1851

<a href="https://www.linkedin.com/in/shanticleer-graham?utm_source=1851franchise.com&utm_medium=article&utm_campaign=seniors-helping-seniors-atlanta-graham-franchise-2729861" target="_blank" rel="nofollow">Shanticleer</a> and&nbsp;<a href="https://www.linkedin.com/in/ericagraham1117/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=seniors-helping-seniors-atlanta-graham-franchise-2729861" target="_blank" rel="nofollow">Erica Graham</a> have always believed in giving back — whether through military service, health care innovation or community leadership. Now, with the launch of&nbsp;<a href="https://seniorshelpingseniorsfranchise.com/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=seniors-helping-seniors-atlanta-graham-franchise-2729861" target="_blank" rel="nofollow">Seniors Helping Seniors®</a> of Atlanta Southwest and South Cobb in Georgia, the Grahams are channeling their decades of professional experience into a mission-driven business that uplifts some of the most vulnerable and underserved people in their community. Combining compassion with process-driven execution, the husband-and-wife team is building a high-impact business that honors both their entrepreneurial goals and their personal calling to serve.1851 spoke with the Grahams to learn more about their story and their decision to join the&nbsp;<a href="https://1851franchise.com/seniorshelpingseniors/info">Seniors Helping Seniors® franchise</a>.&nbsp;1851 Franchise: Frame your personal story for us. What do you want us to know?Shanticleer Graham:&nbsp;My mom was a key factor in our decision to join this franchise. My mother was and still is an informal caregiver. She was trained as a nurse in California when I was young. She worked at a boys' home as a counselor and, when my grandmother became ill, my mother moved her in and cared for her until she passed. Even now, as my mother’s health declines and she needs the occasional help, she is still helping others like her who do not have family nearby, taking them to appointments and church, cooking dinners, running errands or just stopping by to chat.&nbsp; After being laid off, I wanted whatever I did next to be of service to others. After 20 years of corporate moving further away from the clients we served, I realized I missed having a direct impact on people's lives in a real way. As I tried to navigate being unemployed, I would speak to my mom more regularly than usual. She would still be out and about helping others, and I was able to go and help her more. As I started investigating franchises as an alternative to just getting another job, Seniors Helping Seniors® quickly became a no-brainer. I was living it with my sister and since I’m in a different state than my mom, it can be difficult to manage when she does need help. SHS gives us the opportunity to give back and support some of the most vulnerable members of our communities.Erica Graham: Two very important people in my life, my husband and my mother — inspired this journey. When my husband was laid off after 20 years in the corporate world, we began exploring new paths that aligned with our values. We wanted to create something meaningful together, and the idea of building a family-run business, rooted in the caregiving spirit of both our mothers, felt like the perfect fit.My mother has been a powerful influence in choosing to start a Seniors Helping Seniors® franchise. As I learned more about the organization, I realized how closely its mission aligns with the way she’s lived her life — quietly and consistently caring for others. In addition to supporting my father, who is nearly blind, she regularly helps neighbors and family members by driving them to appointments and assisting with daily tasks. Her example has shown me how impactful community care can be. Through SHS, I’m motivated to carry that spirit forward and help bridge the gap for seniors in Southwest Atlanta who need compassionate, familiar support.1851: What did you do before franchising, and how did you decide franchising made sense for you? Shanticleer: I’m an Army veteran and a 20-year medical technology executive. I’m also a Certified Pharmacy Technician, Project Management Professional(PMP), and a Lean Six Sigma Green Belt (LSSGB).&nbsp;Erica: I own a full-service travel agency, and before that, I was a project manager for a healthcare technology company. Now, I’m stepping into the Seniors Helping Seniors® space to support my husband with this new venture.1851: What was your perception of franchising prior to becoming a franchisee, and what do you want people to know now that you're in it?Shanticleer: We’ve always had the entrepreneurial spirit. When I faced a career change from the job I had for 20 years, we agreed it was time to go all-in on that journey. I connected with a fellow veteran who’s a franchise consultant. He educated me on the process and encouraged me to take a look at franchising. That opened the door.This isn’t our first business, and I’ve built companies from scratch — that has its own merits. But franchising appealed to me because of the culture and support. It’s almost like a business in a box. The brand, the name — that all resonated. I’m a project manager, so I like processes, systems, and structure. Franchising gives you mentorship and a detailed path.1851: What made you pick this brand? What excites you most about this company?Shanticleer: Watching my mother made me connect deeply with this brand. With my health care background, I wanted to care for the community in a meaningful way. Seniors are some of the most vulnerable people — helping them age gracefully and with dignity is very fulfilling. We also want to be able to serve veterans, which is really important to us.&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;Erica: On the flip side, it gives our caregivers a chance to not only make money but also enhance their lives. It really comes full circle. We’re helping both ends — the seniors and the people doing the care.1851: What do you hope to achieve with your business? What are your plans for growth?Shanticleer: Our first goal is to get certified to serve veterans — that’s paramount. Once our territories are running smoothly, we plan to expand and add more. We want to grow and serve even more communities across the region.1851: Is there anything else you want us to know? Erica: I have some personal caregiving experience. In the past, I helped my mother care for my late great aunt, assisting with outings to the market, church and social events when her health allowed. Those moments were meaningful, though at times challenging as her condition worsened. Additionally, my father has been nearly completely blind due to glaucoma for the past 15 years. My mother serves as his primary caregiver, and I’ve witnessed firsthand the emotional and physical toll caregiving can take over time.1851: What advice do you have for other people thinking about becoming franchise owners?Erica: If you’re looking at multiple brands, stay organized. Take the time to explore every opportunity thoroughly, and join every validation call you can — they’re full of valuable insight. Don't be shy and ask the tough financial questions. My husband did a great job helping us compare options with a checklist — it made a big difference. Do your due diligence: look at the technology, training, operations, and the owners behind the brand. Think about your future and how each option will impact your daily life. Know what you can realistically afford.Shanticleer: I actually created a scorecard to evaluate each brand we considered. As we learned more, we’d revise it and rescore. Once you’re down to one or two, ask tons of questions. Study the FDD, talk to other franchisees and really know your numbers. If I had to go back and do it again, I’d start by figuring out the budget first — what you can afford is key.ABOUT SENIORS HELPING SENIORS®:Seniors Helping Seniors® franchise system was founded by husband-and-wife duo Kiran and Philip Yocom. Kiran, who grew up in India, later worked to advance humanitarian efforts alongside Mother Teresa. After moving to the U.S. in 1995 and marrying her husband Philip, the Yocoms felt called to provide loving care to seniors and to cultivate an exchange of gifts at every generational level. Together, the Yocoms founded Seniors Helping Seniors® in-home services in 1998, opening the brand up to franchising in 2006. With a mission to be the most respected and rewarding home care provider in the U.S., Seniors Helping Seniors® locations stand apart from competitors as the only company that prioritizes hiring active seniors to provide care services to their less-active counterparts. Seniors Helping Seniors® service aligns caregivers and care recipients based on the abilities and needs of both by offering a wide range of care services. Seniors Helping Seniors® network has grown to 400 territories nationwide and over 200 franchise partners in 37 states. For more information on Seniors Helping Seniors® in-home care, visit&nbsp;<a href="https://seniorshelpingseniors.com/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=seniors-helping-seniors-atlanta-graham-franchise-2729861" target="_blank" rel="nofollow">https://seniorshelpingseniors.com/</a>.&nbsp;&nbsp;

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Veteran and Health Care Duo Launch Seniors Helping Seniors in Atlanta | Graham Franchise Story

1851 Franchise

With deep roots in health care, project management and the military, the Grahams are using their new franchise to empower older adults and caregivers across Southwest Atlanta and South Cobb, Georgia.

This brand page has been paid for by 1851. Content within this page that is paid will showcase a Sponsored icon. This means the brand has engaged 1851 FRANCHISE to write the content. Content without the Sponsored Icon is aggregated media placements the brand earned. Questions can be sent to editorial@1851franchise.com

Veteran and Health Care Duo Launch Seniors Helping Seniors® in Atlanta’s Underserved Communities

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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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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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For&nbsp;<a href="https://lawnsquadfranchise.com/">Lawn Squad</a> franchisees John and&nbsp;<a href="https://www.linkedin.com/in/jessica-martinez-b11464179">Jessica Martinez</a>, entrepreneurship was always about starting a new family chapter. After years of building successful careers in corporate America, the couple decided it was time to trade in their desks for something that brought them closer to each other, their children and their community.&nbsp; Before franchising, Jessica spent 14 years in the financial services industry, with a primary focus on real estate and home services, while her husband, John, spent over a decade in big tech. However, the corporate ladder felt increasingly at odds with their vision for their family. Driven by a desire for greater stability, more flexibility, and the long-term goal of building generational wealth for their children, they decided to make the entrepreneurial leap into franchising.“I’ve always been very well-versed in the customer experience world,” she said. “I knew I didn’t want to end my career in corporate America. My husband, John, spent a little over a decade in big tech and always had an itch to be outside with our kids. That is when we decided to pursue other opportunities.”<h2>Entrepreneurship Is a Family Tradition</h2>The couple began&nbsp;<a href="https://1851franchise.com/how-to-buy-a-franchise-first-time-guide-2729728">saving and planning with intention</a>. “We tried to be very conservative financially so we could either acquire or start a new business from scratch,” Jessica said. “He helped my 19-year-old son start a landscaping business a little over 18 months ago, and that’s when we decided to pursue Lawn Squad ourselves.”The Martinez family’s entrepreneurial drive runs deep. “Entrepreneurship is in our blood — both of our parents owned and operated their own businesses,” Jessica said. “When our son got a little bit older, we knew it’d be a good time to make a decision. John worked for his dad while he was going through college, and I worked for my parents starting in high school when we started our family.”Their oldest son, now a freshman in college studying business, has already stepped into the family operation. “He’s always known that he wanted to start something of his own, and this gives him firsthand experience,” Jessica said. “It’s teaching him what it takes to build something from the ground up.”<h2>Why Lawn Squad?</h2>When it came time to&nbsp;<a href="https://1851franchise.com/how-to-choose-the-right-franchise-step-by-step-2729118">choose the right business</a>, the family was strategic. “We loved the idea of recurring revenue from the residential side,” Jessica said. “Because my son and husband had started their own landscaping service already, this really checked all the boxes for us.”The culture and support behind Lawn Squad sealed the deal. “It was definitely a good culture fit for us,” she said. “The team was very patient and open-minded and welcomed all of our questions. It made us feel very comfortable. We liked that it’s an emerging brand, which means you have a little more autonomy as opposed to a franchise that has been in business for 30 years. We got on board and thought we could really make a difference, while also having the backing of&nbsp;<a href="https://www.authoritybrands.com/">Authority Brands</a> behind us. It gave us that extra confidence that we weren’t doing it completely alone.”<h2>Building Something Together</h2>The Martinezes officially opened&nbsp;<a href="https://lawnsquad.com/locations/north-san-antonio-tx/">Lawn Squad of North San Antonio</a> in late April 2025. From the start, they made it a true family affair by including their 10-year-old daughter. “Both the residential and commercial aspect is relationship-heavy,” Jessica said. “So we bounce off each other’s strengths — I am the personality, my husband is technical, and my son can play both sides.”Their youngest is also finding her place in the business. “She helps us on the weekends at the shop,” Jessica said. “She’ll help John check off the inventory. It’s a family affair, literally. Our kids are able to see the sacrifice it takes in the beginning. It’s not all glory — you have to roll up your sleeves and take risks. You have to be willing to make sacrifices. It’s a great firsthand experience.”<h2>Lessons Learned and Rewards Earned</h2>Like any new business, the road hasn’t been without challenges. “The hardest part is that you have to be ready to make lifestyle changes and you have to be able to be flexible and go all in,” Jessica said. “We are already reaping the rewards of locking in and doing what it takes. We can all see our own contributions, which has been fun.”The joy of seeing their collective effort come to life outweighs the challenges. “We can look at something tangible and say, ‘We built this together,’” Jessica said. “That’s what makes it worth it. They say when you run a business, you work 24/7 — and that’s true. But it doesn’t feel like that because we’re doing it all together. It sounds cliché, but it’s very true.”<h2>Building a Multi-Generational Legacy</h2>Looking to the future, the Martinezes see Lawn Squad not just as a business, but as a foundation for&nbsp;<a href="https://1851franchise.com/family-franchising-winning-combination-2727664">a long-term family legacy</a>.&nbsp;“Long-term, we intend for this to be a rewarding, multi-generational brand,” Jessica said. “After my son graduates from college, he will likely take on more responsibility, and John and I will be able to step back and maybe acquire additional businesses or keep growing. The opportunities are really endless.”

How a Couple from Finance and Big Tech Turned Career Burnout into a Scalable Family Legacy with Lawn Squad

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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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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

Veteran and Health Care Duo Launch Seniors Helping Seniors® in Atlanta’s Underserved Communities

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