entity will receive the funds and who holds the reins of the business.

Moving to the location part, you'll offer a comprehensive view of the company's premises and articulate why this specific location is strategic for the business, emphasizing factors like catchment area, accessibility, and nearby amenities.

When describing the location of your staffing agency, you may point out the potential of the area, including its access to public transportation, prominent business districts, and vibrant cultural scenes. You could also highlight the potential for growth in the area, with the potential for steady population increases and the potential for increased investment in the local economy. Additionally, you might discuss the potential for the area to become a regional hub for businesses in the staffing industry, as well as the potential access to a wide variety of qualified and experienced workers.

Lastly, you should introduce your esteemed management team. Provide a thorough explanation of each member's role, background, and extensive experience.

It's equally important to highlight any past successes the management team has achieved and underscore the duration they've been working together. This information will instil trust in potential lenders or investors, showcasing the strength and expertise of your leadership team and their ability to deliver the business plan.

3. The products and services section

The products and services section of your staffing agency business plan should include a detailed description of what your company sells to its customers. 

For example, your staffing agency might offer temporary staffing solutions, where it provides businesses with temporary staff for short-term projects or work; recruitment services, which help businesses find the best qualified candidates for permanent job openings; and payroll services, which manage payments and deductions for the staffing agency's employees. These services provide businesses with access to quality staff and help them save money on both time and resources.

The reader will want to understand what makes your staffing agency unique from other businesses in this competitive market.

When drafting this section, you should be precise about the categories of products or services you sell, the clients you are targeting and the channels that you are targeting them through. 

4. The market analysis

When presenting your market analysis in your staffing agency business plan, you should detail the customers' demographics and segmentation, target market, competition, barriers to entry, and any regulations that may apply.

The goal of this section is to help the reader understand how big and attractive your market is, and demonstrate that you have a solid understanding of the industry.

You should start with the demographics and segmentation subsection, which gives an overview of the addressable market for your staffing agency, the main trends in the marketplace, and introduces the different customer segments and their preferences in terms of purchasing habits and budgets.

The target market section should follow and zoom on the customer segments your staffing agency is targeting, and explain how your products and services meet the specific needs of these customers.

For example, your target market might include fast-growing companies with limited staffing resources. These businesses may need to hire quickly and in bulk, but may not have the internal infrastructure or expertize to do so. Additionally, a staffing agency might target large companies that have short-term staffing needs or that need specialized workers.

Then comes the competition subsection, where you should introduce your main competitors and explain what differentiates you from them.

Finally, you should finish your market analysis by giving an overview of the main regulations applicable to your staffing agency.

5. The strategy section

When writing the strategy section of a business plan for your staffing agency, it is essential to include information about your competitive edge, pricing strategy, sales & marketing plan, milestones, and risks and mitigants.

The competitive edge subsection should explain what sets your company apart from its competitors. This part is especially key if you are writing the business plan of a startup, as you have to make a name for yourself in the marketplace against established players.

The pricing strategy subsection should demonstrate how you intend to remain profitable while still offering competitive prices to your customers.

The sales & marketing plan should outline how you intend to reach out and acquire new customers, as well as retain existing ones with loyalty programs or special offers. 

The milestones subsection should outline what your company has achieved to date, and its main objectives for the years to come - along with dates so that everyone involved has clear expectations of when progress can be expected.

The risks and mitigants subsection should list the main risks that jeopardize the execution of your plan and explain what measures you have taken to minimize these. This is essential in order for investors or lenders to feel secure in investing in your venture.

Your staffing agency could face financial risks if clients fail to pay their invoices. They may also face legal risks if they do not comply with labor regulations, such as ensuring that employees have the appropriate visas to work in certain countries. Additionally, they could face reputational risks if they do not properly vet their temporary staff and it results in a bad experience for their clients.

6. The operations section

The operations of your staffing agency must be presented in detail in your business plan.

The first thing you should cover in this section is your staffing team, the main roles, and the overall recruitment plan to support the growth expected in your business plan. You should also outline the qualifications and experience necessary to fulfil each role, and how you intend to recruit (using job boards, referrals, or headhunters).

You should then state the operating hours of your staffing agency - so that the reader can check the adequacy of your staffing levels - and any plans for varying opening times during peak season. Additionally, the plan should include details on how you will handle customer queries outside of normal operating hours.

The next part of this section should focus on the key assets and IP required to operate your business. If you depend on any licenses or trademarks, physical structures (equipment or property) or lease agreements, these should all go in there.

You could have key assets such as a client database containing contact information and specific hiring needs for potential employers. Additionally, the staffing agency could also have intellectual property such as the proprietary algorithms used to match employers and job seekers. These algorithms may be regularly updated to ensure that the best matches are being made.

Finally, you should include a list of suppliers that you plan to work with and a breakdown of their services and main commercial terms (price, payment terms, contract duration, etc.). Investors are always keen to know if there is a particular reason why you have chosen to work with a specific supplier (higher-quality products or past relationships for example).

7. The presentation of the financial plan

The financial plan section is where we will include the financial forecast we talked about earlier in this guide.

Now that you have a clear idea of the content of a staffing agency business plan, let's look at some of the tools you can use to create yours.

What tool should I use to write my staffing agency's business plan?

In this section, we will be reviewing the two main options for writing a staffing agency business plan efficiently:

  • Using specialized software,
  • Outsourcing the drafting to the business plan writer.

Using an online business plan software for your staffing agency's business plan

Using online business planning software is the most efficient and modern way to create a staffing agency business plan.

There are several advantages to using specialized software:

  • You can easily create your financial forecast by letting the software take care of the financial calculations for you without errors
  • You are guided through the writing process by detailed instructions and examples for each part of the plan
  • You can access a library of dozens of complete business plan samples and templates for inspiration
  • You get a professional business plan, formatted and ready to be sent to your bank or investors
  • You can easily track your actual financial performance against your financial forecast
  • You can create scenarios to stress test your forecast's main assumptions
  • You can easily update your forecast as time goes by to maintain visibility on future cash flows
  • You have a friendly support team on standby to assist you when you are stuck

If you're interested in using this type of solution, you can try The Business Plan Shop for free by signing up here .

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Hiring a business plan writer to write your staffing agency's business plan

Outsourcing your staffing agency business plan to a business plan writer can also be a viable option.

Business plan writers are skilled in creating error-free business plans and accurate financial forecasts. Moreover, hiring a consultant can save you valuable time, allowing you to focus on day-to-day business operations.

However, it's essential to be aware that hiring business plan writers will be expensive, as you're not only paying for their time but also the software they use and their profit margin.

Based on experience, you should budget at least £1.5k ($2.0k) excluding tax for a comprehensive business plan, and more if you require changes after initial discussions with lenders or investors.

Also, exercise caution when seeking investment. Investors prefer their funds to be directed towards business growth rather than spent on consulting fees. Therefore, the amount you spend on business plan writing services and other consulting services should be insignificant compared to the amount raised.

Keep in mind that one drawback is that you usually don't own the business plan itself; you only receive the output, while the actual document is saved in the consultant's business planning software. This can make it challenging to update the document without retaining the consultant's services.

For these reasons, carefully consider outsourcing your staffing agency business plan to a business plan writer, weighing the advantages and disadvantages of seeking outside assistance.

Why not create your staffing agency's business plan using Word or Excel?

Using Microsoft Excel and Word (or their Google, Apple, or open-source equivalents) to write a staffing agency business plan is a terrible idea.

For starters, creating an accurate and error-free financial forecast on Excel (or any spreadsheet) is very technical and requires both a strong grasp of accounting principles and solid skills in financial modelling.

As a result, it is unlikely anyone will trust your numbers unless - like us at The Business Plan Shop - you hold a degree in finance and accounting and have significant financial modelling experience in your past.

The second reason is that it is inefficient. Building forecasts on spreadsheets was the only option in the 1990s and early 2000s, nowadays technology has advanced and software can do it much faster and much more accurately.

And with the rise of AI, software is also becoming smarter at helping us detect mistakes in our forecasts and helping us analyse the numbers to make better decisions.

Also, using software makes it easy to compare actuals vs. forecasts and maintain our forecasts up to date to maintain visibility on future cash flows - as we discussed earlier in this guide - whereas this is a pain to do with a spreadsheet.

That's for the forecast, but what about the written part of my staffing agency business plan?

This part is less error-prone, but here also software brings tremendous gains in productivity:

  • Word processors don't include instructions and examples for each part of your business plan
  • Word processors don't update your numbers automatically when they change in your forecast
  • Word processors don't handle the formatting for you

Overall, while Word or Excel may be viable options for creating a staffing agency business plan for some entrepreneurs, it is by far not the best or most efficient solution.

  • Using business plan software is a modern and cost-effective way of writing and maintaining business plans.
  • A business plan is not a one-shot exercise as maintaining it current is the only way to keep visibility on your future cash flows.
  • A business plan has 2 main parts: a financial forecast outlining the funding requirements of your staffing agency and the expected growth, profits and cash flows for the next 3 to 5 years; and a written part which gives the reader the information needed to decide if they believe the forecast is achievable.

We hope that this in-depth guide met your expectations and that you now have a clear understanding of how to write your staffing agency business plan. Do not hesitate to contact our friendly team if you have questions additional questions we haven't addressed here.

Also on The Business Plan Shop

  • How to write a business plan to secure a bank loan?
  • Key steps to write a business plan?
  • Top mistakes to avoid in your business plan

Do you know entrepreneurs interested in starting or growing a staffing agency? Share this article with them!

Guillaume Le Brouster

Founder & CEO at The Business Plan Shop Ltd

Guillaume Le Brouster is a seasoned entrepreneur and financier.

Guillaume has been an entrepreneur for more than a decade and has first-hand experience of starting, running, and growing a successful business.

Prior to being a business owner, Guillaume worked in investment banking and private equity, where he spent most of his time creating complex financial forecasts, writing business plans, and analysing financial statements to make financing and investment decisions.

Guillaume holds a Master's Degree in Finance from ESCP Business School and a Bachelor of Science in Business & Management from Paris Dauphine University.

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  • How to Start a Profitable Staffing Agency Business [11 Steps]

How to Write a Staffing Agency Business Plan in 7 Steps:

1. describe the purpose of your staffing agency business..

The first step to writing your business plan is to describe the purpose of your staffing agency business. This includes describing why you are starting this type of business, and what problems it will solve for customers. This is a quick way to get your mind thinking about the customers’ problems. It also helps you identify what makes your business different from others in its industry.

It also helps to include a vision statement so that readers can understand what type of company you want to build.

Here is an example of a purpose mission statement for a staffing agency business:

Our staffing agency is committed to delivering customized staffing solutions to meet the needs of our clients and help them achieve their goals. Our mission is to provide quality service, superior customer service, and customised solutions that meet the needs of our clients while contributing to their success. We will navigate the ever-changing staffing industry by staying abreast of trends in order to provide recruitment strategies that are tailored to our customers’ needs and will help fill the positions with the best talent available. We are dedicated to creating a positive work environment for all employees, providing excellent customer service to clients, and honouring all commitments made in an ethical manner.

Image of Zenbusiness business formation

2. Products & Services Offered by Your Staffing Agency Business.

The next step is to outline your products and services for your staffing agency business. 

When you think about the products and services that you offer, it's helpful to ask yourself the following questions:

  • What is my business?
  • What are the products and/or services that I offer?
  • Why am I offering these particular products and/or services?
  • How do I differentiate myself from competitors with similar offerings?
  • How will I market my products and services?

You may want to do a comparison of your business plan against those of other competitors in the area, or even with online reviews. This way, you can find out what people like about them and what they don’t like, so that you can either improve upon their offerings or avoid doing so altogether.

Image of Zenbusiness business formation

3. Build a Creative Marketing Stratgey.

If you don't have a marketing plan for your staffing agency business, it's time to write one. Your marketing plan should be part of your business plan and be a roadmap to your goals. 

A good marketing plan for your staffing agency business includes the following elements:

Target market

  • Who is your target market?
  • What do these customers have in common?
  • How many of them are there?
  • How can you best reach them with your message or product?

Customer base 

  • Who are your current customers? 
  • Where did they come from (i.e., referrals)?
  • How can their experience with your staffing agency business help make them repeat customers, consumers, visitors, subscribers, or advocates for other people in their network or industry who might also benefit from using this service, product, or brand?

Product or service description

  • How does it work, what features does it have, and what are its benefits?
  • Can anyone use this product or service regardless of age or gender?
  • Can anyone visually see themselves using this product or service?
  • How will they feel when they do so? If so, how long will the feeling last after purchasing (or trying) the product/service for the first time?

Competitive analysis

  • Which companies are competing with yours today (and why)? 
  • Which ones may enter into competition with yours tomorrow if they find out about it now through word-of-mouth advertising; social media networks; friends' recommendations; etc.)
  • What specific advantages does each competitor offer over yours currently?

Marketing channels

  • Which marketing channel do you intend to leverage to attract new customers?
  • What is your estimated marketing budget needed?
  • What is the projected cost to acquire a new customer?
  • How many of your customers do you instead will return?

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staffing agency business plan

4. Write Your Operational Plan.

Next, you'll need to build your operational plan. This section describes the type of business you'll be running, and includes the steps involved in your operations. 

In it, you should list:

  • The equipment and facilities needed
  • Who will be involved in the business (employees, contractors)
  • Financial requirements for each step
  • Milestones & KPIs
  • Location of your business
  • Zoning & permits required for the business

What equipment, supplies, or permits are needed to run a staffing agency business?

  • Computer, printer and fax machine
  • Business license
  • Insurance coverage for company liability and worker's compensation
  • Recruiting software
  • Advertising materials (brochures, business cards, website)
  • Staffing or employment agency permit or license

5. Management & Organization of Your Staffing Agency Business.

The second part of your staffing agency business plan is to develop a management and organization section.

This section will cover all of the following:

  • How many employees you need in order to run your staffing agency business. This should include the roles they will play (for example, one person may be responsible for managing administrative duties while another might be in charge of customer service).
  • The structure of your management team. The higher-ups like yourself should be able to delegate tasks through lower-level managers who are directly responsible for their given department (inventory and sales, etc.).
  • How you’re going to make sure that everyone on board is doing their job well. You’ll want check-ins with employees regularly so they have time to ask questions or voice concerns if needed; this also gives you time to offer support where necessary while staying informed on how things are going within individual departments too!

6. Staffing Agency Business Startup Expenses & Captial Needed.

This section should be broken down by month and year. If you are still in the planning stage of your business, it may be helpful to estimate how much money will be needed each month until you reach profitability.

Typically, expenses for your business can be broken into a few basic categories:

Startup Costs

Startup costs are typically the first expenses you will incur when beginning an enterprise. These include legal fees, accounting expenses, and other costs associated with getting your business off the ground. The amount of money needed to start a staffing agency business varies based on many different variables, but below are a few different types of startup costs for a staffing agency business.

Running & Operating Costs

Running costs refer to ongoing expenses related directly with operating your business over time like electricity bills or salaries paid out each month. These types of expenses will vary greatly depending on multiple variables such as location, team size, utility costs, etc.

Marketing & Sales Expenses

You should include any costs associated with marketing and sales, such as advertising and promotions, website design or maintenance. Also, consider any additional expenses that may be incurred if you decide to launch a new product or service line. For example, if your staffing agency business has an existing website that needs an upgrade in order to sell more products or services, then this should be listed here.

7. Financial Plan & Projections

A financial plan is an important part of any business plan, as it outlines how the business will generate revenue and profit, and how it will use that profit to grow and sustain itself. To devise a financial plan for your staffing agency business, you will need to consider a number of factors, including your start-up costs, operating costs, projected revenue, and expenses. 

Here are some steps you can follow to devise a financial plan for your staffing agency business plan:

  • Determine your start-up costs: This will include the cost of purchasing or leasing the space where you will operate your business, as well as the cost of buying or leasing any equipment or supplies that you need to start the business.
  • Estimate your operating costs: Operating costs will include utilities, such as electricity, gas, and water, as well as labor costs for employees, if any, and the cost of purchasing any materials or supplies that you will need to run your business.
  • Project your revenue: To project your revenue, you will need to consider the number of customers you expect to have and the average amount they will spend on each visit. You can use this information to estimate how much money you will make from selling your products or services.
  • Estimate your expenses: In addition to your operating costs, you will need to consider other expenses, such as insurance, marketing, and maintenance. You will also need to set aside money for taxes and other fees.
  • Create a budget: Once you have estimated your start-up costs, operating costs, revenue, and expenses, you can use this information to create a budget for your business. This will help you to see how much money you will need to start the business, and how much profit you can expect to make.
  • Develop a plan for using your profit: Finally, you will need to decide how you will use your profit to grow and sustain your business. This might include investing in new equipment, expanding the business, or saving for a rainy day.

staffing agency business plan

Frequently Asked Questions About Staffing Agency Business Plans:

Why do you need a business plan for a staffing agency business.

A business plan is essential for starting any type of business, including a staffing agency. It ensures that the business has a clear plan in place to reach its goals, outlines strategies to achieve success, and provides an accurate assessment of both the financial requirements for market research and success metrics. The business plan also serves as a powerful tool for gaining investors, lenders and partners required for the business to succeed.

Who should you ask for help with your staffing agency business plan?

You should consult an experienced business consultant, accountant, lawyer, or other professional who is knowledgeable about the staffing industry and business planning. They can help you identify your objectives, develop a detailed plan of action, and create financial projections.

Can you write a staffing agency business plan yourself?

While it is possible to write a staffing agency business plan yourself, if you are new to the business planning process and do not have any experience in this area, it may be best to hire a professional business plan writing service. Having an experienced business plan writer take care of the task will ensure that your plan will be comprehensive and well-written, which can greatly increase the chances of your business succeeding.

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I'm Nick, co-founder of newfoundr.com, dedicated to helping aspiring entrepreneurs succeed. As a small business owner with over five years of experience, I have garnered valuable knowledge and insights across a diverse range of industries. My passion for entrepreneurship drives me to share my expertise with aspiring entrepreneurs, empowering them to turn their business dreams into reality.

Through meticulous research and firsthand experience, I uncover the essential steps, software, tools, and costs associated with launching and maintaining a successful business. By demystifying the complexities of entrepreneurship, I provide the guidance and support needed for others to embark on their journey with confidence.

From assessing market viability and formulating business plans to selecting the right technology and navigating the financial landscape, I am dedicated to helping fellow entrepreneurs overcome challenges and unlock their full potential. As a steadfast advocate for small business success, my mission is to pave the way for a new generation of innovative and driven entrepreneurs who are ready to make their mark on the world.

staffing agency business plan

Creating a Business Plan for Your Staffing Agency

A business plan is the blueprint you follow to build your company. It outlines all of the major aspects of the business and keeps its architects — you and your business associates — focused and aligned.

But a business plan is also a document you’ll use as you work with other critical stakeholders, including funders, vendors and others, to launch your business. A great deal of forethought is required when creating your business plan, because much like any structure, a solid foundation is a necessary starting point.

According to the U.S. Small Business Administration , there is no right or wrong way to write a business plan, but there are a few more commonly used templates. For example, most people use a traditional business plan format, which includes:

  • An executive summary: Describe what your company is and why it will be successful.
  • A company description: Detailed information about your company, including a detailed description of the problems your business will solve.
  • A market analysis: Competitive research that identifies your target market and dissects your industry competitors.
  • Organization and management: The legal structure of your company and its management hierarchy.
  • Service: A description of the service you’re offering.
  • Marketing and sales: An explanation of how you’ll attract and retain customers.
  • Funding request: If you’re asking for funding, this is where you’ll detail how much you’ll need over the next five years and how the money will be used.
  • Financial projections: A prospective financial outlook for the next five years, including forecasted income statements and capital expenditure budgets.

John Rampton, in his  Entrepreneur article titled “ 7 Steps to a Perfectly Written Business Plan ,” builds on the SBA’s basics with helpful tips. For example, he notes the importance of documenting all aspects of your business, saying that investors want to make sure that your business is going to make money.

“Because of this expectation, investors want to know everything about your business. To help with this process, document everything from your expenses, cash flow and industry projections,” Rampton writes.

He also advises making the business plan adaptable based on the audience. For example, bankers will be more interested in financial details, while investors might be more interested in the business concept and the management team.

While the plan should be modified to suit the reader, he says make sure that the foundational data, such as financial projections, are consistent.

He also notes that regardless of who’s reading your plan, it should be clear that you’re passionate, dedicated and care about your business. Doing so can create an emotional connection with others that could encourage them to support your new venture.

Building on Rampton’s tips, staffing entrepreneurs should also be prepared to discuss their venture in any social situation by creating an elevator speech that describes your new company to your audience in 30 seconds or less. You can use that elevator speech when you hit the streets to start courting clients and employees. Be prepared to knock on doors and ask where you can post job listings in the area, and talk to businesses about their temporary staffing needs.

And while it’s important to tell your business’s story, also be prepared to tell your story. When talking with lenders, investors and potential partners, introduce yourself, tell them your background and detail your expertise. Tell them what you’ve accomplished in the staffing industry, explain your entrepreneurial strengths and business successes, and highlight the partners you’ve recruited who possess skillsets or experience you lack.

With a lot of planning and careful execution, you can create a business plan that becomes the foundation of your firm’s success.

SOURCE LINKS

Entrepreneur.com

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ProfitableVenture

Staffing Agency Business Plan [Sample Template]

By: Author Tony Martins Ajaero

Home » Business Plans » B2B Sector

Are you about starting a staffing agency ? If YES, here is a complete sample staffing agency business plan template & feasibility study you can use for FREE .

Staffing agencies are responsible for helping organization recruit staff to fill vacant position in their organization and also help applicants / those in between jobs secure employment; offer a wide range of recruitment -related services, largely temporary and contract staffing.

They also recruit employees for permanent placements. Some staffing agencies offer services beyond just recruiting employees for its clients, but also help in training and preparing the employees to fit into the role that they are being recruited for. Usually such staffing agencies charge more than those who just recruit employees for their clients.

When it comes to getting paid, some staffing agencies charge their clients; applicant administrative fees so as to enable them process their application, match them with employers and successfully help in securing jobs. Processing the application of an applicant includes helping them restructure their CVs and cover letters so as to fit into the expectation of the recruiter (the organization they want to work for).

In essence, it is the practice for staffing agency to earn their money by charging their clients (employers of labor) for the amount of work the employee undertakes. In most cases, the staffing agency receives the same amount as the employee. Staffing agencies make more money when they help organizations recruit highly skilled staff on a permanent basis.

Although some recruitment agencies still enter into personal contract agreement with applicants -such that they will collect a percentage of their salary for a period of 3 months or more if they help the applicant secure a job; most states in the U.S. have outlawed this type of arrangement.

A Sample Staffing Agency Business Plan Template

1. industry overview.

It is on record that the staffing, recruiting, and workforce solutions industry makes a huge contribution to the economy of the United States of America, and they provide jobs and career opportunities for about 14 million employees annually. Despite the fact that staffing industry growth has outpaced the overall economic and employment growth in the U.S., it employs only about 2% of the U.S. non – farm workforce.

Statistics has it that in the united states of America, there are about 17,000 staffing and recruiting agencies and they operate around 35,000 offices scattered all around the U.S. Statistics also has it that the top 122 staffing agencies generates a combined sum of $69.4 billion in U.S. representing 55.9% of the market..

Records has it that 17 staffing agencies generated more than $1 billion in staffing revenue in 2014 and these staffing agencies represented over a third (36.4%) of the market. Each staffing agency on the list generated more than $100 million in U.S. staffing revenue in 2014.

No doubt, the $69 billion in staffing revenue generated by these staffing agencies give emphasis to the health of the staffing industry.

The staffing agency industry will continue to blossom because more and more organizations are beginning to realize that somehow they need the services of employment consulting firms to help them take aware the stress of recruiting workforce for their business which sometimes goes beyond recruiting to proving trainings and other Human Resources related services.

From all available statistics, it is safer to say the recruitment consulting industry is growing steadily despite the competitive nature of the industry. One thing is certain if you are well positioned, and have the required business skills, network.

Plus a robust CV bank, you may likely not have to struggle to compete favorable in the staffing industry. Another reason why people prefer to start a staffing consulting business is that, consultants have the monopoly to charge a fee as it suits them -especially if they are have been able to pay their dues in the industry over the years.

Other factors that encourage entrepreneurs to start their own staffing agencies or consulting firms could be that the business is easy to set up and the start – capital is indeed affordable; you can actually start your own staffing consulting business from the comfort of your house.

All you need to do is to create an office somewhere in your house. People usually pay you for the staff you can help them recruit and train.

2. Executive Summary

Brick House Staffing and Training Company, LCC is a Human Resource firm cum staffing agency that will be located in New York City, New York. The company will operate as a standard human resources consulting firm with bias in recruitment and trainings.

Our services will cover areas such as; Recruitment and Training Consulting, Highly Skilled Staffing Consulting, Unskilled Staffing (Maid supply, Nannies, Gardeners, Security Guards and Drivers et al), Permanent Staffing Consulting, Temporary / Contract Staffing and any other related human resources services.

We are aware that businesses these days require diverse and sophisticated approaches. This is why we will position our staffing agency to offer a wide range of related consulting services as requested by our clients. Brick House Staffing and Training Company, LLC is a client-focused and result driven staffing agency that provides broad-based experience at an affordable fee that won’t in any way put a hole in the pocket of our clients.

We will offer a complete range of human resources consulting services to our local, state, national, and multi-national clients and we will ensure that we work hard to provide the required consulting services and staffing solutions needed by our clients to accomplish their business goals and objectives.

At Brick House Staffing and Training Company, LLC, our client’s best interest come first, and everything we do is guided by our values and professional ethics. We will ensure that we hire consultants cum recruiters who are well experienced in a wide variety of human resources consulting and trainings et al.

We will ensure that we hold ourselves accountable to the highest standards by meeting our client’s needs precisely and completely. We will cultivate a working environment that provides a human, sustainable approach to earning a living, and living in our world, for our partners, employees and for our clients.

Brick House Staffing and Training Company, LCC will at all times demonstrate her commitment to sustainability, both individually and as a firm, by actively participating in our communities and integrating sustainable business practices wherever possible.

Brick House Staffing and Training Company, LLC is founded by Dr. John Powel and his son Blaise Powel. The organization will be managed by Dr. John Powel; he graduated from University of California – Berkley (First Degree in Personnel Management), Brock School of Business at Stamford University (MBA), and University of Harvard (PhD.).

Dr. Powel is a Certified Recruiting Specialist (CRS), a Certified Personnel Consultant (CPC) amongst other certifications in Human Resources.

Aside from his core area of strength i.e. recruiting and trainings, Dr. Powel has extensive experience in a diverse range of business consulting, and his consulting practice is concentrated in the areas of helping both big corporations and start – ups position their business for growth, sustainability and expansion.

3. Our Products and Services

Brick House Staffing and Training Company, LCC is going to offer varieties of related staffing and training services within the scope of the consulting industry in the United States of America. Our intention of starting our staffing agency is to make profits from the industry and we will do all that is permitted by the law in the US to achieve our aim and ambition.

Our business offering are listed below;

  • Recruitment and Training Consulting
  • Staffing for the IT industry
  • Staffing for the Oil and Gas Industry
  • Staffing for the Health Sector (Nurses, Doctors et al)
  • Staffing for the Banking, Insurance and the Financial Sector
  • Recruitment, Human Resource and Capital Development Consulting
  • Highly Skilled Staffing Consulting
  • Unskilled Staffing (Maid supply, Nannies, Gardeners, Security Guards and Drivers et al)
  • Permanent Staffing Consulting
  • Temporary / Contract Staffing

4. Our Mission and Vision Statement

  • Our vision is to provide our clients with skilled staffing consulting and training solutions in a timely and efficient manner.
  • We strive to handle each client with accountability and responsiveness, as if we were recruiting and training staff for our own business.
  • We focus our attention on the providing workable business solutions as it relates to staffing for our clients so that our clients can focus their attention on the success of their business.
  • Our vision reflects our values: integrity, service, excellence and teamwork.
  • Our mission is to provide professional and trusted staffing and training consulting services that assist businesses and non-profit organizations in operating sustainably.
  • We provide workable staffing and training solutions in combination with our own business backgrounds, and deliver valuable services in a timely and cost-effective way.

Our Business Structure

Ordinarily we would have settled for two or three staff members, but as part of our plans to build a standard staffing agency business in New York City – New York, we have perfected plans to get it right from the beginning which is why we are going the extra mile to ensure that we have competent, qualified, honest and hardworking employees to occupy all the available positions in our firm.

The picture of the kind of staffing agency business we intend building and the business goals we want to achieve is what informed the amount we are ready to pay for the best hands available in and around New York City – New York as long as they are willing and ready to work with us to achieve our business goals and objectives.

Below is the business structure that we will build Brick House Staffing and Training Company, LCC;

  • Chief Executive Officer / Lead Consultant

Recruitment Specialist

  • Training and Development Executive

Legal Secretary

Admin and HR Manager

  • Business Developer (Marketing and Sales Executive
  • Customer Service Executive

Front Desk Officer

5. Job Roles and Responsibilities

Chief Executive Office / Lead Consultant:

  • Increases management’s effectiveness by recruiting, selecting, orienting, training, coaching, counseling, and disciplining managers; communicating values, strategies, and objectives; assigning accountabilities; planning, monitoring, and appraising job results; developing incentives; developing a climate for offering information and opinions; providing educational opportunities.
  • Creating, communicating, and implementing the organization’s vision, mission, and overall direction – i.e. leading the development and implementation of the overall organization’s strategy.
  • Responsible for fixing prices and signing business deals
  • Responsible for providing direction for the business
  • Creates, communicates, and implements the organization’s vision, mission, and overall direction – i.e. leading the development and implementation of the overall organization’s strategy.
  • Responsible for signing checks and documents on behalf of the company
  • Evaluates the success of the organization
  • Responsible for drawing up contracts and other legal documents for the company
  • Welcomes guests and clients by greeting them in person or on the telephone; answering or directing inquiries.
  • Produces information by transcribing, formatting, inputting, editing, retrieving, copying, and transmitting text, data, and graphics; coordinating case preparation.
  • Provides historical reference by developing and utilizing filing and retrieval systems; recording meeting discussions; maintaining transcripts; documenting and maintaining evidence.
  • Responsible for handling staffing contracts for the IT industry
  • Responsible for handling staffing contracts for the Oil and Gas Industry
  • Responsible for handling staffing contracts for the Health Sector (Nurses, Doctors et al)
  • Responsible for handling staffing contracts for the Banking, Insurance and the Financial Sector
  • Handles Recruitment, Human Resource and Capital Development Contract for our clients
  • Handles Highly Skilled Staffing Contracts
  • Supervise unskilled staffing contracts (Maid supply, Nannies, Gardeners, Security Guards and Drivers et al)
  • Handles Permanent Staffing contracts for our clients
  • Supervise temporary / contract staffing contracts
  • Work with the Training and Development Consultant to develop training solutions for clients
  • Track hours and bill to clients.
  • Handle any other responsibility as assigned by the Lead Consultant

Training and Development Consultant

  • Coordinates training programs facilitated by Brick House Staffing and Training Company, LCC
  • Writes winning proposal documents, negotiate fees and rates in line with company policy
  • Identifies training and development needs for staff through job analysis, appraisals and consultation
  • Collects briefs from clients in respect of Recruitment exercise, Learning and Development and Advisory services
  • Designs job descriptions with KPI to drive performance management for clients
  • Regularly hold meetings with key stakeholders to review the effectiveness of HR Policies, Procedures and Processes
  • Facilitates and coordinates strategic sessions.
  • Works directly with clients in a non-advising capacity, such as answering questions, scheduling appointments and making sure all training concerns are properly taken care off
  • Responsible for handling all trainings both internal and external trainings
  • Responsible for overseeing the smooth running of HR and administrative tasks for the organization
  • Design job descriptions with KPI to drive performance management for clients
  • Maintains office supplies by checking stocks; placing and expediting orders; evaluating new products.
  • Ensures operation of equipment by completing preventive maintenance requirements; calling for repairs.
  • Defines job positions for recruitment and managing interviewing process
  • Carries out staff induction for new team members
  • Responsible for training, evaluation and assessment of employees
  • Responsible for arranging travel, meetings and appointments
  • Updates job knowledge by participating in educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations.
  • Oversees the smooth running of the daily office activities.

Business Developer (Marketing and Sales Executive)

  • Identifies, prioritizes, and reaches out to new partners, and business opportunities et al
  • Identifies development opportunities; follows up on development leads and contacts; participates in the structuring and financing of projects; assures the completion of development projects.
  • Responsible for supervising implementation, advocate for the customer’s needs, and communicate with clients
  • Develops, executes and evaluates new plans for expanding increase sales
  • Documents all customer contact and information
  • Represents the company in strategic meetings
  • Helps increase sales and growth for the company
  • Responsible for preparing financial reports, budgets, and financial statements for the organization
  • Provides managements with financial analyses, development budgets, and accounting reports; analyzes financial feasibility for the most complex proposed projects; conducts market research to forecast trends and business conditions.
  • Responsible for financial forecasting and risks analysis.
  • Performs cash management, general ledger accounting, and financial reporting for one or more properties.
  • Responsible for developing and managing financial systems and policies
  • Responsible for administering payrolls
  • Ensures compliance with taxation legislation
  • Handles all financial transactions for the company
  • Serves as internal auditor for the company

Client Service Executive

  • Ensures that all contacts with clients (e-mail, walk-In center, SMS or phone) provides the client with a personalized customer service experience of the highest level
  • Through interaction with clients on the phone, uses every opportunity to build client’s interest in the company’s products and services
  • Manages administrative duties assigned by the manager in an effective and timely manner
  • Consistently stays abreast of any new information on the company’s products, promotional campaigns etc. to ensure accurate and helpful information is supplied to clients when they make enquiries
  • Receives Visitors / clients on behalf of the organization
  • Receives parcels / documents for the company
  • Handles enquiries via e-mail and phone calls for the organization
  • Distribute mails in the organization
  • Handles any other duties as assigned my the line manager

6. SWOT Analysis

Brick House Staffing and Training Company, LLC engaged the services of a core professional in the area of business consulting and structuring to assist the firm in building a solid consulting firm that can favorably compete in the highly competitive consulting industry.

Part of what the team of business consultant did was to work with the management of the firm in conducting a SWOT analysis for Brick House Staffing and Training Company, LLC. Here is a summary from the result of the SWOT analysis that was conducted on behalf of Brick House Staffing and Training Company, LLC;

Our core strength lies in the power of our team; our workforce. We have a team that are considered experts in the industry, a team with excellent qualifications and experience in recruiting and training.

Aside from the synergy that exist in our carefully selected workforce and our strong online presence, Brick House Staffing and Training Company, LLC is well positioned in a business district with the right demography and we know we will attract loads of corporate clients from the first day we open our doors for business.

As a new business consulting firm, it might take some time for our organization to break into the market; that is perhaps our major weakness.

  • Opportunities:

No doubt, the opportunities in the consulting industry of which recruiting and training is a part of is indeed massive and we are ready to take advantage of any opportunity that comes our way.

Every business faces a threat or challenge at any part of the life cycle of the business. These threats can be external or internal. This shows the importance of a business plan, because most threats or challenges are to be anticipated and plans put in place to cushion what effect they might bring to the business.

Some of the threats that we are likely going to face as a staffing operating in the United States are unfavorable government policies, the arrival of a competitor within our location of operations and global economic downturn which usually affects spending / purchasing power.

There is hardly anything we could do as regards these threats other than to be optimistic that things will continue to work for our good.

7. MARKET ANALYSIS

  • Market Trends

Quite a number of distinct trends have emerged in recent time in the consulting industry which is why staffing agencies and consulting firms alike are positioning their organizations to survive the peaks and troughs of an ailing economy.

As a matter of fact, most of these trends aid staffing agencies cum consulting firms and organizations to become more creative, competitive, efficient, and productive in a global market. Some other trends in the consulting industry could be attributed to changing demographics, attitudes and work styles.

No doubt, as the cost of consulting services continues to increase and as corporate spending falls, new consulting delivery methods will continue to emerge and gain momentum going forward. In addition, the market for consulting services has shifted from a sellers’ market to a buyers’ market. A market where consultants provide software solutions that will make it easier for their clients to run their businesses.

Lastly, it is now becoming trendy in the consulting industry for smaller staffing agencies or consulting firms to merge with bigger consulting firms and for bigger consulting firms to acquire smaller consulting firms / staffing agencies; mergers and acquisitions. Many consulting firms all over the United States are coming to the conclusion that the bigger the better for them.

8. Our Target Market

We do not want to leave any stone unturned in seeing that we attract all those who may be in need of our business. Although Brick House Staffing and Training Company, LLC will initially serve small to medium sized business, from new ventures to well established businesses.

But that does not in any way stop us from growing to be able to compete with the leading consulting firms cum staffing agencies in the United States. We hope to someday merge or acquire other smaller consulting firms and expand our staffing agency cum consulting services beyond the shores of the United States of America.

As a full service and standard staffing agency cum consulting firm, Brick House Staffing and Training Company, LLC have a variety of practice areas to help startups grow especially as it relates to staffing and training.

While we works with a variety of organizations and industries, Brick House Staffing and Training Company, LLC will also specialize in working with startups, real estate investors, and contractors, manufacturers and distributors, banks, lending and financial institutions.

Our target market cuts across people of different class and people from all walks of life, local and international organizations as well. We are coming into the industry with a business concept that will enable us work with the highly placed people and companies in the country and at the same with the lowly placed people and smaller businesses.

In other words, our target market is the whole of the United States of America and subsequently other parts of the world. Below is a list of the people and organizations that we have specifically design our products and services for;

  • Banks, Insurance Companies and other related Financial Institutions
  • Businesses and Entrepreneurs
  • Blue Chips Companies
  • Corporate Organizations
  • Manufacturers and Distributors
  • Real Estate Owners, Developers, and Contractors
  • Research and Development Companies
  • The Government (Public Sector)
  • Households and families
  • Schools (High Schools, Colleges and Universities)
  • Sport Organizations
  • Entrepreneurs and Start – Ups

Our Competitive Advantage

One of the things that make one sit up in business is competition. The level of competitions in the staffing consulting industry depends largely on the location of the business and of course the niche of your staffing consulting business. If you can successfully create a unique niche for your staffing consulting agency, you are likely going to experience little or no competition.

For instance; if you are the only staffing agency that recruits nurses for organizations and homes in your location, you are sure of monopolizing that aspect of staffing. Brick House Staffing and Training Company, LLC might be a new entrant into the staffing and training consulting industry in the United States of America, but the management staffs and board members are considered gurus.

They are people who are core professionals and licensed and highly qualified consultants in the United States. These are part of what will count as a competitive advantage for us.

Lastly, our employees will be well taken care of, and their welfare package will be among the best within our category (startups staffing agencies) in the industry meaning that they will be more than willing to build the business with us and help deliver our set goals and achieve all our aims and objectives.

9. SALES AND MARKETING STRATEGY

  • Sources of Income

We are very aware of the role that money plays in every business and that is why we are doing all we can to see that we source for income in the right places.

Brick House Staffing and Training Company, LCC is established with the aim of maximizing profits in the consulting industry and we are going to go all the way to ensure that we do all it takes to attract clients on a regular basis and sign ‘ retainer – ship’ contract with most of our clients.

Brick House Staffing and Training Company, LCC will generate income by offering the following staffing and training consulting services for individuals and for organizations;

10. Sales Forecast

As long as there are people living in the United States of America and business starting and growing in the U.S., the services of staffing agencies will always be needed.

We are well positioned to take on the available market in the U.S. and we are quite optimistic that we will meet our set target of generating enough income / profits from the first six month of operations and grow the business and our clientele base beyond New York City, New York to other states in the U.S. and even the global market.

We have been able to critically examine the staffing agency market and we have analyzed our chances in the industry and we have been able to come up with the following sales forecast. The sales projection is based on information gathered on the field and some assumptions that are peculiar to startups in New York.

Below is the sales projection for Brick House Staffing and Training Company, LCC, it is based on the location of our business and the wide range of recruiting cum consulting services that we will be offering;

  • First Year-: $100,000
  • Second Year-: $500,000
  • Third Year-: $1,000,000

N.B : This projection is done based on what is obtainable in the industry and with the assumption that there won’t be any major economic meltdown and there won’t be any major competitor offering same additional services as we do within same location. Please note that the above projection might be lower and at the same time it might be higher.

  • Marketing Strategy and Sales Strategy

We are mindful of the fact that there is stiffer competition amongst staffing agencies in the United States of America; hence we have been able to hire some of the best business developer to handle our sales and marketing. Our sales and marketing team will be recruited base on their vast experience in the industry and they will be trained on a regular basis so as to be well equipped to meet their targets and the overall goal of the organization.

We will also ensure that our excellent job deliveries speaks for us in the marketplace; we want to build a standard staffing agency cum consulting business that will leverage on word of mouth advertisement from satisfied clients (both individuals and organizations).

Our goal is to grow our staffing agency to become one of the top 20 staffing agencies in the United States of America which is why we have mapped out strategy that will help us take advantage of the available market and grow to become a major force to reckon with not only in the U.S but in the world stage as well.

Brick House Staffing and Training Company, LLC is set to make use of the following marketing and sales strategies to attract clients;

  • Introduce our business by sending introductory letters alongside our brochure to organizations and key stake holders in New York and other parts of the U.S.
  • Promptness in bidding for staffing and training consulting contracts from the government and other cooperate organizations
  • Advertise our business in relevant business magazines, newspapers, TV stations, and radio station.
  • List our business on yellow pages ads (local directories)
  • Attend relevant international and local expos, seminars, and business fairs et al
  • Create different packages for different category of clients in order to work with their budgets and still deliver quality staffing and training consulting services to them
  • Leverage on the internet to promote our business
  • Engage in direct marketing approach
  • Encourage word of mouth marketing from loyal and satisfied clients

11. Publicity and Advertising Strategy

We have been able to work with our in house consultants and other brand and publicity specialist to help us map out publicity and advertising strategies that will help us walk our way into the heart of our target market. We are set to take the consulting industry by storm which is why we have made provisions for effective publicity and advertisement of our consulting firm.

Below are the platforms we intend to leverage on to promote and advertise our staffing agency business;

  • Place adverts on both print (community based newspapers and magazines) and electronic media platforms
  • Sponsor relevant community programs
  • Leverage on the internet and social media platforms like; Instagram, Facebook , twitter, et al to promote our brand
  • Install our Bill Boards on strategic locations all around New York and major cities in the United States of America
  • Engage in road show from time to time in targeted communities
  • Distribute our fliers and handbills in target areas
  • Position our Flexi Banners at strategic positions in the location where we intend getting clients to start patronizing our services.
  • Ensure that all our staff members wear our customized clothes, and all our official cars are customized and well branded.

12. Our Pricing Strategy

Hourly billing for consulting services is a long – time tradition in the industry. However, for some types of consultancy services especially staffing and training services, flat fees or per head billings make more sense because they allow clients to better predict consultancy costs.

As a result of this, Brick House Staffing and Training Company, LLC will charge our clients a flat fee or per head for many basic services such as staffing and trainings et al.

At Brick House Staffing and Training Company, LLC we will keep our fees below the average market rate for all of our clients by keeping our overhead low and by collecting payment in advance. In addition, we will also offer special discounted rates to start – ups, nonprofits, cooperatives, and small social enterprises.

We are aware that there are some clients that would need regular access to consultancy and advisory services as it relates to staffing and performance management, we will offer flat rate (commission / percentage) for such services that will be tailored to take care of such clients’ needs.

  • Payment Options

Brick House Staffing and Training Company, LLC, our payment policy will be all inclusive because we are quite aware that different people prefer different payment options as it suits them. Here are the payment options that we will make available to our clients;

  • Payment by via bank transfer
  • Payment via online bank transfer
  • Payment via check
  • Payment via bank draft
  • Payment with cash

In view of the above, we have chosen banking platforms that will help us achieve our plans with little or no itches.

13. Startup Expenditure (Budget)

Starting a staffing agency cum consulting firm can be cost effective; this is so because on the average, you are not expected to acquire expensive machines and equipment.

Basically what you should be concerned about is the amount needed to secure a standard office facility in a good and busy business district, the amount needed to furniture and equip the office, the amount needed to pay bills, promote the business and obtain the appropriate business license and certifications.

Basically, these are the area we are looking towards spending our start – up capital on;

  • The Total Fee for incorporating the Business in New York – $750.
  • The budget for Liability insurance, permits and license – $2,500
  • The Amount needed to acquire a suitable Office facility in a business district 6 months (Re – Construction of the facility inclusive) – $40,000.
  • The Cost for equipping the office (computers, printers, fax machines, furniture, telephones, filing cabins, safety gadgets and electronics et al) – $2,000
  • The Cost of launching our official Website – $600
  • Budget for paying at least two employees for 3 months and utility bills – $30,000
  • Additional Expenditure (Business cards, Signage, Adverts and Promotions et al) – $2,500
  • Miscellaneous – $1,000

Going by the report from the research and feasibility studies, we will need about $150,000 to set up a small scale but standard staffing agency business in the United States of America.

Generating Funding / Startup Capital for Brick House Staffing and Training Company, LLC

Brick House Staffing and Training Company, LLC is going to start as a private business that will be solely owned by Dr. John Powel and family. The family will be the sole financial of the firm, but may likely welcome partners later which is why they have decided to restrict the sourcing of his start – up capital to 3 major sources.

These are the areas we intend generating our start – up capital;

  • Generate part of the start – up capital from personal savings
  • Source for soft loans from family members and friends
  • Apply for loan from my Bank

N.B: We have been able to generate about $50,000 (Personal savings $40,000 and soft loan from family members $10,000) and we are at the final stages of obtaining a loan facility of $100,000 from our bank. All the papers and document has been duly signed and submitted, the loan has been approved and any moment from now our account will be credited.

14. Sustainability and Expansion Strategy

The future of a business lies in the numbers of loyal customers that they have the capacity and competence of the employees, their investment strategy and the business structure. If all of these factors are missing from a business (company), then it won’t be too long before the business close shop.

One of our major goals of starting Brick House Staffing and Training Company, LLC is to build a business that will survive off its own cash flow without the need for injecting finance from external sources once the business is officially running.

We know that one of the ways of gaining approval and winning customers over is to offer nothing short of excellent services.

Brick House Staffing and Training Company, LLC will make sure that the right foundation, structures and processes are put in place to ensure that our staff welfare are well taken of. Our company’s corporate culture is designed to drive our business to greater heights and training and retraining of our workforce is at the top burner.

As a matter of fact, profit-sharing arrangement will be made available to all our management staff and it will be based on their performance for a period of ten years or more. We know that if that is put in place, we will be able to successfully hire and retain the best hands we can get in the industry; they will be more committed to help us build the business of our dreams.

Check List / Milestone

  • Business Name Availability Check:>Completed
  • Business Incorporation: Completed
  • Opening of Corporate Bank Accounts various banks in the United States: Completed
  • Opening Online Payment Platforms: Completed
  • Application and Obtaining Tax Payer’s ID: In Progress
  • Application for business license and permit: Completed
  • Purchase of All form of Insurance for the Business: Completed
  • Conducting Feasibility Studies: Completed
  • Generating part of the start – up capital from the founder: Completed
  • Applications for Loan from our Bankers: In Progress
  • Writing of Business Plan: Completed
  • Drafting of Employee’s Handbook: Completed
  • Drafting of Contract Documents: In Progress
  • Design of The Company’s Logo: Completed
  • Graphic Designs and Printing of Packaging Marketing / Promotional Materials: Completed
  • Recruitment of employees: In Progress
  • Purchase of the Needed furniture, office equipment, electronic appliances and facility facelift: In progress
  • Creating Official Website for the Company: In progress
  • Creating Awareness for the business (Business PR): In progress
  • Health and Safety and Fire Safety Arrangement: In progress
  • Establishing business relationship with key players in the industry: In progress

Frequently Asked Questions

What are the responsibilities of a staffing agency.

The responsibilities of a staffing agency are as follows;

  • A staffing agency can provide end-to-end staffing solutions to a business
  • Understanding the workload needs of the company
  • Determining the workforce required to meet the same
  • Conducting interviews and shortlisting candidates
  • Vetting potential candidates through background checks and employment history
  • Drawing contracts and looking at legal issues
  • Imparting training in case of gaps
  • Follow-ups on the performance of the temp workers to see if the requirements are met
  • So also, if the worker is not the right fit, then it’s the responsibility of the staffing agency to terminate the hire and compensate, as needed.

What Is A Staffing Agency And What Does It Do?

A staffing agency is an agency that is responsible for helping organization recruit staff to fill vacant position in their organization and also help applicants/those in between jobs secure employment. They also offer a wide range of recruitment-related services, largely temporary and contract staffing.

Some staffing agencies offer services beyond just recruiting employees for its clients, but also help in training and preparing the employees to fit into the role that they are being recruited for. Usually, such staffing agencies charge more than those who just recruit employees for their clients.

How Does A Staffing Agency Get Paid?

When it comes to getting paid, some staffing agencies charge their clients administrative fees so as to enable them process their application, match them with employers and successfully help in securing jobs.

In essence, staffing agencies make more money when they help organizations recruit highly skilled staff on a permanent basis.

What Are The Benefits Of A Staffing Agency?

Here are some of the benefits of a staffing agency;

  • Staffing agencies have specialists to identify the right talent.
  • Staffing agencies maintain a talent pool.
  • Staffing agencies can hire faster and more accurately.
  • Staffing agencies offer tailor-made solutions.
  • Staffing agencies let you focus solely on your growth.

When Should You Opt For A Staffing Agency?

  • You should opt for a staffing agency when you want to quickly fill a position in your organization
  • You should opt for a staffing agency when you need tailor made solutions to your recruitment process in your organization.
  • You should opt for a staffing agency when you are finding it difficult to access pool of talents to fit into your organization.

What Can A Staffing Company Do For You?

A staffing agency is an organization that matches companies and job candidates. By registering with a staffing agency, you have the potential to make connections with multiple hiring managers looking to find the right people for their job openings.

What Is It Like To Work For A Staffing Agency?

Working for a staffing agency can be exciting, challenging and of course rewarding.

What Are The Different Types Of Staffing Agencies?

These agencies are divided into three categories namely (I) Line Agencies (II) Staff Agencies, and (III) Auxiliary Agencies, depending on the nature of work performed by them.

What Are The Benefits Of Working With A Staffing Agency?

The benefits of working for a staffing agency are enormous and some of them are;

  • You will be in a position of influence
  • You will earn an above-average salary
  • You will have the chance to change lives
  • You will have the opportunity to meet with different people
  • You can help develop the people around you.
  • You will feel gratification from solving problems.

What’s The Difference Between A Staffing Agency And A Temp Agency?

Even though temp agencies and staffing agencies offer temporary workers to their clients, but temp agencies only offer temporary work, staffing agencies focus on the long term needs of their clients as well as placing candidates in what can turn out to be full time employment with major corporations.

How Much Does A Staffing Agency Charge?

Staffing agencies typically charge 25 percent to 100 percent of the hired employee’s wages. So, for example, if you and the staffing agency have agreed on a markup of 50 percent, and the new employee earns an hourly wage of $10, you will pay the agency $15 per hour for their work.

What Kind Of Roles Do Staffing Or Placement Agencies Offer?

Staffing agencies help fill temporary positions, temp-to-hire positions and direct-hire positions.

How Can A PEO Assist With Employee Training?

A PEO can assist you with employee training in a variety of ways. This might include giving your employees access to internet-based learning sites, offering custom training with an outside expert, or even creating new seminars just for your employees.

What Is Contract Staffing And Permanent Staffing?

Contractual staffing refers to the recruitment of employees for short-term employment contracts as opposed to full-time permanent workers, while permanent staffing is the process of providing required candidates for long-term employment based on specified candidate factors.

Should I Use A Temp Agency To Find A Job?

Working with a staffing agency to find your next career will only help you expand your options. Employers are using staffing agencies and you should be too.

What Are PEO Companies And What Do You Do?

PEO stands for professional employer organization. This is how PEO works; once a client company contracts with a PEO, the PEO will then co-employ the client’s worksite employees. The PEO typically remits wages and withholdings of the worksite employees and reports, collects and deposits employment taxes with local, state and federal authorities.

How Do Employees Benefit From A PEO Arrangement?

Through a PEO, the employees of small businesses gain access to big-business employee benefits such as: 401(k) plans; health, dental, life, and other insurance; dependent care; and other benefits they might not typically receive as employees of a small company.

What Are The Benefits Of Using A Temp Agency?

  • Reduced overhead costs.
  • Reduced overtime pay.
  • Save on training, time, and reduce hiring risks.
  • Saves time and increases ROI.
  • Access to talent networks.
  • The ability to hire quickly
  • Industry market knowledge
  • The ability to try out an employee before extending a full-time offer

How Long Can You Hire A Temporary Employee For?

A period of temporary employment should last no longer than one year and have a clearly specified end date. Federal law also dictates that you cannot hire the same temp employee for more than two consecutive years.

Do You Have To Offer A Temporary Employee Benefits?

You don’t have to offer a temporary employee benefit. Please note that while it may not be a requirement to provide health insurance to your temporary and seasonal workers, you are still obligated to provide a safe and healthy work environment. You can offer them voluntary benefits which they can pay for at low group rates.

What Is The Difference Between PEO And ASO?

PEO – stands for Professional Employer Organization. ASO – stands for Administrative Services Organization and the most important difference between an ASO and a PEO is that the service provided through an ASO does not establish a co-employer relationship.

What Is The Difference Between A PEO And A Staffing Company?

Both staffing agencies and PEOs are focused on workforce HR tasks, but with a staffing agency you are outsourcing your hiring process and the associated tasks. With a PEO, you are doing the hiring on your own and only outsourcing the administrative tasks, payroll, and compliance associated with your workforce.

How Much Do Agencies Take Off Your Wage?

Standard recruitment costs tend to range between 15 percent and 20 percent of a candidate’s first annual salary, but this can go as high as 30 percent for hard to fill positions.

Can You Just Leave A Temp Job?

Some contracts stipulate a mandatory notice period you may have to work through before leaving your job. The temp agency representative may want to inform your current employer of your intention to leave, since you are still technically an employee of the agency.

Is It Bad To Get A Job Through A Staffing Agency?

Staffing firms play a critical role in helping companies find talent. Unlike corporate recruiters, recruiters at staffing agencies have access to jobs at multiple companies covering a wide spectrum of industries and positions. If companies and your competition are using them, you should be too.

What Are The Differences Between A PEO And A Broker?

Generally speaking, a health insurance broker is an expert at insurance, whereas a PEO can provide expertise and assistance in a number of HR and compliance issues, in addition to providing access to health coverage

Should You Outsource HR Or Keep It Inside Your Business?

In my opinion, I will advise that you outsource HR as against keeping it inside, especially if you are just starting out. As a matter of fact, even the smallest companies can benefit from small business HR outsourcing. In reality, the smaller your business is, the more beneficial it is to outsource human resources.

What Are Common Misconceptions About Staffing Agencies?

Here are the top five common misconceptions of staffing agencies.

  • Temporary Work Only (With No Stability)
  • Take a Cut From Your Pay
  • Don’t Pay Well
  • Low-Level Jobs
  • Only Offer Jobs at Small Companies

How Can You Get Out Of Temp Agency Contract?

If you found your current job through a temp agency, the first step you should take is to contact your agency representative and inform them of your decision to leave, especially if it is prior to the agreed date.

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Employment Agency Business Plan

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All About People

Executive summary executive summary is a brief introduction to your business plan. it describes your business, the problem that it solves, your target market, and financial highlights.">.

All About People (AAP) began out of the desire to contribute to this community, just as communities have fed All About People’s proprietor over the years. Although originally from a larger market, the proprietor realizes the need in the southern Willamette Valley for a personnel agency that fills a void left by other temporary and permanent placement agencies. AAP matches specifically skilled workers with clients, saving businesses time and money, while providing for its employees with honesty and honor. This requires a high level of communication. It means asking open-ended questions and listening, not talking. This means knowing the local market so AAP can really serve each client and employee, not just “sell” them our goods. AAP is quality service.

The long-term vision includes a number of offices throughout the southern Willamette Valley. The proprietor sees the challenge in this vision, not in the growth itself, but in training and encouraging all AAP personnel to treat each client and employee with the same care and with the same level of communication.

Managing our Growth AAP is a sole proprietorship that will convert to an S Corporation. As a new corporate entity, AAP will be treated as a start-up in this business plan. During the past couple of years the proprietor provided all services. In Year 1, the company will add a part-time office staff person and an employment specialist. In response to this growth, AAP will have a procedures manual for in-house staff to assure that the information is clear. In addition, AAP will provide employees with regular training within the divisions to assure they understand the details of the work they are doing daily. Year 2 projections include a receptionist, another employment specialist, and a field representative. In Year 3, AAP will examine the feasibility of opening a branch office in the Salem, Bend, or Medford/Ashland areas.

The Market AAP is structured like other temporary and permanent placement agencies. However, it will serve clients with needs for select, specialized professionals rather than clerical or light industrial workers. Several businesses in Portland, Oregon provide a similar service to specific groups of people, but there are none for the Willamette Valley. AAP has five divisions, targeting the following areas of expertise:

  • Editors/Writers

Event Planners

Graphic Artists

  • Interpreters/Translators.

Services AAP will handle recruiting, including reference checks, skills evaluation, preliminary interviewing,  and screening of all employees for its clients. AAP acts as an extension of the client’s human resource department, assuring that there is open communication between supervisor and employee, and assisting with any troubleshooting or problem solving that may be needed.

Financials The company’s start-up requirements are $55,464, of which $7,600 will be provided for by the owner’s personal investment. The rest will be obtained through loans.

We expect to be able to charge a 50% markup to our business clients. Thus, if an employee is being paid $10 per hour, we are charging the client $15 per hour. The company predicts that it will be able to produce sales of approximately $300,000 by Year 3. The company does not have any direct cost of sales; we track payments to placed individuals as regular payroll.

Sbp, employment agency business plan, executive summary chart image

1.1 Objectives

AAP is structured like other temporary and permanent placement agencies. However, we serve clients with needs for select specialized professionals, rather than clerical or light industrial workers. Several businesses in Portland, Oregon provide a similar service to specific groups of people. AAP followed the model of one placement firm described below.

A contract engineering firm places temporary workers who are hardware and software engineers. Employees earn between $80- $100 per hour and approximately seven employees are placed per month. The firm recruits through its website, advertises in newspapers, magazines, and trade publications. Incentives offered to contingent workers include medical, dental, and disability insurance, 401(K), and a reference finder’s fee for placement referrals. They find their employees are 60 percent male, 40 percent female, and ages spread evenly.

AAP serves the business client by locating a professional worker, interviewing and screening that worker, setting up interviews if necessary, and administering all hiring paperwork. The company runs payroll and bills the client bi-monthly. AAP will also manage the professional, staying in close contact with the client and communicating with the worker regarding any personnel issues that may arise.

The professional worker is served with employment opportunities at no cost; pay rates that are within industry standards; and health insurance may be purchased, if a worker becomes eligible, at a group rate starting at $124/mo. AAP will pay $65/mo for any coverage chosen from the group package.

1.2 Mission

All About People’s mission is to contribute to the community by filling a need for specialized, professional, contingent workers. The company will provide workers with a safe and independent environment. It will also provide businesses with a high-caliber of employee available for project or permanent work. All About People listens to individual needs and customizes personnel solutions for both businesses and workers.

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Company summary company overview ) is an overview of the most important points about your company—your history, management team, location, mission statement and legal structure.">.

AAP is a temporary and permanent placement personnel agency working solely with skilled, professional workers and Willamette Valley businesses. AAP differs from other temporary and permanent placement agencies because of our skilled workers. The company believes that the temporary industry pays only cursory attention to providing businesses highly qualified workers for permanent and non-permanent positions. AAP has five divisions, targeting the following areas of expertise:

AAP does not provide general clerical, light industrial, engineers, accountants, nurses, or other medical technicians.

AAP does the following for each client:

  • Recruiting (reference checking)
  • Skills evaluation (preliminary interviewing)

AAP conducts regular evaluations: AAP checks in with the supervisor and the worker during the first week on the assignment. AAP then checks in as agreed with the client. AAP acts as an extension of the client business’ human resource department assuring that there is open communication between supervisor and employee, and assisting with any troubleshooting or problem solving that may be needed.

Prior to opening our doors, research showed support for the development of a personnel agency working solely with professional contingent workers and Willamette Valley businesses (see topic 7.3 Supporting Research).

According to the Oregon Department of Employment, Lane County has 31 temporary agency firms with 3200 individuals employed. Total employment figures for Lane County are 250,000; therefore, we support between two and four percent of the population.

Through connections in a variety of areas, AAP is able to locate qualified workers not only through advertising, but through a channel of networking. This past year has shown that qualified, willing workers are certainly available as we currently have hundreds on staff willing and able to work.

2.1 Company Ownership

AAP is a sole proprietorship that will convert to an S Corporation. As a new corporate entity, AAP will be treated as a start-up in this business plan.

The sole proprietor, Sarah Wayland, can be reached at AAP’s office, [contact information omitted in this sample plan].

2.2 Start-up Summary

Projected start-up figures are shown in the chart and table below.

Sbp, employment agency business plan, company summary chart image

The company is uniquely positioned to take advantage of this market opportunity because of the management and field expertise of the proprietor. Sarah Wayland worked in the temporary employment industry for three years with ADIA Personnel Services (now ADECCO) as Area Account Manager (in training as a branch manager): building business relationships; hiring employees; handling employee issues; working with clients during the implementation of ADIA; and opening an additional office in Beaverton, Oregon.

For one year the proprietor was a District Sales Manager at Columbia Distributing, showing a 10% increase on $3.5 million in annual sales. Managing a staff of nine in sales and customer service, she had the opportunity to delve further into hiring/firing, reviewing, incentives outside of salary, and personnel issues.

Most recently, she has spent several years as Funds and Contracts Manager at the Oregon University System; managing four grants totaling $1.5 million annually and all personal service and interagency contracts as well.

The proprietor’s most notable success was bringing the second branch of Cellular West located in Portland, Oregon, from running in the red, to breaking even within four months of its opening. She accomplished this by using motivational tools and providing the sales force with extensive training.

3.1 Products and Services Plan

Changing labor market conditions threaten the concept of full-time permanent employment.

AAP provides a complex blend of services to distinct populations. The company serves businesses through connecting them with the professional contingent work force. It also serves the worker by connecting them with businesses, at no charge, and providing benefits not often provided by other employment agencies.

Market Analysis Summary how to do a market analysis for your business plan.">

All About People (AAP) is a local firm that costs less than a consultant or agency, provides for both project and long-term needs, and has an easy, pay and billing rate system that covers employee payroll and worker’s compensation insurance.

There are a variety of reasons why businesses may need AAP’s services:

  • Spikes in work load
  • Business expands into an area that in-house expertise does not yet match
  • Special events
  • Pregnancy leave or sabbatical
  • Business increases after layoffs
  • Smaller business does not yet have staff on-hand to complete extra projects.

According to economic forecasters, employment agencies and financial services are expected to have the largest industry growth over the next 25 years. The trend toward businesses cutting back on employees and their benefits due to high costs creates the demand for AAP’s services.

Just consider the time, energy, and resources an employer may spend trying to employ a person for a 20-hour task.

In addition to the already lucrative temporary industry, several companies in the Portland Metro Area place professional contingent workers, but the southern Willamette Valley is not currently being served.

The company approaches businesses primarily through networking and cold calls. Our intention is to utilize a PR agency for more coverage as soon as possible. AAP is a member of the area Chamber of Commerce and actively participates in as many activities as possible, the proprietor is a member of the Women’s Business Network, the Professional Women’s Organization, and we are in the process of connecting with the Society for Human Resource Management. Prior to start-up, AAP also surveyed several area businesses about their use of contingent workers. The company will use its website and other marketing materials that describe what services we provide and explain how simple it is to work with us.

AAP advertises in local papers and trade magazines when absolutely necessary, but most often uses the Oregon Employment Department, both community college and university campuses, and the networking groups we are members of to search out the right employee. Prior to the sole proprietor start-up, the company started recruiting by administering twenty personnel surveys and advertising locally to create a staff of qualified contingent workers. This staff will be unaffected by AAP’s corporate restructuring.

4.1 Market Segmentation

The market can be broken down into two segments: the business market segment, and the employee market segment. Both of these segments are lucrative.

Business market targets: The company targets the University of Oregon, Lane Community College, the nonprofit organizations, the publishing industry, the advertising industry, and other large businesses.

Employee market targets: Editors/writers, graphic artists, computer specialists, event planners/fundraisers, and language translators/interpreters working in the business target markets listed above, as well as any applicants with unusual skills and talents.

4.2 Service Business Analysis

These charts demonstrate the types of workers employed, the type of qualified professionals on file to work for the company, and the types of businesses who have used AAP’s services. These statistics cover the 15-month sole proprietorship period from July 1, 1998 through September 30, 1999.

Types of workers employed by or signed up with AAP

Types of employers using AAP

Each and every contact is entered into the database-either in the professionals file if they are a potential candidate, or in the contacts file if they are another type of contact. The client and jobs files utilize the contact and client numbers to automatically fill in the information from the contact or client files. This means no duplicate typing. In addition, the contacts, clients, and professional files all have follow-up sheets attached making daily follow-up easy. Simply pull the file up for that day and all calls that need to be made that day will be marked.

Searching is easy. The check boxes within each professionals file allows us to check for singular or multiple skills and experience with a click and a return.

4.2.1 Competition and Buying Patterns

First form filled out from the moment the candidate calls. Three screens constitute one file: Personal Information; Job Information; Skills. The professional and contact files have a conversation record that will allow easy follow-up with a list daily of those records needing a call.

Interview Form

Directly from the employee forms the Employment Specialist can select the appropriate interview form. This form consists of three sheets: Basic Questions; Other Information/Recommendations; and Reference Checks.

Employee Profile Sheet

From the above information, a profile sheet is generated in hard copy for the inside of each file. This is our second backup system (besides the tape drive) in case of a power outage, etc.

4.2.2 Contact Sheet

This form is used for all other contacts. From here, a contact can be turned into a client by merely typing the contact number in on the client sheet, automatically bringing in all of the information.

In addition, the contacts can be pulled up as a list and can be used to create the client information. The professional and contact files have a conversation record that will allow easy follow-up with a list daily of those records needing a call.

4.2.3 Client Sheet

The client sheet is easily created by filling in the contact number. All pertinent information is automatically entered. The client sheet has its own contact sheet attached generating a daily follow-up list. The client files can also be pulled into a handy contact list.

Strategy and Implementation Summary

AAP is completely service minded, customizing personnel packages and offering the most it can to both employers and employees. The company brokers professional workers to Willamette Valley businesses. Because we serve two distinct groups of people, both businesses and employees will be considered equally important to AAP.

The company consists of five divisions, targeting the following types of workers and needs in businesses:

Computer Division

  • Computer Application Specialists
  • Computer Hardware Specialists
  • Computer Programmers
  • Network Administrators
  • Web Specialists

Editor/Writers

  • Multi-lingual
  • PR/Marketing
  • Fundraisers
  • Large and Small

Language Interpreters and Translators

  • Multiple Languages
  • Person-to-Person

Within these categories, we originally set up a system of single sheets on card stock and filed them in binders. Since then, an electronic database has been created by one of our professionals. With the push of a button, AAP can search for a client or an employee needed.

Businesses and employees will be able to communicate with AAP via both new technological and traditional methods. Our Web page provides information about AAP including what professional fields we serve, what clients we are working with, and what services we offer. A second-generation Web page will provide information about employees for businesses through a password-protected area. AAP forwards candidates’ resumes and other information through a variety of methods: phone, fax, personal visit, mail, and the Web page.

In August 1999 we moved the offices to the center of town. Accounting is handled electronically by the proprietor through QuickBooks, with the complex needs handled by our CPA. All payroll is generated through the payroll service, Paychex. The office is furnished with all of the technology needed to operate on a daily basis, increase market share, and serve clients.

5.1 Competitive Edge

When a business is contacted and expresses interest in contingent employees that the company can provide, the following procedures will be followed:

  • Consult with client and create a follow-up plan.
  • Complete the contact, client, and job sheet in the database.
  • Print one of each and forward a copy of the job sheet on yellow paper to the employment specialist.
  • File original sheets in the appropriate binders.
  • Search for matches in the database and pull each folder that looks like it will work.
  • Review that folder to assure a match.
  • Call each potential candidate and discuss the job and pay to its fullest.
  • Fax, e-mail, or otherwise contact client with information and/or resumes for review.
  • Schedule interviews or make a decision on appropriate candidates.

5.2 Sales Strategy

When an employee seeks to work with the company, the following procedures will be followed:

  • Complete the professional’s form in the database.
  • While completing this sheet, screen the employee for experience levels, requiring professional experience in each arena they wish to work.
  • Set up an interview with the employment specialist if the professional is qualified.
  • Create a file for each employee and place all paperwork, along with a copy of the professional’s form.
  • Keep in touch with the professional quarterly if nothing comes up, more often if at all possible.
  • When the professional agrees to a position, they will be supplied with an employee policy manual, pieces of letterhead for invoicing, and will complete the IRS I-9 and W-4 forms prior to beginning work.

5.2.1 Sales Forecast

Our sales forecast projections are presented in the chart and table below. Three years annual projections are shown in the table.  The chart shows first year monthly forecast.  First year monthly table is included in the appendix.

Sbp, employment agency business plan, strategy and implementation summary chart image

5.2.2 Target Market Segment Strategy

The pay rate data will be determined by changing market factors including business demand.

Our experience shows that the following is true in regards to pay and bill rates. A “good deal” for most temporary agencies is a 50% of pay rate markup. Thus, if the pay is $10, the bill is $15. However, we have traditionally used a flat markup that seemed appropriate. Pay and bill rates generally are outlined as follows:

Editors Most editors require between $25 and $35 per hour, and our history has shown a $10 per hour markup is acceptable. One exception is in the technical arena, garnering between $45 and $55 per hour pay; again a $10 per hour markup is typical.

Writers The only writing we have done is creative for [client name omitted], and we paid $15 with a $10 markup.

Event Planners Event planners often will work for between $12.50 and $25 per hour, depending on the length of the job, requirements, and experience needed. We find a $5 per hour markup on the $12.50-$17.50 is reasonable, and a $10 per hour markup on anything over $17.50 per hour.

Fundraisers Fundraisers can start at $10 per hour (nonprofit) and go up to $20 per hour. This usually depends on client and length of assignment. Bill rate markup for nonprofits is $5 per hour, others between $7.50 and $10 per hour.

Graphic Artists Entry level beginning at $12.50 per hour, intermediate at $15 per hour, and a top of the line professional at $25 per hour. The exception may run about $50 per hour. Bill rates are between $7.50 per hour markup ($12.50-$15), and $10 markup.

Language Interpreters This is a tricky arena. Pricing depends on the language (typical/atypical) and the length of the assignment. Interpreters have been known to work for as little as $15 per hour and for as much as $35 per hour. A $10 per hour markup is acceptable.

Language Translators This division is difficult as each language and situation varies slightly. Translators tend to work by page or by word. Technical translation can be as much as $.30 per word. Other translation can be $10 per hour (an hour a page). We are unsure of markup at this time, but would suggest 50% of pay rate.

Computer Specialists:

  • Application-Starting at $12.50 an hour based on Xerox experience. Markup $5 per hour.
  • Programmer-Starting at $20 an hour based on AlbertIQ experience. Markup $10 per hour at a minimum. Try for $15.
  • Web Designer-Entry level positions can start at $10 per hour with a markup of $5. Project work typically starts at $15 an hour, markup at least $10 per hour.
  • Administration-Pay rates range between $50 and $75 per hour, with a preferred markup of $25 per hour.

When determining the bill rate, additional expense factors to remember above the pay rate are 15% employer taxes, advertising, and staff time to fill the position.

5.3 Milestones

The company has an outstanding client list and an incredible number of qualified employees available. AAP has a good reputation for providing qualified people in a timely manner.

AAP just moved its offices and in 2000 will add employees. The company will soon have one front office person, one employment specialist, as well as the proprietor who will concentrate on sales and running the business. We own all necessary equipment and are in the process of acquiring more to make our jobs easier. Most notably, we are in the process of completing our customized data base.

Management Summary management summary will include information about who's on your team and why they're the right people for the job, as well as your future hiring plans.">

In a variety of settings the proprietor of AAP has strong management experience. The proprietor has the skills to not only listen well, drawing out a person’s needs through open-ended questions, but also has the ability to recognize people’s strengths and weaknesses. She will draw upon this extensive successful experience in addition to the knowledge collected over a period of 18 years working professionally. Much of the “people” skills have been developed during the seven years spent in management roles. This experience, along with a varied background, supports AAP’s goals.

AAP’s objectives are threefold:

  • To provide high quality, experienced, professional workers to businesses that are currently relying on the instability of word-of-mouth contacts, and are spending much of their time and resources (and, therefore, money) locating such workers;
  • To provide these workers with a path by which to reach the employer without spending their own time, money, and energy finding the work; and
  • To use this opportunity to make the contingent work force a better place for both the employer and the employee.

The long-term goal of the company is to franchise and/or to become multi-location, and eventually sell this business.

Management is a style, a belief, and a strategy.

In managing our clients, AAP will communicate regularly with them, setting up a schedule that meets their needs. The company will set goals for retention of clientele and strive to reach those goals by building relationships, listening to the client’s needs, and meeting those needs with a smile on our faces. We will take responsibility for our errors and the outcome.

In managing our workers, AAP will communicate regularly with them, providing them with an employee manual to minimize their confusion, and offer them the best pay and benefits possible. AAP will set goals for retention of employees and strive to reach those goals by treating each employee with respect, provide protection when appropriate, and do everything within our power to assure a healthy working environment.

This is a relationship business. AAP will manage all clients and employees through relationship building.

During 1998-99 the proprietor provided all services. In 2000 the company will add a part-time office staffer and an employment specialist. In response to this growth, we will have a procedures manual for in-house staff assuring that the information is clear. In addition, we will provide employees with regular training within the divisions to assure they understand the details of the work they are doing daily. 2001 projections include a receptionist, another employment specialist, and a field representative. In 2002 AAP will examine the feasibility of opening a branch office in the Salem, Bend, or Medford/Ashland areas.

6.1 Payroll

All About People runs its payroll twice a month. Each professional will be given a check schedule when they work with AAP. Each check covers the previous two weeks.

In order to process payroll; AAP must receive a professional’s signed invoice the Wednesday prior to payday. The invoice, must be on AAP letterhead and include: name, social security number, mailing address, dates of work completed, location worked (at home, at the client’s office), one or two sentences describing what tasks were completed, and how much time was spent each day. At the bottom there must be a place for the client to sign and date in acceptance of the work to date. The original will be submitted to AAP, the client will receive one copy, and the professional will keep a copy.

AAP is unable to provide payroll advances. If a check is lost in the mail, we must wait seven days from the date of mailing, and then if the check has not arrived we will stop the check at the bank and have one reissued.

6.2 Benefits

Because we value our employees, we have employee group health insurance available, and contribute a major portion of the monthly premium. According to the Insurance Pool Governing Board (IPGB) employees must work at least 17.5 hours per week. Employees who work intermittently or who have worked fewer than 90 calendar days are not eligible. IPGB also states that all carriers may decline to offer coverage to the business or to any employee.

Technically, All About People is employer of the professionals we place. This means that we are responsible for covering the worker’s compensation insurance, running payroll, and that we are the ones to whom each employee is responsible. We understand that this can be tricky when employee professionals are working with a client, so we want to describe the expectations of this relationship:

  • If the professional doesn’t understand the work or assignment that has been given by the client, then discuss the work with the client.
  • If there are issues at work, the employee should inform AAP and then speak with the client.
  • If these issues continue, the employee should talk with AAP immediately.
  • If the professional feels they are being harassed at work they should let AAP know immediately.
  • If the employee should be being asked to perform tasks other than the original assignment, the employee should talk with AAP before beginning any tasks other than the original assignment.
  • If the professional is being asked to work overtime (more than 40 hours per week), they should let us know immediately.

AAP does not guarantee either work or wages when you join us to become an AAP employee. We will, of course, strive to keep you as busy as possible. AAP is also not able to guarantee an hourly wage prior to the assignment beginning. If you work on a job, and complete the work successfully, you will be paid at the agreed rate.

This employment relationship differs from others because you, AAP, or the client may end your employment with or without notice and with or without reasons. However, if you accept a job with AAP, we do expect you to finish the assignment.

Marketing Strategy

AAP’s target market is both businesses and professional workers. Phase one of the marketing plan will target the University of Oregon, the technology industry, and the top 500 businesses in Eugene through networking and cold calling. Phase two will target small businesses with less than five employees because smaller businesses may not have the in-house capability to locate, evaluate, and hire potential professional contingent workers through a small PR campaign.

7.1 Businesses

We began marketing the businesses through several personnel surveys. The University of Oregon Alumni Association, University of Oregon Foundation, and University of Oregon Human Resources Department, as well as Symantec’s Human Resources director were approached for information regarding their need for professional temporary and permanent workers. These initial interviewees have all (with the exception of U of O HR Dept) become clients within the first year of business. After these personnel surveys were complete, we adjusted our recruitment of professional workers to meet the demand.

Another tactic was joining multiple business groups. AAP became a member of the Eugene Chamber of Commerce and attends the weekly greeters meetings; the Women’s Business Network and attends the monthly meetings; the Professional Women’s Organization and attend the monthly meetings; as well as the City Club, keeping a pulse on what is happening in the community, attending as the proprietor sees fit.

The next approach is face-to-face cold calls. The tools for these calls are simple-a business card and a brochure. The information collected during the cold call is vital: how many employees does the business have; in what areas have they experienced a need for professional contingent employees; and who is the appropriate contact.

7.2 Professional Workers

Our beginning point in marketing to workers was approximately 30 personnel surveys to professional contingent workers, building the foundation of our database.  AAP intends to recruit workers through advertising in the newspaper and appropriate trade magazines, trade shows, the University of Oregon career center, and by referral. We have found that each division within the company requires a different approach for recruitment. We try not to depend on newspaper advertising as we find the results are moderate. Results are far better with the employment department for some areas, with the U of O for others, and also through a series of developed contacts for the other divisions.

7.2.1 Trust

In order to build trust with both businesses and employees AAP will follow through as promised. We will treat each business, employee, and ourselves, with integrity. AAP will communicate clearly, asking businesses to specify the needs for follow-up service during the time that they employ our contingent worker. We will work with employees to assure that they have a clear understanding of what AAP offers and what we expect of them.

7.3 Supporting Research

“A fading model of employment in the United States envisions a business enterprise with full-time employees who can expect to keep their jobs and perhaps advance so long as they perform satisfactorily and the business continues. Changing labor market conditions threaten the concept of full-time permanent employment. As reported by the Conference Board in September 1995, contingent workers account for at least 10 percent of the workforce at 21 percent of the companies surveyed, or almost double the 12 percent of respondents with that number in 1990. Writing in the Monthly Labor Review in March 1989, Belous estimated that contingent workers constitutes 24 to 29 percent of the labor force in the United States. In August 1995, however, the U.S. Bureau of Labor Statistics (BLS) estimated the size of the contingent labor force at 2 to 5 percent of the total workforce. However, BLS did not count long-term part-time employees, who constitute 90 percent of part-time workers.”       — Society for Human Resource Management, The Contingent Worker: A Human Resource Perspective, by W. Gilmore McKie & Laurence Lipset taken from Chapter 1, What Is a Contingent Worker?

AAP is a service company providing businesses with customized personnel solutions by connecting them with the professional contingent work force. Research suggests that 2000 is an opportune time to be in the Eugene market with this service. Even with all of the evidence that contingent work is the wave of the present, and of the future, the niche of placing contingent workers who are paid $12.50 to $40 per hour is untapped in the Eugene area. However, a few companies place high-end contingent workers in the Portland area.

There are many reasons why businesses are turning to contingent workers. The Economic Policy Institute’s article “ Contingent Work ” by Polly Callaghan and Heidi Harmann explains that:

“Growth in involuntary part-time employment is causing total part-time employment to grow faster than total employment. Another indication of the shift toward part-time workers: hours for part-time workers are growing faster than hours for full-time workers. Temporary employment has grown three times faster than overall employment and temporary workers are being used for more hours. Contingent employment is growing faster than overall employment. Part-timers are disproportionately women, younger, or older workers. There has been a shift away from manufacturing toward trade and services. These structural changes help explain the growth in part-time employment.”

Because of the changing nature of jobs themselves, AAP’s services are desirable to employers of all sizes. Unlike five or ten years ago, many positions are so diversified, or specialized, that it is not financially feasible for an employer to hire a person to fill one position, requiring several areas of expertise. This is not financially wise for the business because of the pay range required to recruit and hire such a talented person (especially in areas such as graphics, design, etc.). The cost of payroll, taxes, benefits, and other miscellaneous staff required to run employees add to the burden of a downsized staff. Contacting AAP and using a professional contingent worker for each portion of a position as needed will solve this dilemma. Currently most businesses locate needed “qualified” workers by word of mouth. With one phone call, e-mail, or connection with our Web page, AAP makes the task easy.

In addition, Oregon’s economy is expected to continue growing, and employment, total personal and per capita income, and population growth rates are expected to exceed the national average (according to the 1997-98 Oregon Blue Book). Although Oregon’s economy is among the best there is an obvious group of contingent workers available to build an employee labor pool. The company draws from a labor pool of qualified contingent workers which consists of people who work at home, retirees, others who wish to work part-time. According to the Oregon University System, approximately 33% of bachelor’s degree graduates will be unable to find jobs in Oregon each year. So, recent college graduates are also a part of AAP’s labor pool.

Research shows that a large percentage of workers who tend to work more than one job are well-educated individuals who have a higher degree of education. According to Oregon Employment Department’s Occupational Outlook Quarterly , Spring 1997, 9.4% have Ph.D.’s; 6.5% a Professional degree; 9.1% a Master’s degree; 7.9% a Bachelor’s degree; 7.9% an Associate degree; and the remaining 15.8% lesser education. According to a Personnel Journal article “ Contingent Staffing Requires Serious Strategy ,” April 1995, there are also many retirees that enjoy doing contingent work.

Financial Plan investor-ready personnel plan .">

The following sections contain the financial information for All About People. Tables show annual projections for three years. Charts show first year monthly figures.  First year monthly tables are included in the appendix.

8.1 Important Assumptions

The financials of this plan are predicated on the following table of assumptions.

8.2 Projected Profit and Loss

Profit and Loss figures are projected in this table.

Employment agency business plan, financial plan chart image

8.3 Projected Cash Flow

Our cash flow estimates are shown in the chart and table below. The owner expects to invest further amounts in the business over the next two years to finance continued growth.

Employment agency business plan, financial plan chart image

8.4 Projected Balance Sheet

Three year annual balance sheets estimates appear below.

8.5 Business Ratios

The table below presents important business ratios from the help supply services industry, as determined by the Standard Industry Classification (SIC) Index code 7363, Help Supply Services.

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Staffing Agency Business Plan Template [2024]

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Staffing Agency Business Plan Template

If you want to start a Staffing Agency, Recruitment Agency, Employment Agency or expand your current Staffing Agency, you need a business plan.

You can download our Staffing Company Business Plan Template (including a full, customizable financial model) to your computer here.

The following Staffing Agency business plan template gives you the key elements to include in a winning staffing agency business plan, employment agency business plan or a recruitment agency business plan.

Below is an outline of each of the key sections of a staffing agency business plan.

I. Executive Summary

Business overview.

Located at the heart of [City], [Company Name] is a recruiting and staffing agency that helps local businesses to find talented staff across different fields like accounting, banking and finance, administration, marketing, and information technology. It specializes in talent pooling and acquisition and provides assistance with hiring new employees for temporary and long-term positions.

[Company Name] was founded by [Founder’s Name] in [Year] when he decided that he needed to take a break from just enforcing company policies and practices as an assistant Human Resource Manager for a known company in [Location]. He realized that there is a growing need for an agency that would help more job seekers find the companies that would maximize their potential and benefit from their expertise.

Putting the best interest of both the employers and job seekers, [Company Name] performs extensive background checks to make sure that they have a network of competent and highly qualified job seekers that matches the needs of companies in different industries.

Products Served

[Company Name] will be able to provide clients with the following services:

  • General recruitment
  • IT Recruitment
  • Business and Finance recruitment
  • Contract Staffing
  • Manpower Outsourcing
  • Staff Augmentation
  • Executive Search and Selection (ESS)

You can download our Staffing Agency Business Plan Template (including a full, customizable financial model) to your computer here.

Customer Focus

[Company Name] will primarily serve the residents who live within a 15-mile radius. The demographics of these customers are as follows:

  • 78,827 residents
  • 2,500 workers
  • Average income of $65,000
  • 41% married
  • 49% in Mgt./Professional occupations
  • Median age: 26 years

Management Team

The most valuable asset of [Company Name] is the expertise and experience of its founder, [Founder’s Name]. He has been working in the human resource management field since [year] and was one of [Other Company Name]’s top employees. He also has a degree in Human Resource Management and is SHRM-certified. Thus, he is highly qualified and credible to manage the staffing agency.

The team also includes a his highly-skilled and professional assistant manager who will help manage the company’s operations. He will be trained in all the important company processes and operations by [Founder’s Name] so he will be able to take over in absence of [Founder’s Name].

Success Factors

[Company Name] is uniquely qualified to succeed due to the following reasons:

  • [Company Name] will fill a specific market niche in the growing community we are entering. In addition, we have surveyed the local population and received extremely positive feedback saying that there is indeed a need for reliable staffing agencies in the area.
  • Majority of our location’s residents and workers are job seekers who are either fresh graduates or professionals who are looking for a new work environment.
  • The management team has a track record of success in the human resource and staffing industry.
  • The staffing agency business has proven to be a successful business in the United States.

Financial Highlights

[Company Name] is seeking a total funding of $200,000 of debt capital to open its staffing agency. The capital will be used for funding capital expenditures and location build-out, salaries, marketing expenses and working capital.

Specifically, these funds will be used as follows:

  • Location design/build: $100,000
  • Working capital: $100,000 to pay for marketing, salaries, and lease costs until [Company Name] reaches break-even

II. Company Overview

Who is [company name].

[Company Name] is a recruiting and staffing agency located at the heart of [City] that helps local businesses to find talented staff across different fields like accounting, banking and finance, administration, marketing, and information technology. It specializes in talent pooling and acquisition and provides assistance with hiring new employees for temporary and long-term positions.

[Company Name]’s History

[Company Name] was founded by [Founder’s Name] in [Year] when he decided that he needed to take a break from just enforcing company policies and practices as an assistant Human Resource Manager for a known company in [Location]. He realized that there is a growing need for a staffing agency that would help more job seekers find the companies that would maximize their potential and benefit from their expertise. With the connections that he built through his years of experience in human resource management, and his passion for promoting career development, he was able to start [Company Name]. It didn’t take long before the company was able to gain the trust of [x] companies and [x] job seekers.

Since incorporation, the Company has achieved the following milestones:

  • Found office space and signed Letter of Intent to lease it
  • Established their company as a limited liability company (LLC)
  • Developed the company’s name, logo and website located at [website]
  • Determined equipment and fixture requirements
  • Began recruiting excellent job seekers from different fields.

[Company Name]’s Products/Services

Iii. industry analysis.

Over the past five years the Staffing Agency industry has recorded growth due to a growing US labor market and overall economic improvements. Unemployment rates had dropped to historical lows. As a result, industry revenue increased rapidly as the national unemployment rate declined 14.2%. The number of temporary employees increased throughout the current period, bolstering demand for industry services. Overall, industry revenue is projected to increase an annualized 1.6% over the next five years.

Corporate profit is anticipated to grow an annualized 10.4% over the next five years, driving businesses to expand operations. Corporations will look to preserve their profit and look to temporary employees. Workers looking to rejoin the labor force will likely continue to present an opportunity for industry operators, since they will remain open to temporary roles in hopes of securing a permanent position in the future. Overall, industry revenue is expected to increase an annualized 2.3% to $201.7 billion. Similarly, industry profit is expected to increase slightly to 5.6%.

IV. Customer Analysis

Demographic profile of target market.

[Company Name] will serve the residents of [company location] and the immediately surrounding areas in a 15-mile radius. The area is populated mostly by several startup companies and expanding businesses in need of highly-skilled labor force; as a result, they have the budget to spend for a staffing agency.

Customer Segmentation

The Company will primarily target the following customer segments:

  • Job seekers: These are individuals with extensive and reliable work experience who are looking for either short-term or long-term employment.
  • Offices: These are workplaces that are in need of administrative employees, accountants, IT personnel, maintenance personnel, and other skilled workers.
  • Businesses: These are establishments in need of manpower services for their daily business operations.

V. Competitive Analysis

Direct & indirect competitors.

The staffing agency’s competitors will be other staffing & recruitment agencies, such as: Rand Corporation Rand is an HR consulting and staffing business. Founded in 1960, the company has over 4,000 offices across 38 countries. They also placed more than 649,00 people in temporary or permanent employment, with about 318,500 workers placed into temporary positions last year. The company provides services through three key business divisions: staffing, professionals and in-house solutions. It screens temporary employees for the industrial and administrative sectors.

Express Staffing Express Staffing is a staffing company that provides work for some 566,000 employees each year. It operates on a franchise business model from a network of more than 800 employment agency offices across the US and Canada. It helps fill full-time, temporary, and part-time positions in a range of sectors that span Professional, Light Industrial, and Office Services. Professional employment includes accounting, engineering, IT, sales and marketing, HR, and legal sector positions, while Light Industrial covers assignments such as assembly, maintenance, and warehousing. Bob Funk and Bill Stoller founded the firm in 1983. Since its founding, Express Employment Professionals has put more than 7.7 million people to work. M

Woodly Personnel Services Established in 1988, Wood Personnel Services (WPS) is a staffing and employment agency serving the southern states. It works to tailor staffing solutions to its clients’ and candidates’ unique needs. WPS operates two divisions: Professional Staffing Services, IT Placement and Executive search.

Competitive Advantage

[Company Name] enjoys several advantages over other staffing agencies. These advantages include:

  • Client-oriented service: [Company Name] will have full-time professional consultants always ready to keep in contact with its clients and answer their questions.
  • Detail Oriented: The company attends to the smallest details of both the job seekers and the companies to make sure that their needs are met and delays and unnecessary stress are avoided.
  • Efficient online service: With the use of its online tracking system, [Company Name] assures that it will deliver its services on a timely basis and keep its clients up-to-date of their application status. This also promotes transparency and trust.
  • Management: [Founder’s Name] has been extremely successful working in human resource management and will be able to use his previous experience to assure clients of the care that [Company Name] will take to do the job right. His unique qualifications will serve customers in a much more sophisticated manner than [Company Name’s] competitors.
  • Relationships: Having lived in the community for 10 years, [Founder’s Name] knows many of the local leaders, newspapers and other influences. Furthermore, he will be able to draw from his existing personal and professional relationships to develop an initial client base.

VI. Marketing Plan

The [company name] brand.

The [Company name] brand will focus on the Company’s unique value proposition:

  • Convenient location
  • Client-focused documentation, recruitment, and deployment services, that treat each client according to their needs.
  • Well-trained staff that prioritizes customer satisfaction and excellent results
  • Service built on long-term relationships
  • Comfortable, customer-focused environment

Promotions Strategy

[Company Name]’s market analysis shows that its target market will be individuals working and/or living within a 15-mile radius of its location, as well as businesses. [The Company’s] promotions strategy to reach these individuals includes:

Local Publications [Company name] will announce its opening several weeks in advance through publicity pieces in multiple local newspapers and publications. Regular advertisements will run to maintain exposure to relevant markets. Community newspapers, school publications, sports programs, and similar channels will be a major promotion effort.

Community Events/Organizations [Company name] will promote itself by distributing marketing materials and participating in local community events, such as school fairs, local festivals, homeowner associations, or sporting events.

Commuter Advertising We will drive attention to [Company name] by hiring workers to hold signs alongside [route or highway]. Advertising on heavily traveled commute routes are an opportunity to alert large numbers of working individuals with disposable income of our opening.

Internet [Company Name] will invest resources in two forms of geographically-focused internet promotion—organic search engine optimization and pay-per-click advertising. The Company will develop its website in such a manner as to direct as much traffic from search engines as possible. Additionally, it will use highly-focused, specific keywords to draw traffic to its website, where potential clients will find a content-rich site that presents [Company Name] as the trustworthy staffing agency that it is.

VII. Operations Plan

Functional roles.

The Company intends to employ [X] working staff and [A] recruitment consultants. [Company name] anticipates having [Z] customers on a monthly basis.

In order to execute on [Company Name]’s business model, the Company needs to perform several functions. [Company name] anticipates using the services of X employees, divided into the following roles.

Service Functions

  • Finding clients in need of qualified staffing
  • Recruiting and vetting individuals looking for employment

Administrative Functions

  • General & administrative functions including marketing, bookkeeping, documentation, etc.
  • Human Resource functions- Hiring and training staff

[Company Name]’s long term goal is to revolutionize the staffing agency industry and become the best in the [city] area. We seek to do this by ensuring customer satisfaction and developing a loyal and successful clientele.

VIII. Management Team

Management team members.

[Company Name]’s most valuable asset is the expertise and experience of its founder, [Founder’s Name]. He has been in the human resource management and staffing industry since [year] and was one of [Other Company Name]’s top employees. He also has a degree in Human Resource Management and is SHRM-certified. Thus, he is highly qualified and credible to manage [Company Name].

[Company name] will also employ an experienced assistant manager to manage the company’s operations and help with the business planning process. He will be trained in all the important company processes and operations by [Founder’s Name] so he will be able to take over in absence of [Founder’s Name].

Hiring Plan

In order to launch the business, we will hire the following employees:

  • Recruitment consultants: 3 full-time employees to manage the day to day job application and consultations
  • Administrative Assistant: Must be organized, with good phone skills, facility with numbers for bookkeeping, and good writing skills.

IX. Financial Plan

Revenue and cost drivers.

[Company Name]’s revenues will come primarily from the general recruitment and consultations.

The major costs of [Company Name] include:

  • Lease on business location

Moreover, ongoing marketing expenditures are also notable cost mechanics for [Company Name].

Capital Requirements and Use of Funds

[Company Name] is seeking a total funding of $200,000 of debt capital to open its staffing agency. The capital will be used for funding capital expenditures and location build-out, salaries, marketing expenses, other startup costs and working capital.

Key Assumptions

The following table reflects the key revenue and cost assumptions made in the financial model:

5 Year Annual Income Statement

5 Year Annual Balance Sheet

5 Year Annual Cash Flow Statement

Click below to see each section of our free staffing agency business plan template. You can also click here to get our staffing agency business plan pdf .

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Staffing Agency Business Plan Example

JAN.10, 2024

Staffing Agency Business Plan

What Does the Staffing Agency Mean?

A staffing agency, also known as a recruitment agency, employment agency, or temp agency, is a business that connects companies looking to hire temporary or permanent employees with qualified candidates looking for job opportunities. As per an HR consultant business plan to grow a staffing agency, staffing agencies focus on recruiting, screening, and placing workers in various roles across different industries. A staffing agency can also offer other services, such as payroll, training, background checks, and performance evaluations.

A staffing agency can operate in different ways, depending on the service it provides. Some common types of staffing agencies are:

  • Temporary staffing agency
  • Contract staffing agency
  • Permanent staffing agency

Refine Your Strategy for Building Your Staffing Agency Business

To write a recruitment agency business plan, you need a clear strategy. Your strategy should include your vision, mission, goals, values, target market, niche, and competitive advantage. These are some questions to guide your strategy:

  • Vision – What impact do you want in the industry and society?
  • Mission – Why does your business exist, and how will you achieve it?
  • Goals – What are your short-term and long-term objectives, and how will you measure them?
  • Values – What are the principles that drive your actions and decisions?
  • Target market – Who are the employers and workers you want to serve, and what are their needs and preferences?
  • Niche – What segment or industry do you want to specialize in?
  • Competitive advantage – What makes you different and better than your competitors?

Your strategy will help you structure your business plan for a staffing agency company. A business plan, like a headhunter business plan , is a document that outlines your business details, such as your products and services, market analysis, marketing plan, operations plan, management team, and financial plan. A temporary staffing agency business plan can help you share your vision, get funding, find partners, and grow your business.

Here are the main sections of a staffing agency business plan template and what they should include:

Executive Summary

This sample business plan for staffing agency is for StaffSpur, an Austin-based staffing agency for the IT sector, founded in 2024 by Hana Doe, an experienced IT professional. StaffSpur links IT talent with opportunity. StaffSpur offers staffing services to employers of all stripes. For workers at any career stage, StaffSpur provides career coaching, resume help, interview prep, feedback, and training.

StaffSpur has an IT edge and network and uses advanced technology to match candidates and opportunities and ease the hiring process. It aims to be the best IT staffing agency in Texas, to go global, and to impact the IT community and society positively. StaffSpur’s financial summary shows a low startup cost of $50,000, a breakeven point of 6 months, projected revenue of $1.5 million, and a profit of $300,000 in the first year.

Company Overview

StaffSpur is an Austin, Texas-based IT staffing agency founded in 2024 by Hana Doe, an IT professional with over ten years of experience. Hana saw a gap in quality, personalized IT staffing services. Hana started StaffSpur to serve employers and workers in the sector. Since launching, StaffSpur has grown to over 100 clients and 500 candidates with positive feedback.

StaffSpur is a sole proprietorship LLC run by Hana Doe, the CEO/manager. She leads the strategy, vision, marketing, sales, and customer relations and has a team of 5 for staffing services. Tapping into Austin’s booming tech scene fuels StaffSpur’s competitive edge – abundant talent and opportunities at their doorstep.

Industry Analysis

The US national temp/contract staffing sales amounted to $144.2 billion, with over 37,000 estimated staffing offices in the US ( American Staffing Association ). The industry has grown 3% annually, driven by economic recovery and trends like the gig economy.

According to IBISWorld , the Employment and Recruiting Agencies industry in Texas is on the rise which the following numbers showcase clearly:

  • Texas Market Size: $3.1 bn
  • Number of Businesses in Texas: 1,190
  • Texas Industry Employment: 29,788

The Austin metro area has a thriving, diversified economy that drives talent demand across sectors like technology, real estate, healthcare, government, and construction. Unemployment is 4.1% ( Federal Reserve Bank of Dallas ), indicating a strong labor market.

While substantial competition exists for high-volume administrative roles, few staffing firms focus specifically on specialist IT placements. This represents an attractive niche opportunity that StaffSpur will capitalize on through our experience and networks.

Customer Analysis

StaffSpur’s target market consists of:

  • IT employers

IT Employers

IT employers are companies needing IT talent for projects or operations. StaffSpur works with small, large, startup, and established firms. StaffSpur provides temporary, permanent, or temp-to-perm staffing services based on employer needs.

IT employers have these needs:

  • Finding qualified, skilled IT talent
  • Saving time and money by outsourcing hiring
  • Improving quality and performance by hiring the best talent

IT employers prefer:

  • Competitive pricing with quality and value.
  • Highly skilled, experienced workers with relevant credentials.
  • Fast, efficient services for timely hiring.
  • Reliable, professional services following agreed terms.

IT employers:

  • Rely on StaffSpur to source and screen candidates.
  • Expect regular, transparent updates from StaffSpur on hiring.
  • Decide who to hire based on StaffSpur’s recommendations.

IT workers are the technical professionals that StaffSpur helps find jobs. StaffSpur works with IT professionals across various specializations. StaffSpur offers IT workers temporary, permanent, or temp-to-perm job placements based on their preferences.

IT workers have these needs:

  • Finding challenging and meaningful work
  • Developing their careers by working on innovative projects
  • Earning competitive compensation and benefits
  • Working for reputable companies that provide growth opportunities

IT workers prefer:

  • Access to a range of job opportunities.
  • Guidance on finding the best roles based on their career goals.
  • Help preparing for interviews and negotiating offers.
  • Smooth onboarding experience at new companies.

IT workers:

  • Rely on StaffSpur to source relevant openings.
  • Expect regular updates on job search progress from StaffSpur.
  • Decide which jobs to pursue based on various factors.

Competitive Analysis

StaffSpur faces competition from both direct and indirect competitors in the staffing industry. Some of the main competitors are:

  • Direct competitors – These are staffing agencies that focus on the IT sector, such as Techstaff, IT Works, and Initech who provide similar staffing services to StaffSpur, but they have drawbacks, such as high prices, low quality, slow speed, unreliable, or poor reputation.
  • Indirect competitors – These are businesses that offer different staffing solutions to the IT sector, such as online platforms, freelance networks, or in-house recruitment who provide diverse staffing services to StaffSpur, but they have problems, such as low security, less flexibility, complexity, or less support.

StaffSpur stands out with its IT sector expertise and network of IT professionals and companies that help in improving matching candidates and simplify hiring.

Marketing Plan

StaffSpur is a leading IT staffing agency in Texas with a large and loyal customer base. StaffSpur’s marketing strategy aims to:

  • Boost brand awareness and reputation among Texas IT employers and workers.
  • Attract and retain more customers and candidates through referrals and conversions.
  • Foster long-lasting, mutually beneficial relationships with customers and candidates.

StaffSpur’s marketing mix includes:

  • Product – Offers temporary, permanent, and temp-to-perm staffing. Also provides career coaching, resume writing, and interview prep. Caters to IT employers’ and workers’ needs, delivering value and quality.
  • Price – Charges fair, competitive fees or commissions based on worker salary or employer budget. Gives discounts and incentives like free trials, referrals, and loyalty programs.
  • Place – Based in Austin with access to the large, diverse local IT market. Uses online platforms like its website, social media, email, and chat to reach and serve customers remotely.
  • Promotion – Communicates services, benefits, and brands through online and offline channels. Relies on word-of-mouth, referrals, testimonials, and reviews to build trust and generate buzz.

StaffSpur’s marketing budget is $150,000, 10% of its projected revenue in the first year. StaffSpur’s marketing budget has three parts:

  • Online marketing: $75,000
  • Offline marketing: $45,000
  • Marketing research and evaluation: $30,000

Operational Plan

StaffSpur’s operations plan is how it runs and manages its IT staffing business, using the best practices and standards in the industry. StaffSpur’s operations plan has one component:

  • Business processes – StaffSpur’s business processes are the steps it takes to provide staffing services. The four stages are:
  • Sourcing: Finding and attracting IT workers and employers through online platforms, referrals, and events.
  • Screening: Checking and assessing IT workers and employers through interviews, tests, and background checks.
  • Placing: Matching and connecting IT workers and employers, assisting with hiring and placement like contracts, agreements, and payments.
  • Managing: Supporting and monitoring IT workers and employers, providing feedback, training, and solving any issues.
  • Business systems – StaffSpur uses technologies and tools to support and improve its business processes. StaffSpur’s business systems are: 
  • Website: Online platform showing services, benefits, and brand. Provides information and resources.
  • Software: Applications and programs to manage and automate operations, like CRM, HRM, and accounting.
  • Hardware: Devices and equipment to run and access software and systems, like computers, phones, and printers.
  • Network: Infrastructure and connections to link and secure hardware and systems like the internet, cloud, and blockchain.

Management Team

StaffSpur’s management team has one person: Hana Doe, the founder, owner, and CEO. Hana leads the business and oversees everything. Hana also hires and supervises five staff who recruit, screen, place, and administrate. Hana’s management profile is:

  • Name – Hana Doe
  • Role – Founder, owner, and CEO of StaffSpur
  • Background – Hana has a bachelor’s in computer science and a master’s in business administration. She has 10 years of IT experience as a software developer, project manager, and consultant.
  • Experience – Hana knows the IT sector and the staffing industry well. She has managed and delivered many IT projects. She has also worked as a freelancer and a contractor using various staffing agencies and platforms.

StaffSpur has a simple, flat management structure. Hana is the boss and reports to no one. The staff are workers who report to Hana. Hana and the staff communicate and collaborate regularly and openly.

Financial Plan

StaffSpur’s financial plan aims to achieve and maintain profitable, sustainable financial performance by:

  • Generating sufficient revenue
  • Controlling costs
  • Managing cash flow

Financial Assumptions:

  • $10 billion IT staffing market in Texas, growing 10% annually (industry data)
  • 0.1% market share in year 1, increasing 0.1% annually based on strategy, competitive advantage, retention
  • 20% fee/commission of worker salary or employer budget (workers get 80% of salary/budget, industry standard)
  • Main costs are staff salaries, marketing, and office expenses. Assume a 5% annual increase from inflation and growth.
  • 21% federal corporate tax, 0% state tax in Texas. Expenses and depreciation deducted.

Financial statements:

Balance Sheet – Shows assets, liabilities, and equity at a point in time. Measures financial health and liquidity.

Income Statement – Shows revenue, expenses, profit, and margins yearly. Measures profitability and efficiency.

staffing agency business plan

Select the Legal Framework for Your Staffing Agency

Choosing the correct legal structure and entity formation is vital when establishing a staffing agency. The primary options we evaluated were:

  • Sole Proprietorship
  • Partnership
  • Limited Liability Company (LLC)
  • S-Corporation

The key considerations were liability protection, tax treatment, ease of setup, ownership flexibility, and ability to attract investors.

For StaffSpur, we determined forming an LLC provides the best advantages:

  • Liability protection separates personal assets from business liabilities
  • Pass-through taxation avoids double taxation
  • Simple setup process compared to S-Corp
  • Flexible ownership structure to add investors
  • Credibility of formal company over sole proprietorship

We will form StaffSpur as an LLC, with Hana owning 100%. This allows us to obtain investment while retaining management control under Hana’s leadership. Refer to our holding company business plan for a better understanding.

Keys to Success

The key elements of starting a staffing agency startup business plan that will make StaffSpur’s business concept successful include:

  • Specialized IT Expertise – Our deep IT networks and knowledge help identify and place great candidates, giving us an edge.
  • Client Relationships – Strong partnerships through excellent service ensure repeat business and referrals for growth. We heavily invest time to understand each client’s needs.
  • Rigorous Screening – Thoroughly vetting candidates’ skills, experience, fit, and background checks provides clients with exceptional, qualified talent that lowers turnover.
  • Pricing – Competitive rates that offer client value and produce profits let us grow sustainably. Our niche also allows higher margins than generalist agencies.

By focusing on these core strengths, StaffSpur stands out from competitors as a top niche IT staffing agency in Austin.

Get Expert Help Building Your Staffing Agency Business Plan

At OGSCapital, our team of experienced business plan writers can provide invaluable guidance on creating a winning placement consultancy business plan or an employment agency business plan tailored to launch or grow your agency. For over 15 years, we have worked with hundreds of startups and businesses across industries to develop customized, investor-grade business plans, like the insurance agency business plan . Our IT staffing agency business plan clients span healthcare, technology, accounting, manufacturing, and more.

Whether you’re looking to secure SBA loans, pitch investors, a medical staffing business plan, or organize your strategy, we can assist with customized business planning services. From one-on-one consultation to complete written plans, we can help you understand how to start a staffing agency, maximize opportunities, and avoid pitfalls.

Reach out today to learn more about how to write a business plan for a staffing agency and how OGSCapital can help turn your staffing agency into a high-growth business.

Download Staffing Agency Business Plan Sample in pdf

Frequently Asked Questions

How profitable is a staffing agency?

As per a business plan template for a recruitment agency, an average staffing agency has a ~10% operating profit margin (EBITDA margin) after operating costs (salaries, admin expenses, etc.). However, this may vary depending on the agency’s industry, market, and client base. Generally speaking, staffing agencies make a profit margin of around 60% on the bill rate they charge to their clients.

What factors do you consider when developing a staffing strategy?

Key factors in developing a startup nonprofit employment agency include industry niche, target clients, talent supply, competitive landscape, geographic focus, value proposition, pricing, compliance, and technology/systems. Identifying a profitable niche where you can differentiate and build a robust talent pipeline to execute your strategy is vital.

OGSCapital’s team has assisted thousands of entrepreneurs with top-rate business plan development, consultancy and analysis. They’ve helped thousands of SME owners secure more than $1.5 billion in funding, and they can do the same for you.

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Staffing Agency Business Plan Template

Written by Dave Lavinsky

Business Plan Outline

  • Staffing Agency Business Plan Home
  • 1. Executive Summary
  • 2. Company Overview
  • 3. Industry Analysis
  • 4. Customer Analysis
  • 5. Competitive Analysis
  • 6. Marketing Plan
  • 7. Operations Plan
  • 8. Management Team
  • 9. Financial Plan

Start Your Staffing Agency Plan Here

Staffing Agency Company Overview

Who is leading talent staffing agency.

Leading Talent Staffing Agency is a startup staffing and talent agency located in Virginia Beach, Virginia. They will offer full service staffing and placement services in Virginia Beach and will seek to be the most dedicated and driven staffing agency serving the amazing talent of the region. With thousands of qualified and talented individuals, Leading Talent Staffing Agency’s mission is to help those find the job and company they best fit with in order to improve and provide a greater quality of life. Leading Talent Staffing Agency will partner with companies across a wide range of industries – whether it be an office job or a warehouse job. They will work to serve its clients and refer them to the appropriate place of business for their unique skill set.

Leading Talent Staffing Agency History

Leading Talent Staffing Agency is owned by a husband and wife team, Dan and Karen Ford. While working in their respective fields, Dan and Karen noticed that there is a shortage of quality staffing agencies in Virginia Beach and sought out to pursue their own staffing agency business. Dan and Karen have a combined thirty plus years of industry knowledge and are experts in their field of staffing local talent.

Upon completing his Business and Management degree from the University of North Carolina, Dan worked for a local Fortune 500 company as a Human Resources Director. His job was to recruit and onboard thousands of employees annually, all while ensuring they are set up with a complete list of benefits and sustain ultimate job satisfaction. Over the years, he became in tune with the ins and outs of corporate culture, employee morale, and employee perspectives. Dan became a respected and admired leader in Human Resources and has been invited to consult and speak at numerous industry events and leadership classes.

Karen Ford is an employment and labor attorney in Virginia Beach and has spent over ten years representing hundreds of individuals with their labor related issues. Karen has become an expert in her field and is the “go to” labor attorney in the Virginia Beach area. Karen is a regular speaker at SHRM and CHR industry conferences and luncheons.

Since incorporation, Leading Talent Staffing Agency has achieved the following milestones:

  • Found a 4,000 square foot office space for lease in downtown Virginia Beach, Virginia.
  • Registered Leading Talent Staffing Agency, LLC to do business in the State of Virginia.
  • Registered Leading Talent Staffing Agency to have a table/booth at the city’s largest job hiring events.
  • Began networking with some of the area’s largest companies to understand what roles they will be needing to fill for the next six months.
  • Began the branding image, logo, website, and social media accounts for the staffing agency.

Leading Talent Staffing Agency Services

The following will be the services Leading Talent Staffing Agency will provide:

  • Employee Leasing (PEO) licensed in Virginia
  • Temporary and Temp-to-Hire staffing
  • Career/Direct Hire placement
  • Executive search and recruiting
  • Resume writing
  • Interview preparation

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