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ABOUT PATRICE & ASSOCIATES

Founded in 1989 in the basement of Patrice's home, Patrice & Associates Hospitality Recruiting has grown to become one of the largest restaurant recruiting and hospitality recruiting firms in the country.

  • How much it costs
  • About Patrice & Associates
  • Why Patrice & Associates? Why Now?
  • What Sets Patrice & Associates Apart?
  • Why Recruiting?

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. 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 email 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.

***As noted in the Patrice Franchising, LLC March 31, 2023 Franchise Disclosure Document

$90,050 to $108,000
Start-Up Cost
$82,000
Initial Franchise Fee
10% of gross sales
Royalty

* 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. 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 email 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.

Patrice & Associates is a recruiting franchise that helps thousands of managerial and executive level candidates every year find rewarding jobs in the hospitality industry and beyond. With strong brand recognition, a flexible business model and a growing footprint, Patrice & Associates has established itself as a leading franchise opportunity in the staffing industry.

Today, with over 175 units in the U.S. and Canada, Patrice & Associates is the largest hospitality executive search firm in the country. In 2023, the franchise came in at No. 289 on Entrepreneur's Franchise 500 Rank.

The labor market has experienced a tectonic shift in the aftermath of the COVID-19 pandemic. An exodus of Baby Boomers retiring en masse, paired with a dwindling birth rate, has led to a significant labor shortage. The result is an environment where there are twice as many jobs as there are individuals available to fill them. It's undeniably a candidate-driven market. For businesses to stay competitive, establishing a robust connection with a recruiting firm is no longer a luxury — it's a necessity. 

With its proven expertise in sourcing the cream-of-the-talent-crop in an exceedingly tight labor market, as well as its time-tested and well-positioned franchise model, Patrice & Associates is primed for exponential growth in the coming years.

To meet this increased demand for staffing assistance, Patrice & Associates is gearing up for major franchise expansion across the country. The team aims to onboard 40 new franchisees by the year's end. There has arguably never been a more opportune moment for entrepreneurs to join the Patrice & Associates family and take advantage of this extraordinary surge in staffing support demand.

Patrice & Associates offers a unique franchise opportunity that is both flexible and affordable, allowing franchisees to operate from the comfort of their homes. The brand was recognized by Entrepreneur Magazine in 2023 as one of the Top 100 Brands for Less Than $100,000 Total Investment.

One of the distinguishing features of franchising with Patrice & Associates is their non-restrictive territorial model. As a franchisee, you are allocated a local area to set up your business, yet you are granted access to a nationwide database that houses over 650,000 candidates and more than 1,400 job listings. That said, each franchisee's territory is safeguarded; other franchisees are not allowed to specifically target your designated market.

However, your own business reach is not confined to your geographical allocation. You have the potential to onboard clients from anywhere in the world, given they are not already engaged with another recruiter and the connection is made through your network, referrals or typical business interactions. This effectively expands your client development possibilities across the entire U.S. It's important to note, however, that you're prohibited from directly targeting another franchisee's market.

When comparing Patrice & Associates to other players in the recruitment field, few can match their level of service. Franchisees can tailor a unique strategy for each client using the system provided by Patrice & Associates. This strategy can include targeted outreach to specific industries and geographical areas, cold calling to similar businesses to source top talent, and conducting thorough, behavior-based interviews and reference checks. Various channels are utilized to find job candidates, such as confidential cold calling, social media campaigns, anonymous advertisements in nationally recognized publications and the unique Patrice Way™ industry search.

For job seekers, Patrice & Associates franchisees offer comprehensive support that includes resume preparation, exclusive job openings, free interview coaching and assistance with final negotiations.

The $212 billion staffing industry was recently named one of the Top 10 Hottest Industries in 2023 by Entrepreneur Magazine. Why? Entrepreneurial opportunities in the recruiting and staffing industry are significantly growing in 2023 due to several notable reasons. 

Firstly, the rise of remote work brought about by the global pandemic and the consequent shift towards a more flexible working model has necessitated an overhaul in recruitment processes. Traditional in-person interviews are becoming less common, and organizations are looking for innovative ways to attract, screen and onboard employees in a remote or hybrid environment. This paradigm shift in the hiring process is a lucrative opportunity for entrepreneurs who can create and provide solutions for these novel recruitment challenges.

Additionally, many sectors are facing a skills shortage. According to the latest Labor Department data, there were 10.5 million job openings, or roughly 1.7 vacancies, per available worker in the U.S. Entrepreneurs who join a franchise like Patrice & Associates can provide comprehensive recruiting solutions that also focus on continuous learning and development opportunities, creating a competitive advantage for their clients in a tight labor market. Thus, 2023 provides an exciting time for entrepreneurs to step into the recruiting and staffing industry, with ample opportunities to innovate, grow and contribute to reshaping the future of work.

Executive Q&A
executive

Executive Q&A: Brian Miller, CEO of Patrice and Associates

Miller discusses the advantages of franchising with Patrice & Associates and why now is the time to invest in hospitality executive search and recruitment.

Patrice & Associates is the largest hospitality recruiting franchise in North America, offering potential franchisees a recognizable brand in a booming industry, a 30 year history of providing quality service to clients and built in customers from day one. 

Brian Miller, CEO of Patrice & Associates, sat down with 1851 Franchise to discuss the advantages of franchising with Patrice & Associates, the company's core values, the importance of communication and culture in franchising and why Patrice and Associates is the right franchise to be in now.

1851: What do you do at Patrice & Associates and how do you do it?

Miller: We are a large hospitality and food and beverage recruiting firm. We recruit for a range of positions, from culinary roles to executive suites in hospitality and food and beverage organizations all over the world. Our company was founded about 30 years ago by Patrice Rice because, at that time, there wasn't really any clear front runner that specialized in recruiting for the hospitality and the food and beverage industry. Over the last five years, we've seen exponential growth and have even launched an executive search division. We're also expanding into other markets outside of hospitality due to the economic climate and labor shortage.

1851: Many people making the leap to franchising are those who've seen instability in their jobs and are seeking something different. From a recruiting standpoint, you're assisting people and brands during these turbulent times. Is this a good storm for a company like yours to ride through?

Miller: The labor pool is becoming tighter, a situation exacerbated by the declining birth rate in North America and the departure of many Baby Boomers from the workforce during the pandemic. This has created a situation where there are two jobs for every person. From the franchise side, we saw people displaced during the pandemic join us at Patrice & Associates. We offer people the flexibility they seek in their careers. It's a home-based business tapping into one of the fastest-growing industries — recruitment. Even with the fluctuating economy, the tight labor market means companies will have to rely on good relationships with recruiting firms to find the right talent. As a recruiting firm, we go out and find people that are not responding to the company's internet ads, so it's kind of the “Best of Both Worlds” because we have this great opportunity that is a virtual-based opportunity and at the same time we're in a sector that is very much going to be in demand. 

1851: As a business with deep experience in recruitment, do you feel that your skills in finding candidates for employers cross-apply to your approach in franchising? Is that part of your advantage?

Miller: Part of our brand's strength is showing people the possibilities and what their life could look like as a franchisee of Patrice & Associates. A lot of the same reasons people are disillusioned with corporate America are the same issues that candidates have. We understand these challenges from working with candidates. For some people, it is right to stay in the job market, but for others who want more flexibility and to be part of a growing and in-demand business, our franchise model is a great fit. 

We also operate our business on a set of core values — respect, excellence, service and teamwork. These are the guidelines that we follow when working with candidates, companies and franchisees. It resonates well with potential franchisees who feel they weren't treated well or didn't have the opportunities they deserved in corporate America. We operate our business on these guidelines of treating people with dignity and respect, while always striving for excellence. 

1851: Speaking of your last core value, teamwork, did this philosophy help you stand out and maintain your culture during the COVID-19 pandemic when so many businesses struggled to find their footing?

Miller: Although the pandemic greatly affected the hospitality industry and changed our dynamics almost daily, we adapted quickly. We introduced a Monday morning motivational presentation where all franchisees would get together virtually at the start of the week. We discussed what was working within their businesses and provided coaching and advice. This collaborative approach kept the team motivated and allowed us to navigate the choppy waters successfully. It also created an environment where experienced franchisees would help new ones, reinforcing the teamwork aspect of our core values. That is one of the things I am most proud of with our brand. 

The teamwork part of our core values truly manifested itself during the pandemic. We all rallied together as a team, shared success stories and built each other up. Despite the workload of pulling together unique content once a week for almost a year, this collaboration was crucial. It kept people active, engaged and motivated.

1851: Are you able to leverage those lessons you’ve learned when working with clients?

Miller: A common fallacy that many companies believe is that everyone wants to work for them. But in reality, they are competing for the best talent, especially in the midst of the "war on talent" we're experiencing right now. It's a struggle to find people, so it is crucial for these companies to be able to describe their culture in an enticing way that gets someone excited about wanting to work there. Money is important, but it's not the only factor, especially for Millennials who prioritize a positive company culture or environment. We coach these companies on selling themselves effectively and cultivating a culture that enhances employee retention.

1851: The same "war on talent" scenario applies to franchising as well. The key to attracting and retaining the right franchisee talent lies in aligning the opportunity with the candidate's passion. Do you agree?

Miller: For sure. We focus on communicating our core values to franchise candidates. One of the primary things that I talked to franchise candidates about is the core values of our company. Sure, we talk about what makes Patrice & Associates unique and different — it's a home-based business and we have corporate and national accounts that franchisees can work on from day one. So there is a lot of great sizzle, but the aspect that resonates most with people is the culture and core values of our company because most franchisors are just trying to sell their brand. If they are going to join our organization, they need to be in alignment with our values. 

We just ask potential franchisees to go through the discovery process. If they determine that the business isn't for them, that's OK. The main aim is to ensure that they're making an informed decision. By taking the pressure off of them, we ensure they feel we genuinely want the best match for them, just as they do for us. The way I work with the franchisees and how the franchisees work with each other is influenced by our core values. The franchisees embrace these values and hold each other accountable.

1851: Celebrating core values seems to be a gap in many franchise businesses, where these values aren't highlighted in the company's positioning or storytelling. Would you agree that this aspect needs more attention?

Miller: I had an interview with a franchise candidate who was tired of the politics of corporate America, and when we got to our core values and shared testimonials with customers, I could tell it was really resonating. Our core values not only guide us but also define who we are as a company. We want them to be more than just words on a website or a poster in an office. These are core values our franchisees are living everyday, and they are excited because at the end of the day, this business is about being part of an organization that helps change people’s lives. Maybe we can give candidates a better career work-life balance or better work benefits, but we can really make a difference. That is the common thread throughout the whole organization, and it really resonates with franchisees. 

1851: Does that core value of respect play an equally important role in signing franchisees?

Miller: It is similar. Of course, there are some differences in terms of the arrangement you’re in with a franchise owner. But respect is about treating people with dignity. It doesn't necessarily mean that you always agree on everything. Companies have to adapt to that kind of culture and if someone is not a good fit, you have to work through that in a professional and caring way. Companies are hiring and firing, that is why staffing agencies exist, but how you go about those things says a lot about the character of your company. 

When it comes to a franchise candidate, it's important from the very beginning to establish how we work and how we can work together to achieve your goals. We have to make sure we are the right fit for each other. That is why we call it an awards process rather than a sales process. We’re making a mutual decision. 

When a franchise candidate asks what it takes to be successful in this business, I tell them number one, they need to be willing to follow the system. Number two, you have to be proactive. You’re the CEO of your own business. You have to act that way. Third, you have to have a heart for people because we are changing lives. These factors help us determine if someone will be a right fit for our franchise. 

1851: How do you advise companies to approach the long-term when they're looking for someone that can impact their business? 

Miller: People have different expectations about what they want out of a job or a career today. What I consider long-term loyalty and what I have done in my career may not be the same thing that somebody else would be interested in. Millennials view things differently than Baby Boomers. Today, people are willing to spend around three to five years with a company until they want to find something different. One of the biggest reasons people quit is because they don’t see a career path with their current companies. So, the best thing a company can do is to really talk about the culture of the organization and outline a career path for each candidate. Show them why they should be excited about joining the team. That is also why it is so important to listen to the candidate and really think about how you can help them in their career and help them reach their goals. If they feel as though they have a seat, they are more likely to stick around.

This is also true of franchising. A franchisor needs to make the right decision on the organization as a whole, but they also need to listen to franchisees. That is why we spend a lot of time calling franchisees, asking questions and listening to their opinions and challenges. Communication in franchising is absolutely important, just like a marriage, a friendship or any partnership. 

1851: What is the “Why You/Why Now?” of the Patrice & Associates franchise?

Miller: The world is changing and the economy is changing. The war on talent is here. Companies will continue to struggle with labor, which is why they need a partner like Patrice & Associates, and the need for the services we offer will continue to stay strong.

From there, it is our culture and our core values. We do something almost no franchisors do — we provide customers to franchisees. We have corporate accounts with open jobs franchisees can work and we have other franchisees who have signed large accounts and opened jobs up for new owners. Our franchisees have clients from day one. That, along with our training and support programs that are a hallmark of our brand, are compelling reasons to join. 

Overall, it is the right niche to be in right now, and we are the right franchise because of our support and the assistance in ramp up we provide our franchisees. 

The total investment necessary to invest in a Patrice & Associates franchise is $90,050 to $92,750. This includes $82,000 that must be paid to the franchisor or affiliate. For more information, visit: https://patriceandassociatesfranchising.com/

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