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Updated RecentlyPersoNet vs Fortune Personnel Franchise Comparison
Below is an in-depth analysis and side-by-side comparison of PersoNet vs Fortune Personnel including start-up costs and fees, business experience requirements, training & support and financing options.
Start-Up Costs and Fees |
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| Investment | $35,200 - $100,000 | $86,300 - $130,100 |
| Franchise Fee | $15,000 - $60,000 | $45,000 |
| Royalty Fee | Varies | 8%-7% |
| Advertising Fee | - | 1% |
| Year Founded | 1994 | 1959 |
| Year Franchised | 1994 | 1973 |
| Term Of Agreement | 10 years | - |
| Term Of Agreement | 10 years | - |
| Renewal Fee | - | - |
Business Experience Requirements |
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| Experience | - | - |
Financing Options |
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| In-House/3rd Party | In-House/3rd Party | |
| Franchise Fees | No/No | -/Yes |
| Start-up Costs | No/No | -/- |
| Equipment | No/No | -/- |
| Inventory | No/No | -/- |
| Receivables | Yes/No | -/- |
| Payroll | Yes/No | -/- |
Training & Support |
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| Training | - | On-The-Job Training: 25 hours Classroom Training: 53 hours Additional Training: Ongoing |
| Support | - | Purchasing Co-ops Newsletter Meetings/Conventions Toll-Free Line Grand Opening Online Support Security/Safety Procedures Field Operations Site Selection Proprietary Software Franchisee Intranet Platform |
| Marketing | - | Co-op Advertising Ad Templates National Media Regional Advertising Social media SEO Website development Loyalty program/app |
| Operations | - | Number of Employees Required to Run: 1 |
Expansion Plans |
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| US Expansion | - | Yes |
| Canada Expansion | No | - |
| International Expansion | No | - |
Company Overviews
About PersoNet
NO LONGER FRANCHISING
About Fortune Personnel
New York City in 1959. Fortune Personnel recruits executives in 40 industries
and 50 disciplines. Since the company began franchising in 1973, Fortune Personnel has
provided a network of recruiters, giving client companies access to
nationwide talent and offering candidates career opportunities from
across the country.
Franchise owners select the industries and disciplines in which they
wish to focus, and industry specialists operate the offices. Recruiters
research each client company’s products, services and philosophies;
analyze available positions; perform candidate searches and screening;
present candidates; coordinate interviews; counsel on hiring and assist
in negotiations.