senior placement agency business plan

Senior Placement Agency Business Plan [Sample Template]

By: Author Solomon O'Chucks

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A Senior Placement Agency is a type of business that specializes in helping elderly individuals and their families find suitable housing and care options.

As seniors age, they may require assistance with daily activities or may need to transition to a more supportive living environment such as assisted living facilities , nursing homes , or retirement communities. A Senior Placement Agency acts as a middleman between seniors and the various senior living options available.

They typically have a network of relationships with different senior living communities and facilities. The agency’s primary role is to assess the needs and preferences of the senior, evaluate the available options, and then recommend appropriate housing and care solutions.

Steps to Write a Senior Placement Agency Business Plan

Executive summary.

Salome Lukes® Senior Placement Agency, LLC is a professional Senior Placement Agency based in Ann Arbor, Michigan that is dedicated to assisting elderly individuals and their families in finding the most suitable housing and care solutions.

With the growing aging population and the complex array of senior living options available, our agency aims to provide expert guidance, personalized support, and a seamless transition process. Salome Lukes® Senior Placement Agency, LLC is poised to become a leader in the Senior Placement Agency industry.

With our commitment to excellence, dedication to seniors’ well-being, and streamlined services, we are confident in our ability to meet the increasing demand for senior housing solutions and make a positive impact on the lives of seniors and their families.

Company Profile

A. our products and services.

Salome Lukes® Senior Placement Agency, LLC will offer the following services;

• Conducting an assessment of the senior’s physical, medical, social, and emotional needs to determine the level of care required.
• Providing guidance and advice to the seniors and their family members about the available senior living options, including assisted living facilities, memory care units, independent living communities, or home care services.
• Identifying and recommending suitable senior living communities based on the assessed needs and preferences of the senior, including factors such as location, cost, amenities, and level of care provided.
• Scheduling visits and tours to the recommended senior living communities so that the seniors and their families can personally evaluate the environment, amenities, and services provided.
• Assisting with the logistics and paperwork involved in moving to a new senior living facility, including coordinating with the facility, arranging for transportation, and ensuring a smooth transition.
• Acting as an advocate for the senior and their family throughout the placement process, ensuring their needs and preferences are met, and addressing any concerns or questions that may arise.

b. Nature of the Business

Our senior placement agency business will operate the business-to-consumer and business-to-business model.

c. The Industry

Salome Lukes® Senior Placement Agency, LLC will operate in the senior care or eldercare industry.

d. Mission Statement

At Salome Lukes® Senior Placement Agency, LLC, our mission is to empower and support seniors and their families in finding the perfect living arrangements that enhance their quality of life. We are dedicated to providing personalized guidance, expert advice, and compassionate care throughout the senior placement process.

e. Vision Statement

Our vision at Salome Lukes® Senior Placement Agency, LLC is to be the leading senior placement agency, recognized for our exceptional service, integrity, and commitment to seniors’ welfare.

We strive to be a trusted resource, providing comprehensive solutions that alleviate the stress and complexity of finding suitable senior living options. We envision a future where every senior can enjoy a fulfilling and purposeful life in a community that promotes independence, respect, and dignity.

f. Our Tagline (Slogan)

Salome Lukes® Senior Placement Agency, LLC – Ensure seniors receive the highest level of comfort, safety, and well-being in a nurturing environment that meets their unique needs and preferences!

g. Legal Structure of the Business (LLC, C Corp, S Corp, LLP)

Salome Lukes® Senior Placement Agency, LLC will be formed as a Limited Liability Company (LLC). The reason why we are forming an LLC is to protect our personal assets by limiting the liability to the resources of the business itself. The LLC will protect our CEO’s personal assets from claims against the business, including lawsuits.

h. Our Organizational Structure

• Founder/CEO
• Senior Care Advisor/Placement Specialist
• Marketing and Communications Manager
• Operations Manager
• Administrative Assistant
• Client Services Coordinator.

i. Ownership /Shareholder Structure and Board Members

• Salome Luke (Owner and Chairman/Chief Executive Officer) 52 Percent Shares
• Cynthia Lawrence (Board Member) 18 Percent Shares
• Ethel Hodgson (Board Member) 10 Percent Shares
• Bolton Wisdom (Board Member) 10 Percent Shares
• Debbie White (Board Member and Sectary) 10 Percent Shares.

SWOT Analysis

A. strength.

• The agency has a team of experienced senior care advisors who possess in-depth knowledge of the senior living industry, regulations, and available resources.
• The agency has established strong relationships with a wide range of senior living communities, healthcare providers, and referral sources, allowing for a diverse selection of options for clients.
• The agency emphasizes personalized care, taking into account the unique needs and preferences of each senior and providing tailored guidance throughout the placement process.
• The agency has built a solid reputation for professionalism, integrity, and compassion, earning the trust of clients, families, and partners in the senior care industry.

b. Weakness

• The agency may operate in a specific region or city, which could restrict its reach and potential client base.
• Limited financial resources and staffing may hinder the agency’s ability to scale operations and meet increasing demand.
• The agency heavily relies on referrals from healthcare professionals, senior communities, and word-of-mouth, which can pose challenges in generating consistent leads.

c. Opportunities

• The increasing number of older adults presents a significant opportunity for the agency to expand its services and cater to a larger market.
• Embracing technological advancements, such as online platforms, virtual tours, and remote consultations, can broaden the agency’s reach and enhance customer experience.
• Partnering with healthcare organizations and providers can strengthen the agency’s referral network and streamline the placement process.

i. How Big is the Industry?

The senior placement agency industry is considered a big industry. Available data shows that the senior care industry generates $300 billion a year.

ii. Is the Industry Growing or Declining?

The senior placement agency industry has been growing steadily in recent years. The global population is aging, and this trend is particularly pronounced in developed countries like the United States. As the number of older adults increases, the demand for senior living options and placement services also rises.

Aside from that, there is a growing awareness among seniors and their families about the benefits of using placement agencies. They recognize the value of working with professionals who can simplify the process, save time, and provide specialized knowledge.

iii. What are the Future Trends in the Industry

Technology will play an increasingly important role in the senior placement process. Virtual tours, online platforms for information and communication, and remote consultations will become more prevalent, allowing agencies to reach a wider audience and provide more convenient services.

Senior placement agencies will adopt a more holistic approach to senior care, focusing not only on housing placement but also on addressing the comprehensive needs of seniors. This may include coordinating healthcare services, social activities, and support systems to enhance the overall well-being of older adults.

As the industry grows, we may see the emergence of specialized Senior Placement Agencies that cater to specific niches or demographics. This could include agencies focused on specific health conditions, cultural preferences, or lifestyle choices, providing tailored solutions to meet the unique needs of these populations.

iv. Are There Existing Niches in the Industry?

No, there are no existing niches when it comes to senior placement agency business.

v. Can You Sell a Franchise of Your Business in the Future?

Salome Lukes® Senior Placement Agency, LLC has plans to sell franchises in the nearest future.

• The senior care industry is competitive, with other placement agencies and online directories offering similar services.
• Changes in regulations and compliance requirements within the senior living industry can impact the agency’s operations and necessitate ongoing adaptation.
• Economic downturns or fluctuations in the housing market may affect the affordability and demand for senior living options.

i. Who are the Major Competitors?

• A Place for Mom
• Senior Care Authority
• Caring Transitions
• Oasis Senior Advisors
• Senior Living Experts
• SeniorBridge
• Senior Helpers
• Right at Home
• Senior Placement Services
• Elder Placement Professionals
• Elder Care Alliance
• Always Best Care Senior Services
• Assisted Transition
• Senior Living Consultants
• Senior Living Alternatives
• Visiting Angels
• Elder Care Resources
• Senior Solutions Consulting
• Assisted Living Locators.

ii. Is There a Franchise for Senior Placement Agency Business?

Yes, there are franchise opportunities for senior placement agency business, and here are some of them:

• A Place at Home
• Always Best Care
• Senior Care Consulting
• Homewatch CareGivers.

iii. Are There Policies, Regulations, or Zoning Laws Affecting Senior Placement Agency Business in the United States of America?

Yes, there are policies, regulations, and zoning laws that can affect the operation of Senior Placement Agency businesses in the United States. The specific regulations may vary by state and local jurisdiction.

Some states require Senior Placement Agencies to obtain specific licenses or certifications to operate legally. These licenses may vary depending on the services provided, such as placement assistance, care coordination, or healthcare-related services.

Senior Placement Agencies often work closely with senior living communities, such as assisted living facilities or nursing homes.

These communities are subject to regulations and licensing requirements that dictate their operations, standards of care, safety protocols, and resident rights. Agencies must ensure that the communities they recommend comply with relevant regulations.

Senior Placement Agencies may be subject to health and safety regulations to ensure the well-being of the seniors they serve. These regulations can include requirements for background checks on employees, proper training and qualifications of staff, and adherence to infection control protocols.

Agencies must comply with privacy and confidentiality laws, such as the Health Insurance Portability and Accountability Act (HIPAA) when handling clients’ personal health information.

Marketing Plan

A. who is your target audience, i. age range.

Our target market comprises adults above 65 years old.

ii. Level of Educational

We don’t have any restrictions on the level of education of our clients.

iii. Income Level

There is no cap on the income level of those we are looking to work with.

iv. Ethnicity

There is no restriction when it comes to the ethnicity of the people we are looking forward to working with

v. Language

There is no restriction when it comes to the language spoken by the people we are looking forward to working with.

vi. Geographical Location

We are open to doing business with anybody from any geographical location.

vii. Lifestyle

Salome Lukes® Senior Placement Agency, LLC will not restrict any client from patronizing our services because of their lifestyle, culture, or race.

b. Advertising and Promotion Strategies

• Content marketing
• Deliberately Brand Our Facility
• Email marketing
• Events and sponsorships
• Pay-per-click (PPC) advertising
• Referral marketing
• Search engine optimization (SEO).

i. Traditional Marketing Strategies

• Broadcast Marketing -Television & Radio Channels.
• Marketing through Direct Mail.
• Print Media Marketing – Newspapers & Magazines.
• Out-of-home (OOH) advertising – Public Transit like Buses and Trains, Billboards, Street shows, and Cabs.
• Leverage direct sales, direct mail (postcards, brochures, letters, fliers), tradeshows, print advertising (magazines, newspapers, coupon books, billboards), referral (also known as word-of-mouth marketing), radio, and television.

ii. Digital Marketing Strategies

• Affiliate Marketing
• Content Marketing.
• Email Marketing.
• Influencer Marketing.
• Mobile Marketing.
• Social Media Marketing Platforms.
• Search Engine Optimization (SEO) Marketing.

iii. Social Media Marketing Plan

• Create a personalized experience for our customers.
• Create an efficient content marketing strategy.
• Create a community for our target market and potential target market.
• Create profiles on relevant social media channels.
• Gear up our profiles with a diverse content strategy.
• Start using chatbots.
• Run cross-channel campaigns.
• Use brand advocates.

c. Pricing Strategy

Salome Lukes® Senior Placement Agency, LLC’s pricing strategy should take into account factors such as the cost of value of service offering, and the level of competition in the market. We will also analyze the competition’s pricing and services to ensure the business remains competitive while maintaining profitability. Here is our pricing strategy:

• Tiered Pricing
• All-Inclusive Pricing
• Ala Carte Pricing
• Move-In Specials
• Long-Term Contracts
• Medicaid and Medicare Programs
• Private Pay.

Sales and Distribution Plan

A. sales channels.

Our sales channels will include both direct and indirect channels and they are:

• Direct sales: This involves the senior placement agency business’s sales team directly reaching out to potential clients, such as small and medium-sized healthcare-related businesses, through email, phone, or in-person meetings.
• Referral sales: This involves leveraging existing clients, business partners, and other industry contacts to refer potential clients to the senior placement agency business.
• Online sales: This involves using digital channels such as the company’s website, social media, and online advertising to generate leads and attract potential clients.
• Broker or agent channels: This involves working with brokers or agents who act as intermediaries between the senior placement agency business and potential clients, referring clients to the company in exchange for a commission.
• Partner channels: This involves working with strategic partners, such as doctors, hospitals, and other healthcare service providers, to offer factoring services to their clients.

b. Inventory Strategy

Our inventory strategy will involve managing and tracking the availability of essential office supplies. The strategy will also involve setting par levels for inventory, monitoring usage, and ordering supplies in advance to ensure that there are no shortages. We will also implement software systems to automate inventory management and improve efficiency.

c. Payment Options for Customers

Here are the payment options that Salome Lukes® Senior Placement Agency, LLC will make available to her clients;

• Apple Pay and Google Wallet
• Gift cards and store credit
• Credit and debit cards
• Installment payments
• Cash on service delivery.

d. Return Policy, Incentives, and Guarantees

Return Policy : We strive to ensure that our clients and their families are satisfied with our services throughout the placement process. If a client has concerns or issues, we are committed to addressing them promptly and working towards a resolution that meets their needs and expectations.

Incentives : We offer complimentary initial consultations to prospective clients, allowing them to discuss their requirements, ask questions, and explore our services without any financial commitment.

Guarantees : We strive to ensure that our clients and their families are satisfied with our services. If a client is not satisfied with the level of service or the placement options provided, we will work diligently to address their concerns and find a resolution that meets their expectations.

We respect the privacy and confidentiality of our clients and their personal information. We have strict protocols and safeguards in place to protect sensitive data and maintain confidentiality throughout the placement process.

e. Customer Support Strategy

Providing exceptional customer support is crucial for the success of our senior placement agency business. Here are some customer support strategies that we will adopt:

• Provide multiple communication channels for residents and their families
• Offer personalized attention
• Set clear expectations.
• Maintain transparency.
• Offer value-added services.

By implementing these strategies, our senior placement agency business can provide excellent customer support and build long-term relationships with all our clients (residents).

Operational Plan

Here is a sample outline of the operational plan for our senior placement agency:

• Service Offering
• Staffing and Expertise
• Client Acquisition and Referral Network
• Client Assessment and Matching
• Care Coordination and Transition Support
• Technology and Systems
• Quality Assurance and Continuous Improvement
• Financial Planning and Management.

a. What Happens During a Typical Day at a Senior Placement Agency Business?

• A typical day at a senior placement agency business involves conducting consultations with clients and their families to gather information about their needs, preferences, and care requirements.
• Research and assess different senior living communities, including assisted living facilities, independent living communities, memory care facilities, and others.
• Assist clients in completing necessary paperwork, applications, and contracts for senior living communities.
• Follow up with clients after the placement to ensure their satisfaction and address any post-transition needs or issues.
• Network and build relationships with healthcare professionals, social workers, and other organizations in the senior care industry.
• Handle administrative tasks, such as managing client databases, scheduling appointments, and maintaining accurate records.
• Participate in training programs or workshops to enhance knowledge and skills in areas such as communication, customer service, and elder care.

b. Production Process

There is no production process when it comes to senior placement agency business.

c. Service Procedure

The service procedure for a senior placement agency can be dynamic and may vary based on the agency’s size, client load, and specific client needs. The focus is always on providing personalized guidance, support, and advocacy for seniors and their families throughout the placement process.

d. The Supply Chain

A supply chain is not applicable to a senior placement agency business.

e. Sources of Income

At Salome Lukes® Senior Placement Agency, LLC we will make money from the fees charged for helping elderly individuals and their families find suitable housing and care options.

Financial Plan

A. amount needed to start your senior placement agency business.

Salome Lukes® Senior Placement Agency, LLC would need an estimate of $120,000 to successfully set up our senior placement agency business in the United States of America. Please note that this amount includes the salaries of all our staff for the first month of operation.

b. What are the Costs Involved?

• Business Registration Fees – $750.
• Legal expenses for obtaining licenses and permits – $1,300.
• Marketing, Branding, and Promotions – $1,000.
• Business Consultant Fee – $2,500.
• Insurance – $5,400.
• Rent/Lease – $45,000.
• Other start-up expenses include commercial satellite TV subscriptions, stationery ($500), and phone and utility deposits ($2,800).
• Operational Cost (salaries of employees, payments of bills et al) – $30,000
• Start-up Inventory – $25,000
• Store Equipment (cash register, security, ventilation, signage) – $4,750
• Furnishing and Equipping – $15,000
• Website: $600
• Opening party: $4,000
• Miscellaneous: $5,000

c. Do You Need to Build a Facility? If YES, How Much will it cost?

Salome Lukes® Senior Placement Agency, LLC will not build a new facility for our senior placement agency business; we intend to start with a long-term lease and after 5 years, we will start the process of acquiring our own facility.

d. What are the Ongoing Expenses for Running a Senior Placement Agency Business?

• Staffing costs (salaries, benefits, and training for staff)
• Facility expenses (rent, utilities, property taxes, maintenance, and insurance)
• Marketing and advertising
• Administrative expenses (office supplies, legal fees, accounting services, and software or technology systems)
• Transportation and travel expenses
• Compliance expenses.

e. What is the Average Salary of Staff?

• Founder/CEO – $55,000 per year
• Senior Care Advisor/Placement Specialist – $47,000 per year
• Marketing and Communications Manager – $45,000 per year
• Operations Manager – $40,000 per year
• Administrative Assistant – $35,000 per year
• Client Services Coordinator – $32,000 per year.

f. How Do You Get Funding to Start a Senior Placement Agency Business?

• Raising money from personal savings and sale of personal stocks and properties
• Raising money from investors and business partners
• Sell shares to interested investors
• Applying for a loan from your bank/banks
• Pitching your business idea and applying for business grants and seed funding from the government, donor organizations, and angel investors
• Source for soft loans from your family members and friends.

Financial Projection

A. how much should you charge for your product/service.

Salome Lukes® Senior Placement Agency, LLC will charge based on what is obtainable in the United States. Please note that the fees charged by senior placement agency businesses in the US can vary depending on various factors, including the location, services provided, level of support, and the specific needs of the client.

The fees can be structured in different ways, such as one-time placement fees, monthly retainers, or a combination of both.

b. Sales Forecast?

• First Fiscal Year (FY1): $260,000
• Second Fiscal Year (FY2): $400,000
• Third Fiscal Year (FY3): $460,000

c. Estimated Profit You Will Make a Year?

• First Fiscal Year (FY1) (Profit After Tax): 25%
• Second Fiscal Year (FY2) (Profit After Tax): 30%
• Third Fiscal Year (FY3) (Profit After Tax): 35%

d. Profit Margin of a Senior Placement Agency Business 

The ideal profit margin we hope to make at Salome Lukes® Senior Placement Agency, LLC will be between 25 and 35 percent on each job carried out irrespective of the distance covered.

Growth Plan

A. how do you intend to grow and expand by opening more retail outlets/offices or selling a franchise.

Salome Lukes® Senior Placement Agency, LLC will grow our senior placement agency business by first opening other offices in key cities in the United States of America within the first five years of establishing the business and then starting a franchise in the nearest future.

b. Where do you intend to expand to and why?

Salome Lukes® Senior Placement Agency, LLC plan to expand to;

• Sarasota, Florida
• Asheville, North Carolina
• Scottsdale, Arizona
• Austin, Texas
• Charleston, South Carolina
• Boise, Idaho
• Naples, Florida
• Denver, Colorado
• Ann Arbor, Michigan
• Portland, Oregon.

The reason we intend to expand to these locations is the fact that available statistics show that the cities listed above have a growing elderly population and a high demand for senior care services, making them potentially attractive markets for senior placement agency businesses.

Salome Lukes® Senior Placement Agency, LLC’s founder intends to exit the business through a merger and acquisition. We want to merge with a global senior placement agency company so that the company can be placed in a trusted hand when the founder retires.

The goal of combining two or more international senior placement agency businesses is to achieve synergy, in which the whole (the new company) is greater than the sum of its parts (the former two separate entities).

Related Posts:

• How to Start a Senior Placement Agency Business
• How Do Senior Placement Agencies Get Paid?
• Do You Need a License to Own a Senior Placement Agency?
• 50 Best Senior Placement Agency Name ideas
• What is a Senior Placement Agency Contract?

How to Start a Senior Placement Agency: A Guide From the Pros

Jul 7, 2023

Before you consider how to start a senior placement agency, often referred to as a senior placement consultancy business, with the many details involved in opening and sustaining a successful business, you’d be wise to consider the following three things.

First, you’ll want to become very familiar with the market opportunity. What does 2023 look like for this segment of the senior care industry? Can you be profitable within a reasonable amount of time following the opening of a new senior placement business? What will this market niche look like over the next 5-10 years?

Once you’ve answered the senior care placement market questions, as you would before any business start-up, in considering how to start your new senior care venture, you’ll want to know how to proceed through the business planning process.

From strategic planning, competitive analysis, budgeting, hiring, sales, and marketing. Literally hundreds of details, and all key to your success as a new business owner in the senior care placement space.

Third, and perhaps the wisest, most important question you should consider as you think about how to start a senior placement agency – what organizations in this segment have been successful, and which are those that you could learn from the most?

What Does the Current and Projected Market For Senior Placement Services Look Like?

A few key senior care statistics you should know:

According to Centers for Medicare & Medicaid Services (CMS) data, in July 2022 , approximately 1.2 million people resided in more than 15,000 certified nursing homes. Today, baby boomers are between 59 and 77 years old.

While most will want to continue to live in their current homes moving forward, not all will be able to, with many seniors requiring care of various types. Some seniors will need to move to an assisted living facility while others will require the care of living in a nursing home.

There are projected to be 73.1 million people over the age of 65 in the United States by 2030 . Likewise, the U.S. will need nearly 1 million new senior living units by 2040 . As you think about how to start a senior placement agency, clearly the numbers bear witness to the projected needs of the aging senior segment of the population in this country.

What’s Involved in The Business Plan Process as You Consider How to Start a Senior Placement Agency?

Launching an Elder Care Placement Agency S from the ground up is obviously a lot of work.

If you’re going to start a senior care placement consultancy business of any kind from scratch, better roll up your sleeves, as there’s much to be done before you open your business!

Think about the following items you’ll need to research, develop, and include starting a Senior Living Placement Business:

• Market Analysis – You’ll need to define your territory, the geographic area your business will serve, as this will help determine your target market and the real business opportunities within this market.
• Competitive Analysis – How many key competitors operate within the market you are targeting, who are they, and what are the strengths and weaknesses of each?
• Revenue Model and Budgeting – Will your new senior placement business rely on one primary revenue model, and what will that look like? Are there multiple revenue streams possible? What are your ideas for innovation in a senior care industry niche where most companies operate under the same revenue model, providing you with a distinct competitive advantage? What budgeting, forecasting, and accounting styles best fit your business model?
• Legalities and Business Permits – Depending on the state or state where you’ll conduct business, each will have similar but often different policies, procedures, laws, and regulations that govern your industry and how you can do business.
• Sales & Marketing – How you identify potential new clients and reach these clients with your value proposition, plus your repeatable sales process will need to be spelled out within your business plan.
• Employees, Hiring & HR – From projecting your employment needs to employee compensation, bonuses and rewards, and vacation policies, a thorough business plan will include these relevant details and plans.

The process of simply considering how to start a senior placement agency from the ground up is detailed and involves careful and diligent thought, planning, and perseverance.

All these details should lead to the final consideration initially suggested. What is the best company to learn from for anyone considering starting a senior placement agency?

Actually, there’s an even wiser question. Is there a better opportunity than starting your own senior placement consultancy business from scratch, or …

Which Senior Care Placement Franchise Provides the Best Business Opportunity in 2023?

That’s the right question! Introducing, Senior Care Placement Service.

A Prime Senior Placement was founded by senior care industry veterans Tim Meehan, Joe Soles, and George Heinemann, who recognized that many families were unfamiliar with the senior housing options available and often required for their aging parents.

They were equally aware of the number of people looking for a flexible franchise model, requiring no employees and with a low entry fee.

What Makes Prime Senior Care Such a Great Senior Care Placement Franchise Opportunity?

Prime Senior Placement’s mission is simple and unwavering: to find the perfect retirement community for its clients through a process that makes each client and their loved ones feel confident and secure.

And now, Prime Senior Placement is offering franchise business owners – some who may have first considered how to start a senior placement agency on their own – financial and professional success through an easy-to-execute business model built on a solid knowledge base, superior training, and ongoing support from the company’s home office team.

The Prime Senior Placement franchise business model was designed for the owner seeking a low overhead business, requiring no employees and saving franchise owners the typical 15-30% in payroll overhead.

Prime Senior Placement franchise owners can operate their businesses as a full-time job or alongside their current job.

The company operates on a fixed royalty rate model, meaning that as a franchisee’s sales go up, so too does the money that the franchise owner keeps.

Prime Senior Placement ownership is committed to extensive training of franchise owners from the beginning and to remaining highly accessible to franchisees.

If you’re looking for more information on how to start a senior placement agency, look no further than this amazing senior care placement franchise opportunity.

Contact Prime Senior Placement today to speak with a member of our team.

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How To Start A Senior Placement Agency

To start a Senior Placement Agency, one should conduct thorough market research, create a comprehensive business plan, obtain the necessary licenses and insurance, hire experienced staff, develop a client referral network, and promote the agency effectively.

• Last Update: November 23, 2023

• Steps in this Guide: 11

Starting a senior placement agency can be an incredibly rewarding and lucrative venture. As the population ages, the demand for quality and personalized elder care services continues to grow. If you have a passion for helping others and want to make a meaningful impact in the lives of seniors, starting a senior placement agency could be the perfect business opportunity for you. In this blog post, we will explore the essential steps and considerations to successfully launch and run your own senior placement agency. Whether you have previous experience in the healthcare industry or are starting fresh, this guide will provide you with the knowledge and resources you need to get started on the right track. So, let’s dive in and discover how you can turn your passion for senior care into a successful business venture!

How To Start A Senior Placement Agency: Step-by-Step

Step 1: business plan development,.

Write a thorough and detailed business plan outlining your organization’s goals, identified market, effective marketing tactics, financial forecasts, and future expansion plans. This comprehensive document will serve as a roadmap for your business’s success.

Step 2: Formulate Services,

In order to provide comprehensive support and assistance for seniors and their families, our business aims to offer a diverse range of services. These may include senior living consulting, retirement planning, medical referrals, home health care placement, elderly care assessments, and various other solutions tailored to meet individual needs.

Step 3: Legal Registration,

In order to establish your business as an official legal entity, it is important to complete the registration process with state and federal authorities, while also adhering to any necessary licenses required by local laws.

Step 4: Establish Relationships with Senior Living Facilities,

Forming relationships with home care providers, retirement homes, and assisted living facilities is crucial as it creates a valuable network for senior placement, enhancing the effectiveness of our services in meeting the needs of seniors seeking appropriate living arrangements.

Step 5: Hire Staff,

In order to ensure efficient operations, it is essential to hire experienced personnel such as professional consultants, medical experts, housing analysts, and administrative staff who can effectively match seniors with the appropriate services.

Step 6: Infrastructure Set-up,

When choosing office space, consider the size of your business and whether to rent or buy. Make sure to equip your office with the right technology and tools to ensure smooth and efficient operations.

Step 7: Establish an Online Presence,

Creating a professional website and social media profiles for your agency is essential for effective marketing, content sharing, and seamless communication with prospective clients.

Step 8: Marketing and Advertising,

Once you have developed your marketing plan, it is crucial to execute the outlined strategies effectively. This entails utilizing various platforms such as online marketing, print media, community events, referrals to engage and resonate with your target audience.

Step 9: Insurance Coverage,

Obtaining the right insurance coverage is crucial to safeguard your business against potential risks. This includes professional liability insurance, which protects you from claims of negligence, and general business insurance, which covers various unforeseen events.

Step 10: Client Acquisition,

Implement a targeted client acquisition strategy that focuses on attracting seniors and their families. Create exceptional customer service experiences to build loyalty and generate repeat business, as well as encourage referrals from satisfied customers.

Step 11: Regular Evaluation,

Regularly evaluate your business performance, client satisfaction, and team efficiency to make informed decisions and enhance service quality. Adapt strategies based on insights gained from the evaluation process.

Starting a senior placement agency can be a fulfilling and profitable venture. As the population of seniors continues to grow, the demand for quality housing and care options will only increase. By following the steps outlined in this guide, you can navigate the process of starting a senior placement agency with confidence.

Remember, building relationships with local senior communities, developing a strong network of care providers, and providing personalized and compassionate service to families are key to your success. Additionally, staying up to date with industry trends and regulations will ensure your agency remains competitive and professional.

Starting a senior placement agency requires dedication, hard work, and a genuine desire to help seniors and their families navigate the complex world of senior care. With a well-thought-out business plan and the right resources, you can make a positive impact in the lives of seniors while building a successful business for yourself.

So, if you have a passion for helping seniors find the right care and housing solutions, don’t hesitate to take the leap and start your own senior placement agency. With the aging population presenting a growing market, now is the perfect time to embark on this entrepreneurial journey. Good luck!

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Senior Placement Academy

How to successfully start a senior placement agency course curriculum, course curriculum.

A Message From Your Instructor

Before you Begin...

Module 1: Making a Difference in the Senior Placement Agency Business

Introduction

Did you Know?

#1 Fact About the Rise of the Senior Care Industry

#2 Fact About the Rise of the Senior Care Industry

#3 Fact About the Rise of the Senior Care Industry

#4 Fact About the Rise of the Senior Care Industry

#5 Fact About the Rise of the Senior Care Industry

What are the Facts Telling us?

Let's Recap

Let's Reflect

Module 2: What is a Senior Placement Agency?

What is a Senior Placement Agency?

Services of a Senior Placement Agency

Value Proposition of Senior Placement Agencies

Module 3: Challenges and Rewards

#1 Challenge

#2 Challenge

#3 Challenge

Module 4: Ethical Practices in Running a Senior Placement Agency

Transparency

Client Healthcare Needs

Residential Home Care Facilities

Module 5: Client Evaluation and Assessment

Client Evaluation and Assessment

Client Checklist #1

Client Checklist #2

Client Checklist #3

Client Checklist #4

Client Checklist #5

Client Checklist #6

Client Checklist #7

Client Checklist #8

Resources: Client Needs Assessment

Module 6: Senior Care at a Glance

Senior Housing Option #1

Senior Housing Option #2

Senior Housing Option #3

Senior Housing Option #4

Senior Housing Option #5

Senior Housing Option #6

Senior Housing Option #7

Module 7: Build Your own Business (BYOB) vs. Franchising

Why Should you Choose the Build Your own Business (BYOB) Model?

BYOB: Startup

Franchise Business

Buying a Franchise is not for Everyone

Module 8: Types of Business Entity

Sole Proprietorship

Pros of Sole Proprietorship

Cons of Sole Proprietorship

Limited Liability Corporation (LLCs)

Pros of LLCs

Cons of LLCs

Things of Consider

Module 9: Business Licensing

Business Licensing: Registration

Business Licensing: Documents

Business Licensing: Registration (cont.)

Module 10: Organization & Location

Organization

Lean Startup Approach

Module 11: Business Operations

Facility Evaluation

Placement Service Agreement

Move-in Process

Module 12: Marketing Your Senior Placement Agency (Part 1)

Target Market

Baby Boomers

Module 13: Marketing Your Senior Placement Agency (Part 2)

Building Relationships #1

Building Relationships #2

Building Relationships #3

Building Relationships #4

Digital Marketing Strategies

Strategy #1

Strategy #2

What is this Telling us?

Module 14: Managing the Finances of Your Senior Placement Agency

Source of Revenue

Capital Investment

Capital Investment, Continued

Other Initial Expenses

First Months of Business

Module 15: How COVID-19 Changed the Landscape of the Senior Care Industry

The New Normal

Our New Normal #1

Our New Normal #2

Our New Normal #3

You are Ready!

Closing Remarks From the Instructor

Resource Hub

Sign up for One-on-One Coaching

Post-Course Evaluation

• Website Design & Development Services
• Startup Branding
• Paid Marketing
• Organic Marketing
• Market Research
• Business Plans
• Pitch Decks
• Financial Forecast
• Industry Market Research Reports
• Social Media & Website Guides
• Case Studies
• Services Marketing Website Design & Development Services Startup Branding Paid Marketing Organic Marketing Consulting Market Research Business Plans Pitch Decks Financial Forecast
• About Resources Articles Templates Industry Market Research Reports Social Media & Website Guides Case Studies Team

Senior Placement Agency Business Plan Template

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Are you interested in starting your own Senior Placement Agency Business?

Introduction

Global market size, target market, business model, competitive landscape, legal and regulatory requirements, financing options, marketing and sales strategies, operations and logistics, human resources & management.

10 Steps to Start a Successful Private Caregiver Agency Business

By: Rosemarie Tamunday Casanova

The caregiver providers industry is becoming one of the fastest growing healthcare industries in the United States. Market expansion is fueled by the more than 76 million baby boomers, who represent nearly 25% of the U.S. Population. This is one of the reason why now is the time for you to start a private caregiver agency business.

Aging baby boomers are placing greater demands on the healthcare market to provide care in the home. As life expectancy increases, seniors who need long-term care are choosing to stay in their homes with in home senior care that you can provide as a caregiver agency franchise owner.

Here are more reasons to believe demand for private caregiver agency business in the U.S. will continue to grow:

• 12 million people in the U.S. need home health care services today
• Home health care revenue in the U.S. has grown to $93 billion
• 90 percent of seniors plan to remain in their homes as they age
• More than 10,000 baby boomers turn 65 every day
• 61 million baby boomers will be aged 66 to 84 in 2030

By building your own private caregiver agency business now, you can lead the way toward meaningful delivery of services as older generations retire. You can meet their needs by bringing affordable, personalized, non medical services to your community with a caregiver agency.

What Services Do Private Caregiver Agency Provides?

Care is customized according to individualized care needs ranging from personal care such as bathing, dressing, grooming, toileting, etc. The caregiver also provides companionship and light housekeeping allowing seniors to live independently at the comfort of their own homes as long as possible. Care is rendered from a few hours to twenty-four hours of care.

For home health aide services, caregiver agency provides bathing, dressing, toileting, assistance with transferring, cooking, meal preparation, grocery shopping, medication assistance, companionship to doctors' appointments, hair appointments, theaters, social engagements, churches, etc. The caregiver provides light housekeeping, such as dusting, vacuuming, making the bed, take the trash out, pick up mails. They can play cards, board games, and help seniors cognitively engaged.

Differences Between Private Caregiver Agencies & Independent Caregivers

Caregiver Agencies are licensed, insured and bonded. Clients and families are rest assured that caregivers are vetted, criminal background checked, drug tested, and certifications verified. That's a huge peace of mind knowing we have done the big part of screening the caregivers and family/client can focus on the care.

Families and seniors can also hire an independent caregivers privately if they wish to do so but such an approach can cause undue stress to the client and or family if they are acting as the agency and or employers themselves. The cost may be lower than the agency and for what seems to be a small cost-saving but can turn into a huge financial liability. Caregivers are part of the health care system and such professions are high on physical injuries. Caregivers without workers' compensation coverage can turn to the client or family for recuperation when they are hurt on the job.

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How Do I Start A Private Caregiver Agency Business?

If you believe yourself well suited to own and manage a caregiver business, then here are the important steps to follow:

Create a Business Entity

Set up the business entity that will best fit your needs. There are different types of businesses available, Sole Proprietorship, Partnership, Corporation, and limited-liability company (LLC). The type of business you choose to form determines how much you pay in taxes, what type of organizational structure your business will have, and the personal liabilities that you assume as the result of that structure.

Obtain Employer ID Number

The Employer Identification Number (EIN), also known as the Federal Employer Identification Number (FEIN) or the Federal Tax Identification Number, is a unique nine-digit number assigned by the Internal Revenue Service (IRS) to business entities operating in the United States for the purposes of identification.

Register with Secretary of State

In order to search business entities, you must go to your the Secretary of State's Website in your area. Once on the page, you have the option to lookup an entity (Corporation, LLC, Limited Partnership) by; Name, Officer, Registered Agent, Tax (EIN) Number, or Document Number. Decide on a business name and check availability in your state including consideration for domain name for website. When approved have letterhead, business cards, brochures printed.

Set Up your Financial Systems

On average, a new home care business will need $50,000 to $75,000 to get started. You can fund your business by obtaining a personal loan, applying a personal grant or fund yourself to get started. Make sure that you have set up your accounting system in place.

Set Up your Office

Find a location where care is affordable to population and without excessive competition. Save your money on costly high traffic commercial office space and instead find a cheaper accessible location for your employees. If your in-home caregiving business is non-medical, you will only need uniforms and a strong marketing budget. If you’re a medically licensed caregiving business, however, you will need to invest in relevant medical equipment.

Develop your Policies and Procedures

Write or purchase a policy and procedures manual to address new client admissions, plan of care, scheduling, employee and payroll records, orientation, in-service training, client billing.

Recruit and Hire your Staff

Find and hire the best caregivers available as the reputation of your business weighs heavily upon the quality of care delivered. Medical professionals commonly employed in home care include certified nursing assistants (CNAs) and home health aides (HHAs). Ensure that you bond all your employees.

Develop a Recruitment and Retention Plan for Caregivers

There are many methods to help retain caregivers, but the two most popular are recognition and training. To retain your caregivers, you need to understand them and then use that information to train new caregivers.

Market your Business

Marketing is an important part of promoting your business. Your marketing strategy should encompass not only traditional modes of advertising on radio, local TV, and the web, but take advantage of social media to attract attention to the work you're doing. Use updates on Facebook and similar sites to talk about how your business is growing and contributing to the community.

Setting Up a Franchised Business

Franchise ownership will give you the flexibility and freedom to build a business you will be proud to call your own. If you believe yourself well suited to own and manage a private caregiver agency business, contact a Home Care Agency Franchising sectors near you.

You can check out RIGHT ACCORD Private Duty-Home Health Care Franchise website for a more comprehensive step-by-step guide to franchising a business.

Call RIGHT ACCORD Senior Care Franchise at 1.877.754.5847

If you have a heart for caring, now is the time to make a difference in how people live. Invest with purpose in an established business model that your community will welcome. This is your chance to learn more about home care franchise ownership – and set yourself on the right path for your future.

ROSEMARIE TAMUNDAY-CASANOVA, RN, BSN, MHA

Rosemarie is a certified critical care registered nurse, has a degree in Legal Nurse Consulting and a Masters Degree in Health Administration. Rosemarie has extensive background in nursing from acute care, home care, nursing education and health care management and administration. Her longest career was a critical care nurse for Veterans HealthCare Administration. She is an approved Home Health Training Provider for Alzheimer’s Disease and Related Disorders (ADRD) by USF Training Academy on Aging.

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What Are Home Care, Private Duty Home Care, And Home Health Care?

The terms Home Care, Home Health Care and Private duty Home Care are very often confused with each other and used interchangeably by some people. But are they the same thing or are there differences between them?

Your guide to starting a successful elderly care business

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As the U.S. population ages, it’s estimated that there will be more older adults than kids by 2035 — and for the first time in U.S. history. With this shift comes a growing need for elderly care businesses that cater to the baby boomer generation, and their families needing the extra support.

This guide explores how to start an elderly care business in your area, covering everything from acquiring start-up capital to marketing your increasingly in-demand services. Follow along to learn how to bring your elderly care business ideas to reality.

Decide on your services

With a range of eldercare business types and needs, start by focusing on what services you’ll offer. While a broad range of services can help engage a larger clientele, it can be beneficial among the competition for an eldercare business to have a specific niche.

Examples of popular elderly care services include:

• In-home care – Bring services straight to your clients in the comfort of their homes. In-home care can consist of errand running, household chores, or providing specific health services. 
• Day programs – This is a popular option for those looking for someone to take care of their elderly relatives during work hours. They’re dropped off in the morning and picked up in the evening, creating a convenient schedule for those who need daytime flexibility.
• Independent-living facilities – These spaces are designed to provide a community for senior citizens to thrive while remaining autonomous. Those in an independent-living facility are generally capable of taking care of themselves, so there’s less of a need to provide medical treatments or care. Many are located near medical service providers should a resident have an emergency.
• Assisted-living facilities – For elderly people that require some level of regular care, assisted living is a middle option between total independence and around-the-clock care. With personal care staff and basic health services available, assisted living can be a temporary or long-term arrangement.
• Nursing home – With a team of nurses, aides, and cleaning staff, nursing homes provide constant care to seniors who need it. Social workers, therapists, and a range of professional services may be available on-site or on-call.
• Specialized elderly care – For those with progressive and degenerative conditions, there are also specialized elderly care options that fit their needs. 

Choosing your services and type of business will depend on your background and experience. As Dr. Zachary Palace , medical director of the New York-based Hebrew Home of Riverview, says, “My first job after fellowship was as a staff geriatrician at the Hebrew Home. It was a great opportunity to implement the skills I had honed in residency and fellowship.”

Create an elderly care business plan

As you build a business that provides care for those in need, make it a sustainable endeavor for you and your clients with the right strategy. A business plan is an essential part of the portfolio you’ll present to banks, investors, and partners when launching or growing your company. Every entrepreneur can benefit from a business plan that helps you turn your vision into action, from mission statement to marketing.  

Your elderly care business plan should include the following details:

• Business structure – This includes the services you’ll offer and your plans for daily operations. From owners to managers to employees, detail your organizational structure making sure all responsibilities are clearly defined. 
• Licenses and certification – Elderly care businesses often require specific certifications and licenses to operate in varying state-by-state or even between counties and cities. Elder caregivers often become CSAs (Certified Senior Advisor). Confirm your needs within the area you plan to operate, and include all certifications and operating licenses here.
• Insurance – Liability is an issue to consider in elderly care, making business insurance important. Potential investors will want to know you and they are covered from financial and legal risk, so include these details.
• Financial planning – An effective business plan shares both a compelling narrative for your idea and the reality of how you’ll make it successful. Your financial planning section should be well-researched with a realistic timeline for when and how your business will be profitable.

Lock in a location

Whether you’re looking for a headquarters for employees or a space to see and care for clients, your elderly care business may require a brick-and-mortar location. A business plan will help you seek out what you need for this, including funding or partners.

When establishing where you plan to operate, consider factors, like:

• Community needs – Look into who you’ll be serving and what other elderly care businesses already exist in that community. Ideally, you’re able to offer neighbors a new option that they want and need.
• Accessibility – From elevators to wheel-chair ramps, it’s imperative that your eldercare facility is fully accessible for those seeking your services. If this requires renovations, factor these costs into your budget before signing your lease.
• Overhead, maintenance, and miscellaneous costs – Renovations aren’t the only budgetary consideration. Add up the down payment and any deposits, possible maintenance fees, and other unexpected expenses in the first years of operation. 

Hire your staff 

Who you choose to employ in your elderly care business will depend on the specific services you offer. You may require trained medical professionals or only a small crew of diligent support staff.

Whatever your staffing needs, consider the following when you begin the hiring process:

• Ask for references – Caregiving is a compassionate industry. Be sure you’re hiring those with strong reputations. 
• Hire locally - tart the hiring process by sharing any job listings on Nextdoor to find talented individuals in your area, quickly and conveniently.

Your team will play a big part in the quality of your services. Ensure the best possible results with an in-depth onboarding process that unites employees around your mission and vision for the company and the care you provide.

Build your marketing strategy

To help your elderly care business take off, design a marketing plan that speaks to your important audiences of local elders, plus their families and adult children. 

While there’s no one-size-fits-all strategy for marketing, start with the following:

• Build a digital presence - A website and free Business Page on Nextdoor will make you easy to find, learn about, and get in touch with. Your Nextdoor page instantly unlocks a following of verified neighbors looking for services like yours. Keep your online pages up to date, and utilize social media to interact with your community of potential clients.
• Keep it local – Free posts with your Nextdoor business page let you share updates with neighbors within two miles of your business. Hyperlocal advertising tools help you get an ad live in minutes reaching the ZIP codes you want to grow your business in. You can also visit fellow local businesses to pass out flyers or put up posters on community bulletin boards. 
• Get recommendations – Word-of-mouth marketing builds trust in your business and reputation. Ask for website testimonials or Nextdoor recommendations from former clients. As you open, make this ask a part of the process so you have a steady stream of positive reviews. 

As Sam McCoy , senior vice president of elder rights at the Direction Home Akron Canton Area Agency on Aging & Disabilities, says, “I am a believer that past performance is the best indicator of future performance.”  

Any marketing efforts you make, lead with messaging that highlights your unique value along with your dedication to quality service as a people-first business that cares about its clients.

Community-first elderly care with Nextdoor

With a business plan, dedication to service, and buzz started in your local area, you’re on your way to building a successful elderly care business. Keep your community in mind with Nextdoor , where neighbors share recommendations, learn about local businesses, and build stronger neighborhood connections. Claim your Business Page today.

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Staffing Agency Business Plan

As the job market becomes increasingly competitive, businesses are looking for innovative ways to attract and retain top talent. It is where your staffing agency will become profitable.

Are you looking to start writing a business plan for your staffing company? Creating a business plan is essential to starting, growing, and securing funding for your business. We have prepared a staffing agency business plan template for you to help in start writing yours.

Free Staffing Agency Business Plan Template

Download our free business plan template now and pave the way to success. Let’s turn your vision into an actionable strategy!

• Fill in the blanks – Outline
• Financial Tables

How To Write A Staffing Agency Business Plan?

Writing a staffing agency business plan is a crucial step toward the success of your business. Here are the key steps to consider when writing a business plan:

1. Executive Summary

An executive summary is the first section of the business plan intended to provide an overview of the whole business plan. Generally, it is written after the whole business plan is ready. Here are some components to add to your summary:

Start with a brief introduction:

Market opportunity:, mention your services:, management team:, financial highlights:, call to action:.

Ensure you keep your executive summary concise and clear, use simple language, and avoid jargon..

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2. Business Overview

Depending on what details of your business are important, you’ll need different elements in your business overview, But there are some foundational elements like business name, legal structure, location, history, and mission statement that every business overview should include:

About the business:

Provide all the basic information about your business in this section like:

• The name of the staffing agency and the type of agency you want for example are you writing it for a nurse staffing agency, medical staffing agency or any direct hiring firm.
• Company structure of your staffing agency whether it is LLC, partnership firm, or some other.
• Location of your staffing company and the reason why you selected that place.

Mission statement:

Business history:, future goals:.

This section should provide an in-depth understanding of your recruitment business. Also, the business overview section should be engaging and precise.

3. Market Analysis

Market analysis provides a clear understanding of the market in which your business will run along with the target market, competitors, and growth opportunities. Your market analysis should contain the following essential components:

Target market:

Market size and growth potential:, competitive analysis:, market trends:, regulatory environment:.

Some additional tips for writing the market analysis section of your Recruitment agency business plan:

• Use a variety of sources to gather data, including industry reports, market research studies, and surveys.
• Be specific and provide detailed information wherever possible.
• Include charts and graphs to help illustrate your key points.
• Keep your target audience in mind while writing the business plan

4. Products And Services

The product and services section of a staffing company business plan should describe the specific services and products that will be offered to customers. To write this section should include the following:

List the services:

• Create a list of the services that your staffing agency will offer, which may include all the services for example, will the agency offer temporary staffing, temp-to-perm staffing, direct hire placement, or a combination of these services?
• Describe each service: For each service, provide a detailed description of what it entails, the time required, and the qualifications of the professionals who will provide the service. For instance, do you need a full-time HR or some other personnel specific for interviews?

Screening and Placement Process:

Overall, the product and services section of a recruitment firm business plan should be detailed, informative, and customer-focused. By providing a clear and compelling description of your offerings, you can help potential investors and readers understand the value of your business.

5. Sales And Marketing Strategies

Writing the sales and marketing strategies section means a list of strategies you will use to attract and retain your clients. Here are some key points to include in your marketing plan:

The partnership is a blessing:

Have a competitive fee structure:, marketing strategies:, customer retention:.

Overall, the sales and marketing strategies section of your business plan should outline your plans to attract and retain customers and generate revenue. Be specific, realistic, and data-driven in your approach, and be prepared to adjust your strategies based on feedback and results.

6. Operations Plan

When writing the operations plan section, it’s important to consider the various aspects of your business operations. Here are the components to include in an operations plan:

Hiring plan:

Operational process:, client management:.

By including these key elements in your operations plan section, you can create a comprehensive plan that outlines how you will run your staffing business.

7. Management Team

The management team section provides an overview of the individuals responsible for running the staffing agency. This section should provide a detailed description of the experience and qualifications of each manager, as well as their responsibilities and roles.

Key managers:

Organizational structure:, compensation plan:, board of advisors:.

Describe the key personnel of your company and highlight why your business has the fittest team.

8. Financial Plan

When writing the financial plan section of a business plan , it’s important to provide a comprehensive overview of your financial projections for the first few years of your business.

Profit & loss statement:

Cash flow statement:, balance sheet:, break-even point:, financing needs:.

Remember to be realistic with your financial projections, and to provide supporting evidence for all of your estimates.

9. Appendix

When writing the appendix section, you should include any additional information that supports the main content of your plan. This may include financial statements, market research data, legal documents, and other relevant information.

• Include a table of contents for the appendix section to make it easy for readers to find specific information.
• Include financial statements such as income statements, balance sheets, and cash flow statements. These should be up-to-date and show your financial projections for at least the first three years of your business.
• Provide market research data, such as statistics on the size of the staffing industry, consumer demographics, and trends in the industry.
• Include any legal documents such as permits, licenses, and contracts.
• Provide any additional documentation related to your business plans, such as marketing materials, product brochures, and operational procedures.
• Use clear headings and labels for each section of the appendix so that readers can easily find the information they need.

Remember, the appendix section of your employment agency business should only include relevant and important information that supports the main content of your plan.

Download a sample staffing agency business plan

Need help writing your business plan from scratch? Here you go; download our free staffing agency business plan pdf to start.

It’s a modern business plan template specifically designed for your staffing agency business. Use the example business plan as a guide for writing your own.

The Quickest Way to turn a Business Idea into a Business Plan

Fill-in-the-blanks and automatic financials make it easy.

This staffing agency business plan sample will provide an idea for writing a successful staffing agency business plan, including all the essential components of your business.

After this, if you are still confused about how to write an investment-ready staffing business plan to impress your audience, then download our staffing agency business plan pdf.

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Frequently asked questions, why do you need a staffing agency business plan.

A business plan is an essential tool for anyone looking to start or run a successful recruitment business. It helps to get clarity in your business, secures funding, and identifies potential challenges while starting and growing your staffing agency.

Overall, a well-written plan can help you make informed decisions, which can contribute to the long-term success of your agency.

How to get funding for your staffing agency business plan?

There are several ways to get funding for your staffing business, but one of the most efficient and speedy funding options is self-funding. Other options for funding are

• Bank loan – You may apply for a loan in government or private banks.
• Small Business Administration (SBA) loan – SBA loans and schemes are available at affordable interest rates, so check the eligibility criteria first before you can apply for it.
• Crowdfunding – The process of supporting a project or business by getting a lot of people to invest in your staffing agency, usually online.
• Angel investors – Getting funds from angel investors is one of the most sought options for startups.
• Venture capital – Venture capitalists will invest in your business in exchange for a percentage of shares, so this funding option is also viable.

Apart from all these options, there are small business grants available, check for the same in your location and you can apply for it.

Where to find business plan writers for your staffing agency business?

There are many business plan writers available, but no one knows your business and idea better than you, so we recommend you write your employment agency business plan and outline your vision as you have in your mind

What is the easiest way to write your staffing agency business plan?

A lot of research is necessary for writing a business plan, but you can write your plan most efficiently with the help of any staffing agency business example and edit it as per your need. You can also quickly finish your plan in just a few hours or less with the help of our business plan software.

About the Author

Upmetrics Team

Upmetrics is the #1 business planning software that helps entrepreneurs and business owners create investment-ready business plans using AI. We regularly share business planning insights on our blog. Check out the Upmetrics blog for such interesting reads. Read more

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Senior Service Business

The Best Home-Based Senior Service Businesses You Can Start On A Shoestring

How To Start An Eldercare Business in 9 Easy Steps

By Craig Wallin

Step 1. Choose services to offer.

Making a list of the services you plan to offer is an essential first step, so you need to think about what may be needed and what is in demand in your area. Some folks specialize in respite care, others enjoy housekeeping, and others love to run errands. Ask other senior care providers what services are most needed in your town. When you’re done, make up a list that can be a part of your flyer or brochure, or an advertisement on Craigslist or on a website. It’s a good idea to add this at the end of the list: “If you don’t see a service you need – just call and ask if we offer it.” This allows you to make sure you are meeting the needs of all your prospective clients, as you’re bound to miss a few in-demand services when you make up that list.

Step 2. Name your eldercare business.

Now you’re ready to name your eldercare business. Think of something catchy and memorable. Examples include: “Senior Helpers,” “Loving Caregivers,” and “Eldercare Angels.” Consider adding the name of your town, or even your own name, in the business name. Check with your state to make sure no one else is using your name, and that it hasn’t been registered or trademarked already.

Step 3. Don’t spend money!

Resist the urge to spend money when you’re starting your business. Ask yourself “Do I really need this?” before you buy anything. If you have a reliable vehicle and a cellphone, you’ve already got the essentials you need. Keep your office at home to avoid spending money on rent, utilities and other costs for a separate office. Think and act like a miser until your business income is steady and solid.

Step 4. Legal structure.

When you start an eldercare business, it’s important to pick the right legal structure for the new business. Most eldercare businesses operate as a sole proprietor or as an L.L. C. You’ll find lots of free advice about the picking the right option for you at Nolo.com. Whatever you decide, get this pinned down first, before you apply for a business license, or get a federal tax number.

Step 5. Insurance.

The right coverage is essential for protection in case of a lawsuit or claim. Talk to a local independent insurance agent to find out what is required in your state.

Step 6. Set your rates.

Many new eldercare business providers make the mistake of not charging enough to cover all their costs, as they haven’t been in business long enough to be aware of all the little costs, like licenses, bookkeeping fees, social security taxes, vehicle maintenance or insurance, all of which can add up over time. A good rule of thumb is to add about 30-35% to the wages you’ll be paying yourself, to arrive at a reasonable rate that allows you a profit and still makes your clients happy.

Step 7. Finding customers.

After you’ve set up your eldercare business and listed the services you plan to offer, start looking for customers. You’ll only need a few, and with the huge demand for capable caregivers, you can usually pick and choose your clients. Local senior service providers are often a good source of referrals. You can run a free ad on Craigslist, or sign up at one of the online marketplaces such as Care.com

Step 7. Referrals.

Once you have your first few clients and have treated them well for a while, ask them for referrals. Tell them you’re still growing your business, and could use a few more good clients like them. Offer a reward, like a free shopping trip, in return for a recommendation that becomes a regular client.

Step 8. Provide exceptional service.

If you take care of your senior clients, they will tell others and you’ll never have to advertise again. It’s true! Always try to practice the Golden Rule and treat your clients they way you would want to be cared for if you were in their shoes.

Step 9. Stay organized and save money.

There are several online programs that help you keep up with your business bookkeeping and your job schedule. My favorite, which makes keeping track of your small business finances easy, even if you can’t add or subtract, is Outright.com, now part of GoDaddy. The cost is way below what you would pay a bookkeeper, or around $12 a month, and it has a built-in scheduling feature that can track your work hours and prepare an invoice for a client. . It even reminds you when taxes are due, or when you miss a deduction, like the 55 cents a mile for business mileage that I often forget!

Related posts:

• How To Start An Eldercare Business
• Help America’s Aging Seniors With Your Own Home Care Business
• Top 10 FAQs About Starting A Senior Home Care Business
• How To Make Money With A Non-Medical Home Care Business

How to write a business plan for recruitment in 2024 (template included)

• Published on June 3, 2020
• Updated on February 12, 2024

Writing a business plan in recruitment has always played a crucial part in the interview process for a number of recruitment agencies around the world.

A comprehensive business plan can demonstrate a recruiter’s commitment, knowledge and commercial acumen. During economic uncertainties in 2023, these qualities are more important than ever.

Arriving at an interview armed with a comprehensive business plan before you’re even asked will no doubt set yourself apart from other recruiters.

During economic uncertainties, managers will need to present a business case to leadership for budget approval in order to make a hire. Your business plan will be an important element of this business case. An impressive business plan could be the difference between landing an offer today, or falling into a pipeline of other candidates.

In this article, we share a step-by-step guide outlining how to create a comprehensive business plan. We walk through the key components and include examples.

At the end of the article, you can download a free recruitment business plan template which is tailored towards the key components mentioned in this article.

A business plan should be packed full of relevant information but should be compressed and to the point. Avoid verbiage, stay specific and keep to 4 – 6 pages.

Introduction

Start with a title. Include your name and the company you’re writing the business plan for. A little personalisation will go a long way.

Underneath your title, outline the objective of your business plan and again personalise it towards the agency you’re interviewing with. While you have the hiring manager’s attention, this paragraph is an opportunity for you to demonstrate how comprehensive your business plan is. The aim is to capture the hiring manager’s interest so they continue to read each component:

“The objective of this business plan is to outline the value I can add to employer’s name.

In this business plan, I have highlighted my specialism, hiring activity in my market, my candidate and client strategies, my methodology, how I plan to recruit through economic uncertainties in 2023, my competition and my personal revenue projections over 12 months.”

You can use this paragraph as a way to introduce your business plan verbally if you’ve called up a hiring manager. You can also use this extract in a cold email.

Your specialisation

This is a crucial positioning statement for your value-add. It sets out precisely where your network and experience lies and what you intend to bring to the table in your new role.

Your specialisation can be described clearly by outlining what roles you will specialise in, what industries you will target, what level of seniority you will focus on and what geographies you will cover.

For ease of reading, you can use each component as a title and use bullet points to expand upon your answers.

Taking a Technology recruiter as an example:

What roles I will specialise in:

• Product Management permanent roles
• UX/UI Design permanent roles

What industries I will target:

• Series A – C funded technology startups (high investment, high growth and high volume of roles)

What level of seniority I will focus on:

• Mid to senior (120 – 180k salary range for Product Managers, 140 – 200k salary range for Designers)

What geographies I will cover:

• Based in Singapore, the local market will be my core market
• Secondary markets include Jakarta, Bangkok and Kuala Lumpur due to less competition from recruiters and high volume of roles

Hiring activity trends

The hiring activity trends section provides an opportunity for you to demonstrate and portray your knowledge of the market.

The 3 important components of this section are: hiring activity over the past 3 years, hiring activity for next year and how you predict hiring activity to shift beyond that.

Utilise your own knowledge of the market but back it up with research gained from reputable sources related to your market e.g. Tech in Asia, Tech Crunch, Channel News Asia, The Straits Times or The Financial Times.

You’ll want to cover how hiring activity has increased or decreased, what the drivers of growth are in your industry and what the threats and challenges are within your sector.

Candidate strategies

Moving on from market trends, this section indicates how you will acquire candidates for your desk. It offers an opportunity for you to demonstrate the experience you’ve learnt in candidate management from your previous firm, but also an opportunity for the employer to ensure that your approach aligns with theirs.

3 key components of this section include: how you will generate candidate leads, what challenges you expect to face and how you will overcome these challenges.

Taking a Front Office Banking & Financial Services recruiter as an example:

How do I plan to generate candidate leads:

• Direct headhunting using a LinkedIn Recruiter account, this costs approximately $X amount, the key benefits being access to a high volume of InMails and enhanced search capability. This has been the sourcing tool for 60% of my previous placements

Challenges I expect to face:

• In light of economic uncertainties in 2023, highly sought-after candidates may be risk-averse and may not see this as a good time to move jobs

How I will overcome these challenges:

• I will develop relationships with these candidates for the future but I will adjust my sourcing strategy accordingly by increasing volume of direct approaches

Client strategies

A similar section to candidate strategies but geared towards clients. Arguably more important than candidate strategies during a recession as the market could be job-short – even in the good times, strong business development capabilities in recruiters are harder to find.

This section includes 6 key components including how you plan to onboard new clients, how you plan to sustain relationships with clients for repeat business, what industries your clients are in, the challenges you expect to face and how you will overcome these challenges.

Take these bullet points as a basic example:

How I plan to onboard new clients:

• During a recession, I plan to cultivate relationships by helping and consulting clients on non-recruitment related issues, such as advising clients on the current state of the market
• I plan to generate leads by making 25 cold calls per day during the ramp-up period, to again offer support and advice where needed, and to leverage any open roles
• A soft approach of connecting with hiring managers, HR contact and C-Level candidates on LinkedIn, to establish working relationships and eventually convert into clients

How I plan to sustain relationships with current clients and win repeat roles:

• The most important way to sustain relationships is by offering a service that is superior to competitors. That is by being transparent, sticking to deadlines and delivering results
• Regularly catch up with clients on a monthly basis to see how they’re doing and see if you can generate new roles
• Keep yourself updated on company news and congratulate clients on milestones e.g. if they generate a Series C round of funding

What industries I will target clients in:

• Series A – B funded technology startups
• During a recession there is less of an appetite to use agencies due to an unprecedented volume of great candidates available in the market
• Offer free support to companies currently not using agencies, provide an impressive service and convert into paying client post-recovery

The 6th component is “examples of target clients” and this is where you can really demonstrate tangible market knowledge. Use company names, find the potential contact in each company and add your comments, such as the volume of roles you expect from that client. 5 examples should be enough to peak your hiring manager’s interest.

You can use a table to display this information with ease:

It goes without saying that you should never be tempted to use information that is proprietary to your previous employer. This information can be openly found with some basic LinkedIn research.

My methodology

Are you a recruiter that is focussed on crunching numbers? Are you a recruiter who is focussed on cultivating long-term relationships? In this section, you can include a few quick bullet points to explain how you approach recruitment. This information gives your hiring manager an indication about whether you hold similar values and whether you have similar working styles.

How you can adapt to recruiting during a possible economic downturn

This section is a new one in response to market conditions in 2023 but can demonstrate how you are prepared to deal with current and upcoming challenges.

You can use this section as the title and include bullet points to outline how you will adapt to these market conditions.

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My key competitors

Which recruiters and agencies offer the greatest competition? Demonstrating your knowledge in this area highlights that you are commercially aware outside of your core market.

Include about 5 different competitors who are directly competing in your patch. You can use the table below to display this information:

Personal revenue and target projections

In many business plans, financial projections are of utmost importance and can demonstrate your commercial acumen. If you’ve ever watched Dragon’s Den, you’ll know what happens when you don’t know your numbers!

Project your personal revenue for 4 quarters. You can start your calculations by predicting the average annual salary of a candidate in your patch. You can project your average percentage fee agreed with clients and from there you can calculate your average fee. Once you have this, you can predict the amount of placements you’ll be making per month.

Make sure your revenue projections are realistic and achievable. Avoid the temptation to predict vastly optimistic revenues, especially during a possible recession. You must allow time to ramp-up and there must be a logical relationship between your historical and predicted revenues.

The plan only includes project revenue. Your historical revenue should be on your CV.

Take the below as an example:

My predicted average annual salary of candidates:

My predicted average percentage fee agreed with the client:, my predicted average fee:, my predicted average placements per month, my projected revenue over 12 months.

Underneath, you can also include the KPIs you will set yourself to guide you in achieving these numbers. For example, you can set yourself a guideline for how many CVs you need to send, how many candidate meetings you need to arrange, how many client meetings you need to arrange and so on.

The template

We’ve constructed a free template built around the components mentioned above, so you can create your own for when you reach out to hiring managers.

To download this template, please add your email below and you’ll be redirected to the template.

By downloading our busines plan, you agree to our  Privacy Policy and Notification Settings .

This step-by-step guide should give your hiring manager a clear idea of your plan. If executed successfully, you’ve already demonstrated your commitment, knowledge and commercial acumen before even attending an interview.

The way you’ve structured your plan will give your hiring manager a very clear indication of your methodology and whether you’d fit their structure. Keep in mind that if your methodology is focused on high volume recruitment, it’s not going to work well with an executive recruitment agency.

As a next step, learn this plan inside and out. Be prepared to pitch your plan to your hiring manager and answer detailed questions surrounding each component.

Leave your interviewer with no room for concern and secure that role! Lastly, if you enjoyed the article, please consider subscribing or following us on LinkedIn to have new articles for recruiters like this delivered directly to your inbox.

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As Founder of Charterhouse Partnership, I led the opening of 5 international offices, hiring & training hundreds of recruiters. Please subscribe to our weekly newsletter where I share my insights on the recruitment industry.

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Online Senior Placement Services: How They Work

When researching senior living options online, seniors and families will eventually come across one of the many senior placement services online. Understand how they work and their limitations.

Online Senior Placement Services

Those searching for senior living options online often struggle to educate themselves when making an informed decision about care or community living options – especially for an aging loved one. With many seniors averse to moving out of their house, even when it is no longer safe, it’s a decision fraught with stress and conflicting emotions.

Many don’t know how to get started, where to turn, which communities or senior care placement agencies to contact, or whom to trust. Given the stakes, there is no choice but to become an educated, savvy online consumer.

Families often start with online educational research, visiting a wide variety of non-profit and for-profit websites. They will inevitably come across one of the many senior placement services online.  

Senior Placement Services: How Do They Work?

Referral services are intermediaries like online travel or real estate sites such as hotels.com, booking.com, realtor.com, or Zillow.com.  For consumers who are unable to search on their own or choose to have a third-party help with research, contract placement services can be a helpful resource. Regardless, it is still important for consumers to  be educated about the services and organizations they rely on for advice.

Senior living placement services establish contractual relationships with certain senior living providers.  Some represent hundreds or even thousands, but  none  offer  every option .  Even the  largest  online placement service only has relationships with less than one-half of all senior living communities in the U.S. 

Referral services make money by acquiring consumer contact information, establishing a relationship with them, and, ultimately,  referring consumers to a contracted provider. They typically receive compensation equivalent to one month’s rent  after a client  they referred successfully moves into a contracted community.   While many community operators participate with online placement services because they don’t have the online marketing experience or financial resources to compete in a crowded online consumer marketplace, many are unable to afford the commissions or increasingly choose not to participate in favor of direct consumer relationships.

So, to ensure you are researching  all  potential options, it’s wise to research quality, highly-rated communities in the local area you’re targeting. Google and Bing reviews, which represent real consumers and residents, are a great place to start. Ultimately, you will need to work with the community directly. Even if you work with a referral service, you will need to visit the short list of local communities to be sure it’s a good fit for you or your loved one.

What You Need To Know

In theory, online referral or senior placement services save consumers’ time and effort by compiling senior living community information, amenities, pricing, and “advisory services” all in one place.  Qualified third-party referral agencies can be helpful, especially when there’s an urgent need, but it’s important to know what you’re getting – and what you’re not.  More importantly, it’s better to do as much of your own “do-it-yourself” research directly with communities as early as possible.  Ultimately, most families and residents choose a community in a local geographic area close to home or family members. You can also explore local placement services with people who have personal relationships with communities and know the local area. However, like online counterparts paid by providers, not every local agent contracts with every provider in their area. 

Quality of an online advisor – Know who you are communicating with. Are the “advisors” dedicated senior care professionals with experience and knowledge of local providers and communities, or are they inside sales reps or call center staff focused on hitting sales quotas? It may be surprising to learn that many advisory services claiming to be “experts” only offer the latter. While  there are many dedicated, knowledgeable advisors who enter  senior living to help seniors, many call center staff have never visited the senior living communities they’re recommending. So, be sure to ask questions about their level of experience, credentials, and first-hand knowledge of the providers they refer you to. 

Profit Motive – Many consumers incorrectly assume that online referral services refer communities based on family needs or the best fit. Many advisors online and in your local community are very knowledgeable about provider options—but only those they contract with. As a business, they naturally only present or recommend senior living communities that agree to pay them a commission. Some will even direct you to those offering the greatest financial return or helping residents move in faster than others.

Many senior referral agencies are well-funded, privately held organizations. As these for-profit services gain  greater  market share and pricing power – often through aggressive online marketing practices – they raise commission costs. Those higher costs are ultimately passed on to consumers  down the line  as costs continually increase.

Price Comparisons – Referral services often say they offer price shopping comparisons – but they don’t really because none of the current services represent all or even most of the communities in many areas. Senior care costs are highly customized and dependent on location, apartment size, amenities, care needs, and  a variety of  other variables. Operators may offer different move-in incentives based on the inventory available. The only way to get  a true  price comparison is to directly reach out to a short list of communities in your preferred locations. 

Ratings & Consumer Reviews – Several online referral services offer “best of” ratings and reviews, but  there are  no clear standards or performance criteria.  Criteria are often based on reviews on their  own  websites, averaging a rating of 4.5 stars.

Well-known consumer surveys, such as J.D. Power and  U.S. News and World Report,  offer valuable insights into senior living communities, but they have some limitations. Rankings may not always reflect the most current information due to the time it takes to collect and analyze information. Many communities opt out of surveys due to the cost of participation—again, limiting your choices. In some cases, accessing detailed reports and rankings may require a subscription or payment, which could be a drawback for some users. 

While some rankings  are based  on  a wide variety of  helpful metrics, they may  not fully  capture the more subjective aspects of senior living, such as atmosphere and community culture.   Some rankings  are based  on customer feedback, which can give you a good insight into the quality of the community but may  not always  align with your personal preferences or priorities.

Consumer ratings and review services can be very helpful, but Google reviews are a more reliable source because they display both positive and negative reviews. The bottom line: Consider multiple sources and gather additional information, such as personal visits and reviews from residents and families, before deciding.

Marketing Practices –  Always check that the owner of the website you are calling is the organization you are trying to contact. Some senior referral agencies own or  are affiliated  with multiple websites, and most do not disclose that the same owner operates different brand domains. Some even buy search keywords with the names of senior living communities to intercept traffic meant for a selected community. So always confirm the party you are talking with is the one you intend to contact.

Personal Information For Sale

Beware of websites that offer pricing comparisons and other special downloads – Chance are, they won’t show up until you call or fill out a personal contact form or talk with an “advisor.” It’s not uncommon to be contacted immediately upon completing the form. Some senior placement services start calling within seconds, then repeatedly call until they speak to you. Then, they share your contact information with multiple local communities, who, in turn, all follow up as a potential fit for the consumers’ needs. Many are unaware that the referral agency shares the prospective resident’s contact with many providers.

Referral sites are also motivated to capture personal information because they make money by passing it along to other placement services or contracted communities. There are dozens of for-profit online senior care referral sources that sell your “lead” or share your contact information in the hopes of a move-in.

Questions to Ask

When working with an online senior placement service, be sure to ask the right questions:

• What qualifications do you/your staff members have in senior care and senior living options?
•  How do you make money?
• How do you select the facilities you recommend, and what is your relationship with them?
• Have you visited the communities that you would recommend?
• Do you contract with all of the communities in my area?
• How do you handle and share personal information?
• How many communities do you send my contact information to?
• Can you provide testimonials or reviews from families who have used your services?

Typically, local in-person referral services are more knowledgeable about each community option.  However, always ask how they get compensated and the above questions so you understand how recommendations are made.  Some local placement services are paid for by the consumer instead of the provider and are often the best option for families as they are incentivized to find the right fit.

Know Who Owns the Website You’re Visiting

In your research, you will come across dozens of seemingly different third-party senior care placement agencies—each one offering access to information in exchange for personal contact information.

Consumers don’t know that many of the most highly visited sites are owned by just a handful of for-profit online placement services. The practice of a single company using multiple domains in the same consumer category is commonly referred to as “SERP Domination.” The goal is to increase visibility and share of clicks while crowding out the competition on the Search Engine Results Page (SERP).  The practice involves buying or building many different website domains to blanket as many different customer preferences and search queries as possible.

The Big Players

The online lead referral business in senior living is big business. The top three largest players own or are affiliated with 34% of the top 50 websites in the market.

A Place For Mom

A Place for Mom is, by far, the largest, privately held online marketing enterprise in senior care placement in the US and Canada. It has built, acquired, or is affiliated with at least seven different consumer websites, making it the most dominant presence in Google search. Some of its largest websites include:

• senioradvisor.com
• agingcare.com
• ourparents.com
• alzheimers.net
• assistedliving.com
• nursinghomes.com
• veteranaid.org

Caring.com was purchased in 2018 by a group of investors forming part of a newly established entity specifically created for this acquisition. This move was aimed at leveraging Caring.com’s market presence in the senior care industry to expand into new areas. Caring.com has since acquired several notable websites, including:

• PayingForSeniorCare.com
• Assistedliving.org
• SeniorHousingNet.com
• Senioradvice.com

SilverAssist

Formed in 2022, SilverAssist is a newcomer who owns and operates a suite of services and websites designed to provide support and resources to seniors and their families. Its portfolio includes:

• Silverassist.com
• FamilyAssets.com
• CareChanges.com
• Oasissenioradvisors.com
• Elderlifefinancial.com
• AidandAttendance.com

What Senior Living Providers Say About Referral Services:

While some providers value referral services for their role in providing online marketing to reach consumers, filling vacancies, and expanding reach, concerns about the cost of commissions, a negative customer experience, aggressive marketing practices, and the quality of family contacts persist. Most operators prefer direct interactions with families to ensure a better fit with resident needs, a smoother, more personalized customer experience, and, ultimately, greater resident satisfaction.

Better Options: Go Directly to the Source – The Communities

Search using Google, Bing, or your preferred search engine in the specific geographic area you are looking for.  Then, create a short list of four to five communities with strong Google reviews. Visit the website, speak with staff, contact them directly for price, and, when ready, visit to get a personal view of the community.

There are also several federal and local government resources and non-profit entities, including:

• Longtermcare.gov  –  An educational site and care-locating service provided by the U.S. government in association with local care services.
• ncoa.org  – The National Council on Aging is a non-profit organization that has been advocating for seniors and families for over 70 years.
• leadingage.org – LeadingAge is a trusted voice for aging. We are a community of over 5,400 non-profit aging services providers and other mission-driven organizations serving older adults nationwide.
• eldercare.acl.gov   – Provides eldercare services resources as part of longtermcare.gov.
• Genworth.com – Provides assisted living cost data in all 50 states and many major cities.
• Whereyoulivematters.org – Where You Live Matters is the official consumer website of the American Seniors Housing Association. It provides expert educational information and offers a community locator across the U.S.

Where You Live Matters

Where You Live Matters was created in 2016  by the American Seniors Housing Association (ASHA) , a non-profit membership organization and a respected voice in the senior housing industry.  Whereyoulivematters.org is a free service to consumers and owner-operators regardless of their affiliation or membership in ASHA.

About the American Seniors Housing Association

ASHA’s membership is made up of investors, owner-operators, and various parties interested in advancing senior living options for our aging population. ASHA believes community and congregate living is a critically important option for families and residents, especially those alone and isolated at home. ASHA primarily focuses on legislative and regulatory advocacy, research, and educational opportunities and networking for paid member senior living executives so they can better understand the needs of older adults across the country and promote senior living.

A recently enrolled agency on the PLACED platform has generated 44 referrals in the first 60 days, and invoiced over $100,000 in placement revenues.

Created for Placement Specialists by Placement Specialists

It is said that "Necessity is the mother of Invention".  The PLACED platform, by My Senior Care Finder, was created by placement specialists with real world experience.  When agencies use our platform, they bring value to all parties involved:  Referral Sources, Clients, Senior Care Communities and of course, your placement company. Our platform is an all-in-one solution that creates stickiness between all your referral sources and your placement specialists.   Whether you're a one-man show or an agency with many employees, the PLACED platform will allow you to exponentially grow your business while reducing the time it takes to do so.

The PLACED platform includes over 52,000 senior living communities and 24,000 referring partners such as hospitals, nursing homes, and other referral sources in all 50 states. PLACED is a robust senior care placement solution that allows agencies to scale their business while freeing up time and serving more seniors. Agencies using PLACED have assisted thousands of seniors and their loved ones in finding the best senior living communities and have generated millions of dollars in placement revenues for their agencies. Let the PLACED technology platform help your agency realize its true growth potential!

YOUR ALL-ENCOMPASSING PLACEMENT SOLUTION

Organize and manage every aspect of your placement business on a single platform. PLACED is the only tool you'll need to run your business.

Manage all of your clients from referral to placement, and everything in between during their transition to placement.

EVERY REPORT YOU NEED

A wealth of invaluable reports and reporting tools including:  Transitional Care Management, Client Status, Referral Source, Accounts Receivable, Invoice Status and more.

COMMUNICATE

Leverage our state of the art ElderReach Communication Platform to instantly connect with all communities, clients, referral sources and more, without ever making a phone call.

ON-BOARD VOIP

Eliminate 3rd party phone and communications costs by harnessing our integrated VOIP communication system.

PRELOADED DATABASE

Hit the ground running with access to all facility & community types including but not limited to: Assisted Living, Board and Care, Independent Living, Memory Care, Home Care, Respite Care, Hospice, Hospitals, SNFs and Rehab Centers

TRANSITIONAL CARE MANAGEMENT

Track your clients' valued-based care through Readmission Reports, Length of Stay reports, Customer Satisfaction Reports and more.

CUSTOMIZABLE AUTOMATED EMAIL

Too often, the small things are forgotten when an agency is busy visiting with clients, making sales calls and visiting care facilities. PLACED will automatically generate emails from your agency's placement specialist to referral sources, assisted living facilities and clients. Our customizable, automated email CRM will make your agency stand out from the competition. Small things do make a HUGE difference!

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INVOICING A/R

All of your placement business financials in one place. Individual facility contract values are automatically integrated into the invoice for simple and mistake free billing. Dynamically generated invoices are automatically sent on your behalf. Adjust invoices and apply payments where necessary while the PLACED platform will monitor, manage and distribute late notices, alerts and more.

NO MORE PAPER!

No more hassles of keeping track of folders in your desk and tracking down paper documents to stay within compliance. PLACED will make your agency completely paperless . This includes all essential documents such as client intake forms, care plans, assessments, disclosure statements, HIPAA forms, facility assessment visit forms, customized contracts and more!

Client-related electronic documents are securely delivered through our 2-factor authentication, HIPAA compliant process. All business-related and critical documents are securely distributed, signed and stored within the PLACED platform.

A PROPRIETARY ADVANTAGE

The My Senior Care Finder platform is a proprietary online solution developed by the PLACED team.

Let the PLACED technology leverage the power of My Senior Care Finder.

When families use My Senior Care Finders powerful online search platform to find care for loved one, these referrals are funneled to the local Placement specialist using the PLACED platform. These online referrals means more revenues for your agency outside of your teams daily sales calls.

PEOPLE ARE TALKING

Placement Agencies

The PLACED platform is fantastic! It manages all of our clients' transition from the referral to placement, invoicing to collections, electronic communications to document storage and everything else in between saving us hours and hours of time. Without it we would be buried in phone calls, mounds of paperwork and have to use multiple tools to run our placement agency. Their comprehensive placement platform is the key to helping us grow our business!

Fraser Holt, Amada Senior Care

PLACED's matching software allows us to find the best possible fit for our residents in ways our competitors can't touch. The software platform is so comprehensive that we can run our entire placement agency with it. It's a game changer!

Roger Hiatt, AgeSafe Placement Services

The PLACED platform is better than my mind could have imagined when I first started using it. They thought about things that even after a decade in this industry, I would not have expected in a platform such as this. PLACED can store all your information, produce focused search results quickly, and allows for great tracking of all your sources and clients in one convenient spot.

Jessica Yaeger, Angel Senior Care

I have been doing placements for over 5 years now and can definitely see a difference in my approach because of PLACED . I have far more reach, more visibility while still providing that personal touch in helping families find that perfect home away from home.

Lisa Waters, Amada Senior Care

Online Referrals to Placed Agency Users

I was under the gun to find someplace quickly for an elderly parent with some distinct issues (predilections ;-), My Senior Care Finder referred me to Ondera with Amada Senior Care. Remarkably, Ondrea found the perfect match to place them in! THANK YOU My Senior Care Finder for referring me to Ondrea with Amada Senior Care.

My mother died yesterday at Newstart. Her time there was brief but I cannot think of a better Adult Family Home setting for her to enjoy and find comfort and rest in her final days. Thank you for all that you did for us. Thank you My Senior Care Finder for referring us to an Angel Senior Care . You helped us immensely.

Referral Sources who use Placement Agencies

Using the PLACED platform to find my patients their forever home not only makes my job WAY easier , but most importantly I know they are in great hands. My patients and their families have said nothing but good things about the process after working with PLACED . I don't trust my referrals with anyone else! Thank you for making every referral a priority.

Emma Laguna, Social Services Director

We love Amada Senior Care. They have helped me on many occasions find a home that not only meets our patients care needs but all of their other needs as well. The way that PLACED reaches out to hundreds of care facilities to find a great home that can provide some very specific and unique needs anywhere

Yachna Chumber, Director of Social Services

My Senior Care Finder's PLACED technology is unique to the healthcare industry . Their technology puts all of the care facilities information, their bed availability, notes and reports at our fingertips, freeing up hours of our social workers time during when they would normally be making hundreds of phone calls to find a care facility. Our social services staff can now spend more time helping the patient and their family.

Chloe Barrett, Director of Social Services, Tacoma, Washington

Client helped by an agency using the PLACED Platform

Using your website, I was able to find exactly what mom needed in just minutes. I was blown away by your level of service and commitment to care. Honestly, in my experiences with other similar companies, nothing compared to you. I will recommend you to everyone I know whose family or friends are in need of senior care services. Thank you again!

Eric S, Bonney Lake, WA

SCHEDULE A DEMO

Please complete the demo request form for a no-obligation demo with one of our senior placement experts who will show you how PLACED has helped agencies manage and grow their businesses.

Thank You! Your demo request has been delivered. We will be in touch with you shortly.

Step-by-Step Guide to Senior Placement

After you complete an evaluation with one of our placement specialists and we send you a list of homes that potentially match your needs, what happens next? Getting from this point to actually moving in can feel like a long, complicated process. That’s why we designed this guide to senior placement. Follow the steps, and you won’t miss anything important on the way to your new home.

Once you’ve reviewed the information sent to you, we recommend promptly touring the facilities and making a selection. Vacancies fill quickly. What is available today may not be a month from now.

2. Reservation

Admission fee and agreement are required to begin the move-in process. Rooms are available on a first come, first serve basis.

3. Assessment

An in-person assessment will be made to evaluate the best level of care for your loved one and determine a monthly rate.

4. Documents

Complete the move-in packet and all necessary documentation. When you sign the agreement, you’ll need to have copies of the DPOA, personal identification cards, and health care directives.

See our Useful Downloads page.

5. Health Information

Prior to moving in, you will need a Physician’s Report/602A (including TB test results), a Pre-Assessment, a POLST form, a med list, and a negative COVID test.

6. Agreement

Submit the necessary move-in documents, sign the admission contract, and provide payment.

We will periodically check in with you to ensure everything is going well and that you are satisfied with the level of care your loved one is receiving.

Our work isn’t over until you or your loved one are happily settled into a new forever home. If you have questions at any point along the way, reach out to your Rep or our Office Staff (call 619-660-8814 ). We would be more than happy to guide you on your way to senior care placement.

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All About People

Executive summary executive summary is a brief introduction to your business plan. it describes your business, the problem that it solves, your target market, and financial highlights.">.

All About People (AAP) began out of the desire to contribute to this community, just as communities have fed All About People’s proprietor over the years. Although originally from a larger market, the proprietor realizes the need in the southern Willamette Valley for a personnel agency that fills a void left by other temporary and permanent placement agencies. AAP matches specifically skilled workers with clients, saving businesses time and money, while providing for its employees with honesty and honor. This requires a high level of communication. It means asking open-ended questions and listening, not talking. This means knowing the local market so AAP can really serve each client and employee, not just “sell” them our goods. 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 is a sole proprietorship that will convert to an S Corporation. As a new corporate entity, AAP will be treated as a start-up in this business plan. During the past couple of years the proprietor provided all services. 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. In addition, AAP will provide employees with regular training within the divisions to assure they understand the details of the work they are doing daily. Year 2 projections include a receptionist, another employment specialist, 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 like other temporary and permanent placement agencies. However, it will serve clients with needs for select, specialized professionals rather than clerical or light industrial workers. Several businesses in Portland, Oregon provide a similar service to specific groups of people, but there are none for the Willamette Valley. AAP has five divisions, targeting the following areas of expertise:

• Editors/Writers

Event Planners

Graphic Artists

• Interpreters/Translators.

Services AAP will handle recruiting, including reference checks, skills evaluation, preliminary interviewing,  and screening of all employees for its clients. 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 able to charge a 50% markup to our business clients. Thus, if an employee is being paid $10 per hour, we are charging the client $15 per hour. The company predicts that it will be able to produce sales of approximately $300,000 by Year 3. The company does not have any direct cost of sales; we track payments to placed individuals as regular payroll.

1.1 Objectives

AAP is structured like other temporary and permanent placement agencies. However, we serve clients with needs for select specialized professionals, rather than clerical or light industrial workers. Several businesses in Portland, Oregon provide a similar service to specific groups of people. AAP followed the model of one placement firm described below.

A contract engineering firm places temporary workers who are hardware and software engineers. Employees earn between $80- $100 per hour and approximately seven employees are placed per month. The firm recruits through its website, advertises in newspapers, magazines, and trade publications. Incentives offered to contingent workers include medical, dental, and disability insurance, 401(K), and a reference finder’s fee for placement referrals. They find their employees are 60 percent male, 40 percent female, and ages spread evenly.

AAP serves the business client by locating a professional worker, interviewing and screening that worker, setting up interviews if necessary, and administering all hiring paperwork. The company runs payroll and bills the client bi-monthly. AAP will also manage the professional, staying in close contact with the client and communicating with the worker regarding any personnel issues that may arise.

The professional worker is served with employment opportunities at no cost; pay rates that are within industry standards; and health insurance may be purchased, if a worker becomes eligible, at a group rate starting at $124/mo. AAP will pay $65/mo for any coverage chosen from the group package.

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 provide workers with a safe and independent environment. It will also provide businesses with a high-caliber of employee available for project or permanent work. All About People listens to individual needs and customizes personnel solutions for both businesses and workers.

Company Summary company overview ) is an overview of the most important points about your company—your history, management team, location, mission statement and legal structure.">

AAP is a temporary and permanent placement personnel agency working solely with skilled, professional workers and Willamette Valley businesses. AAP differs from other temporary and permanent placement agencies because of our skilled workers. The company believes that the temporary industry pays only cursory attention to providing businesses highly qualified workers for permanent and non-permanent positions. AAP has five divisions, targeting the following areas of expertise:

AAP does not provide general clerical, light industrial, engineers, accountants, nurses, or other medical technicians.

AAP does the following for each client:

• Recruiting (reference checking)
• Skills evaluation (preliminary interviewing)

AAP conducts regular evaluations: AAP checks in with the supervisor and the worker during the first week on the assignment. AAP then checks in as agreed with the client. AAP acts as an extension of the client business’ 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.

Prior to opening our doors, research showed support for the development of a personnel agency working solely with professional contingent workers and Willamette Valley businesses (see topic 7.3 Supporting Research).

According to the Oregon Department of Employment, Lane County has 31 temporary agency firms with 3200 individuals employed. Total employment figures for Lane County are 250,000; therefore, we support between two and four percent of the population.

Through connections in a variety of areas, AAP is able to locate qualified workers not only through advertising, but through a channel of networking. This past year has shown that qualified, willing workers are certainly available as we currently have hundreds on staff willing and able to work.

2.1 Company Ownership

AAP is a sole proprietorship that will convert to an S Corporation. As a new corporate entity, AAP will be treated as a start-up in this business plan.

The sole proprietor, Sarah Wayland, can be reached at AAP’s office, [contact information omitted in this sample plan].

2.2 Start-up Summary

Projected start-up figures are shown in the chart and table below.

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The company is uniquely positioned to take advantage of this market opportunity because of the management and field expertise of the proprietor. Sarah Wayland worked in the temporary employment industry for three years with ADIA Personnel Services (now ADECCO) as Area Account Manager (in training as a branch manager): building business relationships; hiring employees; handling employee issues; working with clients during the implementation of ADIA; and opening an additional office in Beaverton, Oregon.

For one year the proprietor was a District Sales Manager at Columbia Distributing, showing a 10% increase on $3.5 million in annual sales. Managing a staff of nine in sales and customer service, she had the opportunity to delve further into hiring/firing, reviewing, incentives outside of salary, and personnel issues.

Most recently, she has spent several years as Funds and Contracts Manager at the Oregon University System; managing four grants totaling $1.5 million annually and all personal service and interagency contracts as well.

The proprietor’s most notable success was bringing the second branch of Cellular West located in Portland, Oregon, from running in the red, to breaking even within four months of its opening. She accomplished this by using motivational tools and providing the sales force with extensive training.

3.1 Products and Services Plan

Changing labor market conditions threaten the concept of full-time permanent employment.

AAP provides a complex blend of services to distinct populations. The company serves businesses through connecting them with the professional contingent work force. It also serves the worker by connecting them with businesses, at no charge, and providing benefits not often provided by other employment agencies.

Market Analysis Summary how to do a market analysis for your business plan.">

All About People (AAP) is a local firm that costs less than a consultant or agency, provides for both project and long-term needs, and has an easy, pay and billing rate system that covers employee payroll and worker’s compensation insurance.

There are a variety of reasons why businesses may need AAP’s services:

• Spikes in work load
• Business expands into an area that in-house expertise does not yet match
• Special events
• Pregnancy leave or sabbatical
• Business increases after layoffs
• Smaller business does not yet have staff on-hand to complete extra projects.

According to economic forecasters, employment agencies and financial services are expected to have the largest industry growth over the next 25 years. The trend toward businesses cutting back on employees and their benefits due to high costs creates the demand for AAP’s services.

Just consider the time, energy, and resources an employer may spend trying to employ a person for a 20-hour task.

In addition to the already lucrative temporary industry, several companies in the Portland Metro Area place professional contingent workers, but the southern Willamette Valley is not currently being served.

The company approaches businesses primarily through networking and cold calls. Our intention is to utilize a PR agency for more coverage as soon as possible. AAP is a member of the area Chamber of Commerce and actively participates in as many activities as possible, the proprietor is a member of the Women’s Business Network, the Professional Women’s Organization, and we are in the process of connecting with the Society for Human Resource Management. Prior to start-up, AAP also surveyed several area businesses about their use of contingent workers. The company will use its website and other marketing materials that describe what services we provide and explain how simple it is to work with us.

AAP advertises in local papers and trade magazines when absolutely necessary, but most often uses the Oregon Employment Department, both community college and university campuses, and the networking groups we are members of to search out the right employee. Prior to the sole proprietor start-up, the company started recruiting by administering twenty personnel surveys and advertising locally to create a staff of qualified contingent workers. This staff will be unaffected by AAP’s corporate restructuring.

4.1 Market Segmentation

The market can be broken down into two segments: the business market segment, and the employee market segment. Both of these segments are lucrative.

Business market targets: The company targets the University of Oregon, Lane Community College, the nonprofit organizations, the publishing industry, the advertising industry, and other large businesses.

Employee market targets: Editors/writers, graphic artists, computer specialists, event planners/fundraisers, and language translators/interpreters working in the business target markets listed above, as well as any applicants with unusual skills and talents.

4.2 Service Business Analysis

These charts demonstrate the types of workers employed, the type of qualified professionals on file to work for the company, and the types of businesses who have used AAP’s services. These statistics cover the 15-month sole proprietorship period from July 1, 1998 through September 30, 1999.

Types of workers employed by or signed up with AAP

Types of employers using AAP

Each and every contact is entered into the database-either in the professionals file if they are a potential candidate, or in the contacts file if they are another type of contact. The client and jobs files utilize the contact and client numbers to automatically fill in the information from the contact or client files. This means no duplicate typing. In addition, the contacts, clients, and professional files all have follow-up sheets attached making daily follow-up easy. Simply pull the file up for that day and all calls that need to be made that day will be marked.

Searching is easy. The check boxes within each professionals file allows us to check for singular or multiple skills and experience with a click and a return.

4.2.1 Competition and Buying Patterns

First form filled out from the moment the candidate calls. Three screens constitute one file: Personal Information; Job Information; Skills. The professional and contact files have a conversation record that will allow easy follow-up with a list daily of those records needing a call.

Interview Form

Directly from the employee forms the Employment Specialist can select the appropriate interview form. This form consists of three sheets: Basic Questions; Other Information/Recommendations; and Reference Checks.

Employee Profile Sheet

From the above information, a profile sheet is generated in hard copy for the inside of each file. This is our second backup system (besides the tape drive) in case of a power outage, etc.

4.2.2 Contact Sheet

This form is used for all other contacts. From here, a contact can be turned into a client by merely typing the contact number in on the client sheet, automatically bringing in all of the information.

4.2.3 Client Sheet

The client sheet is easily created by filling in the contact number. All pertinent information is automatically entered. The client sheet has its own contact sheet attached generating a daily follow-up list. The client files can also be pulled into a handy contact list.

Strategy and Implementation Summary

AAP is completely service minded, customizing personnel packages and offering the most it can to both employers and employees. The company brokers professional workers to Willamette Valley businesses. Because we serve two distinct groups of people, both businesses and employees will be considered equally important to AAP.

The company consists of five divisions, targeting the following types of workers and needs in businesses:

Computer Division

• Computer Application Specialists
• Computer Hardware Specialists
• Computer Programmers
• Network Administrators
• Web Specialists

Editor/Writers

• Multi-lingual
• PR/Marketing
• Fundraisers
• Large and Small

Language Interpreters and Translators

• Multiple Languages
• Person-to-Person

Within these categories, we originally set up a system of single sheets on card stock and filed them in binders. Since then, an electronic database has been created by one of our professionals. With the push of a button, AAP can search for a client or an employee needed.

Businesses and employees will be able to communicate with AAP via both new technological and traditional methods. Our Web page provides information about AAP including what professional fields we serve, what clients we are working with, and what services we offer. A second-generation Web page will provide information about employees for businesses through a password-protected area. AAP forwards candidates’ resumes and other information through a variety of methods: phone, fax, personal visit, mail, and the Web page.

In August 1999 we moved the offices to the center of town. Accounting is handled electronically by the proprietor through QuickBooks, with the complex needs handled by our CPA. All payroll is generated through the payroll service, Paychex. The office is furnished with all of the technology needed to operate on a daily basis, increase market share, and serve clients.

5.1 Competitive Edge

When a business is contacted and expresses interest in contingent employees that the company can provide, the following procedures will be followed:

• Consult with client and create a follow-up plan.
• Complete the contact, client, and job sheet in the database.
• Print one of each and forward a copy of the job sheet on yellow paper to the employment specialist.
• File original sheets in the appropriate binders.
• Search for matches in the database and pull each folder that looks like it will work.
• Review that folder to assure a match.
• Call each potential candidate and discuss the job and pay to its fullest.
• Fax, e-mail, or otherwise contact client with information and/or resumes for review.
• Schedule interviews or make a decision on appropriate candidates.

5.2 Sales Strategy

When an employee seeks to work with the company, the following procedures will be followed:

• Complete the professional’s form in the database.
• While completing this sheet, screen the employee for experience levels, requiring professional experience in each arena they wish to work.
• Set up an interview with the employment specialist if the professional is qualified.
• Create a file for each employee and place all paperwork, along with a copy of the professional’s form.
• Keep in touch with the professional quarterly if nothing comes up, more often if at all possible.
• When the professional agrees to a position, they will be supplied with an employee policy manual, pieces of letterhead for invoicing, and will complete the IRS I-9 and W-4 forms prior to beginning work.

5.2.1 Sales Forecast

Our sales forecast projections are presented in the chart and table below. Three years annual projections are shown in the table.  The chart shows first year monthly forecast.  First year monthly table is included in the appendix.

5.2.2 Target Market Segment Strategy

The pay rate data will be determined by changing market factors including business demand.

Our experience shows that the following is true in regards to pay and bill rates. A “good deal” for most temporary agencies is a 50% of pay rate markup. Thus, if the pay is $10, the bill is $15. However, we have traditionally used a flat markup that seemed appropriate. Pay and bill rates generally are outlined as follows:

Editors Most editors require between $25 and $35 per hour, and our history has shown a $10 per hour markup is acceptable. One exception is in the technical arena, garnering between $45 and $55 per hour pay; again a $10 per hour markup is typical.

Writers The only writing we have done is creative for [client name omitted], and we paid $15 with a $10 markup.

Event Planners Event planners often will work for between $12.50 and $25 per hour, depending on the length of the job, requirements, and experience needed. We find a $5 per hour markup on the $12.50-$17.50 is reasonable, and a $10 per hour markup on anything over $17.50 per hour.

Fundraisers Fundraisers can start at $10 per hour (nonprofit) and go up to $20 per hour. This usually depends on client and length of assignment. Bill rate markup for nonprofits is $5 per hour, others between $7.50 and $10 per hour.

Graphic Artists Entry level beginning at $12.50 per hour, intermediate at $15 per hour, and a top of the line professional at $25 per hour. The exception may run about $50 per hour. Bill rates are between $7.50 per hour markup ($12.50-$15), and $10 markup.

Language Interpreters This is a tricky arena. Pricing depends on the language (typical/atypical) and the length of the assignment. Interpreters have been known to work for as little as $15 per hour and for as much as $35 per hour. A $10 per hour markup is acceptable.

Language Translators This division is difficult as each language and situation varies slightly. Translators tend to work by page or by word. Technical translation can be as much as $.30 per word. Other translation can be $10 per hour (an hour a page). We are unsure of markup at this time, but would suggest 50% of pay rate.

Computer Specialists:

• Application-Starting at $12.50 an hour based on Xerox experience. Markup $5 per hour.
• Programmer-Starting at $20 an hour based on AlbertIQ experience. Markup $10 per hour at a minimum. Try for $15.
• Web Designer-Entry level positions can start at $10 per hour with a markup of $5. Project work typically starts at $15 an hour, markup at least $10 per hour.
• Administration-Pay rates range between $50 and $75 per hour, with a preferred markup of $25 per hour.

When determining the bill rate, additional expense factors to remember above the pay rate are 15% employer taxes, advertising, and staff time to fill the position.

5.3 Milestones

The company has an outstanding client list and an incredible number of qualified employees available. AAP has a good reputation for providing qualified people in a timely manner.

Management Summary management summary will include information about who's on your team and why they're the right people for the job, as well as your future hiring plans.">

In a variety of settings the proprietor of AAP has strong management experience. The proprietor has the skills to not only listen well, drawing out a person’s needs through open-ended questions, but also has the ability to recognize people’s strengths and weaknesses. She will draw upon this extensive successful experience in addition to the knowledge collected over a period of 18 years working professionally. Much of the “people” skills have been developed during the seven years spent in management roles. This experience, along with a varied background, supports AAP’s goals.

AAP’s objectives are threefold:

• To provide high quality, experienced, professional workers to businesses that are currently relying on the instability of word-of-mouth contacts, and are spending much of their time and resources (and, therefore, money) locating such workers;
• To provide these workers with a path by which to reach the employer without spending their own time, money, and energy finding the work; and
• To use this opportunity to make the contingent work force a better place for both the employer and the employee.

The long-term goal of the company is to franchise and/or to become multi-location, and eventually sell this business.

Management is a style, a belief, and a strategy.

In managing our clients, AAP will communicate regularly with them, setting up a schedule that meets their needs. The company will set goals for retention of clientele and strive to reach those goals by building relationships, listening to the client’s needs, and meeting those needs with a smile on our faces. We will take responsibility for our errors and the outcome.

In managing our workers, AAP will communicate regularly with them, providing them with an employee manual to minimize their confusion, and offer them the best pay and benefits possible. AAP will set goals for retention of employees and strive to reach those goals by treating each employee with respect, provide protection when appropriate, and do everything within our power to assure a healthy working environment.

This is a relationship business. AAP will manage all clients and employees through relationship building.

During 1998-99 the proprietor provided all services. In 2000 the company will add a part-time office staffer and an employment specialist. In response to this growth, we will have a procedures manual for in-house staff assuring that the information is clear. In addition, we will provide employees with regular training within the divisions to assure they understand the details of the work they are doing daily. 2001 projections include a receptionist, another employment specialist, and a field representative. In 2002 AAP will examine the feasibility of opening a branch office in the Salem, Bend, or Medford/Ashland areas.

6.1 Payroll

All About People runs its payroll twice a month. Each professional will be given a check schedule when they work with AAP. Each check covers the previous two weeks.

In order to process payroll; AAP must receive a professional’s signed invoice the Wednesday prior to payday. The invoice, must be on AAP letterhead and include: name, social security number, mailing address, dates of work completed, location worked (at home, at the client’s office), one or two sentences describing what tasks were completed, and how much time was spent each day. At the bottom there must be a place for the client to sign and date in acceptance of the work to date. The original will be submitted to AAP, the client will receive one copy, and the professional will keep a copy.

AAP is unable to provide payroll advances. If a check is lost in the mail, we must wait seven days from the date of mailing, and then if the check has not arrived we will stop the check at the bank and have one reissued.

6.2 Benefits

Because we value our employees, we have employee group health insurance available, and contribute a major portion of the monthly premium. According to the Insurance Pool Governing Board (IPGB) employees must work at least 17.5 hours per week. Employees who work intermittently or who have worked fewer than 90 calendar days are not eligible. IPGB also states that all carriers may decline to offer coverage to the business or to any employee.

Technically, All About People is employer of the professionals we place. This means that we are responsible for covering the worker’s compensation insurance, running payroll, and that we are the ones to whom each employee is responsible. We understand that this can be tricky when employee professionals are working with a client, so we want to describe the expectations of this relationship:

• If the professional doesn’t understand the work or assignment that has been given by the client, then discuss the work with the client.
• If there are issues at work, the employee should inform AAP and then speak with the client.
• If these issues continue, the employee should talk with AAP immediately.
• If the professional feels they are being harassed at work they should let AAP know immediately.
• If the employee should be being asked to perform tasks other than the original assignment, the employee should talk with AAP before beginning any tasks other than the original assignment.
• If the professional is being asked to work overtime (more than 40 hours per week), they should let us know immediately.

AAP does not guarantee either work or wages when you join us to become an AAP employee. We will, of course, strive to keep you as busy as possible. AAP is also not able to guarantee an hourly wage prior to the assignment beginning. If you work on a job, and complete the work successfully, you will be paid at the agreed rate.

This employment relationship differs from others because you, AAP, or the client may end your employment with or without notice and with or without reasons. However, if you accept a job with AAP, we do expect you to finish the assignment.

Marketing Strategy

AAP’s target market is both businesses and professional workers. Phase one of the marketing plan will target the University of Oregon, the technology industry, and the top 500 businesses in Eugene through networking and cold calling. Phase two will target small businesses with less than five employees because smaller businesses may not have the in-house capability to locate, evaluate, and hire potential professional contingent workers through a small PR campaign.

7.1 Businesses

We began marketing the businesses through several personnel surveys. The University of Oregon Alumni Association, University of Oregon Foundation, and University of Oregon Human Resources Department, as well as Symantec’s Human Resources director were approached for information regarding their need for professional temporary and permanent workers. These initial interviewees have all (with the exception of U of O HR Dept) become clients within the first year of business. After these personnel surveys were complete, we adjusted our recruitment of professional workers to meet the demand.

Another tactic was joining multiple business groups. AAP became a member of the Eugene Chamber of Commerce and attends the weekly greeters meetings; the Women’s Business Network and attends the monthly meetings; the Professional Women’s Organization and attend the monthly meetings; as well as the City Club, keeping a pulse on what is happening in the community, attending as the proprietor sees fit.

The next approach is face-to-face cold calls. The tools for these calls are simple-a business card and a brochure. The information collected during the cold call is vital: how many employees does the business have; in what areas have they experienced a need for professional contingent employees; and who is the appropriate contact.

7.2 Professional Workers

Our beginning point in marketing to workers was approximately 30 personnel surveys to professional contingent workers, building the foundation of our database.  AAP intends to recruit workers through advertising in the newspaper and appropriate trade magazines, trade shows, the University of Oregon career center, and by referral. We have found that each division within the company requires a different approach for recruitment. We try not to depend on newspaper advertising as we find the results are moderate. Results are far better with the employment department for some areas, with the U of O for others, and also through a series of developed contacts for the other divisions.

7.2.1 Trust

In order to build trust with both businesses and employees AAP will follow through as promised. We will treat each business, employee, and ourselves, with integrity. AAP will communicate clearly, asking businesses to specify the needs for follow-up service during the time that they employ our contingent worker. We will work with employees to assure that they have a clear understanding of what AAP offers and what we expect of them.

7.3 Supporting Research

“A fading model of employment in the United States envisions a business enterprise with full-time employees who can expect to keep their jobs and perhaps advance so long as they perform satisfactorily and the business continues. Changing labor market conditions threaten the concept of full-time permanent employment. As reported by the Conference Board in September 1995, contingent workers account for at least 10 percent of the workforce at 21 percent of the companies surveyed, or almost double the 12 percent of respondents with that number in 1990. Writing in the Monthly Labor Review in March 1989, Belous estimated that contingent workers constitutes 24 to 29 percent of the labor force in the United States. In August 1995, however, the U.S. Bureau of Labor Statistics (BLS) estimated the size of the contingent labor force at 2 to 5 percent of the total workforce. However, BLS did not count long-term part-time employees, who constitute 90 percent of part-time workers.”       — Society for Human Resource Management, The Contingent Worker: A Human Resource Perspective, by W. Gilmore McKie & Laurence Lipset taken from Chapter 1, What Is a Contingent Worker?

AAP is a service company providing businesses with customized personnel solutions by connecting them with the professional contingent work force. Research suggests that 2000 is an opportune time to be in the Eugene market with this service. Even with all of the evidence that contingent work is the wave of the present, and of the future, the niche of placing contingent workers who are paid $12.50 to $40 per hour is untapped in the Eugene area. However, a few companies place high-end contingent workers in the Portland area.

There are many reasons why businesses are turning to contingent workers. The Economic Policy Institute’s article “ Contingent Work ” by Polly Callaghan and Heidi Harmann explains that:

“Growth in involuntary part-time employment is causing total part-time employment to grow faster than total employment. Another indication of the shift toward part-time workers: hours for part-time workers are growing faster than hours for full-time workers. Temporary employment has grown three times faster than overall employment and temporary workers are being used for more hours. Contingent employment is growing faster than overall employment. Part-timers are disproportionately women, younger, or older workers. There has been a shift away from manufacturing toward trade and services. These structural changes help explain the growth in part-time employment.”

Because of the changing nature of jobs themselves, AAP’s services are desirable to employers of all sizes. Unlike five or ten years ago, many positions are so diversified, or specialized, that it is not financially feasible for an employer to hire a person to fill one position, requiring several areas of expertise. This is not financially wise for the business because of the pay range required to recruit and hire such a talented person (especially in areas such as graphics, design, etc.). The cost of payroll, taxes, benefits, and other miscellaneous staff required to run employees add to the burden of a downsized staff. Contacting AAP and using a professional contingent worker for each portion of a position as needed will solve this dilemma. Currently most businesses locate needed “qualified” workers by word of mouth. With one phone call, e-mail, or connection with our Web page, AAP makes the task easy.

In addition, Oregon’s economy is expected to continue growing, and employment, total personal and per capita income, and population growth rates are expected to exceed the national average (according to the 1997-98 Oregon Blue Book). Although Oregon’s economy is among the best there is an obvious group of contingent workers available to build an employee labor pool. The company draws from a labor pool of qualified contingent workers which consists of people who work at home, retirees, others who wish to work part-time. According to the Oregon University System, approximately 33% of bachelor’s degree graduates will be unable to find jobs in Oregon each year. So, recent college graduates are also a part of AAP’s labor pool.

Research shows that a large percentage of workers who tend to work more than one job are well-educated individuals who have a higher degree of education. According to Oregon Employment Department’s Occupational Outlook Quarterly , Spring 1997, 9.4% have Ph.D.’s; 6.5% a Professional degree; 9.1% a Master’s degree; 7.9% a Bachelor’s degree; 7.9% an Associate degree; and the remaining 15.8% lesser education. According to a Personnel Journal article “ Contingent Staffing Requires Serious Strategy ,” April 1995, there are also many retirees that enjoy doing contingent work.

Financial Plan investor-ready personnel plan .">

The following sections contain the financial information for All About People. Tables show annual projections for three years. Charts show first year monthly figures.  First year monthly tables are included in the appendix.

8.1 Important Assumptions

The financials of this plan are predicated on the following table of assumptions.

8.2 Projected Profit and Loss

Profit and Loss figures are projected in this table.

8.3 Projected Cash Flow

Our cash flow estimates are shown in the chart and table below. The owner expects to invest further amounts in the business over the next two years to finance continued growth.

8.4 Projected Balance Sheet

Three year annual balance sheets estimates appear below.

8.5 Business Ratios

The table below presents important business ratios from the help supply services industry, as determined by the Standard Industry Classification (SIC) Index code 7363, Help Supply Services.

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Understanding and then accepting that it may be time for an elderly family member to move into a senior living community is never easy. It is common for families or even seniors themselves to avoid talking about moving into a care home due to the emotional strain it can cause . Another reason many seniors and their families delay the conversation is that the actual search for a senior care community can be overwhelming. This is one of the advantages of working with a senior placement service. Senior placement agencies and placement services will pair the family with a senior living advisor . The advisor will simplify the process and guide the seniors and their families throughout the entire process.

When Should I Use A Senior Placement Service?

It is not mandatory to use a senior placement service or agency to gain admission to a quality retirement community , but there are times when it may be the best option. Families that are on a strict time schedule can benefit greatly from the help of a senior care placement agency. This can include situations where the senior is leaving the hospital or other skilled nursing center but is no longer able to remain safely at home. Another example is when a senior needs more intensive skilled nursing care, but their finances prevent them from hiring an at-home nurse for their needs. Time-sensitive situations are easily managed when working with a senior placement agency because they have a diverse knowledgebase about which facilities are available locally, how to gain admission , and how to speed up the enrollment process.

There are other times where using a senior placement service can be beneficial, even if there is no urgency involved. Seniors who don’t have family members or other support can get the help they need through a senior placement service. Seniors who are suffering from depression, dementia, or Alzheimer’s are also able to benefit from the support of a placement agency. Those who are at risk following a health scare or accident can also leave the stress of finding a home up to a senior placement agency while they recuperate. Seniors who have very specific needs, such as seniors who are smokers or those who look for assisted living that allow pets may have a hard time finding proper facilities without the help of a senior placement service.

How Does A Senior Placement Agency Work?

When you or a loved one are looking for senior housing options , your search starts with a list of homes, locations, costs, and services. Most often hours, if not days will be spent on the phone speaking with various locations about what they have to offer. After that, time will be spent trying to match a facility to your needs. Of course, this is all done before you even start visiting locations or thinking about admission. The groundwork for selecting a senior or assisted living community can be extremely tedious and tiring, even for the most energetic person.

Senior care placement services take care of all these details on your behalf, which reduces your search time overall. The agency will work directly with the senior or their family members to identify their care needs and to create a list of appropriate facilities. To start the process, a senior living advisor will first sit down and create a profile that will help them to match the senior with the perfect residence. Some information they will collect is:

• Financial status
• Budget & payment methods
• Care requirements
• Medical history
• Cultural requirements
• Dietary restrictions
• Desired location
• Whether the senior is wheelchair bound
• Whether the senior citizen is deaf or hearing impaired
• Whether the older adult has dementia or Alzheimer’s disease, requiring a dedicated Alzheimer’s or dementia care community

All of this information will paint a clear picture of what type of senior care facility will be best suited to the individual. The advisor will then sort through the agency's list of locations that match the senior's needs.

What Does a Senior Living Advisor Do?

A senior living care professional, or more commonly called a senior living advisor plays an important role in locating senior housing when using the help of senior placement services. Typically, a senior living advisor is employed by a senior placement agency (although there are also advisors who work independently) and will be your connection to care facilities. There are so many options available when it comes to housing for seniors, and an advisor will help to narrow the choices tremendously. He or she will help the family locate a suitable facility based on the care needs of the senior, their method of payment, budget, and overall preferences. When you work with a senior living care professional, you are tapping into their network of known connections and senior communities they have creates a strong relationship with.

Most senior living care professionals do not charge for their placement services because they receive a commission from the facilities they recommend. When employed by a senior living referral agency or placement service, this commission is typically split between the agency and the advisor. Long term care is already costly, so it is a great help to seniors that working with a senior living care professional is most often free. Advisors also intimately know the rules, amenities, and admission requirements of the communities they suggest. This makes it easier to find a senior care home that fits the needs of the senior much quicker.

How Do I Locate Senior Placement Agencies Near Me?

Finding an agency is as easy as completing a simple internet search. If you don’t feel comfortable searching online, you can ask for recommendations from any doctor or nurse that you trust. There are often social workers that are attached to rehab centers and hospitals that are able to give seniors a list of reliable placement services as well. One of the most well-known and trusted nationwide senior placement services is called “A Place For Mom” and it can be reached at (877) 666-3231.

How To Choose A Good Senior Placement Agency

Just as there are many senior living facilities, so are there numerous local senior placement agencies. Before entrusting your future to an agency, it is important to research their track record. Make sure the placement agency you select is reputable and holds a good track record for senior placements. Check reviews, both online and through word of mouth. A simple internet search often will bring back a wealth of information, both positive and negative if you know what to look for. There are also other aspects to consider when choosing a senior placement service.

Being a local offers a lot of advantages. If you don’t plan to stay in your immediate area, it is a good idea to select a senior placement service that is local to the general location in which you want to reside. A senior care coordinator who is familiar with the area will be able to better provide advice to you on locations that fit your preferences.

Language is the way we communicate and get out thoughts and desires across to those around us. Make sure that the senior placement agency you use speaks your language. There are plenty of services that have senior care advisors from various ethnic backgrounds that will speak your language as well as understand your cultural and religious needs .

Time management is important when choosing a senior living community, even if there is no urgency. Some seniors may be in a situation that requires them to secure a space urgently while others may be facing health issues that require a quicker solution. Make sure the placement agency you choose has an advisor who is able to dedicate ample time to your case.

Paying for long term care is always a concern for seniors. An agency that is knowledgeable about insurance company rules, Medicaid, Medicare , SSI, and other payment options is critical. Agencies can help seniors, and their families choose a location they can afford while also helping them find ways to make their stay more affordable. 

How Much Does It Cost to Hire a Senior Placement Agency?

Senior placement agencies, just like independent senior advisors, often don’t charge clients for their placement services. This is mainly due to commissions and enrollment contracts offered by local senior care homes. Agencies get paid for each senior that enrolls in their location that has been referred to or placed by the service. Each care home will offer agencies a different rate that often depends on the type of resident that is referred to their location. While this is not always a bad thing, it is important to keep this in mind when choosing a senior living referral agency.

To ensure that you are being offered facilities that are in your best interest, not only those that offer the highest payout, ask about referral policies. When looking at the list of senior care locations they offer, ask the agency which ones they hold referral contracts with. If you notice that an agency only suggests locations that offer a commission, it may be a good idea to find a new senior placement service.

Finalizing a Facility Through a Senior Living Referral Agency

The agency will speak with each of the senior care homes that make the top three list of matched locations. They will ensure there is space in the facility and then set up an appointment for an in-person visit. Most families will visit at least four locations before they make their final decision. There is no limit to the number of facilities you can tour. However, working with a placement agency helps to narrow down the list of those that would be a good fit for your loved one in order to save time.

Once you or your family have had a chance to visit several locations and decide your top three choices, the placement agency will start working on your payment eligibility details. Many seniors believe that just choosing a senior community is all there is to securing admission, but there is much more involved. A senior advisor will work with you or your family to understand what care services are covered by your insurance, SSI, OSS , Medicaid, or any other payment arrangement you plan to use. Understanding what is covered and what you may have to pay out of your pocket will help you choose a location that best fits your budget.

Working out the payment details is probably one of the most time-consuming parts of moving to a senior care community . Senior placement agencies are fully invested in finding affordable senior housing that fits your best interest. The senior placement service will also work with you to coordinate and organize your move to ensure that the transition goes as smoothly as possible. Even after a senior has moved into their selected facility, most senior care advisors will still stay in touch with the family to make sure everything is going according to plan.

Questions to Ask a Senior Placement Service

When you are considering a placement agency for your senior living arrangements, there are a few important questions you should ask the senior placement service:

• How long have you been placing seniors with quality care facilities?
• What methods do you use to match seniors with their facilities?
• How many seniors are you working with currently?
• Who determines the level of care needed?
• How long does placement usually take?
• Are visits and appointments arranged on our behalf?
• Do you get a commission per admitted senior?
• Are there fees for your service?
• Do you offer a pricing list for senior care homes you suggest?
• How many locations should we visit before selection?
• Do your consultants help with admissions?
• Are there resources you can suggest to pay for senior care?
• Is a contract required to use your agency?
• What other support do you offer for seniors?

Final Thoughts on Needing Senior Placement Services

Sometimes, it is easier to work with professionals who are able to navigate the field of senior care with expert precision. Senior placement services and senior living agencies have an appreciation for seniors while also understanding their unique needs. Seniors face a unique set of challenges that can make choosing the best long-term care facility difficult.

Working with a senior care placement agency gives the families the tools they need to make sound decisions for the future. A quality agency will be familiar with the senior living locations in their metro area as well as the best way to pay for care. Always ask questions before deciding which agency to use and make sure to visit locations in person. Ask about commission rates, biases, and any fees that may be incurred for using their service. Above all, keep in mind that senior placement services are there to help you in your time of need.

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What are Our Options for Placement?

March 10, 2017

As important as it is to plan ahead for the need for long-term care, things often don’t happen that way. An older adult falls and breaks a hip or has a stroke, and in an instance, their life is changed forever. Suddenly family members are frantically searching for senior care services available in their area and try to determine which senior care options can best suit all the needs of the senior. Without expert guidance, this process can be very overwhelming.

When it is time to seek out housing or care options, you will benefit from the experience of a senior placement agency. Having experts in your corner will reduce your stress and save you time. Knowing what to look for in a referral agency, will help you find the best results. Senior placement consultants help families navigate through the often-overwhelming process of finding care facilities for aging parents and spouses. There’s no cost to the client. The consultants are paid a finder’s fee by the facility that gets the placement.

Consultants are like a personal shopper, helping the client sort through all the issues involved in finding the right placement for their family member. Much of what they do is educate clients about their options. With over 200 assisted living and memory care facilities and more than 800 Board & Care homes in the greater Sacramento area, it can be overwhelming to narrow down the list.

Michael C. invested hours searching for just the right place for his father who is suffering from dementia. He had toured over 25 facilities before choosing a community he thought was a perfect fit.  Unfortunately for Michael, his father’s health started to decline pretty rapidly and Michaels’ father was exhibiting some behaviors related to his dementia. The facility that Michael had chosen was no longer able to accommodate his father’s need and Michael was asked to come in every day to help with his father’s medication and  Michael had to hire a sitter to ensure that his fathers was not going into other residents rooms.  Michael has realized that just because a facility has a memory care unite does not mean the facility can provide high level of care. Michael was stressed out and he was afraid of answering his phone. Michael realized that his father’s care level was too much for the facility and he needed to move his father again. This time Michael worked with a senior placement consultant who did all the leg work and transitioned Michael’s father into a smaller setting with more one-on-one care.

Placement agency consultants start by identifying the client’s medical and personal needs, so they can narrow down the facilities that can best accommodate their needs. They also look at where family members live, so they can find facilities close enough for them to visit quickly. Then there are financial considerations, including whether a client has to sell a home to finance their care. A good placement agency thinks long term and tries to stretch their client’s budget as much as possible. They also look at the client’s future needs, so they can recommend a placement where the client can age in place as their care needs change.

Currently, the state of California does not require any special licensing or credentials for Placement Agencies. So it is important to do some research before hiring a placement agency.  The key to finding the right placement agency is to find an agency that has Geriatric Care Managers and Consultants who are certified RCFE (Residential Care Facility for the Elderly) Administrators; this will ensure that the agency is well informed and are aware of state filings. A reputable agency should have personnel who are credentialed requiring them to follow the state laws providing you, as the consumer, information about their agency and the communities or care providers they are referring. A good Placement agency provides Disclosure of Services statement that includes agency and client information, details regarding the fee to be received for the referral, a description of the services rendered, and frequency of facility tours by the agency.

When a home is no longer an option, finding the right community makes all the difference in the world. Placement agencies do the leg-work for you ahead of time, like reviewing state records, understanding the level of care provided, and in some cases negotiating monthly fees.   Even the little things like how good the food is or social/recreational services become big things when your loved one moves into a caring community. Using a placement agency can ensure that you find the right community that can accommodate all your medical and personal needs. It can save you time and stress without costing you a dime.

EO Care Manager.

Unlock your Senior Placement potential

Senior Place software enables you to provide the same high-quality, senior placement services more easily and efficiently!

Client Pipeline

See all your clients at a glance.

Community Listings

Automatically updated community listings.

Referral Tracking

Keep tabs on all of your inbound and outbound referrals.

Task Management

Stay on schedule by utilizing tasks.

Custom Reporting

Make metrics-based decisions using reports.

eSignatures Built-in

Get electronic signatures on your contracts.

All Your Clients In One Place

Senior Place makes client organization easy, eliminating tedium from your workday.

• Pipeline View Visualize where each of your clients is at in the placement process. Not only does it look great, but it makes determining your next steps so much easier.
• Move Timeline View Track estimate and actual move dates so you can know which clients to prioritize. This view is especially useful when planning your schedule and tasks.
• Detail View Do you prefer a list view of your clients? We've got you covered! The detail view allows for quick filtering based on a variety of useful metrics.

Send Community Referrals Fast

We understand that every second matters when it comes to your referrals.

Senior Place empowers you to identify potential community matches and send professional referrals within minutes.

Make Community Decisions Simple

Send your client’s family an easy-to-follow community comparison, aiding them in making an informed decision about their loved one.

What our Customers are saying

I am very impressed with Senior Place software. Prior to converting over to Senior Place I used an online database that I had to create and manage. That was one more thing that was out of my area of expertise that I didn’t have time to deal with and that never worked quite right. Senior Place was created based on our feedback on what we needed. Jason, JD and team are extremely responsive to our requests and deal with any problems we may have so we don’t have to. They’re constantly making updates which makes the system even better.  It relieves a lot of stress   knowing they’re managing the database behind the scenes so we can manage our core business.

Owner , Right Fit Senior Living Solutions

We have been a part of Senior Place since its beginning. The use of the services have  greatly improved our efficiency  which allows us more time for the client experience. I  highly recommend  this service for placement and referral agencies.

Owner , American Senior Home Finders

He runs a great company that is constantly improving the software they provide plus  their customer service is exceptional.

Co-owner , Pathways Senior Care Advisors

Senior Place is a wonderful tool for my company. This software gives us great accessibility, convenience and support. We can review notes from our phone or iPads while on the road if needed. It’s like having an entire filing cabinet in our back pocket.  It is a very economical tool considering the time it saves us .  I highly recommend.

Housing & Care Advisor , 1st CHOICE Advisory Services

Owner , SilverLink Consulting

I have been working with Jason’s company and CRM program for almost 4 years. I have found him and his program to be reliable, responsive and professional. More importantly  Jason himself is a caring person, who worries about his clients (friends) success and really helps them . I could not have started my business without him! He may be a successful business man but I really recommend him because he’s more importantly a gentleman!

Owner , Concierge Senior Placement

Ditch tedious spreadsheet/paper tracking in favor of our client pipeline. Easily search all of your clients, see their relevant next task, and rest assured that none of them will be forgotten!

Rather than manually checking your state’s licensing website, let us do the heavy lifting! We regularly check the relevant licensing source for your location and keep Senior Place’s database current.

Why pay for an additional eSignature service, when we have one built into Senior Place? Now you can send out eSignature requests for documents like client agreements and community contracts directly from our platform.

File Storage

Whether you want to store contracts, community photos, rate sheets, brochures, client agreements, or anything else, we’ve got you covered! Associate files with specific communities or clients to make sure you have access to them when needed.

Whether you’re working alone or with a team, tasks will help you stay on top of relevant next steps. We even color-code tasks so you can quickly see which ones are due soon!

Our custom reporting module enables you to make informed, data-driven decisions. Tailor the reports to whatever need you might have.

Ensure you keep tabs on all your inbound/outbound referrals so you can make more informed decisions when interacting with them in the future!

Automated Workflows

Save yourself additional time with workflow automation. Automatically send emails and create tasks based on a variety of triggers!

Frequently Asked Questions:

What is senior place.

Senior Place is software specifically built for Senior Placement and Senior Referral Agencies like yours. While there are similarities to general CRM (Customer Relationship Management) software, Senior Place was created with your workflows in mind.

Within the platform, you can manage all aspects of the senior placement process, from client tracking to referral management, Senior Place is there to save you time and enable you to provide the best service possible.

Is Senior Place easy to use?

Yes! We get that learning a new software can be a commitment, so we’ve worked hard to make it easy to understand and use. In fact, we’re regularly told (by customers who don’t consider themselves “tech-saavy”) that Senior Place is intuitive and quick to grasp!

If you’re still concerned, that’s totally okay. We offer an hour of free  training for new customers, and we always offer  complementary  support for any questions you might have. We’ve got your back!

How much does Senior Place cost?

Our pricing depends on your exact needs, which we’d love to learn more about during a Senior Place demo!

In most cases, if you get just  one  extra placement each year, Senior Place will pay for itself. This makes it a no-brainer for most industry professionals given the time-savings, organization, and tools that Senior Place provides.

The Unique Burial of a Child of Early Scythian Time at the Cemetery of Saryg-Bulun (Tuva)

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Pages:  379-406

In 1988, the Tuvan Archaeological Expedition (led by M. E. Kilunovskaya and V. A. Semenov) discovered a unique burial of the early Iron Age at Saryg-Bulun in Central Tuva. There are two burial mounds of the Aldy-Bel culture dated by 7th century BC. Within the barrows, which adjoined one another, forming a figure-of-eight, there were discovered 7 burials, from which a representative collection of artifacts was recovered. Burial 5 was the most unique, it was found in a coffin made of a larch trunk, with a tightly closed lid. Due to the preservative properties of larch and lack of air access, the coffin contained a well-preserved mummy of a child with an accompanying set of grave goods. The interred individual retained the skin on his face and had a leather headdress painted with red pigment and a coat, sewn from jerboa fur. The coat was belted with a leather belt with bronze ornaments and buckles. Besides that, a leather quiver with arrows with the shafts decorated with painted ornaments, fully preserved battle pick and a bow were buried in the coffin. Unexpectedly, the full-genomic analysis, showed that the individual was female. This fact opens a new aspect in the study of the social history of the Scythian society and perhaps brings us back to the myth of the Amazons, discussed by Herodotus. Of course, this discovery is unique in its preservation for the Scythian culture of Tuva and requires careful study and conservation.

Keywords: Tuva, Early Iron Age, early Scythian period, Aldy-Bel culture, barrow, burial in the coffin, mummy, full genome sequencing, aDNA

Information about authors: Marina Kilunovskaya (Saint Petersburg, Russian Federation). Candidate of Historical Sciences. Institute for the History of Material Culture of the Russian Academy of Sciences. Dvortsovaya Emb., 18, Saint Petersburg, 191186, Russian Federation E-mail: [email protected] Vladimir Semenov (Saint Petersburg, Russian Federation). Candidate of Historical Sciences. Institute for the History of Material Culture of the Russian Academy of Sciences. Dvortsovaya Emb., 18, Saint Petersburg, 191186, Russian Federation E-mail: [email protected] Varvara Busova  (Moscow, Russian Federation).  (Saint Petersburg, Russian Federation). Institute for the History of Material Culture of the Russian Academy of Sciences.  Dvortsovaya Emb., 18, Saint Petersburg, 191186, Russian Federation E-mail:  [email protected] Kharis Mustafin  (Moscow, Russian Federation). Candidate of Technical Sciences. Moscow Institute of Physics and Technology.  Institutsky Lane, 9, Dolgoprudny, 141701, Moscow Oblast, Russian Federation E-mail:  [email protected] Irina Alborova  (Moscow, Russian Federation). Candidate of Biological Sciences. Moscow Institute of Physics and Technology.  Institutsky Lane, 9, Dolgoprudny, 141701, Moscow Oblast, Russian Federation E-mail:  [email protected] Alina Matzvai  (Moscow, Russian Federation). Moscow Institute of Physics and Technology.  Institutsky Lane, 9, Dolgoprudny, 141701, Moscow Oblast, Russian Federation E-mail:  [email protected]

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Gagarin Cup Preview: Atlant vs. Salavat Yulaev

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Gagarin cup (khl) finals:  atlant moscow oblast vs. salavat yulaev ufa.

Much like the Elitserien Finals, we have a bit of an offense vs. defense match-up in this league Final.  While Ufa let their star top line of Alexander Radulov, Patrick Thoresen and Igor Grigorenko loose on the KHL's Western Conference, Mytischi played a more conservative style, relying on veterans such as former NHLers Jan Bulis, Oleg Petrov, and Jaroslav Obsut.  Just reaching the Finals is a testament to Atlant's disciplined style of play, as they had to knock off much more high profile teams from Yaroslavl and St. Petersburg to do so.  But while they did finish 8th in the league in points, they haven't seen the likes of Ufa, who finished 2nd. 

This series will be a challenge for the underdog, because unlike some of the other KHL teams, Ufa's top players are generally younger and in their prime.  Only Proshkin amongst regular blueliners is over 30, with the work being shared by Kirill Koltsov (28), Andrei Kuteikin (26), Miroslav Blatak (28), Maxim Kondratiev (28) and Dmitri Kalinin (30).  Oleg Tverdovsky hasn't played a lot in the playoffs to date.  Up front, while led by a fairly young top line (24-27), Ufa does have a lot of veterans in support roles:  Vyacheslav Kozlov , Viktor Kozlov , Vladimir Antipov, Sergei Zinovyev and Petr Schastlivy are all over 30.  In fact, the names of all their forwards are familiar to international and NHL fans:  Robert Nilsson , Alexander Svitov, Oleg Saprykin and Jakub Klepis round out the group, all former NHL players.

For Atlant, their veteran roster, with only one of their top six D under the age of 30 (and no top forwards under 30, either), this might be their one shot at a championship.  The team has never won either a Russian Superleague title or the Gagarin Cup, and for players like former NHLer Oleg Petrov, this is probably the last shot at the KHL's top prize.  The team got three extra days rest by winning their Conference Final in six games, and they probably needed to use it.  Atlant does have younger regulars on their roster, but they generally only play a few shifts per game, if that. 

The low event style of game for Atlant probably suits them well, but I don't know how they can manage to keep up against Ufa's speed, skill, and depth.  There is no advantage to be seen in goal, with Erik Ersberg and Konstantin Barulin posting almost identical numbers, and even in terms of recent playoff experience Ufa has them beat.  Luckily for Atlant, Ufa isn't that far away from the Moscow region, so travel shouldn't play a major role. 

I'm predicting that Ufa, winners of the last Superleague title back in 2008, will become the second team to win the Gagarin Cup, and will prevail in five games.  They have a seriously well built team that would honestly compete in the NHL.  They represent the potential of the league, while Atlant represents closer to the reality, as a team full of players who played themselves out of the NHL. 

• Atlant @ Ufa, Friday Apr 8 (3:00 PM CET/10:00 PM EST)
• Atlant @ Ufa, Sunday Apr 10 (1:00 PM CET/8:00 AM EST)
• Ufa @ Atlant, Tuesday Apr 12 (5:30 PM CET/12:30 PM EST)
• Ufa @ Atlant, Thursday Apr 14 (5:30 PM CET/12:30 PM EST)

Games 5-7 are as yet unscheduled, but every second day is the KHL standard, so expect Game 5 to be on Saturday, like an early start. 

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Rusmania • Deep into Russia

Out of the Centre

Savvino-storozhevsky monastery and museum.

Zvenigorod's most famous sight is the Savvino-Storozhevsky Monastery, which was founded in 1398 by the monk Savva from the Troitse-Sergieva Lavra, at the invitation and with the support of Prince Yury Dmitrievich of Zvenigorod. Savva was later canonised as St Sabbas (Savva) of Storozhev. The monastery late flourished under the reign of Tsar Alexis, who chose the monastery as his family church and often went on pilgrimage there and made lots of donations to it. Most of the monastery’s buildings date from this time. The monastery is heavily fortified with thick walls and six towers, the most impressive of which is the Krasny Tower which also serves as the eastern entrance. The monastery was closed in 1918 and only reopened in 1995. In 1998 Patriarch Alexius II took part in a service to return the relics of St Sabbas to the monastery. Today the monastery has the status of a stauropegic monastery, which is second in status to a lavra. In addition to being a working monastery, it also holds the Zvenigorod Historical, Architectural and Art Museum.

Belfry and Neighbouring Churches

Located near the main entrance is the monastery's belfry which is perhaps the calling card of the monastery due to its uniqueness. It was built in the 1650s and the St Sergius of Radonezh’s Church was opened on the middle tier in the mid-17th century, although it was originally dedicated to the Trinity. The belfry's 35-tonne Great Bladgovestny Bell fell in 1941 and was only restored and returned in 2003. Attached to the belfry is a large refectory and the Transfiguration Church, both of which were built on the orders of Tsar Alexis in the 1650s.  

To the left of the belfry is another, smaller, refectory which is attached to the Trinity Gate-Church, which was also constructed in the 1650s on the orders of Tsar Alexis who made it his own family church. The church is elaborately decorated with colourful trims and underneath the archway is a beautiful 19th century fresco.

Nativity of Virgin Mary Cathedral

The Nativity of Virgin Mary Cathedral is the oldest building in the monastery and among the oldest buildings in the Moscow Region. It was built between 1404 and 1405 during the lifetime of St Sabbas and using the funds of Prince Yury of Zvenigorod. The white-stone cathedral is a standard four-pillar design with a single golden dome. After the death of St Sabbas he was interred in the cathedral and a new altar dedicated to him was added.

Under the reign of Tsar Alexis the cathedral was decorated with frescoes by Stepan Ryazanets, some of which remain today. Tsar Alexis also presented the cathedral with a five-tier iconostasis, the top row of icons have been preserved.

Tsaritsa's Chambers

The Nativity of Virgin Mary Cathedral is located between the Tsaritsa's Chambers of the left and the Palace of Tsar Alexis on the right. The Tsaritsa's Chambers were built in the mid-17th century for the wife of Tsar Alexey - Tsaritsa Maria Ilinichna Miloskavskaya. The design of the building is influenced by the ancient Russian architectural style. Is prettier than the Tsar's chambers opposite, being red in colour with elaborately decorated window frames and entrance.

At present the Tsaritsa's Chambers houses the Zvenigorod Historical, Architectural and Art Museum. Among its displays is an accurate recreation of the interior of a noble lady's chambers including furniture, decorations and a decorated tiled oven, and an exhibition on the history of Zvenigorod and the monastery.

Palace of Tsar Alexis

The Palace of Tsar Alexis was built in the 1650s and is now one of the best surviving examples of non-religious architecture of that era. It was built especially for Tsar Alexis who often visited the monastery on religious pilgrimages. Its most striking feature is its pretty row of nine chimney spouts which resemble towers.

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