sample business plan for recruitment agency

How to write a business plan for recruitment in 2024 (template included)

Roger Smart

  • Published on June 3, 2020
  • Updated on February 12, 2024

sample business plan for recruitment agency

Writing a business plan in recruitment has always played a crucial part in the interview process for a number of recruitment agencies around the world.

A comprehensive business plan can demonstrate a recruiter’s commitment, knowledge and commercial acumen. During economic uncertainties in 2023, these qualities are more important than ever.

Arriving at an interview armed with a comprehensive business plan before you’re even asked will no doubt set yourself apart from other recruiters.

During economic uncertainties, managers will need to present a business case to leadership for budget approval in order to make a hire. Your business plan will be an important element of this business case. An impressive business plan could be the difference between landing an offer today, or falling into a pipeline of other candidates.

In this article, we share a step-by-step guide outlining how to create a comprehensive business plan. We walk through the key components and include examples.

At the end of the article, you can download a free recruitment business plan template which is tailored towards the key components mentioned in this article.

A business plan should be packed full of relevant information but should be compressed and to the point. Avoid verbiage, stay specific and keep to 4 – 6 pages.

Introduction

Start with a title. Include your name and the company you’re writing the business plan for. A little personalisation will go a long way.

Underneath your title, outline the objective of your business plan and again personalise it towards the agency you’re interviewing with. While you have the hiring manager’s attention, this paragraph is an opportunity for you to demonstrate how comprehensive your business plan is. The aim is to capture the hiring manager’s interest so they continue to read each component:

“The objective of this business plan is to outline the value I can add to employer’s name.

In this business plan, I have highlighted my specialism, hiring activity in my market, my candidate and client strategies, my methodology, how I plan to recruit through economic uncertainties in 2023, my competition and my personal revenue projections over 12 months.”

You can use this paragraph as a way to introduce your business plan verbally if you’ve called up a hiring manager. You can also use this extract in a cold email.

Your specialisation

This is a crucial positioning statement for your value-add. It sets out precisely where your network and experience lies and what you intend to bring to the table in your new role.

Your specialisation can be described clearly by outlining what roles you will specialise in, what industries you will target, what level of seniority you will focus on and what geographies you will cover.

For ease of reading, you can use each component as a title and use bullet points to expand upon your answers.

Taking a Technology recruiter as an example:

What roles I will specialise in:

  • Product Management permanent roles
  • UX/UI Design permanent roles

What industries I will target:

  • Series A – C funded technology startups (high investment, high growth and high volume of roles)

What level of seniority I will focus on:

  • Mid to senior (120 – 180k salary range for Product Managers, 140 – 200k salary range for Designers)

What geographies I will cover:

  • Based in Singapore, the local market will be my core market
  • Secondary markets include Jakarta, Bangkok and Kuala Lumpur due to less competition from recruiters and high volume of roles

Hiring activity trends

The hiring activity trends section provides an opportunity for you to demonstrate and portray your knowledge of the market.

The 3 important components of this section are: hiring activity over the past 3 years, hiring activity for next year and how you predict hiring activity to shift beyond that.

Utilise your own knowledge of the market but back it up with research gained from reputable sources related to your market e.g. Tech in Asia, Tech Crunch, Channel News Asia, The Straits Times or The Financial Times.

You’ll want to cover how hiring activity has increased or decreased, what the drivers of growth are in your industry and what the threats and challenges are within your sector.

Candidate strategies

Moving on from market trends, this section indicates how you will acquire candidates for your desk. It offers an opportunity for you to demonstrate the experience you’ve learnt in candidate management from your previous firm, but also an opportunity for the employer to ensure that your approach aligns with theirs.

3 key components of this section include: how you will generate candidate leads, what challenges you expect to face and how you will overcome these challenges.

Taking a Front Office Banking & Financial Services recruiter as an example:

How do I plan to generate candidate leads:

  • Direct headhunting using a LinkedIn Recruiter account, this costs approximately $X amount, the key benefits being access to a high volume of InMails and enhanced search capability. This has been the sourcing tool for 60% of my previous placements

Challenges I expect to face:

  • In light of economic uncertainties in 2023, highly sought-after candidates may be risk-averse and may not see this as a good time to move jobs

How I will overcome these challenges:

  • I will develop relationships with these candidates for the future but I will adjust my sourcing strategy accordingly by increasing volume of direct approaches

Client strategies

A similar section to candidate strategies but geared towards clients. Arguably more important than candidate strategies during a recession as the market could be job-short – even in the good times, strong business development capabilities in recruiters are harder to find.

This section includes 6 key components including how you plan to onboard new clients, how you plan to sustain relationships with clients for repeat business, what industries your clients are in, the challenges you expect to face and how you will overcome these challenges.

Take these bullet points as a basic example:

How I plan to onboard new clients:

  • During a recession, I plan to cultivate relationships by helping and consulting clients on non-recruitment related issues, such as advising clients on the current state of the market
  • I plan to generate leads by making 25 cold calls per day during the ramp-up period, to again offer support and advice where needed, and to leverage any open roles
  • A soft approach of connecting with hiring managers, HR contact and C-Level candidates on LinkedIn, to establish working relationships and eventually convert into clients

How I plan to sustain relationships with current clients and win repeat roles:

  • The most important way to sustain relationships is by offering a service that is superior to competitors. That is by being transparent, sticking to deadlines and delivering results
  • Regularly catch up with clients on a monthly basis to see how they’re doing and see if you can generate new roles
  • Keep yourself updated on company news and congratulate clients on milestones e.g. if they generate a Series C round of funding

What industries I will target clients in:

  • Series A – B funded technology startups
  • During a recession there is less of an appetite to use agencies due to an unprecedented volume of great candidates available in the market
  • Offer free support to companies currently not using agencies, provide an impressive service and convert into paying client post-recovery

The 6th component is “examples of target clients” and this is where you can really demonstrate tangible market knowledge. Use company names, find the potential contact in each company and add your comments, such as the volume of roles you expect from that client. 5 examples should be enough to peak your hiring manager’s interest.

You can use a table to display this information with ease:

It goes without saying that you should never be tempted to use information that is proprietary to your previous employer. This information can be openly found with some basic LinkedIn research.

My methodology

Are you a recruiter that is focussed on crunching numbers? Are you a recruiter who is focussed on cultivating long-term relationships? In this section, you can include a few quick bullet points to explain how you approach recruitment. This information gives your hiring manager an indication about whether you hold similar values and whether you have similar working styles.

How you can adapt to recruiting during a possible economic downturn

This section is a new one in response to market conditions in 2023 but can demonstrate how you are prepared to deal with current and upcoming challenges.

You can use this section as the title and include bullet points to outline how you will adapt to these market conditions.

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My key competitors

Which recruiters and agencies offer the greatest competition? Demonstrating your knowledge in this area highlights that you are commercially aware outside of your core market.

Include about 5 different competitors who are directly competing in your patch. You can use the table below to display this information:

Personal revenue and target projections

In many business plans, financial projections are of utmost importance and can demonstrate your commercial acumen. If you’ve ever watched Dragon’s Den, you’ll know what happens when you don’t know your numbers!

Project your personal revenue for 4 quarters. You can start your calculations by predicting the average annual salary of a candidate in your patch. You can project your average percentage fee agreed with clients and from there you can calculate your average fee. Once you have this, you can predict the amount of placements you’ll be making per month.

Make sure your revenue projections are realistic and achievable. Avoid the temptation to predict vastly optimistic revenues, especially during a possible recession. You must allow time to ramp-up and there must be a logical relationship between your historical and predicted revenues.

The plan only includes project revenue. Your historical revenue should be on your CV.

Take the below as an example:

My predicted average annual salary of candidates:

My predicted average percentage fee agreed with the client:, my predicted average fee:, my predicted average placements per month, my projected revenue over 12 months.

Underneath, you can also include the KPIs you will set yourself to guide you in achieving these numbers. For example, you can set yourself a guideline for how many CVs you need to send, how many candidate meetings you need to arrange, how many client meetings you need to arrange and so on.

The template

We’ve constructed a free template built around the components mentioned above, so you can create your own for when you reach out to hiring managers.

To download this template, please add your email below and you’ll be redirected to the template.

By downloading our busines plan, you agree to our  Privacy Policy and Notification Settings .

This step-by-step guide should give your hiring manager a clear idea of your plan. If executed successfully, you’ve already demonstrated your commitment, knowledge and commercial acumen before even attending an interview.

The way you’ve structured your plan will give your hiring manager a very clear indication of your methodology and whether you’d fit their structure. Keep in mind that if your methodology is focused on high volume recruitment, it’s not going to work well with an executive recruitment agency.

As a next step, learn this plan inside and out. Be prepared to pitch your plan to your hiring manager and answer detailed questions surrounding each component.

Leave your interviewer with no room for concern and secure that role! Lastly, if you enjoyed the article, please consider subscribing or following us on LinkedIn to have new articles for recruiters like this delivered directly to your inbox.

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sample business plan for recruitment agency

As Founder of Charterhouse Partnership, I led the opening of 5 international offices, hiring & training hundreds of recruiters. Please subscribe to our weekly newsletter where I share my insights on the recruitment industry.

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Sample Recruitment Business Plan

A sample recruitment business plan revolves around basically three words that describe your business philosophy. 3 min read updated on February 01, 2023

Updated November 2, 2020:

Sample Template for Starting a Recruitment Business

Business Niche

Creating a business plan involves making some decisions upfront. This means choosing a niche. By doing so, you'll be deciding the type of recruitment agency to start and the industry to serve.

Observing Competitors

Observe how your competitors' work provides an excellent opportunity and how its recruitment process works.

Gathering Experience

Starting a recruitment agency requires the experience that a recruiter uses to find the perfect match for a company's needs. Examples of what you need to know include:

  • Knowledge of recruiting
  • Recruitment strategies
  • Personal skills

To acquire the type of experience necessary to operate a recruitment agency, it's recommended that you register with a reputable recruitment agency to experience, firsthand, some basic training in how an agency operates.

Building Skills

Keep in mind that part of a recruiter's job is testing the skills of potential candidates for jobs. So, your own skill level must be up to the task. It's equally important that you're able to recognize someone with potential even though they may not possess a lot of experience. You also need the insight to place the right person in the right position.

Evaluating Start-Up Costs

A recruitment agency isn't a cheap business venture to initially get started. You'll need a checklist of all things needed and the cost of each item. Things to include are staff payroll, marketing, insurance, and basic business expenses.

Researching Recruitment Laws

Study and become familiar with the recruitment laws in your state to ensure you aren't in violation. Each has guidelines that may include requirements for specific industries.

Obtain a Business License

Check with your local city and county office as well as the state to find out if or what type of business license is required to operate a recruitment agency. Obtain the license prior to opening for business.

Research Employment Laws

Laws guiding the rules of employment in each state are also in effect and something you must become familiar with. Examples include laws against discrimination and equal opportunity employment .

Business Location

Select a business location that's visible and easily accessible for clients and job applicants.

Register With Recruiters

Register with other companies as a recruiter. This is a way to bring in business should a company need to fill a position and contact you to fill the position.

Create a Marketing Plan

Create a marketing plan that outlines your business and its services. Make a list of businesses to contact and send a letter of introduction letting owners/managers of these businesses know about your company and what it has to offer. Also, follow up on each letter. Take advantage of the internet and newspapers by placing ads to highlight your business.

Create a Business Website

In today's fast-paced world, having a website is the standard operating procedure. A website is a gateway to advertising job vacancies. It's also a way for potential job seekers to provide resumes and conduct online interviews.

Hire Support Staff

A recruitment agency requires lots of paperwork, and you'll need to hire qualified staff to help with the tasks. This means bringing staff on board who have previous recruitment experience.

Contact insurance companies about purchasing liability insurance for your business.

Business Bank Account

Open a business account that's separate from your personal account for accepting payments for services from clients.

Equipment Necessary for a Recruiting Agency

The office space should include a reception area for greeting applicants and receiving applications. There should also be a conference room where you can conduct interviews. Necessary equipment includes:

  • At least one computer.
  • Testing software (i.e., printer(s), a fax machine, and a photocopier).
  • Reliable internet service.
  • Business cards.

Potential Recruiter Salary

On average, a recruitment consultant has the potential to earn between $65,000 and $75,000 annually. Charges for placing a candidate can range between 14 and 20 percent. Charges for your services may be based on a percentage of the candidate's first annual salary. The other option is charging a flat fee to the company you're recruiting for.

If you need help with a sample recruitment business plan, you can post your legal need on UpCounsel's marketplace. UpCounsel accepts only the top 5 percent of lawyers to its site. Lawyers on UpCounsel come from law schools such as Harvard Law and Yale Law and average 14 years of legal experience, including work with or on behalf of companies like Google, Menlo Ventures, and Airbnb.

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  • Sample of a Good Business Plan

How to write a business plan for a recruitment agency

Table of Contents

Why a business plan is important

Provide direction,  minimise risk , reduce spending, market research , budgeting and financial planning, examples of swot analysis for a recruitment agency, opportunities , how countingup can benefit your recruitment agency.

If you’re looking to start a recruitment agency, you’ll need to create a business plan as any other startup would. Remember, though, that you’ll need to also account for the specific situations that might arise while working in the recruitment industry.

This article will serve as a guide to writing a great business plan for your recruitment agency. We’ll look at what your plan should look like, as well as why a plan is important. The topics we’ll cover include:

There are a few different reasons why you need a business plan before starting a business , but one of the most important is that it will guide your business going forward. Without a plan, no matter how simple the plan is, you’ll likely struggle to develop your business and make effective decisions. 

A business plan doesn’t have to be set in stone — you can adapt it to account for any unique events that affect your recruitment agency. That said, it’s essential to have at least a vague idea of the purpose your business will serve, the potential obstacles you might encounter, and how you’re going to deal with those obstacles.

A business plan is also necessary to minimise the risk you’ll face when starting a recruitment agency . One of the key sections of a business plan is the SWOT analysis, where SWOT stands for strengths, weaknesses, opportunities and threats.

In order to minimise risk effectively, it’s vital that you analyse both the weaknesses of your agency as well as the threats it may face. In doing so, you’ll be able to fix your weak points and avoid potential threats more effectively.

Finally, business plans are important because they provide valuable data for minimising your spending. For example, during your SWOT analysis and financial planning , you may find that you’ve budgeted a large amount of spending to support a part of your business that’s actually very strong. 

In a recruitment agency, this might mean you’ve planned to spend a lot of money on marketing, but your business already has a strong brand because you (as the owner) have many good personal contacts in the industry. In this instance, you can safely reduce your marketing budget and save your business money. 

Thorough market research is the best first step when you’re writing a business plan . Market research means examining the industry your business will exist in, and finding out the needs and preferences of that industry’s consumers.

For a recruitment agency, a key research topic for your business plan would be finding out the impact COVID-19 has had on the market. Many new markets emerged during the pandemic, which you can provide your services to. As the UK is currently recovering from the pandemic, it would also be wise to look into which industries are now recruiting heavily after laying off staff in recent years.

Planning out how you’ll spend your money when starting your agency is also a key part of a good business plan. You need to consider your budget for starting the business as well as how you’ll manage your business finances going forward.

It’s smart to prepare a budget for each section of your business. For instance, you might set aside different amounts for recruiting staff, purchasing business premises, and marketing. Your advertising budget is particularly important when you’re a small business , as you may not be able to rely on personal contacts or existing clients for referrals, so you’ll need to attract clients independently.

Conducting a SWOT analysis is a great way of evaluating your business even after starting up, but it’s particularly helpful when you first put together your business plan. SWOT stands for strengths, weaknesses, opportunities and threats, so a SWOT analysis requires you to think of an example of these for your business. In a recruitment agency, these might be:

As mentioned above, it may be that you have a good reputation because you have a wealth of experience and personal connections in the recruitment industry, so you’ll not need to worry as much about marketing.

Recruitment agencies frequently have to use a lot of software to track their clients’ needs and organise candidate applications. If you’re not very good with technology, you may need to hire staff who are to account for this weakness.

The UK is currently rebounding from the struggles of the COVID-19 pandemic, and this presents a wealth of opportunities for a good recruitment agency.

You need to take immense care when you’re handling people’s personal information, which you’ll often do at a recruitment agency. Sending this information to the incorrect person can have a considerable negative impact on your business, as there is a lot of new legislation regarding privacy. 

Your business plan should include a good amount of financial planning, as tracking your cash flow (your incoming and outgoing cash) is hugely important in any business. 

Countingup is the business current account with built-in accounting software that allows you to manage all your financial data in one app. With features like automatic expense categorisation, invoicing on the go, receipt capture tools, tax estimates, and cash flow insights, you can confidently keep on top of your business finances wherever you are. 

You can also share your bookkeeping with your accountant instantly without worrying about duplication errors, data lags or inaccuracies. Seamless, simple, and straightforward! 

Find out more here .

Countingup

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Don't bother with copy and paste.

Get this complete sample business plan as a free text document.

Employment Agency Business Plan

Start your own employment agency business plan

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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sample business plan for recruitment agency

Recruitment agency business plan template

Download this recruitment agency business plan template in PDF or Word format, or tailor it to your project directly in our business plan software.

Discover our recruitment agency business plan template

Our recruitment agency business plan template gives you the structure to write a professional plan.

Not accustomed to writing business plans? Our recruitment agency business template will turn a typically challenging process into a total breeze.

Modelled on a complete business plan of a recruitment agency in Normandy, our template features both the financial forecast and the written part that presents the project, its team, the local market and the business strategy implemented by the management.

Cast your eyes on this template to achieve a better understanding of what your bank and investors would like to see, so that you can create a business plan that meets their expectations.

recruitment agency businesss plan template

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How to use this recruitment agency business plan template

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There are 3 ways to use this template:

  • Edit it online: you can adapt this template to your business idea by changing the text or the financial forecast directly in our business planning software
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Recruitment agency business plan template content

This template includes a complete recruitment agency business plan example, with a financial forecast and the following sections:

  • Executive summary: the executive summary gives the reader a clear and concise overview of your business idea
  • Company: this section lays out the structure of your business, including its location, management team and legal form
  • Products and services: here, you'll give an overview of the services offered by your recruitment agency (express and classic recruitment services)
  • Market analysis: the market analysis is where you’ll demonstrate that there is a strong demand for your recruitment agency through a thorough assessment of the industry (customer profile, hot trends, regulation, competition, etc.)
  • Strategy: this section highlights your recruitment agency's game plan when it comes to pricing, marketing and mitigating risks along the way
  • Operations: this step lays out your recruitment agency's operational organisation, including the recruitment plan
  • Financial plan: the financial plan includes a table of sources & uses (initial funding plan), and complete financial statements (P&L, balance sheet and cash flow statements)
  • Appendices: this part provides the opportunity to include multiple financial appendices generated by our software (debt maturity profile, monthly financial statements, financial analysis, etc.)

cover page and table of contents for the recruitment agency business plan template by The Business Plan Shop

Executive summary for a recruitment agency business plan

The executive summary gives the reader a clear and concise overview of your business idea.

Our recruitment agency's executive summary is formed of the following subsections:

  • Business overview: in this subsection, we outline who the recruitment agency founders are, what legal form they've chosen for the business, and the rationale behind the choice of their location
  • Market overview: in this subsection, we summarize the conclusions of the market analysis performed by the recruitment agency's owners and explain what industries (hospitality) and business types (cafes, restaurants, hotels) they aim to target
  • Financial highlights: in this subsection, we give an overview of the forecasted financial performance of the recruitment agency over the first 3 years of operation
  • Our ask: in this subsection, we outline the amount of financing required to start the recruitment agency and how it's going to be funded (the founders are seeking a bank loan to start their recruitment agency)

executive summary for recruitment agency business plan sample

Company overview included in our recruitment agency business plan sample

This section lays out the structure of your business, including its location, management team and legal form.

Our recruitment agency business plan template's company section is formed of the following subsections:

  • Structure & Ownership: in this subsection, we outline who the recruitment agency's shareholders are and what legal form they've chosen for the business
  • Location: in this subsection, we present the area surrounding the location chosen for the business and the layout and main features of the premises
  • Management Team: in this subsection, we give an overview of the background of each of the recruitment agency's founders, explain how they met and why they decided to start a company together

company overview included in recruitment agency business plan template

Products and services offered by the recruitment agency

The products and services section is where you will present the different types of services offered by your recruitment agency.

In our recruitment agency business plan template products and services section, we cover:

  • Express service: characterised by speed, this service aims to help hospitality businesses find skilled replacements last-minute (within 24 hours)
  • Classic service: a stock-standard service that helps hospitality businesses find skilled workers on a permanent basis

product and services description of the recruitment agency business plan example

Market analysis for the opening of the recruitment agency

The market analysis is where you’ll demonstrate that there is a strong demand for your products and services through a thorough assessment of the industry (customer profile, hot trends, regulation, competition, etc.)

Our recruitment agency business plan example's market analysis section is formed of the following subsections:

  • Demographics and Segmentation: in this subsection, we explore the market in depth. We look at the supply and demand sides both at the national and local level, analyse the hot trends perceived by the founders, and the key statistics that will help the founders build their positioning
  • Target market: in this subsection, our founders explain who they view as their ideal customers (our recruitment agency business plan template targets cafes, hotels and restaurants)
  • Competition: in this subsection, we take a look at the direct (independent recruitment agencies nearby) and indirect (other ways of hiring staff) local competition to ensure we have a differentiated positioning and that the market is large enough to accommodate the arrival of a new recruitment agency
  • Regulation: in this subsection, we give an overview of the main regulation applicable to our recruitment agency

market analysis section of the recruitment agency business plan template

Setting the strategy for our recruitment agency

This section highlights the company's game plan when it comes to pricing, marketing and mitigating risks along the way.

Our recruitment agency business plan template strategy section is formed of the following subsections:

  • Pricing: in this subsection, we explain how we set the prices of our main categories of services (express and classic recruitment) and the rationale behind our choice
  • Marketing plan: in this subsection, we explain what action we'll put in place to build awareness and loyalty among our recruitment agency customers
  • Milestones: in this subsection, we give an overview of the main goals we set for ourselves for the next 3 years
  • Risks and Mittigants: in this subsection, we perform an assessment of the medium and long-term risks that could jeopardize the financial viability of our recruitment agency and outline how we intend to mitigate them

recruitment agency business plan example: strategy section

Operations section of the recruitment agency business plan template

This part lays out the company's operational organisation, including the recruitment plan.

Our recruitment agency business plan operations section is formed of the following subsections:

  • Personnel plan: in this subsection, we explain what our opening hours will be and explain the responsibilities of each of staff member in our recruitment agency
  • Key assets and IP: in this subsection, we list the assets and intellectual property rights which are critical to our business operations and explain how we will secure and protect each of these
  • Suppliers: in this subsection, we give an overview of the main suppliers we will use our what commercial terms have been negotiated with them

recruitment agency business plan template: operations section

Financial plan included in our recruitment agency business plan template

This section presents the expected financial performance of the recruitment agency over the next 3 years.

Our recruitment agency business plan example's financial plan is formed of the following subsections:

  • Start-up funding: in this subsection, we list the cost of each item required to launch the recruitment agency
  • Important assumptions: in this subsection, we explain the methodology and the main assumptions used to build the recruitment agency's financial forecast
  • Sales forecast: in this subsection, we detail the expected revenues and growth rate for our recruitment agency in the coming years
  • Cost structure: in this subsection, we list all the expenses required for our recruitment agency to operate smoothly
  • Projected Profit & Loss statement: in this subsection, we analyse our forecasted P&L and comment on the expected profitability of our recruitment agency over the next 3 years
  • Projected cash flow statement: in this subsection, we analyse the expected cash generation of the recruitment agency
  • Projected balance sheet: in this section we give an analysis of the liquidity and solvability implied from our balance sheet

recruitment agency business plan forecasted P&L

Appendices of the recruitment agency business plan template

This part provides the opportunity to include multiple financial appendices generated by our software (debt maturity profile, monthly financial statements, financial analysis, etc.).

Our recruitment agency business plan template's appendices include:

  • A maturity profile chart showing the principal repayments of their loans over the next 3 years
  • A monthly cash flow forecast: showing how much cash is being generated or consumed each month over the first 3 years of operations

recruitment agency business plan template: monthly cash flow forecast

Recruitment agency business plan template sample

Executive summary, business overview.

Cavine Recruit will be a recruitment agency specialising in the hospitality sector.

Our primary aim is to help cafés, hotels and restaurants in and around Caen's city centre hire "last minute" temporary staff.

We will also help those hospitality businesses find qualified personnel who are willing to join them on a permanent contract. 

Cavine Recruit will be a limited liability company, managed by Catherine V. and Vincent A. with a share capital of €5,000.

Our offices, located at 34 Quai de la Londe in Caen, are walking distance from the Vaugueux (an area where most of the restaurants in Caen are located). This is ideal for increasing our visibility.

Both managers have known each other for over a decade. Together they have 20 years' experience in hotel and restaurant recruitment. They decided to start their own recruitment agency together to combine their skills and passion.

Market Overview

National Market

The recruitment agency market in France

According to the 2016 Prism'Emploi report, there are 7,257 recruitment and temporary employment agencies in France. The market was valued at €17.7 billion (turnover) that year.

46% of recruitment agency clients are SMEs and recruitment agencies generated €147.7 million of turnover in 2016.

Market leaders in the interim and recruitment agency market include Adecco, Randstad, Manpower and Hays Recruitment. Despite their dominance, many independent and niche firms remain competitive in the market.

When it comes to sectors where a specific profile is desired, companies tend to favour headhunters or independent recruitment agencies specialising in that industry to find the perfect candidate.

Mandates entrusted to independent recruitment agencies are mainly fixed-term and permanent contracts.

How recruitment firms find staff:

  • Professional directories
  • Approaching profiles on social networks such as LinkedIn
  • Advertising on their website
  • Advertising on third-party sites such as Reed or Indeed
  • Other internet-based methods

According to the 2017 report by the Ministry of Labour, 34% of companies use recruitment intermediaries to recruit employees. This process has a success rate of 15%.

It's not only companies that use recruitment agencies. They have become an ideal springboard for those seeking employment. APEC estimates that 128,159 young executives and graduates used recruitment agencies to find jobs in 2018.

Local Market

The 2018 Calvados Tourism Observatory report estimates that both the City of Caen and its surroundings are prevalent in the hotel sector - accounting for 49% of all hotels and 34% of overnight stays in the county of Calvados.

It's also estimated that 41% of tourist revenue in Normandy in 2016 came from hotels, cafés and restaurants.

According to the FAFIH, there were 9,300 businesses, 12,500 seasonal workers during the summer and 2,900 in winter in Normandy in 2018. 90% of hospitality companies were also micro-enterprises.

The sector mainly consists of:

  • Traditional catering (49%)
  • Hotels (22%)
  • Catering services (15%)
  • Others (14%)

A tool set up by Carif Oref Normandie, which deals with training and employment, identifies staff shortages in terms of supply versus demand. Caen lags behind in this aspect in both the hotel and catering sectors.

53% of the recruitment projects recorded in 2018 were assessed as difficult, and 55% were destined to be seasonal jobs.

Financial Highlights

We expect to be profitable in our first year of activity with sales of €95,775 and an EBITDA of €6,056 (with a 6.32% margin) for year 1.

We expect to be able to continue to grow our business to reach €105,375 in sales and €13,572 in EBITDA (with a 12.88% margin) by year 3.

Cash generation should be positive over the duration of the plan.

The business should be sufficiently capitalised to enable us to meet our loan repayments while retaining sufficient headroom to deal with unforeseen circumstances.

We estimate that we need a total of €30,000 to open our recruitment agency.

Our partner will contribute €20,000 (67% of the total amount).

We would like to obtain a bank loan of €10,000 to complete the financing.

500,000+ entrepreneurs have already used The Business Plan Shop

Easy to get started with and well-guided throughout. Lots of business plan templates to help you and writing is easy because there are explanations at each step of the process.

Quite frankly excellent because I was able to finalize my business plan in less time than expected. This software offers a very coherent and complete approach to writing your project.

It is a very well designed software that allows you to visualise each step of your project, understand if the idea is viable or not and think about the steps needed to start your business.

The software is just impeccable. Of course, it meets the requirements of people starting a business. In addition to having a tool for putting together a proper financial forecast, there is also a tool to help write the business plan.

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recruitment agency owner using our business plan template

Learn more about The Business Plan Shop

Recruitment agency business plan template faq.

A recruitment agency business plan is a written document that sets out the commercial, operational and financial objectives of the company over the next 3 to 5 years.

It consists of two main parts:

  • A written part that presents, in detail, your recruitment agency business, the team, your strategy, and your medium-term objectives.
  • A financial forecast that highlights the expected profitability of the recruitment agency and the initial funding requirements.

The lack of business planning is one of the main reasons why more than 50% of startups fail within 5 years. If you're starting a recruitment agency, writing a business plan is a must-have in order to reduce the risk of failure of your project.

Business plans are also required by most lenders and investors in order to secure financing, therefore a business plan is also highly recommended if you're seeking a loan or equity investment for your recruitment agency.

Writing a recruitment agency business plan without The Business Plan Shop can be both error-prone and time-consuming - whether you're new to entrepreneurship or experienced:

  • You'll need to research the structure of a business plan, what to include in each section, and what key elements investors and lenders expect to see
  • You may encounter writer's block (especially if it's the first time you're writing a business plan for your recruitment agency)
  • You'll need to create a financial forecast on a spreadsheet which requires a solid understanding of accounting and financial modelling in order to be done without error
  • You'll need to spend hours formatting financial data on Excel or Sheets before it's ready to integrate into your business plan
  • Any updates to your recruitment agency business plan or financial forecast will need to be done manually

Luckily for you, The Business Plan Shop's online platform and recruitment agency business plan template guide you through every stage of writing a business plan, so that you can spend more time managing and growing your business instead.

Our editor follows a best-in-class structure for professional business plans. Each section and subsection includes examples and instructions to help you, while our business plan templates provide further inspiration if you're stuck.

Our financial forecasting software helps you create a forecast and integrate it into your business plan with ease. Anytime you update your data, your business plan automatically updates.

And with our forecasting software all the calculations are done for you, without errors.

The budget to start and run a recruitment agency will depend on the exact concept and location.

An online recruitment agency that does not have physical offices would probably have much lower startup costs than one that isn't fully remote. This is because staffing costs, rent and other overheads would be minimal or non-existant. Hiring a specialist website designer would also increase startup costs considerably.

As an example, in our recruitment agency business plan template the total initial funding requirement amounted to €30,000, with the founders contributing €20,000.

In order to assess the exact budget for your recruitment agency idea, you need to do a financial forecast using a financial projection tool such as the one we offer .

The package we offer at The Business Plan Shop goes way beyond a simple blank template you need to fill. With our platform you get:

  • Access to one of the best business plan software on the market
  • Access to our recruitment agency business plan template which contains a complete example of a written business plan and financial forecast to start a recruitment agency
  • Access to our entire business plan templates library - giving you dozens of examples to take inspiration from
  • Access to our financial planning and analysis platform so that you can track the actual performance of your business against what you had planned in your business plan and re-plan easily

But you shouldn't take our word for it: try our solution for free and make your own opinion!

The free trial enables you to try the software for free during 7 days in order to verify that it meets your requirements before buying.

Some features are limited during the free trial, the main limits are:

  • You can only create one business plan
  • The financials of the first year are visible, but data for other years are hidden
  • You can export your plan in PDF but not in Word or CSV
  • No access to our business plan templates

You can create your account and start your free trial here .

Access to our template is included with all our paid subscriptions.

Please visit our pricing page to learn about this in more detail.

Other business plan templates and resources to discover

Recruitment Business Plan Template & Guidebook

For any business looking to take their recruitment efforts to the next level, having an effective plan of action is a must. The #1 Recruitment Business Plan Template & Guidebook offers an easy-to-follow framework for creating a step-by-step recruitment strategy that will get results. This comprehensive guide includes everything you need to know to develop an actionable plan backed by best practices and insightful tips from industry experts. Let's explore what this powerful tool can do to help you increase your hiring success.

Nick

Get worry-free services and support to launch your business starting at $0 plus state fees.

  • How to Start a Profitable Recruitment Business [11 Steps]
  • 10+ Best & Profitable Recruitment Business Ideas [2023]
  • List of the Best Marketing Ideas For Your Recruitment Service:

How to Write a Recruitment Business Plan in 7 Steps:

1. describe the purpose of your recruitment business..

The first step to writing your business plan is to describe the purpose of your recruitment 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 recruitment business:

Our mission is to provide world-class and innovative recruitment solutions that help organizations find and hire the best talent to increase their competitive advantage. We strongly believe in the power of bringing together the right people and nurture a culture of employee satisfaction, growth and development.

Image of Zenbusiness business formation

2. Products & Services Offered by Your Recruitment Business.

The next step is to outline your products and services for your recruitment 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 recruitment 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 recruitment 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 recruitment 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?

Form an LLC in your state!

sample business plan for recruitment agency

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 recruitment business?

  • Internet access
  • Recruiting software
  • Phone line (landline or mobile)
  • Business license and permits in accordance with local government regulations
  • Advertising resources (e.g. newspapers, job boards, recruitment websites)
  • Office space (if applicable)
  • Business cards, stationery, brochures

5. Management & Organization of Your Recruitment Business.

The second part of your recruitment 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 recruitment 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. Recruitment 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 recruitment business varies based on many different variables, but below are a few different types of startup costs for a recruitment 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 recruitment 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 recruitment 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 recruitment 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.

sample business plan for recruitment agency

Frequently Asked Questions About Recruitment Business Plans:

Why do you need a business plan for a recruitment business.

A business plan for a recruitment business is important because it serves as a roadmap outlining the objectives, strategies and action plans for the business. It can also help to identify potential risks, as well as ways to manage those risks, and establish financial goals. Furthermore, a business plan can help to attract potential investors or lenders and provide a basis for evaluating the success of the business.

Who should you ask for help with your recruitment business plan?

You should ask for help from an experienced recruitment consultant, business consultant, or a professional business coach. They can provide you with valuable advice and resources to help you create a successful business plan. Additionally, you may want to consult with a lawyer or accountant who have expertise in the recruitment industry.

Can you write a recruitment business plan yourself?

Yes, it is possible to write a recruitment business plan yourself. However, it may be more beneficial to consult a professional business plan writer to ensure the plan meets industry standards and contains all the necessary components. A professional also has experience in writing successful plans, which can greatly increase the chances of success.

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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.

Additional Resources

Understanding the Importance of a Business Plan

A well-structured business plan is the cornerstone of success for recruitment agencies. It   serves as a blueprint outlining  your agency’s vision, mission, goals, strategy, and financial projections. 

Here is why it is crucial for the success of a recruitment agency. 

  • A well-crafted business plan is a strategic tool that enables recruitment agencies to stay focused on their objectives, create a competitive edge, and ultimately achieve long-term success. 
  • Notably, it allows you to identify potential challenges and opportunities, set realistic expectations, and allocate resources efficiently.
  • By providing a clear roadmap for growth, a comprehensive business plan helps you navigate the complexities of the recruitment industry and adapt to the ever-changing market conditions.
  • It helps you make informed decisions and strategies effectively. 

The 7 Stages of Writing a Startup Recruitment Agency Business Plan

Writing a business plan from scratch for your recruitment agency can be challenging. We’ve compiled a comprehensive step-by-step guide to explain the process.

Here are the seven stages involved in putting together this critical document:

  • Defining your recruitment agency’s vision and mission
  • Identifying your business model and services
  • Conducting market research and analysis
  • Developing a marketing and sales strategy
  • Building your team and infrastructure
  • Defining financial projections and funding
  • Outlining risk assessment and mitigation strategies

Stage #1: 3 Steps Procedure for Defining Your Recruitment Agency’s Vision and Mission

Creating a solid   vision and mission statement  for your start-up recruitment agency business plan is crucial to guiding your business in the right direction.

To do this, follow the below steps:

  • Define your purpose.
  • Establish your goals.
  • Outline your values.

With a trusted partner like Recruiter Startup

costs to start your recruitment desk are minimal compared to starting from scratch

Step #2: Establish your goals.

Set measurable goals to work towards, such as:

  • Place 100 candidates in new jobs within the first year.
  • Generate £250,000 in revenue by the end of year two.
  • Build a network of 500 vetted clients and 1,000 active candidates in the UK.

If you’re putting together a start-up recruitment agency business plan, it’s important to review and revise your goals regularly based on your progress and market conditions. 

Step #1: Define your purpose.

Establish the underlying reason for starting your recruitment agency in the first place. Do you want to help people find meaningful work, support growing businesses, focus on a niche industry, or something else? Whatever the reason, your purpose should align with your values.

For example:

  • To help UK technology startups attract top talent.
  • To provide job opportunities for disadvantaged groups in local communities.
  • To become the go-to agency for healthcare recruitment in the UK.

Step #3: Outline your values.

The values that guide your agency will shape your culture and brand.

Examples include the following:

  • Integrity:  We’re honest and transparent and keep our promises.
  • Excellence:  We strive to exceed expectations and deliver the highest quality service.
  • Diversity:  We believe in providing equal opportunities regardless of gender, ethnicity, or background, in line with the  UK Equality Act 2010 .

Your vision, purpose, goals, and values provide the foundation for your recruitment agency business plan. Refer to them often when making critical decisions to stay on track. 

Stage #2: Identifying Your Business Model and Services

Next, consider which business model suits your needs: focusing on permanent placements, contract staffing, or both.

The services you offer should align with your expertise and target market. For instance, if you have a background in IT, specialising in tech recruitment might be ideal. However, starting with generalist roles could be more suitable if you’re new to the industry.

Lead generation

Developing a comprehensive recruitment agency business plan in the UK (or any other country) can be complex and often impractical for new agency owners. A more efficient alternative is to join a recruitment franchise like  Recruiter Startup .

We provide the necessary infrastructure, tools, training, and support to help you launch your agency quickly, enabling you to start matching candidates with jobs and generating revenue immediately. 

Stage #3: A 4-Step Checklist for Conducting Market Research and Analysis

Performing market research for your recruitment agency is essential for understanding your target market, competitors, and industry trends.

This involves the following activities:

  • Surveying businesses in your area
  • Researching competitors
  • Tracking industry trends
  • Analysing data for opportunities

Step 2: Researching Competitors

Investigate what competitors offer and how they operate — research their fees, services, and client attraction strategies. The UK recruitment industry is highly competitive, comprising  over 27,700 agencies . Hence, understanding your competition will help you differentiate your agency.

Step 1: Surveying Businesses in Your Area

Determine hiring needs and budgets by surveying local businesses. As of 2022, the UK had approximately  5.5 million  private sector businesses, providing ample opportunities to explore various industries and niches. 

Step 4: Analysing Data for Opportunities

After gathering data, analyse it to identify opportunities and establish a competitive advantage. Look for unmet needs or new trends to capitalise on.

Step 3: Tracking Industry Trends

Stay updated on trends like remote work, which increased significantly during the COVID-19 pandemic, with   17.4% of the UK workforce   working from home in 2020. Also, monitor the demand for contract staff, as the gig economy has grown in recent years. Adapting to the ever-changing recruitment landscape is vital for long-term success.

Starting a business from scratch can be hectic. As an alternative, consider joining a recruitment franchise like Recruiter Startup. We have an established brand and in-depth industry knowledge, helping you begin your journey with a solid foundation.

Check out our  associates recruitment model  to learn more about how we operate and how much you can earn working from home.

Stage #4: 5 Tips for Developing a Marketing and Sales Strategy

A solid marketing and sales strategy is crucial for building a successful business, recruitment agencies inclusive.

These five tips can help outline a compelling start-up recruitment agency business plan, which is vital if you’re looking to convince investors to fund your enterprise:

  • Define your target market.
  • Build your online presence.
  • Develop a marketing strategy.
  • Source great candidates.
  • Provide excellent service.

1. Define your target market.

To identify your ideal job-seekers, focus on an initial niche, such as IT professionals, nurses, or teachers. You may go on to specify locations, experience levels, and skills.

For example, you may focus on recruiting in the healthcare niche, a highly viable market — the UK has a high demand for healthcare professionals, with the NHS employing o ver 1.4 million people . Targeting your market makes reaching them more manageable.

2. Build your online presence.

About   61% of job-seekers  in the UK used online job boards to find employment in January 2022 alone.

Take advantage of this viable marketplace by developing a professional website to showcase your agency’s credibility. Optimise for search engines using essential keywords, like “recruitment agency” and your location, e.g., “London.” Create LinkedIn, Facebook, and Twitter profiles for networking with candidates and clients.

Our post on how to start a recruitment agency expounds more on the need to achieve a robust digital profile.

3. Develop a marketing strategy.

An excellent recruitment business plan example outlines how it plans to generate leads.

  • Identify the best ways to promote your agency. 
  • Consider advertising on job sites like Totaljobs, Reed, CV-Library or in industry publications. Offer discounts and promotions to new clients and attend local networking events to form personal connections. 
  • Lastly, regularly email your contact list with job openings and agency updates.

4. Source great candidates.

Post jobs on your website, social media, and platforms frequented by your target candidates. You may also utilise your network to gather referrals but thoroughly screen candidates to ensure the best matches for your clients. 

5. Provide excellent service.

Strive to build lasting relationships with clients and candidates — regularly check in to ensure satisfaction and address any issues promptly. Go above and beyond expectations, such as assisting a new hire’s onboarding process.  Up to 83%   of satisfied clients and candidates will likely refer others and return to your agency, boosting profit margins by 25%.

By following these steps, you’ll be well on your way to developing a successful marketing and sales strategy for your UK recruitment agency. While crafting a comprehensive recruitment agency business plan can be challenging, focusing on the essentials lays a solid foundation for your agency’s growth.

Stage #5: Building Your Team and Infrastructure: A 4-Point Checklist

Assembling a team of qualified professionals and establishing the necessary infrastructure is crucial when building a recruitment agency, so you must consider it in your recruitment agency business plan. However, this can be challenging and costly, as outlined in our post on recruitment agency startup costs.

Adhering to the following checklist can make your task easier:

  • Hiring recruiters
  • Administrative support
  • Office space
  • Technology infrastructure

2. Administrative Support

Your agency needs administrative staff to manage daily operations, such as answering phones, organising schedules, and updating records. An administrative assistant’s average salary in the UK is  £20,664 annually . Any candidate you’re hiring should have strong organisational and communication skills.

1. Hiring Recruiters

Recruiters are the backbone of your agency. Aim to hire experienced recruiters with proven success in your target industry or job function.

In the UK, the average salary for a recruiter is   £31,489 per year , with bonuses and commission potentially increasing earnings. Recruiters must excel in networking, interpersonal, and sales skills to effectively find candidates and maintain client relationships.

3. Office Space

If not operating virtually, secure office space for your team. Consider a location easily accessible for candidates and clients, with room for private offices or cubicles, a reception area, conference rooms, and storage. In the UK, office rental costs vary by location, with London prices ranging from   £50 to £150  per square foot per year.

4. Technology Infrastructure

Invest in a robust technology infrastructure, including the following:

  •   Applicant Tracking System (ATS):  Essential for managing candidates. Popular options in the UK include   Bullhorn  and  Firefish .
  • Customer Relationship Management (CRM) system:  Vital for tracking clients and placements.  Salesforce  and  HubSpot  are widely used in the UK.
  • Fast internet connectivity:  Important for efficient operations.
  • Enterprise-level security:  Crucial for protecting sensitive data and complying with UK data protection regulations like  GDPR .
  • Virtual communication tools:  Video conferencing platforms like Zoom or Microsoft Teams facilitate remote collaboration.

Setting up a recruitment agency’s team and infrastructure is a significant undertaking, requiring substantial resources. For those considering an easier route, a franchise model like Recruiter Startup provides the essential components and support, allowing you to focus on growing your business. Check out  what others are saying about us .

Stage #6: Defining Financial Projections and Funding

To create a comprehensive recruitment agency business plan, it’s essential to determine funding sources and estimate projected returns on investment.

Financial projections and funding

2. Finding Funding Sources

With financial projections in place, you can then explore the following recruitment startup funding options:

  • Business loans:  Banks, credit unions, and online lenders offer loans, but they require collateral and solid financial projections. The  British Business Bank   can help you find suitable financing options in the UK.
  • Angel investors : These are wealthy individuals who invest in exchange for equity and high potential returns.  The UK Angel Investment Network  can help connect you with investors.
  • Crowdfunding:  This involves raising small amounts from multiple contributors. Platforms like Seedrs and Crowdcube are popular but require dedicated effort.
  • Franchising : Pay an upfront fee to access a proven model and brand, e.g.,  Recruiter Startup . Note: With Recruiter Startup, your upfront fee is only £750 + VAT per month, a far lower expense than starting your own recruitment agency.  

1. Creating Financial Projections

Attract funding by showcasing realistic financial projections for your agency.

Consider the following factors in doing so:

  • Revenue : Estimate the number of placements you can make annually and the average fee per placement. In the UK, the average fee for permanent placements is around 15–20% of the candidate’s annual salary. Don’t forget to account for seasonal fluctuations in the job market.
  • Expenses : Calculate rent, payroll, marketing, and other business expenses. In London, for example, office rental costs can range from £50 to £150 per square foot per year.Note: When you set up as a franchise recruiter with Recruiter Startup, your expenses will be slashed as you won’t need to spend on office space or staff.
  • Profit:  Determine your projected profits by subtracting expenses from revenue. This demonstrates the potential ROI for investors.

To secure funding, present a well-developed business plan with solid financials and explain how the investment will drive growth and profits.

Stage #7: Outlining Risk Assessment and Mitigation Strategies

Considering potential risks and creating strategies to address them is crucial for the success of your recruitment agency.

Here are some key areas to focus on:

1. Identifying and Addressing Risks

When designing your recruitment agency business plan, anticipate challenges and develop solutions.

Common risks include the following:

  • Economic downturns : A weak economy slashes hiring rates. Maintain cash reserves and diversify your client base to mitigate this risk.
  • New competitors:  Stay competitive by focusing on niche markets and building strong client relationships. There are over 27,700 recruitment agencies in the UK, making it essential to stand out.
  • Key staff departures : Retain top talent by implementing training programs and offering incentives. Take note that ensuring high employee turnover can be costly and disruptive.

2. Meeting Legal Requirements

Compliance with legal regulations is vital for your agency’s reputation and success.

To achieve this, ensure you do the following:

  • Adhere to data protection laws : Obtain consent for storing and using client/candidate information. In the UK, compliance with the GDPR is mandatory.
  • Follow employment regulations:  Verify candidates’ right to work and provide fair pay/contracts. UK agencies must comply with the  Conduct of Employment Agencies and Employment Businesses Regulations 2003.
  • Register as an employment agency:  Requirements vary across countries and states. Registration with the  Employment Agency Standards (EAS)   Inspectorate is necessary for the UK.

Saving Time and Cost With the Franchise Recruitment Model

Starting a recruitment agency from scratch can be time-consuming and expensive, especially when considering investing in a robust recruitment agency business plan. However, a franchise recruitment model can save time and money, allowing your business to become operational more quickly and efficiently.

The key benefits of choosing a franchise recruitment model include the following:

Saving time and cost

  • Accelerated business setup : Franchising allows you to leverage an established brand and proven business model, significantly reducing the time and effort required to start your agency.
  • Existing customer base:  As a franchise recruiter working from home, you can tap into the franchise agency’s existing customer base, reducing the need to invest heavily in marketing and brand awareness campaigns.
  • The lion’s share of all placement fees : When you register as a franchise recruiter with an agency like Recruiter Startup, you get to keep 80%–90% of all your placements.
  • Comprehensive business plan:  Franchise recruitment eliminates spending months perfecting your business plan, as the franchise agency provides a tried-and-true plan to follow.
  • Online presence and marketing materials:  Franchise recruiters can bypass the hassle of building a website and online presence by using the franchise agency’s established website and marketing materials.
  • Cost savings:  The franchise recruitment model often includes software requirements and supplies provided or subsidised by the franchise agency, leading to significant cost savings.
  • Expert guidance and training:  Franchise recruiters can benefit from valuable insights and training from an experienced franchise agency that’ll guide them through setting up and operating their recruitment desk.

Choosing a franchise recruitment model allows aspiring agency owners to start placing candidates and generating revenue much sooner. This approach saves time compared to spending months designing a recruitment agency business plan. The franchise model is an attractive option for those looking to enter the recruitment industry hassle-free.  Contact us  now to get started!

Failing to comply with legal obligations can result in fines, reputational damage, or even forced closure. Hence, prioritise compliance from the outset.

Recruitment Agency Business Plan - Frequently Asked Questions

Recruitment agencies make money primarily by charging their clients (employers) fees for successfully placing candidates in job roles. These fees can be either a percentage of the candidate’s starting salary or a fixed fee, depending on the agreement with the client. Some agencies also charge candidates a fee for job search assistance or other career services.

Yes, starting a recruitment agency can be a good idea if you possess strong industry knowledge, networks, and the ability to match job seekers with suitable employers. The recruitment industry can be lucrative and rewarding. However, it’s essential to be aware of the challenges, such as competition, changing market conditions, and the need for adaptation to new technology. 

Some of the   best industries   to start a recruitment agency are:

  • Medical and Healthcare
  • Information Technology (IT)
  • Renewable Energy
  • Construction and Engineering

Yes, the recruitment industry can be challenging due to several factors, including the following:

  • High competition: With over 27,700 recruitment agencies in the UK alone, competition is quite steep.
  • Economic fluctuations: Economic conditions often affect the industry, impacting job availability and demand.
  • Changing technology: Keeping up with new technologies like AI and automation may require adaptation and learning.
  • Building relationships: Developing solid relationships with clients and candidates is crucial but time-consuming.

Based on data from several sources, the UK recruitment industry is experiencing growth but at a   slower pace . However, over 50% of recruitment agency experts forecast a 1%–25% revenue increase for 2023. While the industry continues to grow, it’s essential to consider factors such as competition and market fluctuations when assessing its overall health.

In Conclusion

So, there you have it — a complete guide to a recruitment agency business plan. As you can see, it’s no easy feat and requires a significant time and financial investment to get off the ground. The business plan alone can take months of work.

Why go through all that hassle when there’s a more straightforward solution?

Franchise models like Recruiter Startup offer a turnkey solution to get your recruitment agency up and running in no time. We provide the systems, training, and support so you can focus on what matters — finding great candidates and clients.

Stop wasting time on business plans and start building your dream recruitment agency today with a working business model. The opportunities are right here, so  take that first step now . You’ll be glad you did!

I’m interested, what are the next steps?

Let's talk about starting your recruitment desk.

Additional Resources

01277 822668

Park Wood Technical Centre, Park Wood Doddinghurst Road Brentwood, Essex, CM15 0SN

7-Step Guide to Starting a Recruitment Agency

Looking to start your own recruitment agency? Download this ultimate guide to getting started and making profits from home.

Download The PDF

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How to write a business plan for your recruitment agency.

business plan for a recruitment agency

Starting a recruitment agency is a great idea because it provides a valuable service to employers and job seekers alike.

It is a great way to bridge the gap between the two and facilitate successful career placements.

But, first thing first, you need a business plan.

A business plan is essential for any new project, as it allows you to clearly define your goals, objectives, and strategies for success. It also provides a roadmap for the future, helping to ensure that your project is successful in the long term.

In short, a good business plan will help make sure your recruitment agency is profitable .

What information should you put into the business plan of a recruitment agency? What's the basic outline for the structure? What financial metrics should be included? What steps should I follow to write a business plan efficiently?

Stay with us: we'll tackle all these questions!

One last thing, you don't have to start your business plan from scratch.

Feel free to download our detailed business plan for a recruitment agency and customize it for your business.

business plan staffing agency

Mapping out a business plan for a recruitment agency

Do you need to develop a business plan for your recruitment agency.

Yes, you need to develop a business plan for your recruitment agency.

Crafting a well-structured business plan will help you to:

  • get familiar with the recruitment agency market
  • be aware of new consumertrends and apply them to your project
  • recognize profitability factors for a recruitment agency
  • understand the hiring needs, job requirements, and talent preferences of client companies
  • come up with a winning value proposition for your staffing services agency
  • identify potential competitive threats
  • find distinctive competitive edges for your recruitment agency
  • find a business model that delivers consistent positive financial outcomes
  • formulate an airtight strategy to maximize business growth
  • evaluate potential risks specific to a recruitment agency, including client satisfaction, candidate vetting, and legal compliance

Our team has created a business plan for a recruitment agency that is designed to make it easier for you to achieve all the elements listed.

How to organize a business plan for a recruitment agency?

Inside a business plan, you'll find a lot of important information and details. It must be presented in a structured format, to make easy to read and digest.

When we built and designed our business plan for a recruitment agency , we made sure to structure it propertly.

We've categorized it into 5 sections (Opportunity, Project, Market Research, Strategy and Finances).

1. Market Opportunity

The section number one is titled "Market Opportunity."

In this section, you will find valuable data and insights about the recruitment agency, helping you understand the market landscape and assist companies in finding and hiring top talent.

We constantly update all the data there.

2. Project Presentation

The second part is dedicated to the "Project" of your recruitment agency. Here, you can outline the industries you specialize in, recruitment services offered, candidate sourcing strategies, screening and selection processes, client partnerships, and the unique value proposition that connects top talent with the right job opportunities.

Also, provide a self-introduction at the end of this section.

Discuss your expertise in talent acquisition, your range of recruitment services, and how you plan to provide comprehensive and tailored staffing solutions to clients. Highlight your industry knowledge, your network of professionals, and your dedication to matching the right talent with the right opportunities through your recruitment agency.

We drafted some language for you in our business plan. Adjust it to suit your idea perfectly.

3. Market Research

Then, there is the "Market Research" section.

In this section, you will find a detailed market segmentation analysis for your recruitment agency.

It includes a presentation of other recruitment agencies in the area that will be competing with you. Your agency's expertise in talent acquisition and competitive advantages are also highlighted. A customized SWOT analysis is included.

4. Strategy

The "Strategy" section outlines a comprehensive 3-year action plan, detailing the initiatives and steps needed to transform your recruitment agency into a highly profitable endeavor.

Additionally, there's a marketing strategy, a risk management strategy, and a Business Model Canvas available in this section.

5. Finances

In the end, you'll find the "Finances" section, which provides a comprehensive overview of the financials for your project.

business plan recruitment agency

How to make an Executive Summary for a recruitment agency?

The Executive Summary serves as an introduction to the business plan for your recruitment agency.

Keep it concise and ensure it fits within 2 pages. Highlight only the necessary details.

When you present your business plan to investors, this is the section they will read first. It needs to grab their attention and make them want to explore the rest of the plan.

In the Executive Summary of your recruitment agency, address the following queries: what services does your recruitment agency offer? who is your target market? are there other recruitment agencies in the industry? what sets you apart from them? what funding do you require?

How to do the market analysis for a recruitment agency?

Analyzing the market for your recruitment agency allows you to gain insights into factors such as client demands for talent acquisition, competition within the recruitment industry, and emerging trends in HR and staffing.

By conducting a thorough market study, a recruitment agency can understand client hiring needs, offer effective recruitment solutions, optimize pricing strategies, and execute targeted marketing campaigns, ultimately leading to a larger client base, increased job placements, and a prominent position in the recruitment industry.

Here is what you can expect to find in the "Market Research" section of our business plan for a recruitment agency :

  • market trends and data about recruitment agencies, including job market analysis, talent acquisition strategies, and industry-specific hiring trends
  • a list of potential customer segments for a recruitment agency
  • the competitive comparison
  • the potential competitive advantages for a recruitment agency

business plan recruitment agency

The key points of the business plan for a recruitment agency

What's the business model of a recruitment agency, business model of a recruitment agency.

A recruitment agency's business model revolves around connecting employers with qualified candidates for job openings. Revenue is generated through fees or commissions based on successful placements.

The business model focuses on understanding clients' hiring needs, conducting candidate sourcing and screening, effective marketing to attract employers and job seekers, and building strong client and candidate relationships based on trust and expertise in recruitment.

Success depends on building a robust candidate database, delivering suitable talent for job openings, fostering positive client and candidate experiences and recommendations, and continuously adapting to changing recruitment methods and job market dynamics.

Business model ≠ Business plan

Make sure you differentiate between "business plan" and "business model."

A business model describes how a company generates income and operates successfully.

In a business plan, you articulate your business model through a framework known as the Business Model Canvas.

Rest assured, there is a Business Model Canvas (already completed) in our business plan for a recruitment agency .

How do you identify the market segments of a recruitment agency?

Market segmentation for your recording studio involves dividing your potential clients into different groups based on their recording needs, music genres, and preferences.

These categories may include factors such as music artists, voice-over artists, podcasters, or clients seeking specific recording services or equipment (e.g., vocal recording, sound mixing, podcast production).

By segmenting your market, you can offer specialized recording services and facilities that cater to each segment's specific requirements. For example, you might focus on music artists and provide state-of-the-art recording studios equipped with instruments and production tools for music production, offer professional voice-over recording services for clients in need of high-quality voice recordings for commercials, audiobooks, or animations, specialize in podcast production and provide podcasters with dedicated recording spaces and podcast editing services, or focus on specific recording services or equipment such as vocal recording, sound mixing, or audio mastering.

Market segmentation allows you to effectively target your marketing efforts, communicate the capabilities and technical expertise of your recording studio, and provide a creative and professional recording environment that meets the unique needs and preferences of each client segment.

In the business plan for a recruitment agency , you will find a comprehensive market segmentation that will help you better understand your potential customers.

How to conduct a competitor analysis for a recruitment agency?

Without surprise, you won't be the only recruitment agency in your market. There will be other agencies offering staffing and talent acquisition services to organizations.

Understanding your competitors' strengths and weaknesses is critical when developing your business plan.

Identify their weaknesses (such as limited industry connections, inadequate candidate screening, or poor client communication).

Why is it important to address these elements? Because these weaknesses can impact the effectiveness of recruitment agency services.

By focusing on these areas, you can offer a wide network of qualified candidates, provide efficient and thorough recruitment processes, and deliver personalized and attentive client support, positioning your recruitment agency as a trusted and preferred partner for businesses seeking top talent and successful staffing solutions.

It's what we call competitive advantages—develop them to make your business stand out.

Here are some examples of competitive advantages for a staffing agency: extensive network of qualified candidates, personalized recruitment solutions, timely placements.

How to draft a SWOT analysis for a staffing agency?

A SWOT analysis can help identify the strengths, weaknesses, opportunities, and threats of a recruitment agency, enabling informed decision-making and increased success.

As you can guess, there is indeed a completed and editable SWOT matrix in our business plan for a recruitment agency

The strengths for a recruitment agency

When we talk about the "S" in SWOT, we mean Strengths, which are the project's internal capabilities or unique strengths.

For a recruitment agency, possible strengths could include an experienced team, a strong network of contacts, an extensive database of candidates, and a comprehensive understanding of the recruitment market.

The weaknesses for a recruitment agency

W stands for Weaknesses, referring to the project's areas or aspects that have room for improvement.

For a recruitment agency, potential weaknesses include difficulty in finding suitable candidates, lack of access to a large pool of qualified applicants, high cost of advertising to attract talent, and potential clients not trusting the agency.

The opportunities for a recruitment agency

The letter "O" in SWOT signifies Opportunities, highlighting the favorable conditions or chances for the project's progress.

In the case of a recruitment agency, potential opportunities include providing executive search services, offering temporary staffing solutions, providing online job postings, and providing career coaching services.

The threats for a recruitment agency

When we use the "T" in SWOT, we're referring to Threats, which are the external risks or challenges that the project may encounter.

How to develop a marketing plan for a staffing agency?

A marketing strategy is a key factor in acquiring customers and increasing revenue, so include it in your business plan.

A well-crafted marketing strategy will attract companies and job seekers to your recruitment agency, emphasizing your expertise in matching the right talent with the right job.

Companies won't hire your recruitment agency without effective marketing; showcasing your talent pool and personalized approach is crucial.

Are you utilizing marketing tactics to attract clients to your recruitment agency? Consider building strong relationships with local businesses and job seekers, offering specialized recruitment services, and utilizing digital marketing strategies to showcase your expertise in the industry.

Don't let a lack of ideas for your project's marketing strategy discourage you.

How to build a solid financial plan for a staffing agency?

A solid business plan must include financial data to provide an accurate assessment of the business's potential success.

Obviously, you should estimate the projected revenue for your recruitment agency.

It's crucial for this revenue forecast to be clear and straightforward.

Our financial plan for a recruitment agency is easy to use and includes built-in checks to help you identify and correct any assumptions, ensuring you create reliable projections with confidence.

Without a doubt, you'll need to come up with a basic budget for starting your recruitment agency. Make sure to include every expense (by the way, they are all listed in the financial plan we've made).

The break-even analysis is central in the financial plan as it will tell you whether your recruitment agency will generate profits or not.

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BusinessPlanTemplate.com - The World's Leading Business Plan Template Directory

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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download staffing agency business plan template

Recruitment Agency Business Plan

Striking out and setting up your own recruitment agency is an exciting prospect, and there’s never been a better time to do it. With over 31,000 agencies in the UK, the recruitment industry is booming. Despite the profound impact of COVID-19 on the labour market, recruitment is projected to bounce back massively in 2024, so now is the perfect time to seize the opportunity and open your own agency.

Pre-pandemic, the recruitment industry generated over £42.3 billion in the UK alone, and recruitment agencies and firms are predicted to grow substantially in the next 3-5 years.

It’s clear that there is huge revenue potential in the recruitment industry. However, to stand out from the crowd, you’ll need a great recruitment agency business plan. This will give you the strategy and understanding of the industry you need to succeed.

So, where should you start? Our guide will take you through each individual step in making your own business plan. We’ll take you through marketing strategy, pricing structure and management, all of which are crucial to the success of your recruitment agency. As a new business owner, there will be a lot to take in, but with our recruitment agency business plan, you’ll have the ultimate guide to take you forward.

sample business plan for recruitment agency

Is opening a recruitment agency for you?

  • How much does it cost to open a recruitment agency in the UK?

What's included in our recruitment agency business plan?

  • Your free sample recruitment agency business plan template

Summary and recap

As we’ve already mentioned, there is great potential in the UK for recruiters, and the turnover could be really significant. However, with the popularity of the industry comes a lot of high level competition.

Before you do anything else, you should be clear on who your competitors are, who your clients will be and how you will reach them, as well as fees you might have to pay whilst setting up.

You should start with a business plan. You can use it to gather and collate all of your resources, ideas and research.

You should consider things like:

  • How many large recruitment agencies operate in the area (Adecco, Impellam, Reed etc.?)
  • How many local recruitment agencies operate in the area?
  • Is there likely to be any existing brand loyalty in the area?

How much does it cost to start a recruitment agency in the UK?

The average start-up costs to set up a recruitment agency in the UK vary considerably. More expensive start-ups will cover the costs of leasing premises, employing staff, buying equipment and any insurance you might need.

Key costs of starting your recruitment agency include:

  • £12 to register your company, and £30 a month for details such as creating a website, designing a unique brand, setting up a LinkedIn company page and advertising jobs.
  • You could also pay for added extras such as LinkedIn Premium and a CRM (Customer Relationship Management), a system which manages interactions with customers through data analysis, to win you as much business as possible.

However, there are ways to set up a recruitment agency without having to pay out thousands at first. By starting out as the sole employee, and even working from home, you can reduce costs to a bare minimum. All you really need is your home PC, mobile phone, some basic web tools and an internet connection.

With this in mind, a recruitment agency business plan is the best way to prepare yourself and plan for any financial obligations from the very start. We can also help you to figure out how to raise the capital you need for your business, based on your current financial situation.

We’ll take you through every step you’ll need to take to start your recruitment agency. It’s important to remember that if you plan to secure funds from a bank, it’s essential your business plan is as rigorous as it can be.

Included within our recruitment agency business plan, we offer:

  • A fully completed recruitment agency business plan
  • Break-even analysis (12-month analysis)
  • Complete business plan guide
  • Business plan template (.doc and .PDF)
  • Financial planning wizard

Along with that, we’ll offer you a further 25 (at least) ways to market your recruitment agency for free. All of this is at your fingertips.

Download now for only £49

In this guide, we’re going to take you through an outline for a recruitment agency business plan, detailing what you should include within each section, and things you should consider when pitching your business to investors.

However, please remember this is only a guide. When writing your business plan for your own recruitment agency, make sure to take your time and work through everything in scrupulous detail.

When it comes to a business plan, the more thorough the better. You can never over-plan when it comes to a business start-up.

Step 1: Executive summary

Imagine you are pitching your business to an investor, what would you say? Remember that banks and investors will have seen thousands of previous pitches, so you really need to stand out to grab their attention. Putting serious thought and effort into your executive summary will be well worth it.

Make sure to think about these three things:

  • Keep your language clear, concise and easy to read. Make it short and sweet.
  • What makes you stand out from other recruitment agencies?
  • Why should they be confident they will get their money back?

Remember, this is your opportunity to convince investors of your business’ credentials. Keep it positive, clear and easy to understand. Don’t get drawn into detailed descriptions or explanations, and avoid technical terms and jargon. Go out and grab their attention.

Step 2: Company overview

The company overview is your chance to properly introduce yourself and your business. You can give your potential investors a more detailed insight into how you plan to make sure your recruitment agency is a success.

Always remember, your focus should be on why investors should choose to put money into your recruitment agency, and why they should believe they’ll make a return on their investment.

You can consider including the following ideas in your company overview:

  • What previous experience do you have managing a business
  • What made you decide to start a recruitment agency?
  • How will you stand out from your competition?
  • Exactly who are your target clients? Do you have an ideal customer?
  • What is your current financial status?

You need to show that you have a good understanding of the recruitment industry. Let them know the extent of your knowledge of the current market, how you expect it to change, and how your company is suited to thrive in the future.

You should think like a business person and don’t give your investors any reason to doubt your command of the subject.

Some other things to consider include:

  • How you plan to expand your recruitment agency in the future.
  • Your local market and competition.
  • How is your application different to the others your investors have seen?

Basically, the goal of your company overview is to deliver a complete outline of your recruitment agency to your potential investors. Make sure to include facts and figures, and show off all your skills and expertise.

Feel overwhelmed? Not sure where to start? We’ve done all of the hard work for you.

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Step 3: Management and key personnel

A business is only as good as the people behind it. To really make your recruitment agency a success, you’ll need the support of a great team. In the management and key personal section of your plan you should detail your management, staff, and plans for further growth.

Remember to include:

  • Staff members and their roles at the agency
  • The previous experience of your staff
  • Your staff salaries
  • Do you plan to bring new people into the business? If so, when? How many? And what kind of salaries will they be paid?

This section really doesn’t need to be too long or complicated. All investors want to know is that you have a solid management structure and that you’ve made some plans for expansion in the future where necessary. As long as you’ve shown this, you’ll be just fine.

Step 4: External analysis (market research)

It’s crucial to have a strong understanding of your market before launching your start-up. It will help you recognise opportunities for your company to benefit from, and identify threats before they can damage your business.

Make sure you know the competition. What will make you stand out from them?

In this section you’ll also need to look into your target market, and how you’ll attract them over the competition. You should try to make this as detailed as possible, so that investors can see the focus of your agency. Being too vague might lead potential backers to believe you haven’t put much thought into it.

Who’s going to use your recruitment agency? (your target market)

Are you going to focus on recruiting in one particular industry? Or perhaps you’re going to specialise in junior or graduate roles? You need to know who your clients will be so you can tailor your marketing and branding to suit them.

Some things that you should think about include:

  • How will you get the attention of clients?
  • How much will you charge your clients?
  • What will make them choose you over other competitors?
  • How can you gain their loyalty?

How many recruitment agencies operate in your area?

In order to attract business you’ll have to stand out from other recruitment agencies that operate in the same region. How do you plan to separate yourself from your competition? Investors might be concerned about market saturation, and you need to prove to them that your agency has more to offer than any other around you.

Some things you can think about:

  • How much do you know about your competitors?
  • How many large recruitment agencies operate in your area?
  • What are the average costs of employing a recruitment agency?
  • Do they specialise in any particular industry? How does this compare with your own business?

Put yourself in the shoes of your ideal customer. What is going to make them choose you over another agency?

Step 5: your business objectives

Your business is going to need to have objectives, both for the short term and the long term. These objectives should be an outline to potential investors of what you are expecting to achieve over a time-frame.

Think about where you want your company to be after a month, then six months, a year and even five years. Don’t go crazy though. Ambition is good, but you shouldn’t be suggesting your business is going to become a giant of the industry after the first couple of years, as you will just come across as naive.

You should try to use the S.M.A.R.T criteria to keep track of your objectives.

Your S.M.A.R.T Criteria are:

If you still need some help coming up with objectives, you can consider some of the following:

  • How big is the market you’re targeting?
  • How do you plan to reach that market?
  • How many clients do you expect to have after the first two months?
  • How much revenue do you expect after the first six months?

Along with each objective you should provide a plan, as to how you expect them to be achieved.

Step 6: Services, equipment and amenities

By giving a detailed list of all the equipment you need to start your recruitment agency, investors will be able to see what their money is paying for.

This will depend very much on the scale of your planned agency. It would be possible to start by working from home with just your home PC and personal mobile phone. But if you’re thinking bigger, some items and services you should think about would include:

  • Office space, along with desks and chairs
  • Work Mobiles and mobile contracts

Be realistic in this section. You don’t need twenty PCs if you’re only employing a handful of staff. There’s no point in overspending.

Step 7: Financial forecasting and financial projections

This is the section where we crunch the numbers. Financial forecasting is probably the most important part of your business plan, as you can prove to investors that they will get some return on their investment.

This might be the trickiest and most time consuming part of the whole plan, but it is essential to do it properly.

You’re going to have to show your potential backers how you’ll recuperate the money they’ve invested. How much can you make per client? How many clients will you have?

The fundamentals you’ll need to provide:

  • Sales forecast
  • Expense budget
  • Cash-flow statement

There are a whole lot of things you’ll need to budget for. Some of those might include:

  • Purchase estimations
  • Hiring costs

If possible, don’t restrict yourself to just one avenue of revenue. Diversifying your income sources will make investors feel much more comfortable with their investment.

We’ve taken all of the hard work out of planning the finances for your recruitment agency. Download your recruitment agency business plan template instantly below.

Instant download

Step 8: Funding

Do you already have existing financial support? Your investors will need to know how much start-up capital you have, and where it’s coming from. You need to let them know whether you’re using money from your own pocket, or whether you have investments from some other backer.

You might have received funding in the form of:

  • Personal loans
  • Partners or sponsors
  • Family and/or friends

Be completely clear about where your money is coming from. Don’t hide anything from your investors.

You also need to be explicit about how much money you need, both now and in the future. You should also detail to investors how you’ll be spending it, whether it’s for equipment, renting premises or paying staff.

At the same time, don’t ask for more than you need, as it’s only likely to put investors off

Your free sample recruitment agency plan

If this is all still seeming a bit overwhelming, you might like to take a look at a small template we provide for a recruitment agency business plan. This can get you started and help you to come up with some of your own ideas.

Included in this template, you’ll get:

  • An example of your executive summary
  • Products/services on offer
  • Staff and management structure

Download .doc here

Launching your own business is a scary prospect. The recruitment industry is already a busy market, but there’s plenty of demand for it and forecasts anticipate its boom to continue. There are over 31,000 recruitment agencies in the UK, with a combined value of over £42.3 billion.

By creating a detailed and clear business plan, you’re giving yourself the best chance of success. You’ll be able to start out knowing you’ve considered every aspect of the business. Investors love an in-depth business plan, so remember: the more detail the better. With our experience, you can kick-start your agency with confidence.

sample business plan for recruitment agency

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Complete recruitment agency business planning package.

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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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Sample Recruitment Agency Business Plan

Do you need help starting a staffing agency? If YES, here is a sample recruitment agency BUSINESS PLAN PDF SAMPLE.

A recruitment agency provides a vital service to businesses that need to hire qualified personnel. Are you interested in setting up one? If you are, we will help you.

This recruitment agency business plan sample has been written with aspiring entrepreneurs in mind.

Although it is summarised, it highlights the essence of a plan. By going through this sample, you can avoid the most common mistakes many entrepreneurs make.

As always, our advice to new entrepreneurs is never to have zeal without knowledge. By adhering to this advice, it saves them from making costly mistakes.

You can start several service industry businesses if you have the skill.

However, the purpose of this article is not to dwell on the many available opportunities. We seek to focus on one: a staffing agency business.

Thousands of job seekers stream aimlessly to different offices and business settings to find a place to work. How do you think such ones will feel if you’re doing the work of matching them to their preferred work?

A staffing agency is all about surveying them and matching employees to employers. This is easier said than done.

I present to you all that is needed to start a staffing agency, and in the end, you should be equipped enough to create your staffing agency.

This article will also provide a staffing agency business plan sample. This is targeted at aspiring entrepreneurs interested in this business area. All you need to do is follow to the end to understand better how plans are written.

With the rise in the unemployment sector, you will realize that many people are looking to venture into various businesses to improve their standard of living.

In contemporary times, recruitment agencies are created to curb the rising unemployment rate in society.

RECRUITMENT AGENCY BUSINESS PLAN PDF SAMPLE

Starting up a staffing agency can guarantee a source of second income for you by connecting companies that have vacancies with job seekers.

To ensure that you build a cordial relationship and continuous partnership, you must thoroughly examine employment seekers to ensure they meet your client’s requirements.

If the need arises, you will need to register with them as a recruiting agency, and they, in turn, inform you when there is a need to hire.

In this post, I will be giving a few tips on how you can start a recruitment agency to help curb the unemployment problem.

Here is a sample business plan for starting a recruitment firm.

  • Pick your Niche

To start up an employment agency business or staffing franchise like Adecco and AtWork, first, you need to pick a field that you think would work for you; you can decide by observing your interest and building upon it; it could be Agriculture or Banking and finance.

Whichever you decide to venture into, you must realize that every industry has its staffing needs. A consultant should prioritize these needs when developing your business proposal and objectives.

In this part of the world, no one is taught how to start up a recruiting agency in school. This is why it is necessary first to learn all there is to know about recruitment agencies.

The information you will gather most importantly would be what recruitment agencies do, how they work, how to build a customer line, how to make a profit or should I say, the employment plans available that make for sure that there is profit in this sector of business.

  • Skill development

One requirement to run a recruiting agency is to have the ability to identify raw talents when you see them, and different people with different expertise from diverse places are the people you will be dealing with.

Therefore, you, on your part, will need to be sound in mind and understand to succeed in this sector.

This is a venture that is capital intensive, and to be able to run the recruiting company successfully, there has to be reserve money for payment of your staff, having enough cash to cover business expenses and advertisement of your business.

This is to say, you need to be financially prepared before venturing into any employment business model.

  • Study and Comprehend What Is Legal for the Business

What are the documents needed to start a recruitment agency?

• Find out if a business license is required. Consult your local government agency for requirements. • Find out about laws related to advertising for employees . • Learn about taxes and the rates required. Get to know the amount and due dates of payroll and income taxes. • Research on the legal requirement related to insurance.

  • Register your Business

For employees and employers to agree that your business is legal or in a valid business setting, you must register your business with the required agency. Writing your business will help you become informed about everything necessary to run a successful business.

Many companies offer business registration depending on your location or where you reside. To find a reputable company and register your business is very essential.

  • Get an Employment Agency Business Plan

A well-scripted business plan is needed to set up and run a successful business. A business plan will help a staffing agency know what they need to survive.

The plan will clearly state its unique business name, niche, mission, and vision; it will contain its financial plans, the services it wants to render, and the SWOT analysis.

A good business plan will give dimension and help your business have a clear purpose.

Location is one major factor for your business, which will be determined by the branch or field you want to venture into. This, on the other hand, is dependent on your target market. While choosing a location, take into consideration how profitable it would be to open up this business at whatever location you’re considering,

  • Create a Marketing Plan

Creating a recruitment company business marketing plan and strategy would be best. You need to make a list of clients and prospective clients, and this selection can be made based on the industry your online recruiting firm focuses on.

You can create contact by making calls, writing and sending emails to prospective companies, and placing adverts in newspapers, magazines, and online job sites.

You need to design a suitable logo to show how severe and sincere your job agency is; a website is also required to help with marketing, business cards, and newsletters that would be able to send to your clients to help them have enough information about your placement agency and what you generally do.

  • Employ Recruitment Staff

This business cannot be run by just one person handling every department, which is why employing the service of others who are specialists in the field should be one area you also have to work on in the business.

To run a recruitment consulting agency successfully, you should look out for individuals who would, in their departments, help you build your business and have a tremendous increase in profits and a boost with clients.

You would need staff specializing in administrative work, staff with superb communication skills, and also staff in accounts. These are necessary to help build your business and guarantee its success.

  • Get a Lawyer or Legal Practitioner

Situations might arise where applicants need to be cautioned; in this situation, a lawyer will be the best person to accomplish this.

There must be terms and conditions, rights, and responsibilities that applicants must fulfill so that you will be getting them their required job. To prevent stories that touch or cases of not honoring agreements, you need a legal practitioner to make everything official and valid under the law.

  • Secure Insurance

A reasonable level of insurance is needed for your business to be termed original. Most clients will want to be assured that there is a measure of insurance if one of your clients damages their properties while on site.

So, getting an insurance company that understands your business and is ready to help cover expenses incurred by your clients at any time is very important.

  • Setup Payroll Processing System

Having filled an order, you need to plan how you will pay your employees: weekly, semi-weekly, or monthly. Rules guiding the payroll system that you must understand as long as you want to be successful in the business; these may include plans for overtime payment and vacation pay, amongst other payments.

You need also to sort out their taxes and remit them to the required governmental body or agencies. Most of the time, hiring payroll administrator personnel is the best option.

  • Start Your Business

Having done all the above, it is time for you to start the business; by now, you must have secured a good location and purchased all the needed tools and equipment for the office, at least the basics. Your business must be registered at this point, and all financial calculations must be done and ready for carrying out.

Starting a staffing agency is just as easy as starting any business when you get those points right, and if only you wish to become successful in the field, failure to understand and adopt those points might be catastrophic.

RECRUITMENT AGENCY BUSINESS PLAN EXAMPLE

To start an employment agency, you must understand how it works and your market size. Your feasibility study should take care of that.

  • Executive Summary

Best Hire® is a new Human Resource agency business that seeks to contribute to developing a reliable database for businesses and companies looking for competent and qualified workforce.

As a small start-up, our size doesn’t matter as we are well-placed to penetrate the market by deploying industry best practices. The quality of our workforce counts in our favor.

The proprietor has been engaged at the highest levels of human resource recruitment for major multinational companies. His experience will be crucial to providing world-class recruitment services to our clients.

  • Our Services

We will be involved in all types of employee matching services for our clients, including major corporate entities and small businesses. We consult with each client to find the right kind of employee.

We do the hard work while our clients concentrate on running their business. We deeply understand Ohio’s local market and seek to allocate human resources where they would perform best.

  • Vision Statement

At Best Hire®, we are driven by a vision to contribute to the development of Ohio’s business landscape. This we seek to achieve through matching the correct type of employees to businesses.

These include both skilled and unskilled. In the next five years, we see ourselves among Ohio’s top 5 most preferred recruitment agencies.

  • Mission Statement

Our mission is driven by providing unbeatable services to all types of businesses. We are satisfying a growing demand for capable and skilled hands.

Our recruitment agency will make sourcing the best hand easier, allowing our clients to commit to their business growth.

We are a sole proprietorship business sourcing for start-up capital through applying for a bank loan. $900,000.00 is required, and we have met the necessary conditions.

The loan will attract an interest rate of 9% monthly, with the principal sum due for payment in 4 years.

  • SWOT Analysis

Our strengths, weaknesses, opportunities, and threats have been tested. The company contracted for this job is a reputable business solutions provider.

The study has allowed us to reorganize our business for the most impact and growth.

It has also helped us exploit opportunities and develop a contingency plan for threats.

For a better understanding of our findings, the results are included below;

This recruitment agency business was conceived to serve a market needing a competent human resources database.

Our strength is our ability to quickly connect businesses to the correct type of employees. The proprietor is experienced and knowledgeable in handling all business labor issues.

Our weakness arises from our current size. Our small size will limit our ability to get across to significant clients.

These clients usually look out for long-established and extensive recruitment agency businesses. This is a weakness we currently face as a small and new firm.

  • Opportunities

Opportunities abound in the form of increasing businesses that need our services. We are well adapted to providing the solutions they need. A significant part of this opportunity is that our clients recommend other businesses due to our commitment to providing excellent services.

When there is an economic recession, businesses no longer hire but downsize their workforce. This is bad for our business and will lead to a total halt in demand for our services. This threat is real. However, the good news is that economic recessions do not always happen.

  • Sales Projection

We can project the demand for our services through a study of the current situation in the recruitment market. There is clear growth potential. This has enabled us to draw a sales projection covering three years, as reflected in the table below;

  • First Financial Year $300,000.00
  • Second Financial Year $550,000.00
  • Third Financial Year $800,000.00
  • Competitive Advantage

Our competitive advantage can be attributed to the extensive network of businesses our proprietor has established during his active years of service. This includes those with big businesses as well as with small business owners. We are using this advantage to leverage our capacity to deliver quality services.

  • Marketing Strategies

We must use the most effective information dissemination channels to reach the business community.

This will include visiting our target clients to discuss our services and what we can offer. We will also advertise in newspapers, distribute fliers, and mount billboards that advertise our services.

This recruitment agency business plan sample has been summarized to show you the most relevant information. You can follow this plan to write your comprehensive staffing agency business plan .

You should avoid trying to hasten things up. Going slowly and getting it right is much better than speed.

STAFFING AGENCY BUSINESS PLAN EXAMPLE

You can consider this a guide or template against which you can make comparisons when writing your plan. It must be stated that no matter how useful you find this sample, it will be of little value to you if you have not done a proper feasibility study of your business.

Corporate Resource LLC is a company located in Atlanta, Georgia. Our staffing agency provides businesses and corporate entities with a workforce. We offer consulting and training, helping businesses find a suitably qualified workforce. Whatever the staffing needs of our clients, we are up to the task.

We will offer highly skilled, semi-skilled, and unskilled labor consultancy services. We seek to provide the best solutions to our esteemed clients. We understand that our clients do not have the time to get into the nitty-gritty of staff employment.

We handle the problematic aspect of the job by identifying and categorizing our human resource pool. These are provided with added job-specific training to increase efficiency. To enable us to get the job done, we are highly experienced personnel with many years of experience as recruiters. Our clients will include both domestic and foreign corporate entities.

  • Products and Services

Consulting entails many processes to match vacancies with the right type of people. Given this, our staffing agency will be involved in staffing for all businesses and industries.

These include the provision of staffing for the healthcare sector, the oil and gas, the provision of training services for specific positions, and the provision of temporary or contract-based staffing services.

Having the right crop of staff is essential to any business. We understand this and are fully equipped to provide such services to our clients. We are focused on eliminating the difficulties businesses face in getting the correct type of labor.

This will enable them to concentrate on efficiently running their businesses while we do the job.

Our staffing agency seeks to provide highly professional services, which will be second to none in the industry. Our reputation means the world to us. Hence, we are committed to building a reputation hinged on excellence. This will be achieved by performing beyond our client’s expectations.

We will need adequate financing to ensure a smooth take-off. We have done the necessary analysis on the capital required; this is more than $800,000.00.

We will be applying for a $1,200,000.00 bank credit. We are hoping to obtain such loans at single-digit interest rates. However, our negotiations will determine the outcome.

We have analyzed our competitiveness for a smooth take-off of our staffing agency. This focuses on vital areas that include our strengths, weaknesses, opportunities, and threats. The following are the results obtained;

We have been careful in choosing our staff. As a staffing agency business that seeks to make a positive impression, we have sought to become an example of the services we will offer.

We have selected professionals with the right experience. Some have served in significant staffing agencies as recruiters, while others have the required skills.

These will work in various capacities, including our recruiting department, training, marketing, and customer service providers.

We are a new entrant into the industry. This means it will take some time before we begin attracting clients and building a steady clientele flow.

In addition to providing staffing services to businesses, we have included training. This allows us to work closely with businesses to provide the correct type of training.

By outsourcing their training, our clients can focus on their business by allowing us to handle one of the most challenging aspects of hiring.

Competitors are a steady threat to this type of business. These are made up of other staffing agencies which will compete for our clients. Another threat is in the form of unfavorable government policies. Such situations are harmful to doing business. The biggest threat among these is a global economic meltdown.

This will lead to businesses shedding off their workforce, creating an unfavorable employment climate. This will directly impact our business as businesses will no longer be looking to hire but to survive.

Over the years, economic growth in the United States has influenced a rising employment rate. This is good for staffing agency businesses like ours.

Using this, we have done a sales projection for our business. This has revealed a positive outcome over three years, as shown below;

  • First Financial Year $310,000.00
  • Second Financial Year $500,000.00
  • Third Financial Year $855,000.00

We welcome competition as it enables us to innovate better ways of serving our clients. Our pride lies in the quality of our management staff. These are composed of thoroughbred professionals who have contributed in no small measure to making the employment industry what it is.

Their impressive experience gives us a greater advantage in excelling over our peers.

  • Target Market

We have identified several businesses and industries as potential targets in providing high-value staffing services.

These include the public sector, blue-chip companies, the real estate sector, financial institutions, the manufacturing industry, the healthcare industry, small start-ups, and the educational sector,

  • Marketing and Sales Strategies

As a new staffing agency business, marketing is crucial to attracting a steady stream of clients. We are adopting several effective marketing strategies.

These include placing ads in newspapers and business magazines, bidding for all types of staffing agency contracts, using the internet to make our business more visible, and providing staffing services for all categories of businesses.

This staffing agency business plan sample has been written with the aspiring entrepreneur in mind. You can review its content and better understand how your plan should be organized.

We have summarized this to allow you to grasp its general structure in the shortest time possible.

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3+ SAMPLE Recruitment Business Plan in PDF

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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 Operations Plan

The following will be the operations plan for Leading Talent Staffing Agency.

Operation Functions:

  • Dan and Karen will wholly own and manage the staffing agency. They will be in charge of the high level functions of the business, such as prospecting and networking, staffing the agency, maintaining client relationships, and all major decisions of the business.
  • Chief Financial Officer to handle all financial aspects of the business to include but not limited to accounts payable and receivables, billing, tax obligations, licensing and permitting, budgeting, payroll, and cash forecasting. As the staffing agency grows and profits are stabilized, more accountants will be added to support the CFO.
  • Two staffing managers will be hired to handle client intake and be the point persons to prep the job seeker from resume assistance all the way to being hired permanently.
  • Administrative Assistant will be employed to manage all administrative assistant tasks of the staffing agency on an everyday basis. This will include being the personal assistant for Dan and Karen.

Milestones:

Leading Talent Staffing Agency will have the following milestones completed in the next six months.

8/1/202X – Finalize contract to lease office space.

8/15/202X – Begin build-out and design of staffing agency office.

9/1/202X – Begin reaching out to their list of contacts in the industry to inform them of the new Leading Talent Staffing Agency.

9/15/202X – Begin social media and website advertising campaign.

9/30/202X – Attend large industry networking event.

10/5/202X – Hire CFO, managers, and Assistant.

11/1/202X – Grand Opening of Leading Talent Staffing Agency.

  • Business Templates
  • Sample Plans

FREE 5+ Recruitment Business Plan Samples [ Agency, Continuity, Development ]

recruitment business plan

It can be challenging for fresh graduates and job seekers alike to look for suitable jobs that fit their specializations. Most of the time, constant rejections from the jobs they are applying for takes a huge toll from their morale and would generally cause them to lose motivation to continue looking for jobs that fit their skillset. Recruitment businesses and agencies help jobseekers to eliminate these worries. These establishments act as the middle men between employers and job seekers. They work on behalf of employers who want to find suitable candidates to fill their vacancies. Recruitment agencies rely on an already established relationship with several employers from other businesses and companies. But what if they don’t have that connection yet? What tool can the business use to make sure that the venture will be successful? It’s already quite obvious because you’re already here reading this article. With a recruitment business plan.

Recruitment Business Plan

5+ recruitment business plan samples, 1. recruitment business plan sample, 2. recruitment small business plan, 3. printable recruitment business plan, 4. formal recruitment business plan, 5. recruitment agency business plan, 6. strategic recruitment business plan, what is a recruitment business plan, elements of a recruitment business plan, are recruiting companies worth it, what is the difference between hr and recruiter, what are the five elements of a business plan.

Businesses are generally difficult entities to manage, even much more when your business deals human resources. It’s quite a chore to keep track of everything else and to make sure that every component of your business operations is covered. This is why creating a proper layout for a comprehensive plan is very important for businesses of all shapes and sizes, startup businesses or not. A layout helps keep everybody affiliated with the business, especially managers and supervisors, to stay on track for everything else that may be encountered during the overall duration of their business. A good and comprehensive plan just does a really good job of bringing the concept of your business really well and makes every business operation smooth.

Operating without a business plan is usually not a good idea. In fact, those that do operate without a business plan, typically doesn’t last long. Sticking to a well written business plan comes with a slew of benefits as well. Like being able to come up and operate new ideas without having to invest too much time or resources because you’ve already allotted the specifics in your business plan. To get properly acquainted with the document, see these recruitment business plan samples that we have listed down below. After getting familiar with what a business plan is and how it works, you can then uses these samples as a guide or even as a template for when you want to establish your own recruitment business plan.

recruitment or staffing agency business plan

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recruitment small business plan

Size: 347 KB

formal recruitment business plan

Size: 466 KB

recruitment agency business plan

Size: 884 KB

strategic recruitment business plan

Size: 184 KB

A business plan is a document that should describe how a business would define its objectives and enumerate the steps that the management would take in order to achieve its goals. A business plan lays out a roadmap for the whole company to follow that is derived from the perspectives of different standpoints of different departments. Marketing, financial, and operational. Business plans are essential documents that is usually used to attract prospective investments even before the company has established an impressive reputation.

Although the document is more useful for new businesses and companies, every company should be able to establish a well written business plan. This will enable them to have something to review and periodically update to see if the goals that they have established have been met and if the company is just doing good overall. A good business plan should be able to outline all the projected and estimated costs of a project or venture and the pitfalls of each decision the management of the company makes. Even in between competitors of the same industry, it is very rare for two different business plans to be identical. This is because despite working with the same circumstances, most businesses tend to have different ways of dealing with their own issues.

The length and scope of a business plan greatly varies depending on the nature and the coverage of the plan the business chooses to cover. But usually all of the information in a business plan should fit into a 15 to 20 page document. And although no two business plans are alike, they do work with almost all the same elements. These elements are discussed on more detail right below.

  • Executive summary The first section of a business plan should be able to outline the company and all the information pertaining to its mission-vision values, company leadership, employees, operations, and location. Essentially, it should talk about what the company is, the nature of the business, and other basic but necessary information.
  • Products and services The company should then outline the products or services that they may offer. This section should include pricing, product lifespan, and the benefits a customer may gain after availing these services. Other factors that you can include is manufacturing and production processes, patents, and proprietary technology.
  • Market analysis The company needs to have a crystal clear idea of its target customers and their respective demographics. It will outline who or what the competition is and will eventually give you a better idea of how to stay on top of the market. It should also outline the expected consumer demand for the recruitment services and how easy or difficult it is to take advantage of that demand.
  • Marketing strategy The next section should describe how the company will attract the customer base and how it intends to keep it. It should talk about what steps the management will take to reach the clients by being able to outline a clear distribution channel, including advertising campaign, marketing campaigns, and what mediums should these campaigns exist in.
  • Financial planning The company should then include its financial plans in the document to attract the prospective readers of the business plan. Financial statements, balance sheets, and other financial information that may be suitable to be included.
  • Budget Every company needs to have a well established budget in place. Including cost, staffing, manufacturing, development, marketing, and the rest of the expenses in your business.

For an entry level jobseeker, fresh graduates, applying to a recruitment company can have some benefits into it. But one has to remember that most companies won’t pay recruiting agencies to fill entry level jobs because more often than not, they can find enough employees on their own.

Recruiters take care of the screening of the potential candidate, while the HR is in charge of allocating the recruited resources to a role.

  • Situation analysis
  • Product or service positioning
  • Setting objectives

One more thing to remember when writing a recruitment business plan, or any business plans in general, is that it’s not supposed to be a static document. It should be ‘live’. Meaning that it should be susceptible to change overtime. Think of it as a living entity, changing and evolving together with your company.

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recruitment marketing plan for staffing agency firms.

As a recruitment agency owner, you know you need a marketing plan to get clients and drive revenue. And recruitment marketing is no cakewalk in the modern sales world. It’s hard to keep tabs on potential clients when you’re working on several hundred hiring pipelines internally. You might also be short on resources, or simply find the whole shenanigans of marketing exhausting. 

That said, having a marketing plan in place for your recruitment agency is important. But it shouldn’t veer you away from your main focus; placing more candidates. A marketing plan for your recruitment agency should help your business stand out from your competition and help you stand out and scale your business quickly. 

Should you be starting with email marketing? Posting on social media? Going to networking events? There’s a lot of marketing advice out there, but it may not be suitable for every recruitment agency.  Also, check to Think Like a Marketer When Sending Recruiting Emails

So we’ve put together a realistic, actionable marketing plan that you can build from the ground up. We’re talking about perfecting your ideal client persona (ICP), unique selling proposition, marketing strategy , and most importantly – your marketing goals. 

Let’s get started. 

Table of Contents

What is Recruitment Marketing? 

A recruitment marketing plan is what will fuel your staffing agency’s revenue. Done right, it can help you reach potential clients, share your company’s story, and most importantly, close deals. In simple words, recruitment marketing is the process of attracting and nurturing clients to your biz by marketing to them. 

Having an effective recruitment marketing plan can pivot your staffing agency and help you achieve your milestones at a much faster pace. You can even target and close high-ticket clients with the right recruitment marketing strategies . 

If you’re a small recruiting agency that’s just starting out, you may use your personal network to get clients at the beginning. But at some point, you’ll want to scale your clientele, expand your services, and increase revenue. And then it’s going to be really difficult to compete with the big fish in the market for the same clients. 

So it’s important to be strategic and build a marketing plan that generates potential clients for your recruiting agency regardless of the size of your team. Remember, it’s the little decisions that count and matter; it’s what most successful businesses thrive on for years. 

Before You Build Your Recruitment Marketing Plan – Here’s What You Need 

If you’ve decided to build a recruitment marketing plan to support your business plan, you already have the will to do it – and we’ve got your back. 

So, where do you start? 

Recruitment marketing starts with taking small steps. This means you need to put together a couple of things first. 

  • Prepare a list of your existing clients. 
  • Create a document consisting of all your products and services
  • Conduct a situation analysis – market opportunities, competitors, customer types, unique selling position (USP), and marketing channels. 
  • Pull out your latest financial report to see how much you can allocate to your marketing plan 

Once you have gathered all these documents, compile them in a PDF or a Google Drive folder. Now, you have all the information you need to get started on your marketing plan. 

Note that this is only the starting point and from here on, we’ll take a deep dive into each of these points – so you can create your own marketing plan for your recruitment agency. 

A Step-By-Step Guide To Create Your Recruitment Marketing Plan 

Step 1: define your target market & usp.

Not all companies are your potential clients. You need to narrow down your audience to a target group of companies that fit your business model. Defining your target market is crucial, especially when you’re a recruitment agency in a competitive market like IT, student banking , or healthcare. 

  • “There is only one winning strategy. It is to carefully define the target market and direct a superior offering to that target market.” – Philip Kotler, Marketing Author

If you’ve done your market research well, you should have a basic understanding of how your service benefits your target audience. However, if you did not do it properly, it is recommended to get support from marketing consulting firms that can help with conducting thorough market research and market intelligence . From here, you need to know who exactly needs it. You can segment your target market using demographics such as 

  • Income. 

Now that you have real data on who you should plan to sell to, you need to validate your target market. Simply put, you need to verify if you’ll be selling to a market that’s worth serving. 

Ask yourself these questions:

  • “Does this market segment have the money to buy our product or service?”
  • “How often do they need a product like the one I’m selling?”
  • “Are they working with any of our competitors right now?”
  • “If yes, what could we offer more that could set us apart from the competition?”

There are many other important questions that you could ask about your target market. At this point, it’s worth noting that you need to set aside your bias and avoid assumptions during this process. 

Many people unintentionally interpret their potential clients in a way that confirms their pre-existing beliefs. So, be careful and clearly define your target market and audience.

Dig deeper into the market and uncover your potential customer’s pain points. Focus on how you could market your product in a way that builds credibility and helps you sell to them easily. 

As a recruitment agency, your target audience’s pain points can be broadly divided into two ways:

  • Money : A bad hire can cost a company up to $50,000 . This not only wastes their money but can also impact the company in morale and culture. Staffing agencies are known to have a large pool of talent, a variety of candidates, and sometimes even hidden gems that might be perfect for you! Such firms can define who the company needs to hire for a particular job and then help them hire a good fit for the role. 
  • Time : Companies need to hire new talent, and they need them fast! Hiring Managers is a strained time. They don’t have the necessary time or expertise to source candidates, screen them, and close them. They need someone to take these off their hands so that they can focus on their core business.  

Once you have all this information, you can create Ideal Client Personas (ICP); a detailed customer persona that defines their pain points, how you can solve them, and how likely they are to use your services. 

This will help you align your marketing plan goals and objectives with your audience and ensure that you’re selling to the right people, at the right time. 

Check out our FREE candidate persona template . 

Pro Tip: It’s helpful to find out the devices your potential customers use and where they interact with brands online. Put yourself in front of them – don’t wait for them to find you. 

Step 2: identify your marketing goals .

Your marketing goals will set the tone for your entire marketing plan. And these goals should ideally coincide with your business goals. Think of it as planning a trip. First, you select a destination. Then, you figure out if you want this trip to be adventurous, luxurious, or relaxing. This then helps you set your itinerary. 

For instance, if you want to go on a 7-day trek to the Himalayas (adventurous), you start exercising, buy a specific gear set, hire a trekking expert, and implement your knowledge throughout your trip. 

That’s pretty much how you should take your marketing plan. Identify what you want to achieve with your marketing. Be as specific as possible. A vague set of marketing goals for your recruitment agency can derail your team and prove to be inefficient quite quickly. 

Here’s a good example of a marketing goal. 

Marketing strategies in 2021 for recruitment agencies. Step by step marketing plan for staffing agency.

Stay clear and concise when choosing your marketing goals. This will help you keep your campaigns and activities aligned with your overall recruitment marketing goals.  Also, check how to make more predictable placements with activity-based recruiting .

Step 3: Choose the right tools 

Building a tech stack for your marketing is undeniably one of the most important steps. Once you have your ideal client persona, unique selling proposition, and marketing goals in place, you need to choose the right marketing tools that help you achieve these goals. 

Now, the idea is to choose tools that match your requirements. For instance, you may want to use a tool that’s easy to use but still offers advanced features like automated funnels, reports, and more. Or you may want to compare different tools based on their price. 

Here are some tools that are key to marketing: 

Marketing Automation EngageBay is an all-in-one  marketing automation  and CRM software that helps businesses attract, engage, and nurture their customers through email marketing, social media marketing, lead capture forms, and more. They also offer a free trial so that businesses can try the software before committing to a subscription. Overall, EngageBay is an excellent choice for startups and enterprises looking for an all-in-one marketing automation and CRM solution.

Email Marketing Automation

ConvertKit is one of the best email marketing software for small businesses . Especially for small businesses and enterprises that are looking for an easy-to-use and powerful solution. You can easily segment your audience, set up opt-in forms, create newsletters, build automated funnels, send targeted emails, and do more. 

Landing Page Builder

Unbounce is a great tool to build landing pages for your website. Features like a drag-and-drop builder, well-designed templates, dynamic text replacement, location-specific targeting, and rich reporting allow companies to build highly effective landing pages that convert well. 

Google Analytics is a great tool to measure your website performance. By getting in-depth data about how your website visitors interact with your content, you can improve your SEO , identify more prospective clients, segment your visitors to cater to more personalized service, and plan future goals. Google Analytics not only offers all of this valuable data for websites but also mobile apps. Using Google Analytics for mobile apps extends its benefits to those creating and launching mobile applications by providing real-time information about user interactions and usage patterns – allowing developers to identify areas where they can effectively optimize their app experience. Recently, there’s been released a new platform called Google Analytics 4 which got some really cool features. Here’s an implementation guide to upgrading to GA4 .

Marketing Suite

Coschedule offers two major products: a marketing calendar and a marketing suite. If you want to see the big picture and get updates on the go about your marketing, you can opt for the marketing calendar option. Kanban boards make it easy and quick to see all of your projects in one place. 

However, if you want more than just the calendar, you can opt for their marketing suite which includes features like calendar organizer, content organizer, asset organizer, and more. This helps you eliminate bottlenecks in the marketing process. 

Of course, there are many other tools that you may need in your marketing tech stack. Make sure that every tool you choose makes it easier for your team to implement marketing strategies and processes quickly. The last thing you’d want is a complex tool with a steep learning curve that makes the job more difficult. 

Step 4: Set a budget for your recruitment marketing plan

This is where most small recruitment agencies get stuck; budget . It’s okay to have exciting ideas for your marketing, but you also need to ask yourself and your team, “How much is this going to cost? And, is there any cost-effective option to do this?”

According to Deloitte’s annual CMO survey , marketing budgets are nearly 11.7% of the total company-wide budget. 

Deloitte’s annual CMO survey, marketing budgets are nearly 11.7% of the total company-wide budget. 

The report also reveals that the pandemic has led to increased demand from customers for strong digital experiences; this has positioned marketing as a key driver for direction and growth. 

However, there’s no one-size-fits-all. Your own marketing budget will depend on a variety of factors – including industry, company annual revenue, and business needs. This should help you get a ballpark percentage of your total company-wide marketing budget. 

Once you have a reasonable lump sum amount, break it down and allocate it for different objectives. Broadly, you can put your budget into two different categories: set expenses such as the salary of your marketing team, monthly subscriptions, website expenses, and variable expenses such as advertising, sponsorships, affiliate programs , PR campaigns, and event hosting costs. 

This way, you can figure out your monthly marketing operational costs and the occasional, added expense that you’ll spend depending on when you run specific campaigns. 

This free marketing budget template set from HubSpot is perfect for setting up your specific expenses.

Step 5: Finally, measure and optimize your recruitment marketing plan as you go

Lastly, you need to measure the success of your recruitment marketing efforts. By setting KPIs in place, gather metrics on what works and what doesn’t so you can adjust and review your recruitment marketing efforts. 

In the review process, ask specific questions such as:

  • “How many new leads are you getting from each distribution channel?” 
  • “Which campaigns got the most and least number of leads?”
  • “What’s the customer acquisition cost (CAC)?”
  • “How has the marketing strategy increased sales?”

Also, check Strategies to Increase Staffing Agency Sales

Reviewing your marketing plan actions one by one will help you identify loopholes that you may need to fix. Marketing can get super expensive, if not carefully reviewed timely. Make sure to review your budget, timelines, and benchmarks or milestones that you established to measure success. 

After you’ve found what’s working and what’s not, it’s time to make some changes. Updating your recruitment marketing plan could include changing the ad expense for Google ads, CRO and A/B testing , frequency of social media postings , creating a new content strategy, or increasing or decreasing the budget for certain campaigns based on the data you’ve gathered so far. 

BONUS TIP: Winning Clients With Your Content Marketing Funnel

Like it or not, most marketing efforts are directed toward content. Even the seemingly average pieces of content are known to influence a specific response from potential customers. Having a content marketing funnel in place will play a large role in your overall marketing success. This is because the content in different stages supports the buyer’s journey, and good content pulls the leads closer to a purchase. 

recruitment marketing plan for staffing agencies. How to create marketing plan for your recruitment agency

This makes total sense since the main goal of your marketing is to attract a defined target audience, engage it, and finally, turn them into paying customers for your biz. Creating valuable content for prospects at each stage of their buyer journey to ensure you offer them the right info at the right time is hands-down a winning strategy. 

Here are some tips that will help you run your content marketing smoothly:

  • Create valuable, action-driven content like landing pages, infographics, PowerPoint slides , explainer videos , and newsletters .
  • Publish specific use-cases and customer success stories to generate leads. 
  • Create product overview and customer reviews to drive purchases.
  • Move your prospects through the funnel with targeted emails and personalized content . 
  • Do competitor analysis and keyword research to create new content. 
  • Use conversion rate to measure your content funnel effectiveness. 
  • Think about SEO to get your funnel content seen. Either work on this house or you can outsource it to an SEO consultant or agency .

FREE RESOURCE For Scaling Your Recruiting Agency

If you’re scaling up your recruitment agency, you might have plenty of questions. In this video, Brad Wolff , Managing Partner at People Max talks with Manan Shah , Co-Founder of Recruiterflow to share how recruitment agencies can scale up their business.

With an experience of 25+ years in the recruitment industry and two successful firms, Wolff walks through his journey and offers insights into scaling a recruiting business, navigating recruiting models, and tips to set yourself up for success. 

Conclusion & Your Journey From Here On  

You might be planning to scale up your recruitment agency or are looking for new clients and this is the perfect time to get started with your marketing journey. It really isn’t that much different from setting up goals and priorities for your overall business & b2b social media marketing strategy. And once you get the hang of it, you’ll see the numbers change and your revenue increase. 

Moreover, if you’re a founder of a small recruitment firm, it’s easy to get lost in the sales and hiring process. Building a solid marketing plan that can work to achieve your goals and objectives more easily without you constantly cold-calling people will be game-changing for your team. 

Sure, the process will have its ebbs and ways. But that shouldn’t stop you from experimenting. Once you have set your mind to build your marketing strategy, stick to it. Create a realistic plan for your team and set achievable goals. Also, make sure you allocate enough money and resources to your marketing. 

Also, if you’re looking for a recruitment CRM for your staffing agency, please reach out to us – we’d love to hear from you! 

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  1. Staffing Agency Business Plan [Free Template]

    Download Template Learn more 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

  2. Recruitment Agency Business Plan Template (Free)

    Here is a free business plan sample for a recruitment agency January 29, 2024 If you're passionate about connecting people with their dream jobs and considering launching your own recruitment agency, you've landed on the perfect page.

  3. PDF Recruitment Agency Business Plan Example

    Upmetrics can help. With Upmetrics, you can easily bring your team to write a professional business plan with automated financial forecasts. You can also do: 200+ Sample business plans Get access to hundreds of sample business plans covering almost all industries to kick start your business plan writing.

  4. Staffing Agency Business Plan Template [Updated 2024]

    If you want to start a staffing agency, recruiting agency, nurse staffing agency, or temp agency or expand your current one, you need a business plan. Over the past 20+ years, we have helped over 8,000 entrepreneurs and business owners create business plans to start and grow their staffing agency businesses, employment agencies and recruitment ...

  5. How to write a business plan for recruitment in 2024 (template ...

    In this business plan, I have highlighted my specialism, hiring activity in my market, my candidate and client strategies, my methodology, how I plan to recruit through economic uncertainties in 2023, my competition and my personal revenue projections over 12 months."

  6. How to write a business plan for a recruitment agency?

    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 recruitment agency and the expected growth, profits and cash flows for the next 3 to 5 years; and a written part ...

  7. Staffing Agency Business Plan Template (2024)

    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 Next Section: Executive Summary > Staffing Agency Business Plan FAQs What Is a Staffing Agency Business Plan? What Are the Main Types of Staffing Agency Companies?

  8. Sample Recruitment Business Plan

    Updated November 2, 2020: Sample Template for Starting a Recruitment Business Business Niche Creating a business plan involves making some decisions upfront. This means choosing a niche. By doing so, you'll be deciding the type of recruitment agency to start and the industry to serve. Observing Competitors

  9. How to write a business plan for a recruitment agency

    22 October 2021 5 mins Running a business If you're looking to start a recruitment agency, you'll need to create a business plan as any other startup would. Remember, though, that you'll need to also account for the specific situations that might arise while working in the recruitment industry.

  10. Employment Agency Business Plan Example

    Computers 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.

  11. Recruitment Agency Business Plan Template & Forecasting Tool

    Suppliers: in this subsection, we give an overview of the main suppliers we will use our what commercial terms have been negotiated with them Start-up funding: in this subsection, we list the cost of each item required to launch the recruitment agency

  12. The #1 Recruitment Business Plan Template & Guidebook

    1. Describe the Purpose of Your Recruitment Business. The first step to writing your business plan is to describe the purpose of your recruitment 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.

  13. PDF Free-Version-of-Growthinks-Staffing-Agency-Business-Plan-Template

    The real version of Growthink's Ultimate Staffing Agency Business Plan Template is much more than a fill-in-the-blanks template. That template professionally guides you step-by-step so you can quickly, easily and expertly complete your business plan. Perhaps most importantly, it includes complete financial projections.

  14. The Complete Recruitment Agency Business Plan Blueprint

    Table of Contents Understanding the Importance of a Business Plan A well-structured business plan is the cornerstone of success for recruitment agencies. It serves as a blueprint outlining your agency's vision, mission, goals, strategy, and financial projections. Here is why it is crucial for the success of a recruitment agency.

  15. Recruitment Agency: get a solid business plan (example)

    What financial metrics should be included? What steps should I follow to write a business plan efficiently? Stay with us: we'll tackle all these questions! One last thing, you don't have to start your business plan from scratch. Feel free to download our detailed business plan for a recruitment agency and customize it for your business.

  16. Staffing Agency Business Plan Template [2024]

    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

  17. Recruitment Agency Business Plan

    Recruitment Agency Business Plan Striking out and setting up your own recruitment agency is an exciting prospect, and there's never been a better time to do it. With over 31,000 agencies in the UK, the recruitment industry is booming.

  18. Staffing Agency Business Plan [Sample Template]

    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.

  19. Sample Recruitment Agency Business Plan

    Are you interested in setting up one? If you are, we will help you. This recruitment agency business plan sample has been written with aspiring entrepreneurs in mind. Although it is summarised, it highlights the essence of a plan. By going through this sample, you can avoid the most common mistakes many entrepreneurs make. Contents

  20. 3+ SAMPLE Recruitment Business Plan in PDF

    3+ SAMPLE Recruitment Business Plan in PDF Rating : A recruitment business plan is a necessary component of any business. It does not only assists you in mapping and strategizing but also assists investors in determining whether the company is worth buying in or not.

  21. Staffing Agency Business Plan Operations Plan

    Leading Talent Staffing Agency will have the following milestones completed in the next six months. 8/1/202X - Finalize contract to lease office space. 8/15/202X - Begin build-out and design of staffing agency office. 9/1/202X - Begin reaching out to their list of contacts in the industry to inform them of the new Leading Talent Staffing ...

  22. FREE 5+ Recruitment Business Plan Samples [ Agency, Continuity

    5+ Recruitment Business Plan Samples. 1. Recruitment Business Plan Sample. 2. Recruitment Small Business Plan. Businesses are generally difficult entities to manage, even much more when your business deals human resources. It's quite a chore to keep track of everything else and to make sure that every component of your business operations is ...

  23. How to Create a Recruitment Marketing Plan for Your Staffing Agency?

    Marketing Suite. Step 4: Set a budget for your recruitment marketing plan. Step 5: Finally, measure and optimize your recruitment marketing plan as you go. BONUS TIP: Winning Clients With Your Content Marketing Funnel. FREE RESOURCE For Scaling Your Recruiting Agency. Conclusion & Your Journey From Here On.