Teachers’ Employment Agency Business Plan


Teachers


Teacherafterschooljobs.com is a new job search website that is designed to provide teachers with part-time or seasonal employment, supplementing their current income. It will facilitate the matching of responsible, mature and educated educators with employers seeking their part time or summer employment. While the revenue will come from the employer listing fees, Teacherafterschooljobs.com will have two general customers, the employers as well as the employees in search of the jobs. In addition to having a robust job board on their site, Teacherafterschooljobs.com will also offer tools for the educators, often consisting of a large list of useful hyperlinks. This adds additional functionality to the site, which encourages more traffic.

The Market

It is well-known the educators are dedicated professionals that work at lower wages than the market. For a multitude of reasons, teachers are paid poorly in America. This is why a large number of teachers are seeking supplemental income. As mentioned previously, Teacherafterschooljobs.com will be receiving revenue from the employer listing fees. Targeted markets will include four distinct segments. The first is retail which has an annual growth rate of 50%. Teacherafterschooljobs.com believes there to be 50 potential customers in this segment. Next is the government, which has a 50% growth rate as well as 40 potential customers. Private daycare and camps have a 25% increase rate and can be accessed by 20 customers. Education will be the last segment that is targeted. It has a 10% growth rate with 20 customers.

Competitive Edge

Teacherafterschooljobs.com has a unique pool of prospective employees, all of the employees are professional educators who have skill sets centered on education, professionalism, and the passion and dedication commonly associated with teachers. This is a distinct advantage over other online job boards like Monster and Hotjobs, which have very different cross-sections of job seekers. Employers who post jobs will be attracted to companies that have a strong candidate pool.

Management

Teacherafterschooljobs.com will be developed and run by Patrice and Rosario Cibella. Rosario and Patrice, both of whom have more than a decade experience in education. They were both passionate teachers over many years. But they saw the enormous potential of an internet job board that offers seasonal and part-time opportunities for educators. Patrice was a teacher in the eleventh grade for 12 years in a local school district. Patrice was the head of social studies for four years. Patrice was the department chairperson and honed her management and strategic focus skills. She led the department to being recognized as one the best in the state. Rosario has also a background as an educator, but his role was also administrative. He served as vice principal at his school for six year. Rosario, as vice principal, was directly responsible to the school’s operations. This experience will be directly applied in leading Teacherafterschooljobs.com to become the premier specialized online job board.

Teacherafterschooljobs.com is poised for success by combining a solid business model with a huge market potential and a solid management team. The venture will be profitable in the first month, with modest gross margins in year one and a slight increase in year three. Teacherafterschooljobs.com is forecasted to achieve a minimal gross profit by the end of year three.

1.1 Objectives

The main objectives for the company are as follows:

  1. Attract a minimum of 100 employers subscribing for a year of job listings.
  2. You can also attract related links that will provide additional reasons for educators to access the site.
  3. Use the increased traffic to attract additional employers to finance expansion of the Web page offerings.

1.2 Mission

Teacherafterschooljobs.com seeks to provide a concise and reliable site for employers and teachers to fulfill mutual needs. Employers are looking for reliable workers to fill a particular need for seasonal and part-time employees. Teachers, who are typically underpaid professionals, need supplemental income to support their chosen profession. The company seeks to provide a much needed resource to maintain quality educators, while at the same time increasing the profitability of retailers and service providers by reducing their turnover rates.


Employment Agency Business Plan


Employment Agency Business Plan


All About People (AAP), was born out of the desire in the owner to make a difference in the lives of others. Although originally from a larger market area, the proprietor recognizes the need for a personnel agency to fill the gap left behind by other temporary and/or permanent placement agencies in the Willamette Valley. AAP matches highly skilled workers to clients, which saves businesses time and money. AAP also ensures that its employees are treated with integrity and honor. This requires great communication. This involves asking open-ended and thoughtful questions. It also means listening, not speaking. This is about understanding the local market to ensure AAP can truly serve each client and employee. Not just sell our products. AAP is quality service.

The long-term vision includes a number of offices throughout the southern Willamette Valley. The proprietor sees the challenge in this vision, not in the growth itself, but in training and encouraging all AAP personnel to treat each client and employee with the same care and with the same level of communication.

Managing our Growth

AAP can be considered a sole proprietorship and will eventually become an S Corporation. As a new corporate entity, AAP will be treated as a start-up in this business plan. The owner provided all services during the past two years. In Year 1, the company will add a part-time office staff person and an employment specialist. In response to this growth, AAP will have a procedures manual for in-house staff to assure that the information is clear. AAP will train employees within their divisions regularly to ensure that they fully comprehend the details of what they do each day. Year 2 projections include an employee representative, another employment specialist, a receptionist, and a field representative. In Year 3, AAP will examine the feasibility of opening a branch office in the Salem, Bend, or Medford/Ashland areas.

The Market

AAP is structured in the same manner as other temporary or permanent placement agencies. However, it will serve clients with needs for select, specialized professionals rather than clerical or light industrial workers. There are several businesses in Portland that provide similar services to specific groups of people. However, there is no such service for the Willamette Valley. AAP has five divisions that focus on the following areas:

  • Computers
  • Editors/Writers
  • Event planners
  • Graphic Artists
  • Interpreters/Translators.

Services

AAP can handle all aspects of recruitment, such as skills evaluation, reference checks, and pre-interviewing. AAP acts as an extension of the client’s human resource department, assuring that there is open communication between supervisor and employee, and assisting with any troubleshooting or problem solving that may be needed.

Financials

The company’s start-up requirements are $55,464, of which $7,600 will be provided for by the owner’s personal investment. The rest will be obtained through loans.

We expect to be in a position to charge 50% to business clients. Thus, if an employee is being paid $10 per hour, we are charging the client $15 per hour. According to the company, it expects to be able generate sales of around $300,000. The company doesn’t have sales direct costs. We track payments to employees as regular payroll.

1.1 Objectives

AAP is similar to other permanent and temporary placement agencies. We serve clients who require specialized professionals and not clerical workers or light industrial workers. Many Portland businesses provide similar services to specific groups. AAP followed the model of one placement firm described below.

Temporary employees are employed by contract engineering firms who are both software and hardware engineers. An average of seven employees are hired per month and earn between $80- $100 an hour. The firm recruits through its website, advertises in newspapers, magazines, and trade publications. The incentives offered to contingent workers include medical and dental insurance as well as disability and 401(K) plans. Referrals can also be made for a fee by a reference finder. Their employees are split evenly between 40 percent male and 60 percent female.

AAP provides services to the business client. They locate a professional worker and interview and screen them. If necessary, they set up interviews and handle all paperwork. The company pays the client bimonthly.

AAP will also manage and communicate with the worker about any personnel concerns.

Professional workers have access to employment opportunities at no expense; pay rates that conform to industry standards are available; and health insurance may also be purchased at a starting rate of $124/mo. AAP will cover any coverage from the group package at $65/mo

1.2 Mission

All About People’s mission is to contribute to the community by filling a need for specialized, professional, contingent workers. The company will offer workers a safe and secure environment. The company will provide businesses with high-quality employees who are available for permanent or project work. All About People is sensitive to the needs of each individual and tailors personnel solutions to both workers and businesses.

Exec Employment Agency Business Plan


Exec Employment Agency Business Plan



Introduction

Executive Search & Rescue Placement Firm is a executive search firm that specializes on emerging companies with a focus on high-tech firms. Executive will serve metropolitan Portland, a growing market. The Executive Search & Rescue Placement Firm is a market leader thanks to its well-connected network and sophisticated predictive screening system.

The management goals for the company are to have at most four of the top ten fastest growing Oregon companies using Executive’8217;s services. They also want to increase the number and quality of clients served by 20%.


The Company

Executive, an Oregon registered corporation, was founded by and is currently owned by Mr. Dan Bloodhound. Bloodhound has more than ten years of experience in high-tech markets and emerging companies. He also has excellent contacts which he can leverage to get future clients. Executive plans on placing a wide variety of executive positions such as programmers, project managers and CEO&#8217’s. They will be paid upon placement. They can also work for several clients simultaneously.

The staff will consist of Mr. Bloodhound working full time. Executive will hire a full-time secretary/receptionist in month two, a part-time generalist in month three, and a full-time account executive in month four. From month four onwards, the company will have a total of four people.


The Market

The Executive Search & Rescue Placement Firm is targeting the Portland metro market’s emerging companies. Portland will receive attention because 1) It is home to Mr. Bloodhound&#8217’s network and 2) Portland has the highest concentration of VC money west of Seattle and the Bay.

Executive is concentrating on emerging companies for the reason that emerging companies need executives more often than less growth oriented companies. Leaders are more sought after as companies grow.

Executive will target both high-tech and non-high technology firms in the emerging market. The high tech firms make up the largest group of emerging companies, up to 80% of the market. Executive can still provide value added services for emerging businesses, even though the majority of them are high-tech.

The Executive Search & Rescue Placement Firm’s marketing strategy will be based on advertising and networking. The advertising will done in the several local journals that cater to emerging businesses. Executive will have a prominent presence in the Business Journal of Portland.

1.1 Objectives

The following objectives are set for the first three year:

  1. To build a service-oriented company that exceeds customers’ expectations.
  2. The utilization of Executive in at least four of the top 10 fastest growing Oregon companies as listed by the Business Journal of Portland.
  3. Superior service is essential to increase the number clients served by 20%
  4. To become profitable within the first year of operation.

1.2 Mission

Executive Search & Rescue Placement Firm has the mission to assist emerging companies with exceptional executives. Our mission is to retain and attract customers. This maxim will guide everything else. We will exceed your expectations with our services.