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OutReSources

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.">.

OutReSources, Inc. will be a consulting company specializing in the design and delivery of training products and services in statewide and regional markets.  The company offers health care providers a reliable, high-quality alternative to in-house resources for business development, market development, training, and quality assurance.

OutReSources will initially be created as a Greenstate DBA company under the umbrella of Flowstone, Inc., based in the Central County area of Greenstate, the heart of Greenstate’s population and growth.

Within the state, OutReSources plans to target health care service providers, tailoring our services to their needs.  One of OutReSources’ challenges will be establishing itself as a real consulting and training company, positioned as a relatively risk-free purchase. 

Industry competition comes in several forms, the most significant being companies and agencies that choose to do business development and training in-house rather than outsourcing.  There are also State and independent organizations providing training and development resources.  Many of these companies are generalist in nature and do not focus on a niche market.  Furthermore, they are often hampered by a flawed organizational structure that does not provide the most experienced people for the client’s projects.  OutReSources’ advantage over such companies is that it provides high-level consulting to help integrate practice with theory and in concert with the client companies’ goals.

OutReSources will be priced at the upper edge of what the market will bear.  The pricing will fit with the general positioning of OutReSources as providing high-level expertise.  Sales are estimated to be substantial and an excellent cash balance in the first year.

The company’s founders are former and current health care service providers, all in the “fee-for-service” provider markets we will target.  They are founding OutReSources to formalize the consulting services they already offer.  OutReSources will be managed by working partners, in a structure taken mainly from Flowstone, Inc.  In the beginning we assume three partners, Khallie Locharnold and Soren Aboukir (from Flowstone Inc.) and Yuriatin Guadalquivir.

The firm estimates healthy profits by the first year with a commensurate net profit margin.  The company does not anticipate any cash flow problems arising.

1.1 Objectives

OutReSources has set several objectives for the first year.

• Develop and implement a training service that targets both for-profit and non-profit health care providers that provide fee-for-services and which are required to meet standards set by state and federal regulations, and/or private associations.
• Raise the standards for quality of care while breaking free of the confines of the “fee-for-service that is Medicaid” by developing a service to support those health care providers who still operate within those confines.
• Develop a company with low overhead and liability to optimize net profit margins.

1.2 Mission

Our mission is to raise the standards of health care services by improving the skills, abilities, and efficiencies of those who provide such services.  We wish to educate and train those who provide health care services and are reimbursed and regulated by the state governing agencies.  We aim to be transitional educators and trainers to those with the education but without the experience.

1.3 Keys to Success

Quality and Credibility  

Employing trainers within the appropriate disciplines who have

• Credentials: Education, Licenses, Certifications
• Proven successful track record
• Continuing Education Units

Strong Formal Methodology

Developing strong formalized training methodologies for all services

• Policy and Procedures 
• Hierarchy roles in the Organizational Structure: Qualifications and Duties
• Confidentiality control
• Feedback Reporting: Finished Product

Promotion and Marketing

• Starting with what we know: Our first offerings are based on our expertise 
• Reaching a large targeted population: Expanding our offerings 
• Spring boarding off current credentials

Operations and Liability

Maintaining low overhead and liability by:  

• Maximizing abilities and simplifying roles
• Assessing the market and initiating with “High End” targets (large providers, high fee-for-service rate services)
• Strong investments in quality equipment vs cost by including 
• Mobility vs Center or combinations
• Space and supplies
• Finished products (manuals, pamphlets, protocols)

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.">

OutReSources, Inc. is a new company providing high-level expertise consulting to health care providers, including business development, training development, quality assurance strategies, and marketing of additional training services.  It will focus initially on:

• Providing “How-to’s of Best Practice” with development and training for Developmental Disability, Service Coordination, and a multitude of Mental Health Service providers.
• Audit Preparation reviews to enable companies and agencies to avoid costly recoupment or pay backs, and avoid damaging citations.

As OutReSources grows it will take on people and consulting work in related markets becoming more diversified, such as supportive training services like First Aid/CPR, Cultural Diversity, Health and Wellness in the workplace, Research Resource Center, Mobility, Business Practices in the Business System, and so on.  It will also look for additional leverage by developing partnerships with key advocacy organizations and state officials.

2.1 Company Ownership

OutReSources, Inc. is projected as a Limited Partnership in conjunction with Flowstone, Inc., but may switch the preferred structure to a “C” Corporation or Limited Liability Corporation, for purposes of investment structuring.

OPERATING PARTNERS (initial)

• General Managing Partners, with 62% ownership by Flowstone, Inc.
• Vice Managing Partner for Programmatic Development and Operations, with 28% ownership.

INVESTMENT PARTNERS

• Flowstone, Inc. with 95% ownership from start-up date.
• Limited Partner Yuriatin Guadalquivir, with 5% ownership from start date.

Structure of Partnership

Flowstone, Inc. will provide the initial starting capital investment necessary to begin OutReSources, Inc., making them the primary stock holder.  Yuriatin Guadalquivir will begin as the General Operating Manager responsible for development and implementation, receiving compensation through salary and stock acquisition.  First year salary of $41,000 will be paid by Flowstone, Inc.  An appropriate profit percentage may be paid at each year end.  If a loss is realized at the end of any year then Yuriatin Guadalquivir receives no payout of stock in the company.

• Following first calander year, Flowstone, Inc. will reimburse Yuriatin Guadalquivir for service by turning 5% of stock ownership of OutReSources, Inc. over to him.
• Each additional year Flowstone will increase Yuriatin Guadalquivir’s stock ownership by 5% to a maximum of 33% ownership in OutReSources, Inc.
• Once equal partnership between Flowstone, Inc. and Yuriatin Guadalquivir has been reached then Guadalquivir becomes a full partner, assuming equal voting rights, and liability.
• Liability will include equal share in all legal and financial obligations.

2.2 Start-up Summary

Total start-up expenses includae legal costs, logo design, stationery and related expenses.

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OutReSources, Inc. will begin by providing multiple training services for health care providers and public agencies in the areas of Developmental Therapy, and Service Coordination, but will later progress and diversify into Psychosocial Rehabilitation, Case Management, Clinical Therapies, and a multitude of supportive and more specific concepts.  These concepts may range from Health Care Business Practices, Health and Wellness Promotion, Specific Disabilities and Treatments. 

The initial service training categories for Developmental Therapy and Service Coordination are:

• Standard DS training (DS for Children and Adults) and state certification
• Paraprofessional Supervision by a Developmental Disabilities Professional
• Quality Assurance practices and implementation of the “Best Practice/Client 1st” concept
• Audit simulation in conjunction with training and assistance.
• First Aid/CPR Certifications
• Business analysis and restructuring consultations
• Specific acute “Hot Topic” analysis (treatment/therapy methods, disorders, customer service, adult transition to include Medicaid/SSI, guardianship, community resource)

Market Analysis Summary how to do a market analysis for your business plan.">

OutReSources, Inc. is a business that has become necessary because of today’s ever increasing demand on the need for community health care.  There are an increasing number of providers who have become dependent on Medicaid reimbursement, which has created the need for training resources.  There are 100s of agencies providing fee-for-services reimbursed by Medicaid.  Combine this with regional Medicaid units being severely understaffed and underbudgeted and you have a declining system unable to meet the huge need for support.  OutReSources is therefore, ideally positioned to deliver these support and training services to provider companies and agencies.

4.1 Market Segmentation

The are many Medicaid providers.  There are 79 listed in the Centerville Yellow Pages under the Mental Health and Developmental Disability categories, most of which provide a variety of service treatments or therapies.  Several are either incorporated or franchised across the state.  All of them provide at least one Medicaid reimbursed service (most offer several) and are required to maintain certain standards, self regulate, and educate.  This creates the prime market for our services:

• Pre-Audit preparation which would be on a sliding scale from finding, fixing, and training.
• Certification Training (Specialist Certifications, CPR/First Aid, etc…)
• Supportive training options (Diversity, Language, Parenting, “Best Practice”, Business and HR in Health Care, etc…)

The segmentation of the market is a new concept within the Mental Health and Developmental Disabilities fields of service but is not new to the general health care industry, and other service fields leaving a strong need for specific services:

• Developmental Disabilities: Largest population in target with even larger body of regulations.
• Service Coordination: Little regulation but severe lack of quality service. 
• Psychology/Social Rehabilitation: Smaller population but strong need for improvements in both quality and quantity.

It makes logical sense for OutReSources, Inc. to primarily direct its marketing approach at these three segments.  In 2000, the market potential for the disabled service population is estimated to be around 200,498 people reporting some disability in Greenstate (Census 2000). Nationally the number was nearly 50 million.  At the same time, the market potential for the need of bilingual services was estimated to be around 127,609 people speaking another language other than English at home of which 85% speak Spanish.  Each of these populations are expected to grow at a steady rate of 5.6% per year.

In the table and chart below:

• Agency Group 1 = State Licensed Developmental Disabilities Agencies
• Agency Group 2 = State Licensed Service Coordination Agencies
• Agency Group 3 = Other Medicaid Providers in Need of Cross Training and Continuing Education Units

4.2 Target Market Segment Strategy

OutReSources, Inc. chooses to make the above segments its targeted market is because we have the applied first hand experience and the credentials having provided these services for significant periods of time, earning credibility with substantial marks in quality.  Through our experiences as providers we have developed a strong knowledge of what services would be greatly needed, appreciated and valued. 

We have and are continually increasing our credentials as providers to improve our current services allowing us to utilize those gained credentials in support of our new offerings.  Through the years we have developed a reputation of providing high-quality services among state regulators, providers, and the community.

4.3 Service Business Analysis

Consulting participants range from major international name-brand consultants to tens of thousands of individuals.  One of OutReSources’ challenges will be establishing itself as a real consulting company, positioned as a relatively risk-free organizational purchase. 

There really is not much local competition specific to the field of Mental Health and Developmental Disabilities, only small private entities that are usually sole proprietors consulting from the basis of that one individual’s own knowledge and/or theories, and their own interpretations but with varying levels of practical application experience. 

Our program will minimize its starting cost and have almost no overall risk by developing our new offerings based on the services  services Flowstone, Inc. currently provides.  This allows us to minimize up front cost and overhead while improving services within OutReSources.  Flowstone will provide the inial start-up expenses in return for partial ownership, profit, and free access to services rendered.

4.3.1 Competition and Buying Patterns

The key element in purchase decisions made at the OutReSources’ client level is trust in the professional reputation and reliability of the consulting firm.

Strategy and Implementation Summary

OutReSources, Inc. will primarily focus on three service markets, Developmental Disability, Service Coordination, and Mental Health Providers, and in limited product segments: Pre-audit Review, Training, and Certifications. 

5.1 Competitive Edge

Clearly, our competitive edge is the customer service experience and approach that our management team will bring to the table.  Our “Best Practice” and “Client First” approach to all of our services is evident, and highly appreciated.

5.2 Marketing Strategy

An overview of the marketing plan includes:

• Networking via word of mouth
• Joining Associations of potential clients
• Evolve Flowstone’s services to optimized levels to maximize profit and quality
• Community involvement through volunteering, providing free seminars or scholarships to families in need to attend seminars
• Symposium and Conferences 
• Website 
• Calling on connections within key state departments, agencies, and other affiliates
• High profile interaction between our managers, and the customers
• Excellent service and high quality results

5.3 Sales Strategy

The Team Supervisor needs and expects close contact and cooperation with the client agency’s staff.  The General Operational Manger is under pressure to get a quotation together.  The GOM and Trainers must be armed with quick reference guide to pricing.  The important caller should be told that the GOM will “call right back.” The more successful the marketing strategy is in making in-roads into the foundation of a market, the more important this communication response will become.

In respect to the prospect list of clients, it is essential that a “salesman’s” approach be adopted to insure an organized, orderly approach to each prospect.  Notes need to be kept on each client.  Follow-up and persistence will pay off.

5.3.1 Sales Forecast

OutReSources, Inc. is a start-up and a relatively new concept in the field within a fairly common concept of consultation and training services.  It is difficult to forecast without any benchmarks.  However, since our overhead and start-up cost will be minimal we are able to use basic forecast principles by estimating our primary cost of salary (what it cost us to provide the service) which includes staffs estimated operating costs of lodging, meals and travel expenses to forecast our cost. 

We want a 50% profit margin (to allow room for adjustments as needed) and so will double operating expenses to project revenue.  This results in a Net profit of 50% on the dollar or 2-1 on our money.  Of course, as services are implemented adjustments will be made based on total sales, realized cost, accessibility, feasibility, etc.

5.4 Milestones

Set forth below are the main milestones in the schedule of proposed development.  We have carefully reviewed the timelines for start-up and firmly believe that once we are completely funded we can construct and open our initial services within less than one month of external implementation.

• Development of Formalized Methodology of all services provided by May 2005 (GOM)
• Purchase of High-end Presentation equipment by May 2005 (FLowstone, Inc.)
• Preliminary dry run of internal mock services by June 2005 (General Operations Manager)
• Approval of final product by July 2005 (Flowstone, Inc. GOM and Training Supervisors)
• Marketing for potential clients By July 2005 (Flowstone, Inc. and GOM)
• Training Packets, manuals, and documents by May 2005 (GOM, Training Supervisors)
• Develop internal operation protocols and employee manual By June 2005 (Flowstone, Inc. and GOM)
• Prepare and finalize marketing campaign (pamphlets, advertisements, etc) by June 2005 (Flowstone, Inc. and GOM)
• Train staff by June 2005 (GOM and Training Supervisors)
• Soft open (training period 30 to 45 days) by July 2005 (GOM and Training Supervisors)

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.">

The three managers, Flowstone, Inc. owners Khallie Locharnold and Soren Aboukir and General Operations Manager Yuriatin Guadalquivir, have impeccable credentials in this industry.  This will benefit OutReSources, Inc. in three ways:

• Clients will be brought from existing professional relationships
• Respect and recognition by associated organizations and state departments
• The experience each has will attract new clients in the area of finance and administration,

The Training Supervisors  and Trainers have yet to be formalized but would primarily consist of the Program Managers and Professionals from within Flowstone. Their extensive experience and education in service, and management within the industry will provide a foundation for success for OutReSources, Inc.

6.1 Personnel Plan

All work is, at the moment, produced by Yuriatin Guadalquivir and Flowstone, Inc.  Since OutReSources, Inc. still remains in its formative stage and all stock holders’ compensation is purely based on net profit, and currently there is no revenue being generated, there are no salary expenses.  There will be added where and when necessary and in line with success in penetrating the plan’s targeted markets.  These salary expenses will absorbed by Flowstone, Inc.

By the end of June 2005, it is assumed that increased business volume will require the first Training Supervisor to be brought on board.  By the end of August 2005, increased volume will require hiring the first trainer.  

In FY2007, OutReSources will have 4 Training Supervisors and 4 trainers working, with the increasing amount of less sensitive work being farmed out to paraprofessionals and administrative support staff of Flowstone.  It is assumed that OutReSources will become completely independent of Flowstone’s financial and staff support in year FY2008 or FY2009, depending on demand volume.  

As stated earlier the salaries of the owner/consultants, training supervisors and trainers is included in the Cost of Sales.  Only those costs for the hourly paraprofessional and administrative staff are shown in the Personnel table below.

Financial Plan investor-ready personnel plan .">

Our main concerns will be aggressive time management, so that our labor costs stay under control, and proper purchasing, keeping costs down.  Secondarily, hiring the best team, training them properly and retaining them will be a critical component to good costs.  A good trainer does not sacrifice quality for quantity, but rather they optimize their time spent.  Growth will be sustained through a contribution to a “roll-over” plan, and from potential future clients.

7.1 Start-up Funding

Total start-up expenses include legal costs, logo design, stationery and related expenses.

Expensed presentation and office equipment include computers and projectors. Start-up assets include initial cash to handle the first few months of consulting operations as accounts receivable play through the cash flow.  Flowstone, Inc. is providing some of their used office furniture, chairs, as Other Current Assets.

Flowstone, Inc. will provide seed capital.  Soren Aboukir and Khallie Locharnold will each invest at start-up, and anticipate loaning the company additional funds during the year.

7.2 Important Assumptions

• We are assuming steady growth from good management, barring any unforseen local, or state disasters, economic slowdown, or Medicaid budget cuts.
• We are assuming adequate funding by Flowstone, Inc. and the partners to sustain us during start-up.
• We are assuming that health care providers will respond to the new concept of outsourced training and value it enough to pay for it.
• We are assuming that the state will support us by referring health care provider clients.
• We are assuming that we will be able to market our offerings as high-end services, allowing us to have a large profit potential.
• We are assuming that this endeavor will not negatively affect those services already provided by Flowstone, Inc.

7.3 Projected Profit and Loss

Initially, OutReSources will be housed in the Flowstone office spaces and and benefit from the established administrative support system.  In January 2006, we anticipate that OutReSources will move to it’s own office when an adjacent suite is due to become available.

As noted earlier, salaries for owner/consultants, training supervisors and trainers are included in Cost of Sales.  To correctly calculate the necessary payroll tax withholding, a formula was entered into the P&L table for a percentage of the combined salaried and hourly wages.

7.4 Break-even Analysis

Our monthly break even figure is based on our anticipated cost of sales, and in-kind administrative support from Flowstone.  Break even currently requires an average monthly sales as shown below.  This will vary if cost of sales increases or decreases, and if overhead expenses such as administrative support is transferred from Flowstone to us sooner than expected.

7.5 Projected Cash Flow

The Cash Flow table is based on ideal numbers.  The numbers where set as explained previously by basic business principles to permit room for adjustment as the company grows.  As seen in the chart as the months go by the Cash Balance remains  positive.  This is dependent upon reaching sales forecasts each month and keeping our expenses in line.  Over time we are assured to make adjustments as stated in the explanation of the forecasting.  The key components we will need to monitor that will adjust the overall true numbers are:

• The Demand for Service
• Cost of Service (The service may be desired, but must be priced right for clients to see the benefit)
• Quality of Service (A fine balance of quality vs quantity)
• Quality Cost (Salaries will be the primary factor.  Can we hire quality trainers and charge a quality price while still receiving a quality profit)

The founding partners anticipate loaning the company additional monies as a short-term loan in mid-year.  If sales exceed forecast this may not be necessary.  Additional computers and presentation equipment will need to be purchased as new trainers and supervisors are hired.

7.6 Projected Balance Sheet

The balance sheet is not a key factor at this point since OutReSources, Inc. will be operating as a company within a company and utilizing Flowstone, Inc.’s assets.  Given that any start-up cost or realized loss can be deemed as an assets expense for Flowstone there is truly little to no liability or risk thereof.

7.7 Business Ratios

The following table shows the projected business ratios.  We expect to maintain healthy ratios for profitability, risk, and return.  The industry comparisons are for SIC 8742.0200, Human Resources Consulting, part of the larger Management Consulting Services category.  The most noteworthy catagory is the percent of sales.  You will notice that OutReSources, Inc. and Industry Standards are comparable until gross profit margin wherein OutReSources falls back by 50% from industry standards.  This is primarily due to the majority of our expenses coming from staff compensation.  However, OutReSources more than compensates in general administrative expenses.  Though the numbers are based on ideal assumptions and are subject to change, OutReSources’ owner and management structure will continue to minimize general admin costs.

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Writing the Organization and Management Section of Your Business Plan

What is the organization and management section in a business plan.

• What to Put in the Organization and Management Section

Organization

The management team, helpful tips to write this section, frequently asked questions (faqs).

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Every business plan needs an organization and management section. This document will help you convey your vision for how your business will be structured. Here's how to write a good one.

Key Takeaways

• This section of your business plan details your corporate structure.
• It should explain the hierarchy of management, including details about the owners, the board of directors, and any professional partners.
• The point of this section is to clarify who will be in charge of each aspect of your business, as well as how those individuals will help the business succeed.

The organization and management section of your business plan should summarize information about your business structure and team. It usually comes after the market analysis section in a business plan . It's especially important to include this section if you have a partnership or a multi-member limited liability company (LLC). However, if you're starting a home business or are  writing  a business plan for one that's already operating, and you're the only person involved, then you don't need to include this section.

What To Put in the Organization and Management Section

You can separate the two terms to better understand how to write this section of the business plan.

The "organization" in this section refers to how your business is structured and the people involved. "Management" refers to the responsibilities different managers have and what those individuals bring to the company.

In the opening of the section, you want to give a summary of your management team, including size, composition, and a bit about each member's experience.

For example, you might write something like "Our management team of five has more than 20 years of experience in the industry."

The organization section sets up the hierarchy of the people involved in your business. It's often set up in a chart form. If you have a partnership or multi-member LLC, this is where you indicate who is president or CEO, the CFO, director of marketing, and any other roles you have in your business. If you're a single-person home business, this becomes easy as you're the only one on the chart.

Technically, this part of the plan is about owner members, but if you plan to outsource work or hire a virtual assistant, you can include them here, as well. For example, you might have a freelance webmaster, marketing assistant, and copywriter. You might even have a virtual assistant whose job it is to work with your other freelancers. These people aren't owners but have significant duties in your business.

Some common types of business structures include sole proprietorships, partnerships, LLCs, and corporations.

Sole Proprietorship

This type of business isn't a separate entity. Instead, business assets and liabilities are entwined with your personal finances. You're the sole person in charge, and you won't be allowed to sell stock or bring in new owners. If you don't register as any other kind of business, you'll automatically be considered a sole proprietorship.

Partnership

Partnerships can be either limited (LP) or limited liability (LLP). LPs have one general partner who takes on the bulk of the liability for the company, while all other partner owners have limited liability (and limited control over the business). LLPs are like an LP without a general partner; all partners have limited liability from debts as well as the actions of other partners.

Limited Liability Company

A limited liability company (LLC) combines elements of partnership and corporate structures. Your personal liability is limited, and profits are passed through to your personal returns.

Corporation

There are many variations of corporate structure that an organization might choose. These include C corps, which allow companies to issue stock shares, pay corporate taxes (rather than passing profits through to personal returns), and offer the highest level of personal protection from business activities. There are also nonprofit corporations, which are similar to C corps, but they don't seek profits and don't pay state or federal income taxes.

This section highlights what you and the others involved in the running of your business bring to the table. This not only includes owners and managers but also your board of directors (if you have one) and support professionals. Start by indicating your business structure, and then list the team members.

Owner/Manager/Members

Provide the following information on each owner/manager/member:

• Percentage of ownership (LLC, corporation, etc.)
• Extent of involvement (active or silent partner)
• Type of ownership (stock options, general partner, etc.)
• Position in the business (CEO, CFO, etc.)
• Duties and responsibilities
• Educational background
• Experience or skills that are relevant to the business and the duties
• Past employment
• Skills will benefit the business
• Awards and recognition
• Compensation (how paid)
• How each person's skills and experience will complement you and each other

Board of Directors

A board of directors is another part of your management team. If you don't have a board of directors, you don't need this information. This section provides much of the same information as in the ownership and management team sub-section. 

• Position (if there are positions)
• Involvement with the company

Even a one-person business could benefit from a small group of other business owners providing feedback, support, and accountability as an advisory board. 

Support Professionals

Especially if you're seeking funding, let potential investors know you're on the ball with a lawyer, accountant, and other professionals that are involved in your business. This is the place to list any freelancers or contractors you're using. Like the other sections, you'll want to include:

• Background information such as education or certificates
• Services provided to your business
• Relationship information (retainer, as-needed, regular, etc.)
• Skills and experience making them ideal for the work you need
• Anything else that makes them stand out as quality professionals (awards, etc.)

Writing a business plan seems like an overwhelming activity, especially if you're starting a small, one-person business. But writing a business plan can be fairly simple.

Like other parts of the business plan, this is a section you'll want to update if you have team member changes, or if you and your team members receive any additional training, awards, or other resume changes that benefit the business.

Because it highlights the skills and experience you and your team offer, it can be a great resource to refer to when seeking publicity and marketing opportunities. You can refer to it when creating your media kit or pitching for publicity.

Why are organization and management important to a business plan?

The point of this section is to clarify who's in charge of what. This document can clarify these roles for yourself, as well as investors and employees.

What should you cover in the organization and management section of a business plan?

The organization and management section should explain the chain of command , roles, and responsibilities. It should also explain a bit about what makes each person particularly well-suited to take charge of their area of the business.

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How to Create a Personnel Plan for Investors

What is a personnel plan?

A personnel plan is a document that outlines an organization’s staffing needs, goals, and strategies for managing its workforce.

It is a key component of human resource management and provides a roadmap for the recruitment, selection, training, development, retention, and management of employees.

A personnel plan is critical within the business plan you would have created as a start-up or entrepreneur. It will help you in your financial forecasting, anticipating the right times to hire and expand.

What to include in the personnel section of your business plan

The personnel section of a business plan should include information about the management team and staff that will be involved in operating the business. The people who do the work are the most important asset, which of course comes with a cost. Understanding when to hire, when to think about human resources, and when to grow your business at the right time can be enormously important in meeting business objectives, setting yourself up for success with great personal benchmarks.

Building out a personnel plan within your business plan is going to be essential in planning for the long term success of your business. Forecasting this data can be the best way to ensure longevity.

Who is your management team?

This should include a brief introduction to the key members of the management team, including their backgrounds, experience, and relevant skills. It’s important to highlight their qualifications and how they will contribute to the success of the business.

This can be brief and doesn’t require a full resume for each member of the team. A simple explanation detailing qualifications and relevant experience applicable within the company is all that’s required.

What is the organizational structure?

This section should provide an overview of the organizational structure of the company, including who will be in charge of each department or functional area, as well as any outside consultants or advisors who will be involved.

In line with forecasting, you will want to illustrate the future of your company and who will be included. As you develop, you can anticipate your team growing from a just few employees into staff across multiple sectors, such as customer service, marketing, and support.

What are your staffing needs?

Outline the staffing needs of the business, including the number and types of employees needed to run the business successfully. This should also include the qualifications and skills required for each position.

Here you can identify the weaknesses and risks across your team, ensuring that you have a capable understanding of the roles and responsibilities that are important to the business in the future – though they may not be in place right now. Investors are quick to highlight “perfect” personnel plans, so you will want to embrace that you have identified risks in staffing.

As an example, your head of customer support may also be your head of sales, but in time these two roles will need to be separated.

What will recruitment and training look like?

This section should detail how the company plans to recruit and train employees, including any training programs or on-the-job training that will be provided.

What will the compensations and benefits be?

Outline the compensation and benefits packages that will be offered to employees, including salaries, bonuses, health benefits, retirement plans, and any other perks or incentives.

Outline the Human Resources policies

Detail the company’s policies on issues such as employee performance reviews, disciplinary procedures, and termination policies.

Does a business plan need personnel planning if I have no staff?

Even if you don’t have any employees right now, having a personnel plan is beneficial for your business in the long term.

Without a personnel plan, you may find it challenging to scale your business or adapt to changes in your industry or market. For example, if you suddenly need to hire someone to fill a critical role, you may not know where to start or what qualifications you should look for.

Creating a personnel plan can also help you to clarify your business goals and objectives. By determining the roles and responsibilities required to meet those goals, you can better prioritize and focus on the essential tasks that need to be done.

Therefore, even if you don’t have any employees currently, it’s still a good idea to develop a personnel plan to help you prepare for future growth and ensure that you have the right team in place to support your business objectives.

Is there an easy way to forecast a personnel plan?

Personnel planning is a long process as it requires dedicated thought as to what needs to happen in your business and where you want to take it. Typically, this require a lengthy process of spreadsheets and equations to figure out exactly who needs to be working with you, and at what cost.

Business planning software can ensure that this part of your business plan, alongside other key components, is created with ease – simply needing a few data entries to be entered throughout the software.

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• SWOT Analysis For Startups
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• How to easily forecast your startup’s cash flow

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How to develop a staffing plan

Lucid Content

Reading time: about 8 min

Your employees are one of your greatest assets. However, too often, organizations struggle to manage their human resources and plan for the future. In fact, according to a survey from the Society for Human Resource Management, 43% of HR professionals say human capital is the largest "investment challenge" for employers. 

Plagued by turnover, skills gaps, over-employment, low productivity, and ever-changing business landscapes, it’s no wonder that businesses are struggling to keep up. But these issues can be mitigated with a strategic staffing plan. 

Use the following tips to learn how to develop a staffing plan that puts the right people in the right place at the right time. 

What is a staffing plan?

A staffing plan answers the questions: 

• What work needs to be done?
• How many people do we need to employ?
• What skills and experience are necessary to do this work?
• What skills gaps need to be filled (and are there any areas of redundancies)?

Staffing plans can encompass the entire company or apply to smaller teams or departments and even individual projects. 

For example, if your company’s business goals focus on expanding its salesforce in the coming year, a staffing plan can help prepare the sales department for that growth—so that the right people with the right skills are brought on board at the right times. 

Additionally, a staffing plan helps your business to:

• Reduce labor costs and maximize productivity.
• Eliminate skills gaps.
• Increase employee engagement.
• Increase employee retention and reduce turnover.
• Improve customer experience.
• Streamline business growth.

Having a clear staffing plan helps prevent issues that could delay growth or hinder the quality of your products and services that could result in unhappy customers and lost business opportunities. 

Not only do staffing plans help companies effectively recruit, hire, and develop employees, but they also help guide budgeting and financial decisions within the organization. 

How to calculate staffing needs

A staffing plan involves three main steps:

• Determining current staffing levels 
• Forecasting future staffing needs
• Identifying the gaps between the two

Once you’ve assessed your staffing needs, you can outline recommendations for how to address those needs, which might include recruiting and hiring new talent, promoting internally, focusing on training and employee development, or adding contractors to your staff. These forecasts and recommendations will help you develop your overall human resources plan for the organization.

Use the following steps to learn how to calculate staffing needs and make a plan for the future.

1. Identify the business goals

Before you dive into staffing plans and changes, you need to know what the overarching goals are for the business. These goals are typically outlined in a strategic business plan. Use this plan to clarify the company’s objectives and align the staffing plan accordingly.

What you do with your staff will affect business outcomes (for better or for worse), so you want to make sure the two plans align.

For instance, if the business plans to open a new location, you may need to move current staff around or hire new employees to fill those roles. The business plan will help inform those staffing decisions.

2. Determine your current staffing situation

To develop a staffing plan, you must first understand your current staffing environment.

If you have a robust HR database, this step could be reasonably straightforward. However, if you host personnel information on multiple sources, you will first need to consolidate that data into one source of truth. Work with business leaders and managers to help you ensure accurate and complete data on your human resources.

Once you have your staffing data in one place, you can assess the current staffing environment and begin to pull actionable insights from the data.

Pay particular attention to:

• The number of people on staff
• Staff distribution (team size and who works where)
• Skills and competencies within the workforce
• High performers and potential leaders 
• Low performers or “flight risks” who could indicate turnover
• Staff age and tenure (to anticipate retirement numbers)

Pulling out these data will help you better understand the current staffing landscape and more accurately identify staffing needs and opportunities down the road. 

Lucidchart can help you assess your current staff to glean new insights. Import employee data directly into Lucidchart to build an org chart or group employees in Smart Containers by role, competencies, performance, etc. Visualizing your workforce can help you identify important relationships, correlations, or gaps in the staffing.

3. Forecast future staffing needs 

After you assess your current staffing landscape, it’s time to make some predictions about your future staffing needs. 

As you conduct your staffing needs assessment, you will want to consider the factors that can affect staffing decisions and opportunities, including: 

• Business goals 
• Turnover rates and projections
• Expected mergers or acquisitions
• New product launches
• Business investments (e.g., new technology) 
• Changes in the economy
• Competitors attracting key talent 
• Industry labor costs
• Unemployment rate 

All of these internal and external factors can influence the workforce and your staffing needs. 

While forecasting will always involve some guesswork, you can make confident, educated, (and more accurate) predictions using the following methods.

Trend analysis

Trend analysis works well for established businesses with several years under their belt. Trend analysis uses historical data (i.e., past experience) to inform future needs. 

To perform a trend analysis, start by gathering historical data. Focus on gathering information for at least the past five years—but you may want to go back as far as 10 years. (Keep in mind that the larger the sample size, the more accurate the results.)  

Collect data on the following: 

• Hiring and retirement patterns
• Transfers and promotions
• Employee turnover
• Years of service
• Employee demographics
• Skills and qualifications
• Past work experience

Once you have collected the data, you can analyze it to understand turnover rates over time as well as to discover trends or patterns between the data sets.

Ratio analysis

A ratio analysis is a dual-purpose forecasting method that both predicts staffing demand and compares forecasting results against an industry standard. 

The beauty of the ratio analysis is that it doesn’t rely on historical data to predict future demand. This is an advantage for younger companies who don’t have the benefit of years of historical data to provide insight into future trends. 

Here’s how it works.

A ratio establishes a relationship between two things. A business can calculate ratios between business factors like future sales revenue predictions and staffing requirements. 

For example, let’s say your business plans to expand its sales in the coming year and predicts sales revenue at $500,000. You’ll need to estimate how many sales employees you will need to support that growth. 

To calculate this, you need to determine the ratio between sales revenue and staff. To do this, divide current sales revenue by the current number of sales employees. If the ratio is 50:1 (with 50 representing $50,000 in sales), that means a sales revenue of $500,000 would require 10 employees. 

Once you have that ratio, you can then identify gaps in your staffing. For instance, if you plan to increase your sales revenue to $500,000 but currently have only five employees, you know you will need to hire five more people to support that goal. 

4. Do a gap analysis

With your current and future staffing assessments complete, you can compare the two reports for gaps. In other words, look at where your staff is now and where it needs to be. What discrepancies are there? Do you need more staff? Are there skills missing from your current workforce that you will need in the future to meet your business goals?

Note any gaps between the two assessments.

As you go through this process, our skills supply and demand chart can help you determine how many current employees and job candidates have the skills you need and whether you should hire or train to gain those competencies.

Make sure that your workforce has the skills and experience required to meet company goals. Learn how to conduct a skills gap analysis.

5. Make a staffing plan

With your staffing needs analysis completed, you can now make a plan. 

Your staffing plan might include recommendations to implement a corporate training program to address skills gaps or to develop succession policies to streamline handoffs following retirements or promotions. 

During this process, work with the business’s leaders to create a strategic action plan to address staffing needs that aligns with the organization’s goals, culture, and mission. 

Learn how Lucidchart can help your organization plan for the future and hire employees with the right skills.

About Lucidchart

Lucidchart, a cloud-based intelligent diagramming application, is a core component of Lucid Software's Visual Collaboration Suite. This intuitive, cloud-based solution empowers teams to collaborate in real-time to build flowcharts, mockups, UML diagrams, customer journey maps, and more. Lucidchart propels teams forward to build the future faster. Lucid is proud to serve top businesses around the world, including customers such as Google, GE, and NBC Universal, and 99% of the Fortune 500. Lucid partners with industry leaders, including Google, Atlassian, and Microsoft. Since its founding, Lucid has received numerous awards for its products, business, and workplace culture. For more information, visit lucidchart.com.

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How to make a business plan

Table of Contents

How to make a good business plan: step-by-step guide.

A business plan is a strategic roadmap used to navigate the challenging journey of entrepreneurship. It's the foundation upon which you build a successful business.

A well-crafted business plan can help you define your vision, clarify your goals, and identify potential problems before they arise.

But where do you start? How do you create a business plan that sets you up for success?

This article will explore the step-by-step process of creating a comprehensive business plan.

What is a business plan?

A business plan is a formal document that outlines a business's objectives, strategies, and operational procedures. It typically includes the following information about a company:

Products or services

Target market

Competitors

Marketing and sales strategies

Financial plan

Management team

A business plan serves as a roadmap for a company's success and provides a blueprint for its growth and development. It helps entrepreneurs and business owners organize their ideas, evaluate the feasibility, and identify potential challenges and opportunities.

As well as serving as a guide for business owners, a business plan can attract investors and secure funding. It demonstrates the company's understanding of the market, its ability to generate revenue and profits, and its strategy for managing risks and achieving success.

Business plan vs. business model canvas

A business plan may seem similar to a business model canvas, but each document serves a different purpose.

A business model canvas is a high-level overview that helps entrepreneurs and business owners quickly test and iterate their ideas. It is often a one-page document that briefly outlines the following:

Key partnerships

Key activities

Key propositions

Customer relationships

Customer segments

Key resources

Cost structure

Revenue streams

On the other hand, a Business Plan Template provides a more in-depth analysis of a company's strategy and operations. It is typically a lengthy document and requires significant time and effort to develop.

A business model shouldn’t replace a business plan, and vice versa. Business owners should lay the foundations and visually capture the most important information with a Business Model Canvas Template . Because this is a fast and efficient way to communicate a business idea, a business model canvas is a good starting point before developing a more comprehensive business plan.

A business plan can aim to secure funding from investors or lenders, while a business model canvas communicates a business idea to potential customers or partners.

Why is a business plan important?

A business plan is crucial for any entrepreneur or business owner wanting to increase their chances of success.

Here are some of the many benefits of having a thorough business plan.

Helps to define the business goals and objectives

A business plan encourages you to think critically about your goals and objectives. Doing so lets you clearly understand what you want to achieve and how you plan to get there.

A well-defined set of goals, objectives, and key results also provides a sense of direction and purpose, which helps keep business owners focused and motivated.

Guides decision-making

A business plan requires you to consider different scenarios and potential problems that may arise in your business. This awareness allows you to devise strategies to deal with these issues and avoid pitfalls.

With a clear plan, entrepreneurs can make informed decisions aligning with their overall business goals and objectives. This helps reduce the risk of making costly mistakes and ensures they make decisions with long-term success in mind.

Attracts investors and secures funding

Investors and lenders often require a business plan before considering investing in your business. A document that outlines the company's goals, objectives, and financial forecasts can help instill confidence in potential investors and lenders.

A well-written business plan demonstrates that you have thoroughly thought through your business idea and have a solid plan for success.

Identifies potential challenges and risks

A business plan requires entrepreneurs to consider potential challenges and risks that could impact their business. For example:

Is there enough demand for my product or service?

Will I have enough capital to start my business?

Is the market oversaturated with too many competitors?

What will happen if my marketing strategy is ineffective?

By identifying these potential challenges, entrepreneurs can develop strategies to mitigate risks and overcome challenges. This can reduce the likelihood of costly mistakes and ensure the business is well-positioned to take on any challenges.

Provides a basis for measuring success

A business plan serves as a framework for measuring success by providing clear goals and financial projections . Entrepreneurs can regularly refer to the original business plan as a benchmark to measure progress. By comparing the current business position to initial forecasts, business owners can answer questions such as:

Are we where we want to be at this point?

Did we achieve our goals?

If not, why not, and what do we need to do?

After assessing whether the business is meeting its objectives or falling short, business owners can adjust their strategies as needed.

How to make a business plan step by step

The steps below will guide you through the process of creating a business plan and what key components you need to include.

1. Create an executive summary

Start with a brief overview of your entire plan. The executive summary should cover your business plan's main points and key takeaways.

Keep your executive summary concise and clear with the Executive Summary Template . The simple design helps readers understand the crux of your business plan without reading the entire document.

2. Write your company description

Provide a detailed explanation of your company. Include information on what your company does, the mission statement, and your vision for the future.

Provide additional background information on the history of your company, the founders, and any notable achievements or milestones.

3. Conduct a market analysis

Conduct an in-depth analysis of your industry, competitors, and target market. This is best done with a SWOT analysis to identify your strengths, weaknesses, opportunities, and threats. Next, identify your target market's needs, demographics, and behaviors.

Use the Competitive Analysis Template to brainstorm answers to simple questions like:

What does the current market look like?

Who are your competitors?

What are they offering?

What will give you a competitive advantage?

Who is your target market?

What are they looking for and why?

How will your product or service satisfy a need?

These questions should give you valuable insights into the current market and where your business stands.

4. Describe your products and services

Provide detailed information about your products and services. This includes pricing information, product features, and any unique selling points.

Use the Product/Market Fit Template to explain how your products meet the needs of your target market. Describe what sets them apart from the competition.

5. Design a marketing and sales strategy

Outline how you plan to promote and sell your products. Your marketing strategy and sales strategy should include information about your:

Pricing strategy

Advertising and promotional tactics

Sales channels

The Go to Market Strategy Template is a great way to visually map how you plan to launch your product or service in a new or existing market.

6. Determine budget and financial projections

Document detailed information on your business’ finances. Describe the current financial position of the company and how you expect the finances to play out.

Some details to include in this section are:

Startup costs

Revenue projections

Profit and loss statement

Funding you have received or plan to receive

Strategy for raising funds

7. Set the organization and management structure

Define how your company is structured and who will be responsible for each aspect of the business. Use the Business Organizational Chart Template to visually map the company’s teams, roles, and hierarchy.

As well as the organization and management structure, discuss the legal structure of your business. Clarify whether your business is a corporation, partnership, sole proprietorship, or LLC.

8. Make an action plan

At this point in your business plan, you’ve described what you’re aiming for. But how are you going to get there? The Action Plan Template describes the following steps to move your business plan forward. Outline the next steps you plan to take to bring your business plan to fruition.

Types of business plans

Several types of business plans cater to different purposes and stages of a company's lifecycle. Here are some of the most common types of business plans.

Startup business plan

A startup business plan is typically an entrepreneur's first business plan. This document helps entrepreneurs articulate their business idea when starting a new business.

Not sure how to make a business plan for a startup? It’s pretty similar to a regular business plan, except the primary purpose of a startup business plan is to convince investors to provide funding for the business. A startup business plan also outlines the potential target market, product/service offering, marketing plan, and financial projections.

Strategic business plan

A strategic business plan is a long-term plan that outlines a company's overall strategy, objectives, and tactics. This type of strategic plan focuses on the big picture and helps business owners set goals and priorities and measure progress.

The primary purpose of a strategic business plan is to provide direction and guidance to the company's management team and stakeholders. The plan typically covers a period of three to five years.

Operational business plan

An operational business plan is a detailed document that outlines the day-to-day operations of a business. It focuses on the specific activities and processes required to run the business, such as:

Organizational structure

Staffing plan

Production plan

Quality control

Inventory management

Supply chain

The primary purpose of an operational business plan is to ensure that the business runs efficiently and effectively. It helps business owners manage their resources, track their performance, and identify areas for improvement.

Growth-business plan

A growth-business plan is a strategic plan that outlines how a company plans to expand its business. It helps business owners identify new market opportunities and increase revenue and profitability. The primary purpose of a growth-business plan is to provide a roadmap for the company's expansion and growth.

The 3 Horizons of Growth Template is a great tool to identify new areas of growth. This framework categorizes growth opportunities into three categories: Horizon 1 (core business), Horizon 2 (emerging business), and Horizon 3 (potential business).

One-page business plan

A one-page business plan is a condensed version of a full business plan that focuses on the most critical aspects of a business. It’s a great tool for entrepreneurs who want to quickly communicate their business idea to potential investors, partners, or employees.

A one-page business plan typically includes sections such as business concept, value proposition, revenue streams, and cost structure.

Best practices for how to make a good business plan

Here are some additional tips for creating a business plan:

Use a template

A template can help you organize your thoughts and effectively communicate your business ideas and strategies. Starting with a template can also save you time and effort when formatting your plan.

Miro’s extensive library of customizable templates includes all the necessary sections for a comprehensive business plan. With our templates, you can confidently present your business plans to stakeholders and investors.

Be practical

Avoid overestimating revenue projections or underestimating expenses. Your business plan should be grounded in practical realities like your budget, resources, and capabilities.

Be specific

Provide as much detail as possible in your business plan. A specific plan is easier to execute because it provides clear guidance on what needs to be done and how. Without specific details, your plan may be too broad or vague, making it difficult to know where to start or how to measure success.

Be thorough with your research

Conduct thorough research to fully understand the market, your competitors, and your target audience . By conducting thorough research, you can identify potential risks and challenges your business may face and develop strategies to mitigate them.

Get input from others

It can be easy to become overly focused on your vision and ideas, leading to tunnel vision and a lack of objectivity. By seeking input from others, you can identify potential opportunities you may have overlooked.

Review and revise regularly

A business plan is a living document. You should update it regularly to reflect market, industry, and business changes. Set aside time for regular reviews and revisions to ensure your plan remains relevant and effective.

Create a winning business plan to chart your path to success

Starting or growing a business can be challenging, but it doesn't have to be. Whether you're a seasoned entrepreneur or just starting, a well-written business plan can make or break your business’ success.

The purpose of a business plan is more than just to secure funding and attract investors. It also serves as a roadmap for achieving your business goals and realizing your vision. With the right mindset, tools, and strategies, you can develop a visually appealing, persuasive business plan.

Ready to make an effective business plan that works for you? Check out our library of ready-made strategy and planning templates and chart your path to success.

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The Secrets of a Great Personnel Plan

Investing in human resources (HR) is a key element of healthy personnel planning and strategy. A hallmark of effective leadership is efficient HR which means hiring employees in a cost-effective manner and mostly when needed. Your business plan should always include an informative and up-to-date personnel plan section to provide direction for the company and help entrepreneurs stay focused.

At the heart of every business owner is the desire to excel. The best way to excel is to define your plans and proceed with purpose. Your business plan comprises a business description , a competition analysis, a marketing plan, a personnel section, the HR section and key financial information.

The personnel plan is designed to help company owners put their plans into action. It helps to clarify objectives for the current and forthcoming year. Thus, a good understanding of personnel plan and how to implement it in your business is vital.

What is a personnel plan?

A personnel plan is a vital part of every company plan and financial forecast, which aids future and current budgeting and defines the type of employee to hire and when to hire such employees.

When you are seeking funding, venture capitalists and angel investors will want a breakdown of your team. Who are they? What talents and skills do they bring to the table? What is your hiring plan for the first year, second year, and so on? How will your team drive business growth and success?

All this information will include the positions you will need employees for, the period in which the management intends to fill the plan, and the financial implications of the implementation of the plan. Just as you would assess if your business is financially feasible , you’ll need to apply this same sentiment when hiring employees.

The personnel plan represents a consolidated strategy for hiring the best people for all company positions, while keeping an eye on future expansion.

Michael E. Gerber, the author of The E-Myth Revisited, posited that an effective personnel plan designed as an efficient workplace game will help employers prime employees for organizational goals while creating job satisfaction. This means that an effective hiring process is vital to an efficient process of personnel planning.

The majority of employers find personnel planning difficult especially those whose staff work in shifts. Organizational challenges like these can easily be taken care of with TimeTrack Duty Roster which helps employers create a suitable overview of their workforce and personalize shifts according to any number of criteria, including their location and skills.

Features of the TimeTrack Duty Roster

Key elements of a personnel plan

Each company’s needs may differ, but in general, these are common elements that should form part of every personnel plan.

Job description

• Clearly explained requirements of the various job functions. Use easy-to-understand language and phrases.

Organizational chart and type of hiring

• The chart of the organization should show who works for whom and provide a good overview of the overall management and employee structure of the company.
• The plan should be clear on whether employees are independent contractors or receive salaries. This is essential for labor compliance issues and the workers’ tax.

Remuneration (salary amount and assumptions)

• Details of hourly or yearly payments are defined, including relevant assumptions that comprise estimates of salary increases over time. You also need to account for company benefits, including health insurance. This may be a percentage of salary costs employers pay to staff.

Time of recruitment

• The hiring of employees is often done over time and staggered. Thus, your plan must include details about when an employee will start and the end date for temporary staff.

Incorporate key personnel into the business plan

Employees are the most valuable assets any company can have. This means that hiring the right person should always be a key priority for every company. Your staff will have a significant impact on revenue, customer experience/satisfaction and the success of the company.

Incorporating the personnel section into your business plan is an important part of strategic planning for long-term viability. The information below serves as guide on how to implement a personnel plan in your business.

Team dynamics

This presents an overview of all the key positions in your business and the backgrounds of staff in their critical roles and departments. Add the total number of staff and their experiences. Emphasize the strengths of individuals and how to upskill where necessary. A great team is typically the fulcrum of business success because they have the responsibility of and possess the ability to translate policies into business success.

Organizational structure

The structure of your company is represented in the company’s organizational chart, which shows the hierarchy of duties and management. Is authority finely distributed and are the various company teams properly mentioned? This includes customer service, product development, marketing, manufacturing and sales.

When planning the company’s organizational details, you will need a strategy to manage absences and leave. TimeTrack Leave Management feature helps you to finetune these details so you can easily (and quickly!) oversee employee absences, vacation time and keep track of working hours for compliance management.

TimeTrack Leave Management

Gaps and stumbling blocks

While it may be difficult to identify gaps in your team, chances are that if you look closely, you will observe a section of your company in need of quality talent. You need to figure out how to fill this gap. Don’t hide the weakness of your team from potential investors. Always remember that specialization will evolve as the company grows.

Where advisors, board members and consultants are applicable to your company, list them. Where they will fill key positions as the business grows, you need to list them and provide background on the value they provide.

The fine print

Every personnel plan needs to include a section addressing employment benefits , rights and conditions, especially for managers. Design your company’s management personnel plan and include a table of staff expenses, including both direct and indirect labor expenses, a burden rate and employee-related expenses, while adding payroll tax, workers’ compensation, salaries and health insurance.

Checklist for personnel planning

Personnel improvement

Improving conditions for personnel involve the identification of gaps, developing and implementing action plans  and taking follow-up actions. Managers should develop a performance improvement plan before taking disciplinary action against employees.

Identify skills or performance gaps

A gap analysis is designed to help you identify potential and current issues and is an essential part of the personnel process. Incorporate characteristics of human resource planning into your business planning.

Provide proof of a skills gap or underperformance of the workforce using a consistent format across all employment cadres. Design your format, including employee information and a description of performance discrepancies using expected and actual performance criteria.

Have a face-to-face meeting with your employees to share observed issues or concerns and gain insights into causal factors of underperformance. Use your documentation to share insights on performance challenges. Let the affected employees know they have committed specific policy infractions. Focus only on the outcomes of behaviors to help affected staff understand how their behaviors affect company success.

Develop action plans

Establish specific and measurable improvement goals for your workforce. Avoid generalizations and focus on key goals. Setting bit-sized goals is an effective way of working while monitoring task on time .

Provide detailed resources, including advanced tools that can help employees improve. This also means providing the management with essential tools that will help with the efficient oversight of the workforce.

Create a timeline for achieving performance improvement goals. This will help keep the staff on track towards achieving expectations. Don’t forget to identify metrics for measuring progress. Be specific about what you want employees to achieve and define the intended consequences in the event of failure to complete performance improvement plan. Be specific about actions you will take whether or not targets are met.

Schedule regular appointments to review the performance improvement plan with your employees and implement their feedback.

Incorporating a personnel plan into your business strategy is a key factor for efficient planning. To maximize the opportunity presented by personnel planning, use any of the effective and reliable TimeTrack planning and absence management software tools.

I am a researcher, writer, and self-published author. Over the last 9 years, I have dedicated my time to delivering unique content to startups and non-governmental organizations and have covered several topics, including wellness, technology, and entrepreneurship. I am now passionate about how time efficiency affects productivity, business performance, and profitability.

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What is a Business Plan? Definition, Tips, and Templates

Published: June 07, 2023

In an era where more than 20% of small enterprises fail in their first year, having a clear, defined, and well-thought-out business plan is a crucial first step for setting up a business for long-term success.

Business plans are a required tool for all entrepreneurs, business owners, business acquirers, and even business school students. But … what exactly is a business plan?

In this post, we'll explain what a business plan is, the reasons why you'd need one, identify different types of business plans, and what you should include in yours.

What is a business plan?

A business plan is a documented strategy for a business that highlights its goals and its plans for achieving them. It outlines a company's go-to-market plan, financial projections, market research, business purpose, and mission statement. Key staff who are responsible for achieving the goals may also be included in the business plan along with a timeline.

The business plan is an undeniably critical component to getting any company off the ground. It's key to securing financing, documenting your business model, outlining your financial projections, and turning that nugget of a business idea into a reality.

What is a business plan used for?

The purpose of a business plan is three-fold: It summarizes the organization’s strategy in order to execute it long term, secures financing from investors, and helps forecast future business demands.

Business Plan Template [ Download Now ]

Working on your business plan? Try using our Business Plan Template . Pre-filled with the sections a great business plan needs, the template will give aspiring entrepreneurs a feel for what a business plan is, what should be in it, and how it can be used to establish and grow a business from the ground up.

Purposes of a Business Plan

Chances are, someone drafting a business plan will be doing so for one or more of the following reasons:

1. Securing financing from investors.

Since its contents revolve around how businesses succeed, break even, and turn a profit, a business plan is used as a tool for sourcing capital. This document is an entrepreneur's way of showing potential investors or lenders how their capital will be put to work and how it will help the business thrive.

All banks, investors, and venture capital firms will want to see a business plan before handing over their money, and investors typically expect a 10% ROI or more from the capital they invest in a business.

Therefore, these investors need to know if — and when — they'll be making their money back (and then some). Additionally, they'll want to read about the process and strategy for how the business will reach those financial goals, which is where the context provided by sales, marketing, and operations plans come into play.

2. Documenting a company's strategy and goals.

A business plan should leave no stone unturned.

Business plans can span dozens or even hundreds of pages, affording their drafters the opportunity to explain what a business' goals are and how the business will achieve them.

To show potential investors that they've addressed every question and thought through every possible scenario, entrepreneurs should thoroughly explain their marketing, sales, and operations strategies — from acquiring a physical location for the business to explaining a tactical approach for marketing penetration.

These explanations should ultimately lead to a business' break-even point supported by a sales forecast and financial projections, with the business plan writer being able to speak to the why behind anything outlined in the plan.

Free Business Plan Template

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Fill out the form to access your free business plan., 3. legitimizing a business idea..

Everyone's got a great idea for a company — until they put pen to paper and realize that it's not exactly feasible.

A business plan is an aspiring entrepreneur's way to prove that a business idea is actually worth pursuing.

As entrepreneurs document their go-to-market process, capital needs, and expected return on investment, entrepreneurs likely come across a few hiccups that will make them second guess their strategies and metrics — and that's exactly what the business plan is for.

It ensures an entrepreneur's ducks are in a row before bringing their business idea to the world and reassures the readers that whoever wrote the plan is serious about the idea, having put hours into thinking of the business idea, fleshing out growth tactics, and calculating financial projections.

4. Getting an A in your business class.

Speaking from personal experience, there's a chance you're here to get business plan ideas for your Business 101 class project.

If that's the case, might we suggest checking out this post on How to Write a Business Plan — providing a section-by-section guide on creating your plan?

What does a business plan need to include?

• Business Plan Subtitle
• Executive Summary
• Company Description
• The Business Opportunity
• Competitive Analysis
• Target Market
• Marketing Plan
• Financial Summary
• Funding Requirements

1. Business Plan Subtitle

Every great business plan starts with a captivating title and subtitle. You’ll want to make it clear that the document is, in fact, a business plan, but the subtitle can help tell the story of your business in just a short sentence.

2. Executive Summary

Although this is the last part of the business plan that you’ll write, it’s the first section (and maybe the only section) that stakeholders will read. The executive summary of a business plan sets the stage for the rest of the document. It includes your company’s mission or vision statement, value proposition, and long-term goals.

3. Company Description

This brief part of your business plan will detail your business name, years in operation, key offerings, and positioning statement. You might even add core values or a short history of the company. The company description’s role in a business plan is to introduce your business to the reader in a compelling and concise way.

4. The Business Opportunity

The business opportunity should convince investors that your organization meets the needs of the market in a way that no other company can. This section explains the specific problem your business solves within the marketplace and how it solves them. It will include your value proposition as well as some high-level information about your target market.

5. Competitive Analysis

Just about every industry has more than one player in the market. Even if your business owns the majority of the market share in your industry or your business concept is the first of its kind, you still have competition. In the competitive analysis section, you’ll take an objective look at the industry landscape to determine where your business fits. A SWOT analysis is an organized way to format this section.

6. Target Market

Who are the core customers of your business and why? The target market portion of your business plan outlines this in detail. The target market should explain the demographics, psychographics, behavioristics, and geographics of the ideal customer.

7. Marketing Plan

Marketing is expansive, and it’ll be tempting to cover every type of marketing possible, but a brief overview of how you’ll market your unique value proposition to your target audience, followed by a tactical plan will suffice.

Think broadly and narrow down from there: Will you focus on a slow-and-steady play where you make an upfront investment in organic customer acquisition? Or will you generate lots of quick customers using a pay-to-play advertising strategy? This kind of information should guide the marketing plan section of your business plan.

8. Financial Summary

Money doesn’t grow on trees and even the most digital, sustainable businesses have expenses. Outlining a financial summary of where your business is currently and where you’d like it to be in the future will substantiate this section. Consider including any monetary information that will give potential investors a glimpse into the financial health of your business. Assets, liabilities, expenses, debt, investments, revenue, and more are all useful adds here.

So, you’ve outlined some great goals, the business opportunity is valid, and the industry is ready for what you have to offer. Who’s responsible for turning all this high-level talk into results? The "team" section of your business plan answers that question by providing an overview of the roles responsible for each goal. Don’t worry if you don’t have every team member on board yet, knowing what roles to hire for is helpful as you seek funding from investors.

10. Funding Requirements

Remember that one of the goals of a business plan is to secure funding from investors, so you’ll need to include funding requirements you’d like them to fulfill. The amount your business needs, for what reasons, and for how long will meet the requirement for this section.

Types of Business Plans

• Startup Business Plan
• Feasibility Business Plan
• Internal Business Plan
• Strategic Business Plan
• Business Acquisition Plan
• Business Repositioning Plan
• Expansion or Growth Business Plan

There’s no one size fits all business plan as there are several types of businesses in the market today. From startups with just one founder to historic household names that need to stay competitive, every type of business needs a business plan that’s tailored to its needs. Below are a few of the most common types of business plans.

For even more examples, check out these sample business plans to help you write your own .

1. Startup Business Plan

As one of the most common types of business plans, a startup business plan is for new business ideas. This plan lays the foundation for the eventual success of a business.

The biggest challenge with the startup business plan is that it’s written completely from scratch. Startup business plans often reference existing industry data. They also explain unique business strategies and go-to-market plans.

Because startup business plans expand on an original idea, the contents will vary by the top priority goals.

For example, say a startup is looking for funding. If capital is a priority, this business plan might focus more on financial projections than marketing or company culture.

2. Feasibility Business Plan

This type of business plan focuses on a single essential aspect of the business — the product or service. It may be part of a startup business plan or a standalone plan for an existing organization. This comprehensive plan may include:

• A detailed product description
• Market analysis
• Technology needs
• Production needs
• Financial sources
• Production operations

According to CBInsights research, 35% of startups fail because of a lack of market need. Another 10% fail because of mistimed products.

Some businesses will complete a feasibility study to explore ideas and narrow product plans to the best choice. They conduct these studies before completing the feasibility business plan. Then the feasibility plan centers on that one product or service.

3. Internal Business Plan

Internal business plans help leaders communicate company goals, strategy, and performance. This helps the business align and work toward objectives more effectively.

Besides the typical elements in a startup business plan, an internal business plan may also include:

• Department-specific budgets
• Target demographic analysis
• Market size and share of voice analysis
• Action plans
• Sustainability plans

Most external-facing business plans focus on raising capital and support for a business. But an internal business plan helps keep the business mission consistent in the face of change.

4. Strategic Business Plan

Strategic business plans focus on long-term objectives for your business. They usually cover the first three to five years of operations. This is different from the typical startup business plan which focuses on the first one to three years. The audience for this plan is also primarily internal stakeholders.

These types of business plans may include:

• Relevant data and analysis
• Assessments of company resources
• Vision and mission statements

It's important to remember that, while many businesses create a strategic plan before launching, some business owners just jump in. So, this business plan can add value by outlining how your business plans to reach specific goals. This type of planning can also help a business anticipate future challenges.

5. Business Acquisition Plan

Investors use business plans to acquire existing businesses, too — not just new businesses.

A business acquisition plan may include costs, schedules, or management requirements. This data will come from an acquisition strategy.

A business plan for an existing company will explain:

• How an acquisition will change its operating model
• What will stay the same under new ownership
• Why things will change or stay the same
• Acquisition planning documentation
• Timelines for acquisition

Additionally, the business plan should speak to the current state of the business and why it's up for sale.

For example, if someone is purchasing a failing business, the business plan should explain why the business is being purchased. It should also include:

• What the new owner will do to turn the business around
• Historic business metrics
• Sales projections after the acquisition
• Justification for those projections

6. Business Repositioning Plan

When a business wants to avoid acquisition, reposition its brand, or try something new, CEOs or owners will develop a business repositioning plan.

This plan will:

• Acknowledge the current state of the company.
• State a vision for the future of the company.
• Explain why the business needs to reposition itself.
• Outline a process for how the company will adjust.

Companies planning for a business reposition often do so — proactively or retroactively — due to a shift in market trends and customer needs.

For example, shoe brand AllBirds plans to refocus its brand on core customers and shift its go-to-market strategy. These decisions are a reaction to lackluster sales following product changes and other missteps.

7. Expansion or Growth Business Plan

When your business is ready to expand, a growth business plan creates a useful structure for reaching specific targets.

For example, a successful business expanding into another location can use a growth business plan. This is because it may also mean the business needs to focus on a new target market or generate more capital.

This type of plan usually covers the next year or two of growth. It often references current sales, revenue, and successes. It may also include:

• SWOT analysis
• Growth opportunity studies
• Financial goals and plans
• Marketing plans
• Capability planning

These types of business plans will vary by business, but they can help businesses quickly rally around new priorities to drive growth.

Getting Started With Your Business Plan

At the end of the day, a business plan is simply an explanation of a business idea and why it will be successful. The more detail and thought you put into it, the more successful your plan — and the business it outlines — will be.

When writing your business plan, you’ll benefit from extensive research, feedback from your team or board of directors, and a solid template to organize your thoughts. If you need one of these, download HubSpot's Free Business Plan Template below to get started.

Editor's note: This post was originally published in August 2020 and has been updated for comprehensiveness.

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How to Develop a Staffing Plan

This how-to guide is designed to help an HR professional answer the question, "What staff support will my HR department need in the next year, and how will we meet those requirements?" (Generally, the time period is a year, but it could be shorter or longer.) The staffing plan should be used to identify not only head count additions and reductions but also the different skills and knowledge that might be needed. Staffing plans may encompass employees, contractors, consultants or other experts. In essence, the steps used in developing a staffing plan help HR professionals ask the right questions to come to a clear understanding of the current state, the desired future state of the function and how to get there.

Staffing plans are often used during budget cycles to help plan and allocate costs. However, staffing plans can be used any time there will be a major adjustment to a workforce.

While the steps given below and the sample staffing plan are specifically for a human resource department, they can be applied to any function within an organization. HR professionals can also use the steps and staffing plan on a larger scale for a division or entire company. For best results, each step should be completed in order rather than jumping ahead.

Staffing plans can be one component of a strategic workforce plan. The differences between the two and how they intersect will be discussed at the end of this how-to guide.

For a demonstration of how each step would work, see a sample rationale for decisions made at the end of each step, and a sample staffing plan based on those decisions.

Steps to Complete a Staffing Plan

Step 1: evaluate goals.

The first step in developing a staffing plan is to evaluate the needed goals to achieve. By recognizing the targets employees will be working toward, human resource professionals can identify the amount and type of support needed to meet those expectations.

Ensuring a clear understanding of expectations helps HR professionals in a number of ways. Departmental goals should align and support organizational goals. Thus, this exercise is a perfect opportunity to reach out to other leaders to understand their expectations of the department in the upcoming year, including support for major projects, new strategic initiatives or other changes that will require adjusting staff.

In addition, during this step, HR should identify any major goals within the function. Perhaps a reorganization or realignment is needed to increase customer service or develop specific expertise.

Questions to ask when evaluating goals include:

• What are the organization's major strategic and tactical goals for the upcoming year?
• How will the HR function support those goals?
• What goals do I need to set for my function to ensure I'm aligned with the company's goals?
• What support are other functions/departments expecting from my department this year?
• What internal goals would this function like to achieve this year?

Step 2: Identify Influencers

In this step, HR professionals determine the factors that might affect the staffing plan. Influencers can be internal or external to the organization. They can be positive or negative and are defined as anything that might indirectly affect the plan but that the organization has little control over. By evaluating influencers on the staffing plan, HR professionals survey the landscape to identify and understand forces that will affect the talent supply. Examples of such influencers are a tight labor market, changing regulations and evolution of a function.

To complete this step, HR professionals should start with a brainstorming session to identify everything that might impact their workforce. Once they generate the list, they can then group like influencers. For example, if the brainstorm list includes "low unemployment" and "competitor ABC Company is hiring 50,000 local workers in the next year," the two could be consolidated under the influencer "external workforce availability."

Sources that provide labor market data include:

• U.S. Bureau of Labor Statistics.
• State and municipal labor statistics.
• State unemployment data.

Questions to help identify influencers include:

• What is the talent availability in our market?
• What trends are affecting skill development? These could be social impacts such as managing social media requirements, learning new skills as part of process evolution or the need to learn new technology.
• Will technology changes influence our labor supply or demand? These changes could be new technology that will require additional staffing or training time or technology that improves efficiencies, thereby eliminating jobs.
• Will changes to regulations affect our workforce?
• Do we have competitors that will affect the supply of labor? Perhaps competitors are growing their workforce, or they are laying off people, thereby growing the labor supply.
• Will economic or financial factors affect our staffing plans? These may include anticipated changes to the local economy, tightening of financing available to the organization or an influx of venture capital funding.
• Do we need to account for constraints or impacts from facilities or infrastructure? These include office size, location and commuting implications.
• Are potential "game changers" affecting our industry? Called "disrupter companies," examples include Uber and its impact on the taxi industry. Other game changers include technology improvements such as driverless cars that may affect the transportation industry.

Step 3: Analyze the Current State of the Function

As with any plan, it is critical to know the starting point. In this step, HR professionals compile information on the current state of the function or create an inventory of the important components of the skill set currently in play.

Compiling information on the current state of the HR function involves listing all current resources, including staff, contingency workers or other people who regularly support function goals. In addition, the current-state analysis should determine competencies, skill set or expertise to fully understand the tools presently available to meet expected plans.

As part of the activities in this step, HR professionals need to decide which systems to use to obtain the analysis data. Small departments can simply count positions on an organizational chart. However, data for larger staffing plans may need to be pulled from the human resource information system (HRIS) or payroll, talent management or scheduling systems. If the staffing plan is for head count purposes, payroll or HRIS data will suffice. But for competency planning, a learning or talent management system may provide the most accurate data.

In this step HR should also evaluate factors that may change the makeup of the department, such as flight risks, potential departures and current open positions actively being recruited.

This step does not include identifying gaps; that activity happens in Step 5.

Questions to ask while analyzing the current state include:

• What systems should I review for data on the current state?
• Who are my current staff members? What positions affect how we get things done (e.g., what responsibilities require an HR manager versus an HR administrator)?
• What expertise do staff members bring to their role?
• Do other employees outside of my function regularly influence achieving HR team goals (e.g., perhaps the employee in payroll who reports to the chief financial officer)? This question is especially relevant in matrixed organizations.
• Do vendors, contractors or others outside my organization regularly contribute to achieving team goals?
• What are the competencies my current staff have?
• Do I have any employees who are flight risks or who have personal issues that may affect their longevity with the organization?

Step 4: Envision Needs

In Step 4, HR professionals envision what will be needed to accomplish the goals set out in Step 1. Keys to this step are to start fresh and not be overly influenced by the current state. This step identifies both end-state staffing and interim needs. It should be assessed at both a head count and skills level.

To complete this step, HR professionals should review the goals outlined in Step 1 and imagine what will be needed to accomplish those goals. It is best to envision needs as if building the department from scratch. Taking this approach will help articulate requirements without being hampered by the current state.

The envisioning step may be approached from a head count perspective. However, envisioning needs from a skill set, competency or expertise perspective helps overcome biases that may exist in the current state.

Questions to ask while envisioning needs include:

• What expertise does the HR function need to accomplish our goals for next year?
• How many people will we need to meet our goals, and where should they be located? Sources for this figure may include current span-of-control numbers, staff ratio recommendations, historical rule of thumb within the organization or statistical regression analysis.
• Does staffing change throughout the year? What will it look like in six months? In 12 months?
• What is the ideal mix of staff, contractors or outside expertise needed to meet our goals? Generally outside experts are costly specialists such as lawyers or consultants whom HR may want on only a very limited basis but whose input is critical to the success of the plan. Contractors should be hired to fill short-term needs.
• What budget will we need to meet our goals?

Step 5: Conduct a Gap Analysis

Step 5 identifies what is missing between the end state outlined in Step 4 and the current state identified in Step 3. Gaps may include inadequate staffing, lack of expertise or simply the wrong people in the wrong place. Information derived from a gap analysis will identify deficiencies in the current state of the function that HR will need to address to achieve the outlined goals. HR professionals should not view these gaps as weaknesses of the current department but rather as opportunities to evolve the function into an ideal state to achieve organizational goals.

Questions to ask when doing a gap analysis include:

• If I compare the end state to the current state, in what areas are we currently unable to support outlined goals?
• Where will we need to adjust current staffing? Will factors such as current performance or mobility affect the current staffing?
• Do we lack staff with the right expertise in functional areas?
• Do we have geographical gaps in which we need to hire staff?
• Will cross-functional collaboration be needed? If so, how can we strengthen that partnership?

Step 6: Develop a Solution Plan

Having conducted the analysis above, HR professionals can now put together a plan to achieve the stated goals for the upcoming year. The plan should include both end-state staffing and any interim staffing needed. Step 6 often encompasses determining timing (i.e., when to hire or promote specific staff) and assigning costs if the staffing plan is being done in conjunction with a budget cycle.

The plan itself should outline the staff needed, at what time and location. It should differentiate full time versus contingent staff and identify every role needed in the function from entry level to executive. The plan may also detail the timing for when specific, outside expertise is needed.

Staffing plans may be created as tables, charts, PowerPoint presentations or other visuals. The important thing is to present the information in a format that provides the amount and type of information required in an easily consumable format.

Questions to ask while developing the solution plan include:

• Given all the information above, how do I use it to achieve the goals outlined in Step 1?
• At the end of the year, what should my staff composition consist of?
• When and where will we need to adjust staffing levels to support organizational goals?
• What level of expertise do I require in which roles?
• How am I accommodating for the influencers identified in Step 2?
• How am I addressing the gaps outlined in Step 5? Outside of hiring, would training or other methods help cover these gaps? Can we fill some of these gaps with technology?
• Finally, how often do I need to revisit this plan to ensure it continues to meet organizational needs?

As detailed above, completing a staffing plan comprises six main steps:

• Evaluate goals: What does this function need to accomplish?
• Identify influencers: What factors might affect the staffing plan?
• Identify the current state: What is the starting point?
• Envision needs: What is really needed (end state)?
• Conduct a gap analysis: What differences exist between the current state and the end state?
• Develop a solution plan: What types of staff are needed? When and where?

The above outline is designed to complete a staffing plan for a specific function. Staffing plans can also be created for entire divisions or organizations. To complete staffing plans with a bigger scope, organizations can break down the plan into manageable pieces. For example, a division might complete individual staffing plans for the sales, finance, HR, IT, marketing and production functions and then combine them into one overall plan. HR professionals responsible for this type of planning must closely collaborate with the leaders of each individual group to understand goals, needs and expertise required. Conducting such an exercise can help leaders refine their understanding of how each function interlocks to support overall organizational goals.

As noted in the introduction, staffing plans may be one component of workforce planning. The table below provides a summary of the difference between staffing plans and workforce planning as defined by a study on strategic workforce planning conducted by The Conference Board in 2012.

Staffing plans can be the first step in evolving the organization toward adoption of workforce planning. As leaders become more comfortable with the iterative exercise of planning for head count, additional complexities in terms of criteria, time frames or scenarios may be added to help address long-term strategic plans.

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Sample Staffing Agency Business Plan

Writing a business plan is a crucial step in starting a staffing agency. Not only does it provide structure and guidance for the future, but it also helps to create funding opportunities and attract potential investors. For aspiring staffing agency owners, having access to a sample staffing agency business plan can be especially helpful in providing direction and gaining insight into how to draft their own staffing agency business plan.

Download our Ultimate Staffing Agency Business Plan Template

Having a thorough business plan in place is critical for any successful staffing agency venture. It will serve as the foundation for your operations, setting out the goals and objectives that will help guide your decisions and actions. A well-written business plan can give you clarity on realistic financial projections and help you secure financing from lenders or investors. A staffing agency business plan example can be a great resource to draw upon when creating your own plan, making sure that all the key components are included in your document.

The staffing agency business plan sample below will give you an idea of what one should look like. It is not as comprehensive and successful in raising capital for your staffing agency as Growthink’s Ultimate Staffing Agency Business Plan Template , but it can help you write a staffing agency business plan of your own.

Staffing Agency Business Plan Example – HireHorizon Staffing

Table of contents, executive summary, company overview, industry analysis, customer analysis, competitive analysis, marketing plan, operations plan, management team, financial plan.

Welcome to HireHorizon Staffing, a beacon of staffing solutions located in the bustling heart of Corpus Christi, TX. Our agency, the first of its kind in the region, is dedicated to bridging the gap between talented job seekers and businesses seeking skilled personnel. With a comprehensive suite of services including Recruitment and Placement, Temporary and Contract Staffing, Direct Placement, and Consulting, we cater to a wide array of employment needs. Our mission is to ensure a perfect match that benefits both employers and employees, thereby contributing to the success of our local community and its economy. As a newly established entity, we are committed to leveraging our deep understanding of the local job market and fostering strong community relationships, setting us apart as a trusted staffing partner in Corpus Christi.

Our foundation for success at HireHorizon Staffing is built on the extensive experience and insights brought by our founder, who has a proven track record in the staffing industry. This expertise, combined with our innovative approach to candidate identification and placement, positions us as the premier choice for quality staffing solutions in Corpus Christi, TX. Since our inception on January 3, 2024, we have achieved key milestones including the development of our brand identity and securing a prime location for our operations. These accomplishments are just the beginning of our journey to make a significant impact on the local job market, demonstrating our potential for growth and success in the staffing industry.

The Staffing Agency industry in the United States, valued at $152.5 billion in 2020, is on a steady growth trajectory, with projections suggesting it will reach $178.3 billion by 2025. This growth is fueled by the increasing demand for flexible and specialized staffing solutions across various sectors. HireHorizon Staffing, by entering this lucrative market in Corpus Christi, TX, is poised to capitalize on these expanding opportunities. The rise of remote work and the gig economy present additional avenues for us to innovate and provide tailored staffing solutions that meet the evolving needs of businesses. Our strategic positioning and dedication to excellence place us well within this dynamic and growing market, ready to serve the diverse staffing needs of the Corpus Christi community.

At HireHorizon Staffing, our target demographic encompasses a wide range of local residents in Corpus Christi, TX, including recent graduates and experienced professionals seeking career advancement or transition. We understand the diverse needs of this demographic across various industries and job levels and are committed to offering personalized job placement and career development services. Additionally, we aim to serve the staffing needs of small to medium-sized businesses within the area, addressing their challenges in attracting and retaining top talent. Our ability to cater to the seasonal employment demands, particularly in the tourism and hospitality sectors, further strengthens our role in enhancing the local employment ecosystem and contributing to regional economic growth.

HireHorizon Staffing stands out in the Corpus Christi staffing industry landscape by offering unparalleled client assistance in identifying and hiring the most suitable candidates. Our competitors, including Unique Employment Services, Absolute Staffing, and Remedy Intelligent Staffing, offer a range of staffing solutions but often lack our comprehensive understanding of the local job market and our innovative use of recruitment technology. Our competitive edge is further sharpened by our commitment to personalized service, ensuring that we not only meet but exceed the staffing needs of our clients by providing them with a diverse pool of talented candidates. This strategy, combined with our deep industry expertise, secures our position as the top staffing agency choice for businesses in Corpus Christi.

HireHorizon Staffing is committed to providing a broad spectrum of staffing services, from temporary assignments to direct placements and consulting, designed to meet the varied needs of businesses in Corpus Christi. Our transparent pricing model, which ranges based on service complexity and candidate expertise, ensures that businesses can efficiently manage their staffing requirements. To promote our services, we are implementing a robust online marketing strategy, optimizing our website for search engines and engaging in targeted social media advertising. Additionally, we will leverage traditional marketing avenues, including local networking events and job fairs, to build strong community relationships. Our comprehensive promotional efforts, supported by a strategic referral program, aim to solidify our presence in the local market and establish long-term client relationships.

To deliver on our promise of exceptional staffing solutions, HireHorizon Staffing will engage in key operational activities such as client consultations, candidate sourcing, screening, interviewing, and skills assessment to ensure a perfect match between businesses and job seekers. We will also focus on compliance, record-keeping, and continuous market analysis to adapt to the evolving needs of the Corpus Christi job market. Our operational milestones include launching our agency, securing necessary licenses and insurance, building a quality talent pool, signing our first client contracts, and reaching operational efficiency through the adoption of advanced software tools. These steps are critical in establishing HireHorizon Staffing as a leading staffing agency in Corpus Christi.

Leading the charge at HireHorizon Staffing is Isaac Jordan, our CEO, whose extensive experience and visionary leadership in the staffing industry set the foundation for our success. Isaac’s previous accomplishments in running a successful staffing agency have imbued him with invaluable insights into the staffing and recruitment process. His strategic foresight and commitment to innovation are instrumental in guiding HireHorizon towards becoming a key player in the competitive staffing landscape of Corpus Christi.

Welcome to HireHorizon Staffing, a newly established Staffing Agency dedicated to serving customers in Corpus Christi, TX. As a local staffing agency, we pride ourselves on being the first of our kind in the area to offer high-quality staffing solutions. Our mission is to bridge the gap between talented individuals seeking employment and businesses in need of skilled personnel, ensuring a perfect match that benefits both parties.

At HireHorizon Staffing, our range of products and services are designed to meet the diverse needs of our clients. We specialize in Recruitment and Placement Services, Temporary Staffing, Contract Staffing, Direct Placement Services, and Consulting Services. Our comprehensive offerings enable us to cater to various employment requirements, whether our clients are looking for short-term solutions or permanent hires. By leveraging our expertise and resources, we ensure that each placement is a step towards success for both the employer and the employee.

Located in the heart of Corpus Christi, TX, HireHorizon Staffing is strategically positioned to serve the local community and its businesses. Our deep understanding of the local job market and our commitment to fostering strong relationships within the community set us apart as a trusted partner for all staffing needs.

HireHorizon Staffing is uniquely qualified to succeed for several reasons. Our founder brings valuable experience from previously running a successful staffing agency, equipping us with the knowledge and insights necessary to excel in this industry. Additionally, our approach to assisting clients in identifying and hiring suitable candidates surpasses the competition, making us the go-to choice for quality staffing solutions.

Since our founding on January 3, 2024, HireHorizon Staffing has achieved significant milestones as a Limited Liability Company. Our accomplishments to date include designing our logo, developing our company name, and securing a prime location for our operations. These achievements mark the beginning of our journey, and we are excited about the impact we will make in the Corpus Christi job market.

The Staffing Agency industry in the United States is a significant and growing market. With an estimated value of $152.5 billion in 2020, the industry has shown steady growth over the past few years. The demand for flexible and temporary staffing solutions has driven the expansion of the market, making it a lucrative opportunity for new players like HireHorizon Staffing.

Experts predict that the Staffing Agency industry in the United States will continue to grow in the coming years. By 2025, the market is expected to reach a value of $178.3 billion, driven by the increasing need for skilled and specialized workers across various industries. This projected growth presents a promising outlook for HireHorizon Staffing as it establishes its presence in Corpus Christi, TX.

Recent trends in the Staffing Agency industry, such as the rise of remote work and the gig economy, have created new opportunities for staffing agencies to thrive. HireHorizon Staffing can leverage these trends to attract both clients and candidates, offering tailored staffing solutions that cater to the evolving needs of businesses in Corpus Christi. By staying ahead of industry trends and providing exceptional service, HireHorizon Staffing is well-positioned to succeed in this dynamic and growing market.

Below is a description of our target customers and their core needs.

Target Customers

HireHorizon Staffing will target a broad spectrum of local residents in Corpus Christi, TX, ranging from recent graduates seeking their first professional roles to experienced individuals aiming for career advancement or transition. This demographic is diverse, including individuals across various industries and job levels, from entry-level positions to executive roles. The agency will tailor its services to meet the specific needs of this local workforce, ensuring a personalized approach to job placement and career development.

In addition to local residents, HireHorizon Staffing will also focus on serving the small to medium-sized businesses within the Corpus Christi area. These businesses often face challenges in attracting and retaining top talent due to limited resources compared to larger corporations. By providing customized staffing solutions, HireHorizon will facilitate the connection between these businesses and qualified candidates, enhancing the local employment ecosystem and contributing to the region’s economic growth.

Furthermore, HireHorizon Staffing will extend its services to cater to the seasonal employment needs that are characteristic of the Corpus Christi region, particularly in the tourism and hospitality sectors. This approach will not only provide job seekers with flexible employment opportunities but also support local businesses in managing workforce fluctuations effectively. By addressing the unique staffing requirements of the seasonal industries, HireHorizon will play a pivotal role in sustaining the vibrancy and resilience of the local economy.

Customer Needs

HireHorizon Staffing meets the crucial need for high-quality recruitment and placement services for residents in the local area. By understanding the specific skills and qualifications that employers seek, they can expertly match candidates with positions that fit their capabilities and career goals. This approach ensures that both employers and job seekers find the most suitable and beneficial opportunities.

In addition to matchmaking, HireHorizon Staffing offers comprehensive support services to candidates, including resume crafting and interview preparation. These services equip candidates with the tools and confidence they need to stand out in the competitive job market. The agency’s commitment to personal and professional development helps ensure that individuals not only secure employment but also embark on fulfilling career paths.

HireHorizon Staffing also addresses the needs of businesses by providing them with a pool of pre-vetted candidates, significantly reducing the time and resources spent on the hiring process. This efficiency is particularly beneficial for companies looking to quickly fill positions without compromising on the quality of their hires. The agency’s personalized approach to understanding each business’s unique requirements ensures that the staffing solutions they provide are effective and tailored to meet specific operational needs.

HireHorizon Staffing’s competitors include the following companies:

Unique Employment Services offers a comprehensive range of staffing solutions, including temporary staffing, permanent placement, and executive search. They cater to various industries such as healthcare, IT, and manufacturing. Their price points vary depending on the specific needs of the client, including the level of position being filled and the duration of the employment.

The company operates primarily in the Corpus Christi area, focusing on serving local businesses and job seekers. Unique Employment Services prides itself on a deep understanding of the local job market, which serves as one of its key strengths. However, its geographical concentration in a single area could be seen as a limitation in reaching a wider audience.

Unique Employment Services has built strong relationships with local businesses, which contributes to its solid reputation in the community. Nonetheless, its relatively narrow industry focus may limit its appeal to potential clients in sectors outside its core competencies.

Absolute Staffing specializes in providing temporary, temp-to-hire, and direct hire staffing services across various sectors such as administrative, industrial, and technical fields. They offer competitive pricing models that are designed to meet the diverse needs of their clients, with flexibility in terms and conditions to attract a wide range of businesses.

With multiple locations across Texas, including a presence in Corpus Christi, Absolute Staffing serves a broad geographic area. This allows them to cater to a diverse client base and tap into a larger pool of job seekers. Their extensive network is a key strength, enabling them to quickly fill positions with qualified candidates.

Absolute Staffing’s broad industry coverage allows them to serve a wide range of customer segments, from small businesses to large corporations. However, this wide focus might dilute their expertise in any single sector, potentially affecting their ability to provide specialized staffing solutions.

Remedy Intelligent Staffing offers a wide array of staffing services including temporary staffing, permanent placement, and outsourced solutions. They operate in a variety of industries, including logistics, finance, and customer service. Their pricing is competitive, aiming to offer value to both small and large businesses.

Remedy Intelligent Staffing has a national presence, with locations across the United States, including in Corpus Christi, TX. This national footprint is a significant strength, as it allows them to leverage a wide network of candidates and clients. Additionally, their extensive industry coverage enables them to cater to a diverse range of customer needs.

One of Remedy Intelligent Staffing’s key strengths is its use of technology in streamlining the recruitment process, improving efficiency for both employers and job seekers. However, their wide geographic and industry scope might occasionally result in challenges with maintaining a high level of service quality in all markets.

Competitive Advantages

At HireHorizon Staffing, we stand out in the competitive landscape through our unparalleled assistance to clients in identifying and hiring the most suitable candidates for their job openings. Our approach combines cutting-edge recruitment technology with a deep understanding of the local job market, enabling us to match businesses with the ideal candidates swiftly and efficiently. This capability not only saves our clients valuable time and resources but also significantly enhances their operational productivity by bringing in high-quality talent that fits perfectly with their organizational culture and requirements.

Furthermore, our competitive advantage is fortified by our commitment to personalized service. We recognize that each business has unique staffing needs, and our dedicated team works closely with each client to tailor our services accordingly. This personalized approach ensures that businesses are not just filling vacancies but are making strategic hires that contribute to their long-term success. Additionally, our extensive network of job seekers, ranging from entry-level to executive positions, enables us to offer a diverse pool of candidates to our clients. This diversity in talent availability, combined with our expertise in various industries, positions us as the go-to staffing agency in Corpus Christi for companies looking to drive growth and innovation through strategic hiring.

Our marketing plan, included below, details our products/services, pricing and promotions plan.

Products and Services

HireHorizon Staffing emerges as a distinguished provider in the staffing industry, offering a comprehensive range of services tailored to meet the diverse needs of businesses across various sectors. The agency specializes in connecting qualified candidates with suitable job positions, ensuring both parties achieve their professional objectives. Among their key offerings are recruitment and placement services, temporary staffing, contract staffing, direct placement services, and consulting services. Each of these services is designed to address specific hiring challenges and workforce requirements, facilitating seamless recruitment processes and optimal employment matches.

At the forefront of HireHorizon Staffing’s offerings are their recruitment and placement services. These services are adept at identifying and vetting candidates for a variety of roles, ensuring that only the most suitable individuals are presented to employers. Businesses can expect to invest approximately $500 – $1,000 per placement for these services, depending on the complexity of the job requirements and the level of expertise required for the position.

Temporary staffing is another pivotal service provided by HireHorizon Staffing. This option is perfect for companies experiencing seasonal peaks, project-based work, or those in need of short-term replacements. The pricing model for temporary staffing is typically based on the hourly rates of the employees, with HireHorizon Staffing adding a markup ranging from 20% to 50% on the employee’s pay rate. This flexibility allows businesses to efficiently manage their workforce according to fluctuating demands.

Contract staffing services cater to organizations looking for professionals to undertake project-based or medium-term assignments. This service is particularly beneficial for tasks that require specialized skills for a finite duration. Employers can expect the cost for contract staffing services to be slightly higher than temporary staffing, due to the specialized nature of many contract roles. Pricing often includes a markup on the contractor’s hourly rate, similar to temporary staffing, but adjusted for the contract’s length and the scarcity of the skill set required.

Direct placement services are a cornerstone for HireHorizon Staffing, offering a robust solution for businesses seeking to fill permanent positions. This service encompasses rigorous candidate screening and matching processes, ensuring that hires are perfectly aligned with the company’s long-term goals and culture. The fee for direct placement services is usually calculated as a percentage of the candidate’s first-year salary, typically ranging between 15% and 25%. This provides a cost-effective option for companies aiming to make long-term, impactful hires.

Last but not least, HireHorizon Staffing provides consulting services designed to enhance recruitment strategies and optimize workforce management. These services can range from helping to develop effective hiring processes, to advising on workforce planning and HR technology utilization. Consulting fees are based on the scope and duration of the project, with daily or hourly rates applying. Businesses can anticipate spending $100 – $300 per hour for these expert services, a valuable investment in streamlining their recruitment and staffing operations.

In conclusion, HireHorizon Staffing stands as a versatile and efficient partner for businesses in need of tailored staffing solutions. With a focus on quality and compatibility, their diverse service offerings and transparent pricing models cater to the unique challenges and objectives of each client, paving the way for successful employment outcomes.

Promotions Plan

To attract customers in the competitive staffing industry, HireHorizon Staffing employs a comprehensive promotional strategy that leverages the power of online marketing among other methods. Understanding the importance of a strong digital presence, HireHorizon Staffing will invest in a multi-faceted online marketing approach. This includes optimizing their website for search engines to ensure high visibility when potential clients search for staffing solutions in Corpus Christi, TX. Additionally, they will engage in targeted social media advertising, reaching out to local businesses through platforms such as LinkedIn, Facebook, and Instagram, where they can share success stories, client testimonials, and valuable content related to employment and staffing.

Beyond online marketing, HireHorizon Staffing will also utilize traditional marketing tactics. This includes attending local business networking events to foster relationships with potential clients in person. They will also host workshops and seminars on topics relevant to hiring and workforce management, positioning themselves as thought leaders in the staffing industry in Corpus Christi. To further enhance their visibility, they will participate in local job fairs, connecting directly with job seekers, and demonstrating their commitment to finding the right matches for their clients.

Email marketing campaigns will play a crucial role in their strategy, allowing HireHorizon Staffing to maintain regular contact with both potential and existing clients. These campaigns will highlight their services, share industry insights, and keep their audience informed about the latest job openings and staffing solutions. Through personalized and value-driven email content, they will build trust and establish long-term relationships with their client base.

Referral programs will also be a key component of their promotional efforts. Encouraging satisfied clients to refer others to HireHorizon Staffing with incentives for both the referrer and the referee will help them expand their clientele organically. This word-of-mouth marketing will complement their online efforts, creating a synergistic effect that boosts their overall brand awareness and reputation in Corpus Christi.

By combining these strategies, HireHorizon Staffing expects to not only attract but also retain a solid customer base in Corpus Christi, TX. Their comprehensive approach to promotion, emphasizing both digital and traditional marketing methods, along with a strong focus on community engagement, will ensure that they stand out in the staffing industry.

Our Operations Plan details:

• The key day-to-day processes that our business performs to serve our customers
• The key business milestones that our company expects to accomplish as we grow

Key Operational Processes

To ensure the success of HireHorizon Staffing, there are several key day-to-day operational processes that we will perform.

• Client Consultation and Needs Assessment: Engage with new and existing clients to understand their staffing requirements, company culture, and specific job descriptions. This process will enable us to tailor our services to match their unique needs.
• Candidate Sourcing: Actively search for, identify, and approach potential candidates through various channels such as job boards, social media platforms, networking events, and our existing database. This will ensure a wide and diverse talent pool.
• Screening and Interviewing: Conduct initial screening calls and in-depth interviews with candidates to assess their qualifications, experience, and fit for the client’s needs. This will include verifying references and conducting background checks as required.
• Skills Assessment: Administer appropriate tests or assessments to evaluate candidates’ skills and competencies relevant to the job roles they are being considered for. This ensures that clients receive candidates who can perform effectively.
• Client-Candidate Matching: Use the information gathered from clients and candidates to make informed decisions about the best matches. This involves considering both the clients’ needs and the candidates’ career goals and preferences.
• Feedback Collection: After interviews or placements, collect feedback from both clients and candidates to improve our matching process and address any concerns promptly. Continuous improvement will be a focus.
• Follow-up Services: Maintain regular communication with both clients and placed candidates to ensure satisfaction and address any post-placement issues. This will help in building long-term relationships.
• Compliance and Record Keeping: Ensure all operations comply with relevant employment laws and regulations. Maintain accurate and up-to-date records of all client and candidate interactions, contracts, and placements.
• Market Analysis and Business Development: Regularly analyze local job market trends and business opportunities in Corpus Christi, TX, to adapt our strategies and identify new growth areas. This will include competitor analysis and networking to establish HireHorizon Staffing as a key player in the local market.
• Training and Development: Provide ongoing training and development opportunities for our staff to ensure they remain knowledgeable about recruitment best practices and industry trends. This will enhance our service quality and efficiency.

HireHorizon Staffing expects to complete the following milestones in the coming months in order to ensure its success:

• Launch Our Staffing Agency : Successfully open our doors for business, establishing our presence in Corpus Christi, TX, with a fully operational office, an engaging website, and active social media profiles to start engaging with both clients and job seekers.
• Obtain Necessary Licenses and Insurance : Secure all required local, state, and federal licenses to operate a staffing agency, along with appropriate business insurance to mitigate risks related to liability, workers’ compensation, and property damage.
• Build a Quality Talent Pool : Develop a robust database of qualified candidates across the key industries we aim to serve. This involves extensive outreach, networking, and partnerships with local educational institutions and training programs.
• Secure First Client Contracts : Sign contracts with at least three to five local businesses in need of staffing solutions, demonstrating our ability to meet the diverse staffing needs of Corpus Christi employers.
• Achieve Operational Efficiency : Streamline our recruitment, placement, and administrative processes through the implementation of efficient software tools for CRM (Customer Relationship Management), ATS (Applicant Tracking System), and financial management to ensure smooth operations and high-quality service delivery.
• Establish a Strong Brand Presence : Implement a targeted marketing campaign that includes digital marketing, local advertising, and community engagement activities to build HireHorizon Staffing’s brand as a reliable and innovative staffing solution in the local market.
• Reach Break-Even Point : Through effective cost management and increasing revenue streams, reach the financial milestone where monthly revenues equal monthly expenses, ensuring the company’s financial sustainability.
• Get to $15,000/Month in Revenue : Achieve the revenue goal of $15,000 per month through expanding client base, increasing placements, and possibly diversifying services offered (e.g., temporary, temp-to-hire, and direct hire placements).
• Expand Client and Candidate Services : Based on feedback and identified needs, broaden the range of services offered to clients and candidates, such as additional training, professional development opportunities for candidates, and HR consulting services for clients.
• Evaluate Expansion Opportunities : After establishing a strong foothold in Corpus Christi, assess the feasibility of expanding our services to neighboring regions or specific industries that are underserved, leveraging the reputation and operational capabilities we have built.

Our management team has the experience and expertise to successfully execute on our business plan.

Isaac Jordan, CEO

At the helm of HireHorizon Staffing is Isaac Jordan, a seasoned leader with a proven track record in the staffing industry. Isaac’s journey is marked by a history of remarkable success, particularly highlighted by his experience in successfully running a staffing agency prior to his role at HireHorizon. This previous venture not only showcases his ability to lead and grow a staffing business but also his deep understanding of the intricacies involved in the staffing and recruitment process. Isaac’s leadership is pivotal in steering HireHorizon Staffing towards achieving lasting success, leveraging his expertise in strategy, operations, and his innate ability to foresee and adapt to market trends. His visionary approach and dedication are key assets that position HireHorizon Staffing for growth and innovation in the competitive staffing landscape.

To achieve our growth objectives, HireHorizon Staffing requires $205,000 in funding. This investment will be allocated towards capital investments such as location buildout, equipment, and initial operational expenses including staff salaries, marketing, and insurance. These financial resources will enable us to establish a strong foothold in the Corpus Christi staffing market, ensuring our long-term success and sustainability.

Financial Statements

Balance sheet.

[insert balance sheet]

Income Statement

[insert income statement]

Cash Flow Statement

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Staffing Agency Business Plan Example PDF

Download our Staffing Agency Business Plan PDF here. This is a free staffing agency business plan example to help you get started on your own staffing agency plan.  

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

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

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

You’ve come to the right place to create your staffing agency business plan.

We have helped over 100,000 entrepreneurs and business owners create business plans and many have used them to start or grow their staffing agencies.

Below are links to each section of your staffing agency business plan template:

Next Section: Executive Summary >

Staffing Agency Business Plan FAQs

What is a staffing agency business plan.

A staffing agency business plan is a plan to start and/or grow your staffing agency business. Among other things, it outlines your business concept, identifies your target customers, presents your marketing plan and details your financial projections.

You can  easily complete your staffing agency business plan using our Staffing Agency Business Plan Template here .

What Are the Main Types of Staffing Agency Companies?

There are many types of staffing agency companies. Some staffing agencies will focus on a particular industry, such as clerical jobs. Other staffing agencies focus on executive job placement, while others will offer a wide range of services across all industries. Some even offer human resource functions, such as payroll, benefits administration and risk management.

What Are the Main Sources of Revenue and Expenses for a Staffing Agency Business?

The primary source of revenue for staffing agencies are the fees it charges clients to place them in a job and the revenue it receives from businesses that hire them to find and recruit suitable staff for their business.

The key expenses for a staffing agency business are the costs to market the business, as well as payroll for the support staff. Other expenses will be the rent, utilities, and overhead costs for the physical office space.

How Do You Get Funding for Your Staffing Agency Business Plan?

Staffing agency businesses are most likely to receive funding from banks. Typically you will find a local bank and present your business plan to them. Angel investors and other types of capital-raising such as crowdfunding are other common funding sources. This is true for an employment agency business plan and specialities like a healthcare staffing agency business plan.

What are the Steps To Start a Staffing Agency Business?

Starting a staffing agency business can be an exciting endeavor. Having a clear roadmap of the steps to start a business will help you stay focused on your goals and get started faster.

1. Develop A Staffing Agency Business Plan - The first step in starting a business is to create a detailed staffing agency business plan that outlines all aspects of the venture. This should include potential market size and target customers, the services or products you will offer, pricing strategies and a detailed financial forecast.  

2. Choose Your Legal Structure - It's important to select an appropriate legal entity for your staffing agency business. This could be a limited liability company (LLC), corporation, partnership, or sole proprietorship. Each type has its own benefits and drawbacks so it’s important to do research and choose wisely so that your staffing agency business is in compliance with local laws.

3. Register Your Staffing Agency Business - Once you have chosen a legal structure, the next step is to register your staffing agency business with the government or state where you’re operating from. This includes obtaining licenses and permits as required by federal, state, and local laws. 

4. Identify Financing Options - It’s likely that you’ll need some capital to start your staffing agency business, so take some time to identify what financing options are available such as bank loans, investor funding, grants, or crowdfunding platforms. 

5. Choose a Location - Whether you plan on operating out of a physical location or not, you should always have an idea of where you’ll be based should it become necessary in the future as well as what kind of space would be suitable for your operations. 

6. Hire Employees - There are several ways to find qualified employees including job boards like LinkedIn or Indeed as well as hiring agencies if needed – depending on what type of employees you need it might also be more effective to reach out directly through networking events. 

7. Acquire Necessary Staffing Agency Equipment & Supplies - In order to start your staffing agency business, you'll need to purchase all of the necessary equipment and supplies to run a successful operation. 

8. Market & Promote Your Business - Once you have all the necessary pieces in place, it’s time to start promoting and marketing your staffing agency business. This includes creating a website, utilizing social media platforms like Facebook or Twitter, and having an effective Search Engine Optimization (SEO) strategy. You should also consider traditional marketing techniques such as radio or print advertising. 

Learn more about how to start a successful staffing agency business:

• How to Start a Staffing Agency Business
• How to Open a Staffing Agency Business

Where Can I Get a Staffing Agency Business Plan PDF?

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

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Staffing Agency Business Plan

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

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

Free Staffing Agency Business Plan Template

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

• Fill in the blanks – Outline
• Financial Tables

How To Write A Staffing Agency Business Plan?

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

1. Executive Summary

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

Start with a brief introduction:

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

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

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2. Business Overview

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

About the business:

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

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

Mission statement:

Business history:, future goals:.

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

3. Market Analysis

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

Target market:

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

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

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

4. Products And Services

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

List the services:

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

Screening and Placement Process:

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

5. Sales And Marketing Strategies

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

The partnership is a blessing:

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

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

6. Operations Plan

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

Hiring plan:

Operational process:, client management:.

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

7. Management Team

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

Key managers:

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

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

8. Financial Plan

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

Profit & loss statement:

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

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

9. Appendix

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

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

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

Download a sample staffing agency business plan

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

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

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

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

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

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

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

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

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

How to get funding for your staffing agency business plan?

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

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

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

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

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

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

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

About the Author

Upmetrics Team

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

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• The firm plans to increase its investments in data and technology by more than 100% from 2024 to 2025.
• But Edelman faces tough competition from other PR firms investing in generative AI.

Public relations giant Edelman is doubling down on its investments in generative artificial intelligence.

The PR firm, which employs about 6,000 people, is building out its own technology structure to improve its services to big brands, which include Dove, Taco Bell, and eBay.

To do so, Edelman recently promoted Brian Buchwald to global chair of product and AI to oversee the firm's AI investments. Buchwald joined Edelman in 2023 and was previously the global head of product, trust data, and technology at the firm. He also previously worked at Talkwaker and Weber Shandwick. 

Edelman plans to grow its investment in data and technology by over 100% between the fiscal years of 2024 and 2025. The firm's centralized AI team will grow by 6X during the same time period, Buchwald said. He declined to say how much Edelman spends on data and technology or the size of the current AI team.

A core part of Edelman's AI investments is a product called Trust Stream that uses machine learning algorithms to crunch data for PR clients that track metrics like how much consumers trust a brand compared to competitors, and the trustworthiness of news and social media content. The tool also has a forecasting component that estimates a company's future trustworthiness. Previously, this tool used small language models and now uses generative AI and large language models, Buchwald said. He said that the addition of generative AI has improved Trust Stream's accuracy so far. Using generative AI has increased the tool's ability to predict future trustworthiness with 97% accuracy, he said.

The tech can also analyze how specific media stories impact companies. For example, a story in The New York Times may have a larger reputational impact on a pharmaceutical brand compared to a one-off post on social media or Glassdoor.

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Edelman also wants to build generative AI into the first-party data tools it offers brands and third-party licensing deals with data firms, he said. Using third-party data from big tech platforms like OpenAI, Google, and Adobe is particularly important because of the large investments tech companies are putting into AI. Edelman's data science team can then train these models to fit Edelman's needs, he said. For example, Edelman can use the data to analyze the buying preferences of someone based on an Instagram comment.

In addition to the data itself, Edelman is also plugging generative AI into tools that brands use to manage data, such as data lakes and cloud computing.

"We're investing in expensive processing power that allows us to churn through all this data and define insights and drive next best actions for our clients," Buchwald said.

Buchwald said Edelman benefits from not being owned by a large ad holding group. Its competitors, like Interpublic Group's Weber Shadwick and Omnicom-owned FleishmanHillard, often struggle to compete for budgets from other agencies within holding companies, he said.

Jay Pattisall, VP and principal analyst at Forrester, gave a different perspective, citing PR as one of the major growth areas for holding companies. For example, IPG-owned Golin reported double-digit organic growth during the first quarter of 2024, while the growth of IPG's specialized digital agencies like R/GA and Huge underperformed.

"They have been driving some of the rather cherished profitability for them," he said. "Their growth is in the single digits so any growth is important growth for the holding companies."

More broadly, holding companies have made significant investments into generative AI for content creation that compete with Edelman. WPP, for example, will invest $318 million a year into AI, and Publicis plans to invest $300 million into AI over the next three years.

Watch: Accenture CMO Jill Kramer talks about how generative AI will enhance, not diminish, the power of marketing: video

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SCRA awards $50K in grants to two Upstate startups

• May 7, 2024

South Carolina Research Authority , a public, nonprofit corporation that works to fuel the state’s innovation economy, announced May 7 it awarded $50,000 in grants to Katalyst Corp. LLC of Greenville and Sojourn MedTech LLC of Clemson University.

Katalyst Corp. received a $25,000 project development fund grant. The information technology company created a software-as-a-service platform that works to provide comprehensive services to at-risk populations.

Sojourn MedTech received a $25,000 academic startup grant. The startup developed CanSim, a smart simulator equipped with state-of-the-art hardware and software for assessing and training clinic personnel that works to improve dialysis procedures.

SCRA also awarded $185,000 in various grants to five other South Carolina companies:

• Apex Orthopaedic Technologies LLC of North Charleston – $50,000
• Construx Inc. of Mount Pleasant – $50,000
• Heirloom Cloud Corp. of Mount Pleasant – $25,000
• Tandem Concepts Inc. of Charleston – $35,000
• Zitles LLC of Mount Pleasant – $25,000

In addition to awarding $235,000 in grants, SCRA welcomed Rabbit Hole Digital LLC and ThreatCaptain LLC of Greenville, MyVoluntier Operations Inc. of Indian Land and Oncoblaze LLC of Charleston as member companies.

Rabbit Hole Digital is an information technology startup that created a platform which provides an aggregated source of social content data, a social content planning and management system, and a social listening tool with the ability to apply automated categorizations around custom parameters.

ThreatCaptain is an information technology startup that developed a financial cyber risk tool tailored specifically for managed service providers.

As SCRA member companies, Rabbit Hole Digital, ThreatCaptain, MyVoluntier Operations and Oncoblaze as member companies will receive:

• Access to experts in SCRA’s Resource Partner Network
• Eligibility to apply for grant funding
• Consideration for an investment from SCRA’s investment affiliate, SC Launch

For more information, visit scra.org .

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Bonza budget airline in administration as flights across the country cancelled

Embattled regional airline Bonza has gone into administration after cancelling flights across the country on Tuesday and stranding potentially thousands of passengers.

Documents filed with the Australian Securities and Investments Commission (ASIC) reveal Bonza Aviation Pty Ltd was at 3.25pm declared "externally administered", with accounting and advisory firm Hall Chadwick appointed to the role.

In a media release on Tuesday afternoon, Hall Chadwick confirmed Bonza's fleet would be grounded until Thursday, May 2.

Virgin Australia, Qantas and Jetstar have offered complimentary seats, where available, on their flights to passengers stranded mid-journey on Tuesday.

Bonza chief executive Tim Jordan released a statement on Tuesday morning saying all services would be "temporarily suspended" while discussions were held about the ongoing viability of the business.

The airline has not responded to requests for comment, but has published a statement on its website and app apologising to affected customers.

"We’re working as quickly as possible to determine a way forward that ensures there is ongoing competition in the Australian domestic aviation market," the statement reads.

Early Bonza flights in and out of its base on Queensland's Sunshine Coast, along with Melbourne legs to Rockhampton, Gladstone and Tamworth, were all cancelled on Tuesday morning.

Three Bonza planes were parked on the tarmac at Sunshine Coast Airport on Tuesday, including a Boeing 737-MAX aircraft named Bruce, which had been leased from Canadian low-cost airline Flair to fly in Australia.

Bonza's financial position has been the subject of intense speculation since its first flight early last year.

"The discussions regarding ongoing trading are occurring over the forthcoming days and the administrators will be in a position to update all stakeholders as the matter progresses," Hall Chadwick said.

Passengers stranded

Rona Wall caught a shuttle bus to the Sunshine Coast airport early on Tuesday morning hoping to catch a flight to Rockhampton, after her scheduled Bonza flight from the Gold Coast was cancelled on Monday.

She said she received multiple correspondences from Bonza about a rescheduled flight, which created a lot of confusion.

"I've got a text message that was in my younger daughter's name, and an email, and also [a message] on the app," Ms Wall said.

"All three notifications were for three different flights."

Nicole Morris was due to fly from Melbourne to Rockhampton on Tuesday with Bonza but was told her flight had been cancelled when she arrived at the airport.

"It's crap, I don't know what I'm meant to do," Ms Morris said.

"I've come in and I can't find anyone to talk to — there's nobody here."

Bonza said affected passengers had been told they would receive a full refund.

The federal Transport Department has set up a hotline for stranded passengers on the number 1800 069 244, which will operate until 10pm.

'They were told Bonza has finished'

A Sunshine Coast man whose wife works for the airline told the ABC about 20 cabin crew were called into a meeting early on Tuesday morning.

"There were two crews there — they were just basically told that Bonza has finished," he said.

"They've been told that they're not flying until further notice.

"They've all been told that the bottom line is that Bonza will no longer be flying."

He said the news was a blow for staff and the region.

"They're pretty devastated. It's their job. She's been in it from day one. It's a bit of a blow for Maroochydore and the Sunshine Coast," he said.

History of cancellations

After months of delay, Bonza was given the go-ahead to start flying regional routes from the Sunshine Coast in January last year.

It was the first new local airline since Tiger Airways launched 15 years earlier, and its business model aimed to link regional centres often ignored by the larger carriers.

The company launched a base in Melbourne two months later.

Since launching, Bonza has faced criticism for cancelling flights, including mass cancellations over Christmas , and suspending routes .

A spokeswoman for Bonza last week, when the company cut services from the Gold Coast,  said it was working on improving customer service due to passenger complaints.

'Devastating' for regional tourism

Bundaberg Tourism chief executive Katherine Reid said the news was devastating.

"We believe that the Melbourne to Bundaberg route has been one of the strongest performing in the state for Bonza, sitting at an average of 90 per cent capacity," she said.

Ms Reid said that equated to as many as 400 people a week coming from Victoria into the Wide Bay region.

"We know a lot of people have had holidays booked," she said.

"We need to continue working with all levels of government to really attract airline partners into regional areas."

Call for bailout

Nationals MP Barnaby Joyce said he hoped the airline could "see their way out of" the situation but said the federal government could be doing more to help.

He wanted the government to consider a bailout package.

"Certainly consider it ... on the premise of a better market outcome for all passengers not just helping out one company," he said.

North West Queensland MP Robbie Katter said Bonza's struggles were a symptom of a bigger issue in the industry.

"It's disappointing because we need this competition," the Traegar MP said. 

"The bigger guys will always make it as difficult as possible for airlines to enter the market and destroy the dominance they've got.

"I'll plan to push the government to underwrite these funds so that bush residents aren't left worse off."

'Burning money'

Aviation analyst Geoffrey Thomas, the editor-in-chief of the website Airline Ratings, said he understood the airline's backers, 777 partners, had made changes to the leasing and financing of its aircraft.

He said the budget carrier may have been caught off guard.

777 Partners has been contacted for comment.

"It's shattering news, particularly for those affected who hold tickets and were going to fly today or tomorrow," Mr Thomas said.

"I think that the problem of Bonza is overseas, with leasing companies, and not the local management, not the business model."

But he said the low profit margin model could be tough in regional Australia, given long distances and relatively low passenger numbers.

"If you need 85 per cent capacity and you only get 70 per cent … then you're burning money," he said.

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Disruption warning over botched hospital parking plan

P atients, visitors and staff are being warned of possible disruption at Northern Ireland hospitals next week because of a botched car parking policy.

In 2022 the Assembly passed a law abolishing car parking charges at public hospitals in Northern Ireland.

In March, the Health Minister said that would need to be deferred for two years as hospitals were not ready.

However, the deferral legislation has not yet been passed so charges will be removed from 12 May.

The intention is to reintroduce the charges as soon as the legislation is finalised, which will probably be at the end of the month.

In the meantime people will be able to park for free without the hospitals having any new way to manage that, such as number plate recognition technology.

Congestion fears

In a statement the Department of Health said: "There are concerns that an increase in demand for parking during this limited free of charge period could lead to congestion at some hospital sites, potentially contributing to delayed or missed hospital appointments.

"In order to minimise disruption and protect car parking capacity for those most in need, we are asking for cooperation and understanding from all car parking users," it said.

The department is asking patients and visitors to allow extra time to get to appointments.

Staff are also being asked to maintain their normal parking arrangements in order to maintain capacity.

The deferral legislation is using Stormont's accelerated passage procedures and the fourth and final reading was in the Assembly on 7 May.

The department says it "remains hopeful" that the Royal Assent process will conclude by the end of May.

When he asked for the delay health minister Robin Swann said health trusts did not yet have the infrastructure required to manage free parking.

He added that this was due to legal challenges delaying a contract for automatic number plate recognition technology.

The ban on parking charges was brought forward as private members' bill by Sinn Féin assembly member Aisling Reilly in 2022.

It proposed that car parking charges should be abolished for patients, staff and visitors and received cross-party support.

The bill was also supported by some trade unions, but the health trusts made clear that its implementation would be challenging.

The Department of Health also pointed to concerns that increased demand as a result of free parking provision would add further to the pressure for spaces.

• Free hospital parking may be delayed by two years

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Faculty-Staff Edition - May 3, 2024

Professor Angela Bryan wins 2024 Hazel Barnes Prize

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Commencement 2024: Know before you go

Provost, faculty assembly wrap up academic business

Festival dazzled through culture and community

Jessica Rush Leeker receives Fulbright to study African descendants’ achievements in STEM

Keith Julien, world-renowned CU applied mathematician, passes away at 58

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• 2 star rating Could’ve been better
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Select your rating

Overall rating

TLDR - Ultimately an impersonal, undiplomatic and unresponsive 'staffing' agency with strange business practices. Candidate experience is not equally prioritized and agency does not adhere to their own commitments on feedback provision after asking you prematurely (and in some cases unnecessarily) for quite a few documents & headshot (!?). Despite the few press releases announcing the agency's launch, no thorough reviews can be found anywhere, other than a sprinkling of Reddit and TikTok commentary that also speaks to poor candidate experiences. In a world of Anna Delvey's and Elizabeth Holmes', I am not sure if this is a legitimate agency. ----- Founded by former career assistant to high profile clientele, Meghan Grimm, Clyde Staffing was created with the intention of 'identifying, developing and placing exceptional assistant candidates with top talent, while providing a peer-based community.' The company hopes to execute this by doing the following: -Allowing 3 weeks for the review of your application & resume -Providing feedback to help you improve your candidacy -Offer training tools & resources to qualified candidates, while allowing them mentorship with their assistant community. One would think that because Meghan herself has been through the process of being staffed as a 'sidekick', her company would understand the sensitivity and importance of making the process of the job search/placement for qualified assistants, a streamlined and straight forward one, as I am sure the agency undoubtedly does for it's 'high profile clientele'. Unfortunately, this is not the case. Unlike other staffing agencies, Clyde follows up post resume submission with requests for certain documents prematurely, never even initiating a short screening call with the candidate of supposed interest. After resume submission, you are asked to provide a HEADSHOT, COVER LETTER, REFERENCES and a request to fill out their IN HOUSE APPLICATION, a thrown together Word doc that attempts to get addtl. info on your personal and professional background & preferences. No one introduces themselves or signs their emails, so you don't know who you are talking to or how to address them, which further makes the process incredibly impersonal and strange. The HEADSHOTS are an EXTREMELY bewildering ask and there is no disclosure as to why they need it or why it is relevant to the application process. This ultimately could lend itself to DISCRIMINATORY PRACTICES and should be revised immediately. No legitimate staffing agency asks for headshots. This is NOT a casting agency. While the Clyde Staffing site does not list job opportunities like their competitors, they post opportunities on sites that aggregate entertainment roles looking to be staffed. How they ARE similar to some staffing agencies is, upon application to the role of interest, they make no mention of it, which ultimately leads you to believe that you have fallen victim to the ol' BAIT & SWITCH. Either the role has been 'staffed' or perhaps it did not exist at all. Some tips: -If you are overwhelmed by applicant volume, you should be thoughtfully parsing through applications thoughtfully to organize them in a way to do proper outreach and followup if in fact interested. Candidates don't want to do any unnecessary homework' of providing addtl documentation if you do not plan on moving forward with them as an an applicant. You should be able to tell by the initial resume submission whether the candidate is a good fit for your business. -Do not say you will provide addtl feedback in a month's time if that is not your plan. -If a candidate is respectfully following up with you, there is a diplomatic way of letting them know that you need them to be patient, etc., rather than being unresponsive. It shouldn't need to be said, but it's unprofessional. All in all, perhaps the agency does not have the clientele to keep up with the influx of candidates seeking employment opportunities. Who knows? However, looking for new employment is already sometimes such a demoralizing experience...why add to that.? There is definite room for growth.

I had a similar experience as others reviewing here. Jumped through numerous hoops (I have over 20 years of celebrity PA experience) only to be ghosted by these former "assistants" who if they are who they say they are, should know how to be more professional. This team is as phony as they come.

Very unprofessional. Requiring a headshot for a professional position is grounds for malpractice. Requires so much paperwork without even disclosing the person you are applying for. Appears as a scammy agency and impersonal which is not beneficial for the client or people interviewed.

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