Recruitment Franchise Opportunities

Recruitment Franchise Opportunities

Recruitment market overview 

Recruitment is one of the UK’s longest-standing industries, originally emerging after the war to connect employers with job seekers. Decades on, agencies continue to play a vital role – streamlining the hiring process and helping businesses quickly find the right talent across a range of sectors. 

As of 2022, the UK was home to around 30,000 recruitment agencies, collectively employing more than 200,000 people.

Yet despite its evolution – from placing governesses in aristocratic households to becoming a key player in modern commerce – recruitment still carries a certain stigma. It’s often viewed as a ‘necessary evil,’ with many businesses hesitant to engage agencies for support. 

This reluctance creates both challenges and opportunities. The recruitment franchise industry is highly competitive and fast-moving, demanding mental toughness, resilience and adaptability. But for those who thrive under pressure, it offers the potential for high rewards – and quickly. 

What is a recruitment franchise?  

A recruitment franchise works the same way as a recruitment agency. It offers businesses cost-effective hiring solutions while providing job seekers with access to permanent or temporary roles they may not otherwise hear about. Ultimately, the goal is to find the right person for the right job, efficiently and effectively. 

There are different types of recruitment franchises, including those that focus on temporary work (temp agencies), permanent placements, senior/executive roles and international recruitment.

Some specialise in particular industries such as healthcare, IT recruitment, logistics or finance. Logistics particularly lends itself to placing temporary driving positions and is a popular choice among recruitment franchises. 

By operating under a franchise model, go-getting individuals with or without previous recruitment experience can run and grow their own business under the umbrella and guidance of an established brand. 

Rather than starting from scratch, you buy into a proven business and benefit from marketing tools, CRM systems, ongoing training and back-office infrastructure already in place.

Reed, established in 1960, is the world’s largest family-run recruitment business. With around 100 offices across the UK and abroad, it also offers recruitment franchise opportunities through its Franchise Partnerships programme.   

What does the job entail?

When it comes to the roles a franchisee needs to carry out, maintaining an active database of candidates is crucial. You'll be proactively searching for individuals whose skills and experience align with a client’s requirements. 

It’s likely you’ll also handle the entire hiring process – from advertising the vacancy and screening applicants to conducting initial interviews and coordinating the final stages of recruitment. 

Recruitment franchise case study: Kenect

Kenect Recruitment supplies temporary and permanent staff in the transport, industrial, commercial and technical sectors. Clients include Wincanton, Greencore and DHL.

With 47 branches (19 are franchised) it has a national reach and several accolades to its name, including the RAC’s ‘Best Company to Work For in the UK.’ 

This ambitious yet caring and people-first recruitment franchise success story offers franchise opportunities to driven individuals, with and without recruitment experience, through a robust support package. 

Managing director David De Lacy Jones joined the business four years ago, bringing decades of recruitment franchise experience and a clear remit to deliver on ambitious growth plans. 

"We’re in the people business, which means dealing with the most unpredictable resource – humans!", explains David. "It can be frustrating, but it’s also what makes it exciting. No two people are the same and helping someone find work that fits their life is incredibly rewarding." 

Growth by franchise

“When I joined Kenect, the business was well established but focused on the Midlands with mostly branch-based operations. Since then, we’ve expanded through franchising, building out territories to cover the UK. 

“Recruitment franchising works – our turnover grew from £4.5 million in 2020 to £35 million. We’re aiming for £100 million within five years. We expect 70% of that to come from our hardworking franchisees.” 

Kenect franchisees can operate across multiple sectors, diversifying income and boosting profitability. The support package includes training, marketing, finance, back-office help and hands-on customer and candidate support. 

Getting started with your recruitment franchise  

“You don’t need recruitment experience to join us. All you need is a phone, a laptop – and drive. Sales experience helps – you’ll hear ‘no’ more than ‘yes’ – but 75% of our franchisees come from recruitment backgrounds. 

“That’s why we encourage prospective franchisees to attend a Discovery Day. It’s a chance to meet the team, explore our systems and see what it’s really like. Watching how our team responds to urgent briefs– like finding ten drivers in two days – gives a true feel for the role. 

“Some bring friends or family for an outside perspective – and many know then and there if it’s the right fit.” 

Fast-paced and challenging

“Recruitment – especially temp work – is fast-paced, challenging and highly rewarding. No two days are alike, and the more you place, the more you earn", continues David from Kenect.

“When starting out, most franchisees work from home, supported with warm leads. Many move to offices quickly – with help available if needed. 

“They often turn a profit within three months. A £20k billing, for instance, brings in around £3,400 net after our 8% fee. And our Symbiotic Profit Calculator shows profit down to the penny per placement.” 

Franchisees enjoy exclusive territories, with access to Kenect hubs nationwide. These branded branches offer extra support and shared space when needed. 

“Our factoring service handles weekly payroll", explains David. "This ensures everyone is paid and removes cashflow stress for franchisees. It keeps things running smoothly while staying true to our values of honesty and integrity. 

“Brand protection matters. Franchisees are the face of Kenect. Our training, intranet and weekly reporting keep everyone aligned and accountable, while also giving them a voice.” 

Communication is everything 

“Communication is a core skill in recruitment. Being polite, empathetic, and a good listener makes it easier to win and keep clients and match people to the right jobs. 

“A great endorsement of our recruitment franchise model is that two of our own employees became franchisees – one even opened two offices. That kind of faith speaks volumes about our culture and systems.” 

Recruitment franchise case study: Reviva

Reviva Resourcing is a Bristol-based recruitment agency specialising in the regulatory technology (RegTech) sector. Founded by Aaron Farrel, the eight-strong team focuses on tackling financial crime by connecting organisations with top talent in fraud prevention, risk and compliance. 

Operating in a niche market, Reviva supports risk and fraud software vendors across the UK, EMEA and the US, recruiting go-to-market (GTM) professionals in sales, marketing, cyber security and anti-money laundering. 

Part of the Sanderson Solutions Group network of franchised recruitment firms, Reviva benefits from the PLC’s 40+ years of industry experience and £500 million turnover. 

Solving problems, not just filling jobs  

“When I set out to launch my own recruitment business in 2021, I knew I didn’t want to build just another agency", explains Aaron.

"After six years of co-running a firm, I realised I was ready for something different. I wanted a business that could be known for solving problems, not just filling roles. 

“That ambition led me to focus on one of the most pressing business issues in the UK: fraud. If we’re solving financial crime, surely that gives us longevity in the market.” 

He brought that vision to Sanderson Solutions Group, having seen a friend succeed with one of Sanderson’s franchise companies. His pitch – a niche agency focused on RegTech – resonated. 

Backing that makes a difference  

Aaron is quick to acknowledge the support he’s had along the way. After learning the hard way in a startup with no leads, guidance or support, he knew the value of having a strong back office and a sounding board. 

“With my previous business partner, we shared responsibilities. I focused on sales and growth; he did the operations. I knew this time I didn’t want to go it alone – I wanted the reassurance of having guidance and someone to bounce off.” 

Sanderson provides just that. From zero banking charges to heavily discounted software and tech tools, the benefits of being part of a larger group are significant. Legal compliance is another area where the recruitment franchise model delivers peace of mind. 

“We sell into different countries and deal with complex contracts. If there’s a dispute, I don’t have to worry about the cost of legal support – it’s all covered. That’s a huge weight off my mind.” 

That doesn’t mean Aaron has handed over control. Reviva has full autonomy over its brand, people and direction. “We choose who we hire, what we pay, and what our website looks like. As long as the group has confidence in us, we’re free to build the business our way.” 

Playing the long game  

The model is also future-proof. If Aaron wanted to buy the business out of the franchise, or even consider a management buyout (MBO), those options are on the table. “It’s a sellable model, and that’s reassuring.” 

Of course, there are trade-offs. Being part of a larger group means sharing revenue and sacrificing a slice of personal earnings. But Aaron is playing the long game. 

“I could go leaner and earn more personally, but I’ve always been a believer in collaboration. Two heads are better than one.” 

He regularly meets with Sanderson’s CEO to talk through pain points and challenges, drawing on the experience of someone who’s been there before. “He doesn’t have all the answers, but sometimes just having that space to reflect gives you clarity.” 

The mindset for success 

“You’ve got to be resilient. It’s not just about winning clients – it’s about retaining your people, staying ahead with the best tools, offering the right perks and constantly proving your value.” 

His advice to others considering a recruitment franchise model is to make sure they understand what they’re buying into.

“Look at the level of support. Is it a modern and interesting sector with longevity? You need experience, and you need to be honest about your motivations.” 

He likens running a recruitment franchise to elite sport. “It’s not a lifestyle job. It’s about discipline, sacrifice, and consistency. Most of the time you’re in the relegation zone. The highs are high, but the lows are frequent – it’s snakes and ladders every day.” 

And that’s what makes it worth it. For Aaron, the complexity, the challenge, and the constant pivoting are what keep him motivated. 

If you're interested in recruiting franchise opportunities, browse our wide range of franchise opportunities. You can also browse business franchises, consulting franchises and web franchises.