Nothing transforms a franchise organization like finding the right managers. Just ask Tonya from Blingle who called our process "the best I've experienced as a hiring manager." At Epic Managers, we don't just talk about solving hiring challenges—we've built solutions from within our own franchise experience. Ready to transform your management hiring process? Learn how we're helping franchise owners find exceptional talent: https://epicmanagers.com/ #FranchiseHiring #LeadershipDevelopment
Epic Managers
人才中介
We help retail and service business owners hire top talent store managers.
关于我们
A manager has the single greatest impact on franchise team performance and turnover. And, it's getting harder to find great people. But, most franchisees are juggling a lot and don't have the time for an exhaustive search for top talent. Epic Managers is the recruiting agency we wish existed 15 years ago when we started in franchise. We've taken our experience hiring hundreds of managers for our own stores and turned it into an affordable placement service for retail and service franchises. Let us put our recruiting and franchise expertise to work finding you an Epic Manager, so you can focus on what you do best: building your franchise empire.
- 网站
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www.epicmanagers.com
Epic Managers的外部链接
- 所属行业
- 人才中介
- 规模
- 11-50 人
- 类型
- 私人持股
- 创立
- 2023
- 领域
- recruiting、placement、managers、staffing、hiring和franchise
Epic Managers员工
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Matt Robinson
Epic Managers | Franchisee | Fortune 100 Operator | Investor | CX+EX
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Ross W.
We find Epic Managers for franchise
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Tiffany Harris
Epic Managers for Franchisees | Find & develop top-performing managers | Franchise Operator
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Irra Maxima Anne Francisco
We find Epic Managers for franchise.
动态
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"Finally, you can have an expert find A-player managers faster and cheaper than DIY, while your area leaders maximize profitability." That's exactly why we are here! ??
The multi-unit leader time (and performance) killer Almost every day I meet an owner whose area-level managers handle store manager hiring searches, and they are seemingly unaware of how much it’s costing them. Let’s look at the numbers: The typical multi-unit leader makes ~$100K, which is ~$50/hour. But their IMPACT is far greater. Every hour they spend in a store produces 2-3x return in performance, so their time is actually WORTH $150/hour to the business. Now think about the administrative nightmare of modern recruiting. It takes dozens of hours to post jobs, screen unqualified applicants, chase candidates to schedule an interview, only to end up getting ghosted. Then repeat the whole thing over again. On average, an area leader will spend 24 hours hiring a new store manager, NOT including onboarding. At $150/hour in value, that means the company is spending at least $3,600 on that search, NOT including the additional costs for promoting the job on major job boards. And multi-unit leaders can’t possibly be expected to know how the job board algorithm games work: ?? How to write an ad that gets seen by A-players ?? When to post (day/time) ?? When to refresh ?? How much to spend on sponsorship This is why it can often take multiple months to fill a store manager position. The best and highest use of an area manager’s time is in the stores observing, coaching, and driving sales. When it comes to store manager recruiting, they should only be doing final interviews of fully qualified candidates. For our own franchise locations, our area leaders had to recruit store managers because there was no other option. That’s why we started Epic Managers, and why dozens of leading consumer brands rely on us. Finally, you can have an expert find A-player managers faster and cheaper than DIY, while your area leaders maximize profitability. #franchise
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Meet the store manager whose team crushes sales goals I’m talking 125% to plan (or better) every month, with best-in-class employee retention and customer satisfaction. Epic Managers #franchise
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Are you hiring the right managers? Or is your interview process the problem? A players hire A players, B players hire C players. When we revamped our franchise interview process, we discovered untrained interviewers sabotage hiring through gut feelings, excessive talking, rushing responses, poor listening, accepting vague answers, and feeling threatened by strong candidates. Want better managers? Start with better interviewers. #FranchiseGrowth #HiringStrategy #LeadershipLessons #AcquiredIntelligence
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Found yourself stuck in the manager hiring cycle? You're not alone. At Epic Managers, we've cracked the code on finding lasting leadership. As Amanda discovered, our thorough process helped immensely in their hiring process. Stop settling for mediocre managers. Start building the team your franchise deserves. #EpicManagers #FranchiseSuccess #LeadershipHiring #BetterHiringProcess
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Asking the wrong interview questions costs franchises great managers. This article reveals six questions that predict success and identifies the useless ones to eliminate immediately. A $100K+ hiring decision deserves better than "What's your superpower?" This is the first in a series on fixing broken franchise hiring. #FranchiseManagement #HiringStrategy
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DIY recruiting: The most expensive “free” thing you'll ever do We’re often asked by prospective clients: Why would I use your agency when I can just find candidates myself? We all love numbers, so here they are: The typical franchisee spends 64 hours finding and onboarding a store manager, then rinses and repeats every 12 months when they quit. At $150/hour (a minimal opportunity cost), that's $9,600 in lost time alone. If you hired a C-player, they’ll cost you another $50,000/year (at least) in lost sales and employee turnover. You wouldn't perform your own root canal to save money. So why DIY the most critical hire for your business? Your HR software doesn’t know how to find A-players. The best managers aren’t desperately searching generic job boards. We’ve hired hundreds of quality managers for our own franchise locations and our clients’, and our process is purpose-built to find them. Your competitors are leveling-up. While you're reviewing unqualified resumes, your competition is leveraging our behavioral expertise to find managers who know how to sell and drive performance, drama-free. Time loss is still loss. Every hour spent on recruiting is an hour not spent on operations, culture, or growth. That's not frugality—it's self-sabotage. Plus, modern recruiting is about as fun as that DIY root canal. The best operators agree: Expertise isn't expensive—it's invaluable. That’s why you pay a fortune for attorneys and CPAs. A bad manager hire can easily cost 150% of their annual salary, while a great hire can return 200% of their compensation in performance improvement. The question isn't whether you can afford a specialized recruiting service for your next manager hire. It's whether you can afford not to use it. Life is too short, and margins too thin, to waste your energy finding store managers who merely show up (and sometimes don’t). #franchise
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Each empty seat costs you revenue, team productivity, and customer relationships. That's why, we're excited to welcome Tim Quaty to Temporary Wall Systems. What makes our placement process different? We treat manager recruitment like a system, not an event We focus on leadership capability over industry familiarity We build compensation structures that attract A-players Great managers aren't found. They're recruited. #ConstructionIndustry #Leadership #ManagementRecruitment #Leadership #Recruiting #BusinessGrowth #epicmanagers #beststoremanagers #bestmanagers #bestfranchisemanagers #franchisemanagers
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Stop paying the performance tax!
45%: The C-player performance tax Research from Northwestern shows that when average employees work with high performers, their performance increases 15%. However, when those same employees work with low performers, their performance DROPS 30%. That’s a 45% performance delta between high and low performers. It confirms that underperformers are, unfortunately, magnetic. It’s also something more training can’t overcome. This isn't about skill development or "coaching up." Accountability is basic business hygiene that C-player managers ignore while wondering why they keep missing targets. A-player store managers understand this and won’t accept that trade-off. They don't avoid performance conversations. They refuse to allow mediocrity to infect their team. They’re not afraid to terminate an underperformer before they drag the rest of the team down. We saw this play out in our franchise locations as well. People rise or fall to the level of those around them - and the manager sets the culture based on the behaviors and results they tolerate. The good news: these A-player managers exist in your market. And yes, they can be found with the right system. And yes, you can afford them. Even if you paid top-of-market, it’s better than a 45% tax caused by a manager who chooses not to enforce performance standards. If you have store managers on your team who hold onto underperformers, now you know those locations are likely operating at 45% below their potential. That's a gap you can’t afford to ignore. The question is - what action will you take? #franchise
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Hiring the wrong managers? It's not them—it's your process. The secret to our franchise turnaround wasn't finding unicorn candidates—it was rebuilding our entire approach to management hiring. We stopped chasing personalities and started measuring behaviors. The results? 4-year average manager tenure and consistent store performance across our network. See how we transformed our franchise operations by fixing the foundation first. No more revolving doors or performance rollercoasters. #FranchiseGrowth #LeadershipHiring #RetailManagement #AcquiredIntelligence