1851

<a href="https://www.linkedin.com/in/raychelsullins/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=how-maid-brigade-built-a-franchise-system-that-keeps-owners-for-decades-2728606" target="_blank" rel="nofollow">Raychel Leong-Sullins</a> didn’t start her career in franchising. She was a professional ballet dancer who trained at the Royal Academy in London. But when she decided to make a change in 1999, she started at the front desk of&nbsp;<a href="https://www.maidbrigadefranchise.com/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=how-maid-brigade-built-a-franchise-system-that-keeps-owners-for-decades-2728606" target="_blank" rel="nofollow">Maid Brigade</a>, worked her way through nearly every department, earned her MBA and eventually became president. Today, she leads a brand known for keeping franchisees for decades by fostering strong relationships, providing strategic support and helping owners build businesses that last.“My passion for ballet was fading, and I knew I needed to be passionate about whatever I did next,” said Leong-Sullins. “I saw a newspaper ad for Maid Brigade, met with founders&nbsp;<a href="https://www.linkedin.com/in/don-hay-b11a771/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=how-maid-brigade-built-a-franchise-system-that-keeps-owners-for-decades-2728606" target="_blank" rel="nofollow">Don Hay</a> and&nbsp;<a href="https://www.linkedin.com/in/bart-puett-3b95814/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=how-maid-brigade-built-a-franchise-system-that-keeps-owners-for-decades-2728606" target="_blank" rel="nofollow">Bart Puett</a>, and immediately clicked with them. I was intrigued by the industry, liked the people in the office and decided to give it a try. It’s worked out well — I’ve been empowered and fortunate in my journey here.”In a recent episode of 1851 Founder and Chief Growth Officer&nbsp;<a href="https://www.linkedin.com/in/powills/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=how-maid-brigade-built-a-franchise-system-that-keeps-owners-for-decades-2728606" target="_blank" rel="nofollow">Nick Powills’</a> “<a href="https://www.youtube.com/watch?v=dTRkYFUhOc4&utm_source=1851franchise.com&utm_medium=article&utm_campaign=how-maid-brigade-built-a-franchise-system-that-keeps-owners-for-decades-2728606" target="_blank" rel="nofollow">Franchisor Hot Seat” podcast</a>, Leong-Sullins discussed what makes Maid Brigade stand out, why competition isn’t a threat but a sign of industry strength, and how prioritizing people — both employees and customers — drives long-term success.A transcript of Powills’ conversation with Leong-Sullins has been provided below. It has been edited for brevity, clarity and style.Nick Powills: Raychel, how did you accidentally fall into franchising? What’s your franchise backstory?Raychel Leong-Sullins:&nbsp;I went from a career in ballet and decided to make a change in 1999, joining Maid Brigade at the front desk. While working here, I went back to school, got my MBA and worked through nearly every department until I became president. It’s been a fulfilling journey.Powills: So in 1999, you were a professional dancer?Leong-Sullins:&nbsp;Yes, I graduated from the Royal Academy in London.Powills: That’s a big shift. Many franchise owners start in one career, realize it’s not their dream and pivot. What made you decide to start from the bottom in a cleaning business?Leong-Sullins:&nbsp;My passion for ballet was fading, and I knew I needed to be passionate about whatever I did next. I saw a newspaper ad for Maid Brigade, met with founders Don Hay and Bart Puett, and immediately clicked with them. I was intrigued by the industry, liked the people in the office and decided to give it a try. It’s worked out well — I’ve been empowered and fortunate in my journey here.Powills: After 26 years, if someone at a cocktail party asks what you do, do you mention your dance background? Or do you describe yourself as a franchisor — a cleaning business owner?Leong-Sullins:&nbsp;I tell people I support business owners in building their own businesses and achieving the lifestyles they want. That’s why people get into franchising — autonomy. My team and I facilitate that.Powills: Now that you're president, what’s changed under your leadership, and what’s the vision for the business?Leong-Sullins:&nbsp;The industry itself hasn’t changed dramatically — dust will always exist, and people will always need cleaning services. What has changed is infrastructure and automation. Some people think robots will take over, but what sets us apart is human connection. Our cleaning teams remember homeowner preferences, engage with customers and build relationships. Franchisees often go the extra mile — sending flowers to a customer recovering from surgery, for example. That personal touch differentiates us from competitors and automation.Powills: You’re deeply focused on experience, both for franchisees and their employees. How do you balance prioritizing franchisees while ensuring their teams create the customer experience you expect?Leong-Sullins:&nbsp;It’s a multi-pronged approach. We support franchisees in building businesses they’re proud of, but we also emphasize workplace culture. It’s not just about hiring people who show up — it’s about hiring people who fit our culture. Happy employees create happy customers. We teach franchisees how to cultivate a great work environment through webinars and training.Powills: Joint employer laws in franchising can be complex. Franchise owners often transition from being specialists in one area to suddenly managing an entire business, including employees. How do you support them in handling these challenges?Leong-Sullins:&nbsp;Finding the right franchisees is key. The best candidates enjoy working with people — employees and customers alike. As a franchisor, we provide education and guidance, but ultimately, franchisees must apply it. Most of our franchisees want to create a great workplace because it benefits them — lower employee turnover means lower customer turnover. We even have a director of strategic talent and recruitment, which is rare in our industry. While hiring is done at the local level, we assist franchisees as much as possible.Franchisees want both autonomy and structure. We tell them, “You have creative freedom, but we’ve been doing this for nearly 40 years — let us help you avoid pitfalls.”Powills: That’s why franchisees pay fees — for expertise and guidance.Leong-Sullins:&nbsp;Exactly. We’ve already made mistakes so they don’t have to.Powills: My family recently switched cleaning services. The first company marketed cleanliness and efficiency, but their employees didn’t align with that. The second company delivered on those promises. In franchising, when service doesn’t meet expectations, franchisees blame the franchisor. How do you ensure consistency?Leong-Sullins:&nbsp;Maid Brigade has a proven cleaning system, but beyond that, we emphasize customer connection. Our franchisees engage with customers through Google reviews, text surveys and — most importantly — phone calls. Proactive outreach strengthens relationships and improves retention.Powills: That same communication philosophy applies to franchisee relationships, right?Leong-Sullins:&nbsp;Absolutely. If a franchisee emails me with a complex question, I often say, “Let’s talk.” Emails can lead to miscommunication. Real-time conversations provide clarity and ensure concerns are addressed effectively.Our entire team operates this way. If a franchisee needs help with HR, they can call our HR expert for a one-on-one Zoom meeting. We provide personalized support, and I expect that level of availability from everyone in our company.Powills: That sets the standard. If you lead with strong communication, franchisees will replicate that with employees and customers. How many franchisees do you currently have?Leong-Sullins:&nbsp;We have 76 franchise owners servicing over 380 territories across the U.S. and Canada.Powills: How do you approach growth? What’s your franchise development strategy?Leong-Sullins:&nbsp;We aim to add 10 new locations this year, but only if the right candidates come along. We won’t bring in franchisees who aren’t a fit. Our franchisees stay with us for decades because we’ve cultivated the right environment.Powills: That’s the right approach. Some franchisors set arbitrary sales goals without considering fit, but matching culture to franchisee leads to better performance, which benefits everyone.Leong-Sullins:&nbsp;We’re not selling widgets — we’re building long-term partnerships.Powills: Competition has grown since 1999. How do you maintain differentiation?Leong-Sullins:&nbsp;When I started, the four major brands were Maid Brigade, Molly Maid, Merry Maids and The Maids. Now there are more, which signals industry growth and demand. Competition is healthy. We even evaluate markets based on whether other cleaning franchises are present — if they are, it’s a sign of strong customer demand.Powills: That’s a valuable insight. Many see competition as a threat, but you see it as validation.Leong-Sullins:&nbsp;I also participate in a mastermind group with other maid service franchises. We share best practices and work together to elevate industry standards. By educating consumers about professional cleaning services, we all benefit.Powills: That collaborative mindset also applies to labor relations. Senior care is another industry where differentiation is more about people than processes. If you raise industry standards, improve labor conditions and maintain strong demand, everyone wins.Leong-Sullins:&nbsp;Exactly. This is tough work, but we have employees in Miami in their 60s and 70s who love their jobs. They may not be the fastest cleaners, but they do excellent work and customers adore them. We prioritize their well-being — if someone struggles physically, we find other roles for them, like folding laundry. Keeping dedicated employees benefits everyone.Powills: Most people don’t want to clean their own homes, which is why this service exists. Finding and retaining people willing to do it is key. Respect and flexibility create a positive culture.I always say, “Bet on the jockey, not the horse.” Franchise buyers invest in leadership, not just a business model.Leong-Sullins:&nbsp;Thank you for the conversation — I appreciate the opportunity.Powills: Thanks, Raychel. This was another “Franchisor Hot Seat.”

How Maid Brigade Built a Franchise That Keeps Owners for Decades

1851 Franchise

https://www.youtube.com/embed/dTRkYFUhOc4

Maid Brigade President Raychel Leong-Sullins shares how workplace culture, customer experience and thoughtful growth drive long-term franchise success.

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Buddy's Home Furnishings Acquisition - Skyline Investors - 1851 Franchise

Buddy’s Home Furnishings Deal Signals More Private Equity Interest in Franchise Retail

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Within the hospitality space, many franchises struggle to maintain profitability, largely due to the cost of goods sold.&nbsp;<a href="https://www.escapology.com/en/franchise">Escapology</a>, the premium escape room franchise, leverages the hospitality model but focuses on high-margin entertainment, providing gameplay rather than goods. This, combined with robust corporate support, creates a sustainable, scalable pathway for franchisees. By eliminating the food from the hospitality equation and providing a turnkey system that solves complex game design, the brand is seeing rapid growth, expanding its footprint with both new and established franchisees.“When I first learned of&nbsp;<a href="https://1851franchise.com/escapology">Escapology</a>, my first comment was, ‘This looks just like the restaurant business without food costs,’” CEO&nbsp;<a href="https://www.linkedin.com/in/burtonheiss/">Burton Heiss</a> said in a&nbsp;<a href="https://www.youtube.com/watch?v=41L-sZO2y48">recent interview</a> with 1851 Franchise publisher&nbsp;<a href="http://linkedin.com/in/powills">Nick Powills</a>. “If we think about food costs, best-in-class might be low 20s; in the old days, there was a lot of 30%. You add that amount of profitability to the bottom line. My honest thought was that I have so much more margin for error that we can really go out and explore how to grow.”As a veteran in the hospitality space, Heiss knows the model well. He made the leap to Escapology when a private equity group acquired a majority stake, and he decided to get his “hands dirty.” Bringing a sophisticated lens to the escape room world, and with the cushion of wider margins, Heiss has led the growth of Escapology, including the expansion of the brand’s corporate footprint to 20 locations. These serve as “sandboxes” for testing new initiatives and have been crucial in the transformation of the brand from a boutique concept to a high-performance franchise system that rivals the operational discipline of top brands.Below is a transcript of Heiss’s conversation with Powills. It has been edited for clarity, brevity and style.Nick Powills: All right, Burton, one scripted question, then everything else is off the cuff. Almost everyone has an accidental franchise story. How did you accidentally fall into franchising?Burton Heiss: I was in the restaurant business my entire life. I had done a little bit of franchising by accident but really had never been involved at an executive level for a franchisor. The good news is there aren't a lot of CEO-ready escape room people out there with that kind of experience. When our private equity group bought a majority stake in Escapology, they didn't have experience in that either. They reached out to someone they knew that had consumer-facing experience. I was so taken with the product, the business, the white space, and the opportunity that I said I didn't want to consult — I wanted to get my hands dirty and jump in.Powills: I want to set this next one up. There are times I do assessments where I look at a brand — like a taco brand I saw earlier this week. Their AUVs were about a million-five, but net profitability was about 8%. For a restaurant, that’s not awful. But at those numbers, once you pay 8% in fees, the franchisees make $0. You jump into this business, and the profitability is much different. Did that surprise you? Because it is still hospitality. What were your initial thoughts looking at a P&amp;L here?Heiss: Nick, you're spot on. My first comment was, "This looks just like the restaurant business without food costs." If we think about food costs, best-in-class might be low 20s; in the old days, there was a lot of 30%. You add that amount of profitability to the bottom line. My honest thought was that I have so much more margin for error that we can really go out and explore how to grow. In the restaurant business, you spend so much time trying to squeeze a little more juice out of the fruit. With this, we realized we had the opportunity to build a model that is sustainable and franchisable because of that margin.Powills: One counterpoint we've talked about is the perception of whether this is a fad. When you see independents close, it’s usually not because the category is bad, but because they were too bootstrapped. They made mistakes in real estate or leases and couldn't build a moat. The reality is that if this were a fad, the units wouldn't perform like they do. How did you look at overcoming that fad element?Heiss: Fads are defined by boom and bust, and escape rooms have already had that. The number of venues across the country and the world has actually been very stable for many years now. For me, the white space defined the opportunity. Regarding the independents that haven't made it — those numbers actually match the percentage of small businesses that fail across all industries. What is different in the escape room space is how fast the evolution has been. It’s almost like if the restaurant business started cooking over a campfire and, within 10 years, you had a modern kitchen. Keeping up with that — the real estate model, the technology, the marketing — is where the challenge lies. That rapid change is why some people think it's a fad, but the location count is stable.Powills: Think about a pizza brand. I could name 50 independent pizza businesses in Chicago because pizza doesn’t need a franchise to be a business. But with escape rooms, an independent often fails because they don't have the systems.Heiss: It would be like if, to open a pizza restaurant, you had to first build your own oven. Suddenly, that gets rid of a lot of those favorite local places. I don't know how to build a double-deck oven! That’s what is different about our industry. To design a game, build it, figure out the theming, the storylines, the props, and the puzzles — it’s complicated. If you had to build the oven yourself, you wouldn't see many non-franchised pizza places around.Powills: That’s why it is a business model meant for franchising. It’s like what Orangetheory did to the gym. They took a component, built a moat around it, and made it so that a franchisee needs that support to have a shot. You built the oven.Heiss: To use that Orangetheory example, we know there’s a cyclical fad element in fitness with direct competition. We have adjacent competition, but it’s typically very complementary. If people play an escape room, they usually play that room once. We like to say our only competition is a bad escape room — an experience that turns people off to the concept. There is an insulation there because you aren't going to have someone come in and directly take out the brand just by offering a slightly different version of the same thing.Powills: You have 20 corporate units. Most franchisors don't take that route. You’re testing the trials and the swings and misses yourselves.Heiss: When I first got here, we only had a few corporate locations. When we started to invest in that program, I was asked if we were going to be distracted. I said that being a bigger operator makes us a better franchisor. Your problems are now my problems times 20. I have to solve how we become more profitable. Now we have a sandbox. We don’t roll out something that hasn't been tested. I can bring data to show people the benefit of a new theme or a new licensing arrangement because we've proven the value.Powills: If there is a franchise buyer watching right now, what is the one thing you want them to know that they can't see on a website?Heiss: Come in and have the conversation. I was talking to some prospective franchisees recently who had just gotten a list of current owners to call. You could see a wholesale change in their approach afterward because they realized how helpful the network is. We are an open book. We have a relationship-driven process. So many people just don't know this is an opportunity yet; we just need them to have a listen.The other thing to understand is how the model de-risks the investment. In any business, a long payback horizon leaves you vulnerable to changes in the world. But if you can double your money in four years, the long-term risk of whether something is a "fad" essentially disappears. I don’t believe that’s the case here, but the math protects you regardless. Right now, our franchisees aren’t dropping out. They’re renewing. We are even making the proactive decision not to renew some older models that don't fit our current standards unless they "reload" with more games. The fact that the network is staying and reinvesting speaks volumes about the longevity of this brand.Watch the full interview above or&nbsp;<a href="https://www.youtube.com/watch?v=41L-sZO2y48">on YouTube</a>.To find out more information on costs to buy this franchise, please visit&nbsp;<a href="https://1851franchise.com/escapology.">https://1851franchise.com/escapology.</a>&nbsp;

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LAST UPDATED:&nbsp;February 2026 FRANCHISE WEBSITE:&nbsp;<a href="https://www.cordovafranchising.com/">https://www.cordovafranchising.com/</a> 1851 GROWTH CLUB WEBSITE:&nbsp;<a href="https://1851franchise.com/growth-club/cordova">https://1851franchise.com/growth-club/cordova</a> NUMBER OF LOCATIONS:&nbsp;1 REPORTED COST TO GET IN:&nbsp;$94,000 - $384,000 REPORTED ROI (Item 19):&nbsp;N/ACordova is a company specializing in staffing and workforce solutions that offers franchise opportunities for entrepreneurs to own a business focused on IT staffing, nearshore augmentation, executive placement and HR consulting.&nbsp;<h2>1. What Is the Brand Overview for Cordova?</h2><h3>About the Brand</h3>Cordova Staffing Solutions was founded in Omaha, Nebraska in 2017 by&nbsp;<a href="https://www.linkedin.com/in/gaberomero1/">Gabe Romero</a>. The brand began franchising in 2025 in an effort to expand its technology-focused recruiting services.Mission:&nbsp;The Cordova mission is to&nbsp;provide customized, high-quality and technology-driven staffing and workforce solutions that help businesses operate efficiently, accelerate growth and bridge the gap between talent and execution.Vision:&nbsp;The Cordova vision is one of growth. Having recently begun franchising efforts, Cordova is in the initial stages of franchise expansion and is actively seeking franchisees for its first territory opportunities.&nbsp;<h3>Unique Selling Points (USPs)</h3><ul><li>Custom Workforce Solutions: Tailored staffing and recruitment strategies for different industries.</li><li>Targeted Search vs. Resume Volume: The brand focuses on a targeted search that matches candidates to the specific organizational culture and unique role requirements.</li><li>Internal Headhunter Model: Internal headhunters who handpick and qualify talent to ensure a seamless integration with the client’s timeline.</li><li>Custom Software Blueprinting: Offers experienced architects to design, build and maintain specific technology solutions (software, hardware, security, data, DevOps) tailored to a client’s demands.</li><li>Nearshore Staffing Advantage: Clients access a skilled global workforce that provides cost savings while maintaining cultural proximity and real-time communication.</li><li>Global Career Reach: Leverages international partnerships to provide career growth opportunities for candidates living outside the United States.</li><li>Emphasis on Long-Term Client Relationships: Focused on partnerships rather than transactional staffing.</li></ul><h2>2. What Are the Franchise Opportunity Details?</h2><h3>Why Franchise With Cordova?</h3><ul><li>Proven Business Model: Franchisees leverage a tested staffing framework.</li><li>Comprehensive Training and Support: Full onboarding and ongoing operational guidance.</li><li>Exclusive Territories: Franchisees operate within protected areas, reducing competition.</li><li>Low Startup Overhead: Designed for a cost-efficient launch and scalable growth.</li><li>Proprietary Tools and Systems: Access to software and processes to manage clients and candidates.</li><li>Marketing and Operational Playbooks: Ready-to-use strategies for client acquisition and operations.</li><li>Support from Experienced Leadership: Continuous guidance from the franchisor team.</li><li>No Prior Staffing Experience Required: Franchise model accommodates diverse professional backgrounds.</li></ul><h3>Available Territories</h3>Cordova began offering franchise opportunities in the second half of 2025 and is currently seeking franchisees for its first territory opportunities. The initial focus will be on markets similar to Omaha, Nebraska with expansion to larger areas following.&nbsp;Visit the Cordova website for&nbsp;<a href="https://www.cordovafranchising.com/franchise-opportunities">more information on current franchising opportunities</a>.<img src="https://1851-prod.s3.amazonaws.com/story/editor/1770162496_image.png"><h3>Investment Overview</h3>Initial Costs:&nbsp;The estimated initial investment required to begin operation of a Cordova franchise ranges from $94,000 to $384,000.Initial Franchise Fee:&nbsp;The initial franchise fee for a Cordova franchise is $40,000.Ongoing Fees:&nbsp;Cordova has not made ongoing fee rates publicly available.ROI Potential: Cordova has not made return on investment data publicly available.<h2>3. What Franchisee Support Does Cordova Provide?</h2><h3>Pre-Opening Support</h3>Cordova assists new franchise owners with the all-important startup phase. Cordova provides a comprehensive marketing launch kit and guidance on initial territory setup. The brand also offers advice on securing unadvertised roles and building early regional connections.<h3>Training Programs</h3>The brand provides an extensive training curriculum. Cordova helps franchisees with everything from initial setup to operational execution. Franchise owners are equipped with the knowledge needed to launch systems (focusing on the brand’s unique targeted search methodology rather than traditional high-volume resume screening). This education is designed to teach the specific high accountability culture that defines the brand.<h3>Operational Support</h3>Franchisees benefit from continuous hands-on assistance, including regular visits from corporate field consultants who conduct business reviews and help optimize performance. To reduce administrative burdens, Cordova provides centralized back office support that handles complex tasks such as payroll processing and invoicing. Additionally, the brand fosters a collaborative peer network where owners can share efficiencies and best practices to maintain high quality across all units.<h3>Technology and Tools</h3>The brand offers a proprietary technology suite featuring a custom-built CRM and an integrated applicant tracking system (ATS) specifically designed for the staffing and workforce solutions industry. This technology is complemented by proprietary software, providing franchisees with the digital infrastructure needed to manage talent acquisition, nearshore staffing solutions and client relationships efficiently. These tools are central to the brand's ability to bypass standard industry "catchalls" and deliver precise scaling for clients.<h2>4. What Are the Franchisee Requirements for Cordova?</h2><h3>Eligibility Criteria</h3>Cordova does not specify any franchisee requirements with regard to liquid assets or net worth.While prior experience in the staffing industry can be helpful, it is not required. Cordova provides comprehensive training to ensure owners are prepared to run their franchises successfully.<h3>Operational Commitments</h3>Cordova provides franchisee assistance with back-office administration. The franchisor provides a centralized system for managing payroll processing and invoicing. Beyond admin, franchisees will get direct access to corporate field consultants who visit the location to help fine-tune business performance and conduct business reviews. The brand also provides a complete marketing package that covers everything from digital assets to local SEO, ensuring zees have the tools and professional guidance needed to scale.<h3>Funding Assistance</h3>Cordova does not publicly promote any specific financing programs or lender partnerships for franchisees.<h2>5. What Is the Market Potential for Staffing and Workforce Solutions?</h2>The global market workforce solutions market was&nbsp;<a href="https://www.staffingindustry.com/research/research-reports/americas/workforce-solutions-ecosystem-2025-update">valued at nearly $9 trillion worldwide</a> in 2024. The U.S. actually stands as the world’s largest staffing market with a&nbsp;<a href="https://www.staffingindustry.com/news/global-daily-news/forecast-estimates-us-staffing-industrys-cumulative-growth-by-2030">valuation of $184 billion</a>. Technological adoption, a contingent workforce and a greater general focus on efficiency are all driving the market.&nbsp;Overall, the staffing and workforce solutions sector presents promising opportunities for growth and investment, driven by increasing demand for quality and innovation.<h3>Competitor Analysis</h3>Cordova stands out in an increasingly crowded staffing and workforce solutions space. The brand caters to a specialized, high-growth niche in IT staffing and nearshore software solutions.In terms of competition, Cordova faces several notable players in the staffing and workforce solutions sector, including&nbsp;<a href="https://1851franchise.com/franchise-deep-dive-express-employment-franchise-costs-fees-profit-and-data-2722705">Express Employment Professionals</a>,&nbsp;<a href="https://1851franchise.com/franchise-deep-dive-spherion-staffing-recruitings-franchise-costs-fees-profit-and-data-2723539">Spherion</a>,&nbsp;<a href="https://1851franchise.com/franchise-deep-dive-patrice-associates-franchise-costs-fees-profit-and-data-2722914">Patrice &amp; Associates</a>, PrideStaff, Robert Half and more. However, Cordova’s focus on delivering customized, high-quality and technology-driven staffing and workforce solutions sets the chain apart in a crowded marketplace.<h2>6. What Is the Application Process for Cordova Franchisees?</h2><ol><li>Inquiry: Prospective franchisees begin by expressing interest through&nbsp;<a href="https://www.cordovafranchising.com/contact-us">Cordova’s online form</a>. A brief introductory call will be scheduled.</li><li>Request for FDD: The Franchise Disclosure Document (FDD) is available upon request.</li><li>Discovery and Qualification: A qualification interview will assess whether the candidate is in proper alignment with the brand.</li><li>Grand Opening: Following initial training, the business can open.</li></ol>Want to learn more about franchise opportunities on 1851 Franchise? Be sure to visit our&nbsp;<a href="https://1851franchise.com/power-rankings">Power Rankings</a>&nbsp;to read more on brands making moves.Want to learn more about how 1851 helps franchisees find the right franchise opportunity? Visit&nbsp;<a href="http://www.1851growthclub.com">www.1851growthclub.com</a> and start your journey.Disclaimer: This content is for informational purposes only. You should not construe any such information or other material as legal, tax, investment, financial, or other advice. Nothing contained on this site constitutes a solicitation, recommendation, endorsement or offer to buy or sell any franchises, securities or other financial instruments in this or in any other jurisdiction in which such solicitation or offer would be unlawful under the franchise and/or securities laws of such jurisdiction.&nbsp;All content in this article is information of a general nature and does not address the detailed circumstances of any particular individual or entity. Nothing in the article constitutes professional and/or financial advice, nor does any information in the article constitute a comprehensive or complete statement of the matters discussed or the law relating thereto. You alone assume the sole responsibility of evaluating the merits and risks associated with the use of any information or other content in this article before making any decisions based on such information or other content.

Cordova franchise, Cordova Soluions, Cordove franchise deep dive

Cordova Franchise Costs, Fees, Profit and Data for 2026

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<a href="https://www.chick-fil-a.com/franchise">Chick-fil-A</a> is one of the most recognizable names in the quick-service restaurant industry. With its signature chicken sandwiches, customer-first culture and impressive per-unit sales, the brand is often at the top of the list for entrepreneurs researching restaurant franchises. But if you’re wondering how to buy a franchise with&nbsp;<a href="https://1851franchise.com/the-rise-of-chick-fil-a-americas-number-one-chicken-franchise-2727483#stories">Chick-fil-A</a>, you’ll quickly realize that this opportunity comes with a unique set of requirements — and not everyone qualifies.<h2>Chick-fil-A Franchise Requirements</h2>Chick-fil-A is different from most restaurant franchises because it doesn’t take a large amount of money to get started.&nbsp;<a href="https://1851franchise.com/how-much-does-a-chick-fil-a-franchise-cost-2715278#stories">The franchise fee is $10,000</a>, and applicants don’t need to show a specific net worth or liquid assets. The lower cost, however, comes with a trade-off. The company has one of the toughest application processes in franchising and places strict rules on how the business must be run.To be considered for a Chick-fil-A franchise, applicants need to show that they can legally run a business in the United States and have a solid professional background. The brand generally looks for people with at least five years of work experience and some history of leading teams. A clean financial record is important, too, since anyone with a bankruptcy on file won’t move forward in the process. The $10,000 franchise fee has to come directly from the candidate’s own funds rather than loans or gifts. On top of that, operators are expected to commit to the restaurant full time, which means stepping away from other active business ventures and putting all of their focus into building and leading their Chick-fil-A location.Candidates also need to be fluent in written and spoken English and commit to full-time, hands-on involvement in the restaurant. In fact, Chick-fil-A expects its franchisees to divest from any other active business ventures so that they can focus entirely on operating their location.Meeting these requirements does not guarantee acceptance. Chick-fil-A receives tens of thousands of applications each year but approves only about one percent, making the opportunity one of the most competitive in franchising.<h2>A Hands-On, Operational Model</h2>One thing that makes Chick-fil-A stand out is how it expects its restaurants to be run. Owners can’t just hire managers and step back like in many other franchises. Instead, operators are expected to be hands-on with the daily business.Chick-fil-A also keeps more control over key parts of the operation than most franchisors. The company chooses the location, builds the restaurant and provides the equipment. The operator’s main role is to deliver excellent service and lead a team that meets the brand’s standards.This is not a passive investment or a multi-unit opportunity. Chick-fil-A intentionally limits each franchisee to a single location, ensuring that operators are deeply engaged in leading their restaurant and contributing to the surrounding community. For many, this model is appealing because it emphasizes leadership and culture-building rather than simply financial investment.<h2>Why It Matters</h2>For people thinking about franchising, Chick-fil-A’s requirements show why the brand is both appealing and difficult to get into. The low cost to start, the strong name recognition and the sales numbers make it one of the most appealing restaurant franchises out there, but the rules and competitive selection process make it a tough opportunity to land.On the other hand, the strict operational structure, high profit-sharing arrangement and extremely competitive application process can make it a tough fit for entrepreneurs who want more flexibility or who prefer to run multiple concepts at once.If you are considering how to buy a franchise with Chick-fil-A, it’s important to carefully evaluate whether you align with the brand’s expectations. The operators who tend to do well are the ones who like being in the restaurant every day, working with their team and serving customers. For people who want to be closely involved in one business, the Chick-fil-A model can be both profitable and satisfying.For more info on Chick-fil-A, check out these related stories on 1851 Franchise:<ul><li><a href="https://1851franchise.com/chick-fil-a-takes-the-crown-as-the-nations-premier-chicken-chain-2727486#stories">Chick-fil-A Takes the Crown as the Nation’s Premier Chicken Chain</a></li><li><a href="https://1851franchise.com/the-pros-and-cons-of-owning-a-chick-fil-a-franchise-2725069#stories">The Pros and Cons of Owning a Chick-fil-A Franchise</a></li><li><a href="https://1851franchise.com/chick-fil-a-emerges-as-the-leader-in-the-us-chicken-chain-industry-2727457#stories">Chick-fil-A Emerges as the Leader in the U.S. Chicken Chain Industry</a></li></ul>

Do You Qualify? A Look at the Chick-fil-A Franchise Requirements

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How much can franchisees make? It’s a question many prospective owners ask before investing in a franchise. While earnings tend to be driven by variables such as industry, location and general management skills, a proper understanding of the key factors driving profitability can help franchise owners develop expectations that are realistic.&nbsp;Multi-unit franchisee&nbsp;<a href="https://www.linkedin.com/in/mangesh-patel-9368569/">Mangesh Patel</a>, who’s readying the launch of six&nbsp;<a href="https://www.beefobradysfranchise.com/">Beef ‘O’ Brady’s</a> restaurant locations in the Macon, Georgia area, shares insights from his franchising experience.<h2>Understanding Franchise Income</h2>Keeping operational costs in check can have a major impact on overall earnings. Taking a proactive approach to expenses such as food and labor, as well as payroll and scheduling, can help align actual franchise income with general expectations for the business.“I just had a meeting with a couple of people, and they said, ‘You talked about a 25% profit margin, but I’m only doing 12%.’ So, I looked at the figures they sent me,” Patel said. “Their&nbsp;<a href="https://1851franchise.com/calculate-restaurant-franchise-profit-2730476">restaurant</a> food cost was running at 37%, which should be around 30%. The national average is about 32%. If I do things correctly, my average food cost needs to be at or below 30%. And payroll should run around 18%. But many people run 25 to 28%.”So,&nbsp;<a href="https://1851franchise.com/unraveling-franchise-earnings-how-much-can-you-really-make-2723935">how much can franchisees make</a>? Here are five areas to consider.<h2>Practical Tips for Prospective Franchisees</h2><ol><li>Control Costs From Day One:&nbsp;It’s important to monitor payroll, food and supply costs closely. Overstaffing and inefficiencies can quickly reduce profits.</li><li>Plan For The Opening Surge:&nbsp;Traffic within the first few months of opening is likely to be higher. It’s important to adjust staffing and inventory accordingly, and pay close attention to how those levels change as time goes on.</li><li>Invest In Training:&nbsp;Properly trained workers can help reduce waste and improve overall service, which has a direct effect on net income.</li><li>Understand Your Market:&nbsp;Each market is unique and revenue potential will vary depending upon location, demographics and competition.</li><li>Track Metrics Regularly:&nbsp;Food cost percentages, labor ratios and weekly sales data act as key indicators operations may need to be adjusted.</li></ol><h2>What Profitability Really Comes Down To</h2>Patel notes that if franchise owners manage labor and costs properly, it’s not impossible to achieve strong cash flow even in the first year, bucking some franchising trends.So,&nbsp;<a href="https://1851franchise.com/how-much-can-you-make-as-a-franchise-owner-2724761">how much can franchisees make</a>? While results tend to vary, careful planning, disciplined operations and a proactive approach to assessing initial costs are essential. But by grasping and guiding the elements that drive franchise profitability, franchise owners can maximize overall business earnings, scaling a business that’s sustainable financially over the long term.Want to learn more about franchise opportunities on 1851 Franchise? Be sure to visit our&nbsp;<a href="https://1851franchise.com/power-rankings">Power Rankings</a> to read more on brands making moves.

How Much Can Franchisees Make? A Guide for Prospective Franchise Owners

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For&nbsp;<a href="https://1851franchise.com/trubluehomeserviceally/why-these-tenured-franchisees-continue-to-grow-with-trublue-2726985">Tim and Kay Diemont</a>, owning a&nbsp;<a href="https://www.trubluefranchise.com/">TruBlue Home Service Ally</a> franchise in Yorktown, Virginia, is a shared purpose. Over the past decade, the couple has built one of&nbsp;<a href="https://1851franchise.com/trubluehomeserviceally/info">TruBlue’s</a> most successful and enduring operations, all while strengthening their marriage, deepening their community connections and setting an example for what family-owned franchising can achieve.By the time TruBlue came into their lives, both Tim and Kay were ready for a new chapter.“Tim was working as a regional director of stores and in charge of the East Coast. I had been with the same architectural firm for 20 years,” Kay said. “Tim was tired of the corporate demands, traveling and wanted to be home more. He also wanted to be doing something that would be rewarding and help in our community — the community where we raised our two sons. My employer was getting ready to retire and, since [Tim and I] had always wanted to work together, the timing seemed perfect for both of us.”The couple’s shared vision aligned perfectly with&nbsp;<a href="https://1851franchise.com/trubluehomeserviceally/why-trublue-is-a-strong-franchise-choice-in-the-growing-senior-industry-2728519">TruBlue’s mission of helping seniors and busy families maintain their homes with ease and peace of mind</a>.<h2>From Marriage Partners to Business Partners</h2>Transitioning from life partners to business partners came naturally to the Diemonts.“Since we were already partners, this new partnership was an easy transition,” Kay said. “Tim knew how to manage people and had been in a leadership position for many years. I was already trained administratively and had worked in marketing for both the architectural firm and for a local mayor. So, my community connections were very strong in this area.”Their complementary skill sets have proven invaluable. A U.S. Air Force veteran originally from Michigan, Tim brought strong operational and leadership experience from his years managing retail teams. Kay, who has lived in the Yorktown area her entire life, leveraged her local relationships and administrative background to handle marketing and office management.The couple’s oldest son, Derrick, is a systems engineer who has contributed to the business over the years. “His expertise with setting up our computer needs and just his overall help with the business was and continues to be a huge plus,” Kay said.The Diemonts say that working together has improved their&nbsp;<a href="https://1851franchise.com/strategicfranchising/work-life-balance-as-a-franchise-owner-is-it-possible-2728825">work-life balance</a> rather than complicating it. “Since we work together, our schedules are the same,” Kay said. “We can take as much time off as we want or need, and we enjoy traveling extensively every year.”<h2>Choosing TruBlue for Their Family’s Next Chapter</h2>When the Diemonts first began exploring franchise ownership, they were drawn to opportunities that allowed them to&nbsp;<a href="https://1851franchise.com/the-top-25-franchise-brands-committed-to-serving-their-communities-2724335">serve their community</a>.“Tim was looking into a senior care franchise and at the time the one he was interested in pursuing was already taken in our area,” Kay said. “The person he was speaking with at&nbsp;<a href="https://strategicfranchising.com/">Strategic Franchising</a> mentioned a new franchise they were developing. It sounded like a perfect fit for someone who already knew managerial and handyman skills. We were one of the first to open a TruBlue, and we have been the proud owners since 2013.”The TruBlue model — focused on home maintenance, handyman services and senior safety — felt like the right blend of purpose and practicality. “Tim always had faith and knew we would be a success,” Kay said. “The model for TruBlue was perfect! Our co-workers, family and friends loved the concept, and we had customers lined up before we ever purchased our territory.”<h2>Family Ownership in Action</h2>As business partners, the Diemonts run their franchise with the same&nbsp;<a href="https://1851franchise.com/how-a-franchisor-can-cultivate-a-strong-franchise-community-2722789">teamwork and communication</a> that have defined their marriage for nearly five decades.“We have great partners, who are like-minded to bounce ideas through,” Kay said. “All our employees know they can come to either one of us with a question or a problem and 98% of the time, they will get the exact response from us. The other small percentage is only due to Tim’s knowledge of certain handyman jobs and mine would be administrative questions regarding invoicing or payroll.”That united front has helped them build a loyal team and a strong reputation throughout Yorktown and the surrounding Peninsula communities. “Our client base is strong because we provide our customers with a good service at a great value, and it is continually growing,” Kay said. “Our employees are happy to be a part of our team and we are sure all of them would stay with or continue with any new owner, whether it be family or someone new.”<h2>Building a Family Legacy</h2>After more than 10 years in business, the Diemonts have watched TruBlue grow from a small emerging concept into a&nbsp;<a href="https://1851franchise.com/trubluehomeserviceally/trublue-accelerates-growth-in-2025-with-record-breaking-midyear-momentum-2730055">nationally recognized brand</a>. But for them, the most important growth has been personal — and local.“Hopefully, we have built a business that either one of our sons would be proud to carry on in the future,” Kay said. “Our client base is strong because we provide our customers with a good service, at a great value and it is continually growing.”The couple takes special pride in supporting local seniors, veterans and busy families. “Making our customers and employees happy and doing something good within our community for our seniors and veterans has been the most rewarding,” Kay said. “As a veteran and family-owned business, we take great pride in providing a service to those who have served our country and to their families. For our seniors and busy adults, providing them with peace of mind and someone they can trust in their homes is a very big deal to us as a company and as a family. Everyone’s home is their castle, and we always hope TruBlue of Yorktown makes them feel that way.”<h2>The Rewards of Working Together</h2>When asked about the hardest or most surprising part of running a family business, Kay didn’t hesitate: “Probably how easy it has been to work together. Nothing has been hard about it for us personally. Our skill sets matched pretty good.”For Tim and Kay, the past decade has been defined by collaboration, connection and community — and the next one promises more of the same.“Overall, everything we dreamed about running our own business has come true,” Tim said. “This is a great way of life.”

Why This Couple Left Corporate America to Build a Community-Focused TruBlue Business in the Town Where They Raised Their Sons

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Family has always been at the heart of everything for sisters&nbsp;<a href="https://1851franchise.com/griswold-franchise-oklahoma-city-north-manar-landis-maha-zirn-kashoor-2730454">Manar Landis and Maha Zirn-Kashoor,</a> so when they began looking for a new business venture, it only made sense that they’d do it together. Today, the pair are proud&nbsp;<a href="https://griswoldhomecarefranchise.com/">Griswold</a> franchisees, combining their complementary skills and shared compassion to make a difference in the lives of seniors and&nbsp; families in their community. For Zirn-Kashoor and Landis, the decision to go into business together was as natural as their lifelong connection.“The short answer,” Zirn-Kashoor said, “is that it’s always the right time as a family to be together. We were both in the right place to start that one.”Though life had taken them in different directions — with families, careers and homes of their own — the sisters never lost touch. “We were always in contact,” Zirn-Kashoor said. “Almost every year we saw each other. So when the idea of the business came, it was only natural that we were both ready for it and said, ‘Let’s go for it.’”That shared readiness made the decision simple: it was time to&nbsp;<a href="https://1851franchise.com/griswold/how-griswold-home-care-provided-a-more-meaningful-career-for-these-franchisees-amid-the-pandemic-2715838">build something meaningful together</a>.<h2>From Sisters to Business Partners</h2>Transitioning from family members to business partners came smoothly for the pair. “Because we know each other quite well, it came very naturally,” Zirn-Kashoor said. “We recognized my strength, her strength, where we can complement each other — and it’s working so far.”The two sisters developed a natural division of responsibilities, allowing each to focus on what she does best. That balance has only strengthened their bond. “It brought us even closer to each other,” Zirn-Kashoor said. “Usually, when you have family, each one goes to their business or work and then maybe you meet at dinner or on weekends. Now we are combining all this — we see each other even more now. It added positively to the dynamic.”<h2>Why Griswold?</h2>When it came time to choose a brand, Landis led the research — and&nbsp;<a href="https://1851franchise.com/griswold/info">Griswold</a> quickly stood out. “She asked around, looked into different franchises, and it was the reputation of Griswold,” Zirn-Kashoor said. “From the first moment we spoke with them, it felt like we were joining a family.”That sense of belonging only deepened as they met other franchisees. “They are very professional, but there is also a warm environment,” Zirn-Kashoor said. “When we met other franchisees at a couple of events, it felt like family. It just enhanced our feeling that this is the right company we want to join.”<h2>A Family-Owned Business With a Human Mission</h2>As sisters and co-owners, Zirn-Kashoor and Landis believe their family connection adds real value to how they lead their business and care for their clients. “It’s an added value to be family working together,” Zirn-Kashoor said. “We know how to divide the work, who’s responsible for what, and sometimes we combine our efforts on certain areas where we can bring an even better outcome.”That collaboration is rooted in shared purpose. For the sisters, Griswold’s mission resonated deeply. “The story of Jean Griswold is very touching and impressive,” Zirn-Kashoor said. “It’s not money-oriented — it’s very human and people-oriented. That’s what really drove us. Otherwise, any business you can start somewhere and think about profit. This is not the easiest one, but we chose it on purpose because we can relate to it … When you think about it, we are helping vulnerable people — people in need — and that’s something we are already proud of.”<h2>Building a Legacy of Care and Connection</h2>More than just a business, Zirn-Kashoor and Landis see their Griswold franchise as a legacy — one rooted in compassion and community. “We are certain that our hard work will bring very fruitful income,” Zirn-Kashoor said, “and we hope that this is the legacy we can keep as a name for us, for our children and for our family later on. There cannot be a better legacy than helping people in need and caring for the community.”Even amid the challenges of launching a business, the sisters have found unexpected joy in the journey. “The most surprising part is how much fun we are having,” Zirn-Kashoor said. “We knew we would enjoy it, but we didn’t know it would start from day one. We keep reminding each other not to forget to have fun and enjoy the journey.”

Why Two Sisters Chose Now to Build a Purpose-Driven Home Care Business With Griswold

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For 10 years,&nbsp;<a href="https://www.linkedin.com/in/gcosentino/">Giovanni Cosentino</a> built a corporate career as an executive assistant and project manager in various industries, including electric vehicles, blockchain, finance and adtech. Then, after a 2024 end-of-year layoff, Cosentino saw an opportunity to take control of his career path. Rather than jumping back into the corporate job market, he decided to apply his robust background in management and leadership to a new adventure, business ownership, recognizing that his background in organizing complex projects would serve as the perfect foundation for running a small business.Motivated to become his own boss, Cosentino turned to franchising. He liked the stability of service-based businesses and the demand for reliable home improvement. From here, he began narrowing down the opportunities. This led him to&nbsp;<a href="http://freshcoatfranchise.com">Fresh Coat Painters</a>, the national painting franchise. He's now getting ready for his official grand opening and excited to begin serving the Westchester community.Cosentino took the time to chat with 1851 Franchise to discuss all of this and more. Here’s what he had to say:1851 Franchise: Frame your personal story for us. What do you want us to know?Giovanni Cosentino:&nbsp;My father was a dentist for almost 45 years in the Hudson Valley, and I admired his work ethic and his ability to make people smile with his sense of humor and skill. I grew up locally and earned my degree at Purchase College here in Westchester County. I’ve always wanted to be helpful to others, doing something similar to what my father was able to achieve, but in my own way.&nbsp;I’ve always been an independent person and a leader, managing people and projects really well. If something has my name on it, it will be good work. That's how I live my life: doing the best I can at whatever I put my hands to.1851: What did you do before franchising, and how did you decide franchising made sense for you?Cosentino:&nbsp;I spent nearly 10 years in my career as an executive assistant and project manager, but unfortunately, layoffs impacted my position at the end of 2024.Following that, the job search felt different from any other time. I looked at my skill set and knew my experience would translate well into business ownership. I realized this was an opportune time to bet on myself.1851:&nbsp;What made you pick this brand? What excites you most about this company?Cosentino:&nbsp;I explored over a dozen franchises, but I was being very selective as I didn’t like what their FDD stats were or the niche element of their business model. I was almost ready to move on and figure something else out, but then I spoke with&nbsp;<a href="http://1851franchise.com/freshcoat/info">Fresh Coat Painters</a> as my last franchise for consideration. It was the only one that felt like I could make it work. Having navigated multiple economic challenges, I’ve learned that blue-collar trades are always in demand. Painting, in particular, is a recession-resistant industry that tends to thrive even in uncertain times.Fresh Coat allows owners the flexibility to operate their business how they see fit while providing essential guidance and support, like an onboarding coach and a business coach. I also really appreciate the community of other franchisees; experienced members have been exceptionally helpful. Having this network resolves issues of not knowing where to turn or encountering challenges for the first time.1851:&nbsp;What do you hope to achieve with your business? What are your plans for growth?&nbsp;Cosentino:&nbsp;My plan is to bring a new level of professionalism to the industry. I want to be known as someone who can deliver outstanding results, managing a crew of well-trained and vetted painters using the highest quality products. We want to transform client spaces into a personal retreat, an oasis of atmosphere, or a comfortable abode.&nbsp;Over time, we will expand to provide full interior and exterior house painting, eventually lending our services and ethos to improving commercial spaces. We are also considering expanding to decks, cabinet painting, power washing and removing or adding popcorn ceiling and wallpapering.1851:&nbsp;What advice do you have for other people thinking about becoming franchise owners?Cosentino:&nbsp;Just like any other kind of business, make sure you have the appropriate amount of funds available for your venture. The initial franchise fee is not the only cost; you need additional capital for the “runway” before you actually generate revenue.&nbsp;Understand that it will take a large amount of your time, energy and resources to bring it all to life. But in the end, I genuinely believe it could be one of the most worthwhile endeavors anyone can do, with results that can sustain a family and bring great value to your clients and community.ABOUT FRESH COAT PAINTERS:Fresh Coat Painters, the residential and commercial painting franchise under the Strategic Franchising Systems umbrella, offers a low-cost business model that gives entrepreneurs from all walks of life the chance to become successful business owners in the communities they serve. Since starting in 2004, Fresh Coat has expanded to over 190 franchise locations nationwide. Thanks to its unparalleled professionalism and affordable business model, it has become one of the leading concepts in the booming residential and commercial painting segment. With continued year-over-year growth, Fresh Coat is well on its way to achieving its overall goal of becoming a truly iconic painting brand.&nbsp;

Former Project Manager and Executive Assistant Swaps Corporate Life for Fresh Coat Painters Ownership

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LAKEWOOD, Colo.&nbsp;—&nbsp;<a href="https://www.weareradianceholdings.com/">Radiance Holdings</a>, the parent company of both&nbsp;<a href="https://www.solafranchising.com/">Sola Salons</a>, the 750-unit salon suites franchise, and&nbsp;<a href="http://ownawoodhouse.com">Woodhouse Spas</a>, the over-90-unit luxury day spa franchise, has appointed franchise veteran&nbsp;<a href="https://www.linkedin.com/in/keith-sizemore-85992074/">Keith Sizemore</a> as its new chief development officer. With extensive experience in the franchise industry, Sizemore will support Radiance Holdings in its next phase of strategic expansion.In his new role, Sizemore will oversee the franchise development strategy for both brands, focusing on filling in key markets for&nbsp;<a href="https://1851franchise.com/sola-salons/info">Sola Salons</a> and accelerating growth for&nbsp;<a href="https://1851franchise.com/woodhouse-spas/info">Woodhouse</a> as it approaches the 100-unit milestone. With consistent momentum in the beauty and wellness sectors and both brands seeing steady growth over recent years, Sizemore joins the brand at a pivotal time for growth.“I’m excited to join Radiance Holdings at such a momentous time in the company’s journey,” Sizemore said. “Sola Salons has built an incredible foundation with 750 locations, and now, we have the opportunity to identify key markets where we can continue strategic growth. At the same time, Woodhouse is perfectly positioned to expand and bring its one-of-a-kind model to new territories nationwide.”Prior to joining Radiance Holdings, Sizemore held leadership roles at Marco’s Pizza and Shipley Do-Nuts, where he identified high-potential markets and supported franchisee growth and success from day one.&nbsp;“Keith’s career trajectory has been impressive, and his expertise in franchise development will be invaluable as we enter this next stage of growth,” said&nbsp;<a href="https://www.linkedin.com/in/benjonessola/">Ben Jones</a>, CEO of Radiance Holdings. “His ability to identify the right markets, attract quality franchisees and drive sustainable growth will be instrumental in achieving our goals.”As Sizemore steps into his new role, the team is focused on key markets for both brands. Sola Salons is targeting expansion in high-potential markets like San Francisco, Los Angeles, Houston and Chicago, while Woodhouse is prioritizing development in major metropolitan areas like Seattle, New York City, Phoenix and Boston. Within these key markets, Radiance is looking to partner with driven, passionate franchisees who are committed to providing an exceptional experience to beauty professionals and guests in their markets and building thriving businesses in the beauty and wellness sectors.ABOUT SOLA SALONS:In 2004, Sola Salons was established with the opening of its first location in Denver, Colorado. Now with 750 locations open in the U.S. and Canada, Sola is proud to offer 22,000+ independent beauty professionals the freedom and benefits of salon ownership without the risk and overhead of opening a traditional salon. Its innovative salon model empowers hairdressers, estheticians, nail techs, massage therapists and other like-minded professionals to take control of their lives and their careers. Sola provides beauty professionals with beautiful, fully-equipped salon studios alongside the support and tools they need to launch their salon business in no time. For more information about Sola Salons, please visit&nbsp;<a href="https://www.solasalonstudios.com/">https://www.solasalonstudios.com/</a>.&nbsp;ABOUT WOODHOUSE SPAS:Woodhouse Spas is a leading luxury spa franchise that offers resort-style spa experiences in local communities. Founded in 2001 in Victoria, Texas, Woodhouse Spas has grown to more than 90 locations across the United States. The brand provides a wide range of services, including massages, facials, body treatments, and nail services, all designed to offer personalized care and enhance wellness. Woodhouse franchise owners benefit from comprehensive support, including training, site selection, construction management, marketing, and operational advice. For more information about Woodhouse Spas, visit&nbsp;<a href="https://www.woodhousespas.com/.">https://www.woodhousespas.com/.</a>&nbsp;

Keith Sizemore headshot, Radiance Holdings

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