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Contradictory accounts of attack underscore challenges of managing widening conflict View the full article

For the second week in a row, the 30-year fixed increased by 11 basis points, Freddie Mac found, a result of reaction to oil price hikes from the Iran conflict. View the full article

This week, postmaster general David Steiner testified before Congress highlighting major concerns about the United States Postal Service (USPS). Steiner said that USPS is at a “critical juncture” and underscored the “urgent need for greater operational and pricing flexibility” in order to maintain the service. “We got here because of the drastic reduction in the use of mail,” Steiner explained. “From the historic peak volume of 213 billion pieces per year in 2006 to 109 billion pieces today, we have lost over 104 billion pieces per year in our system. For perspective, if all of that lost volume was paid at the current price of a stamp, which is 78 cents, that’s about 81 billion dollars. No company could weather that much revenue loss.” Steiner continued, warning, “At our current rate, we’ll be out of cash in less than 12 months. So in about a year from now, the postal service would be unable to deliver the mail.” The postmaster general also outlined a long list of issues negatively impacting USPS, which he called an “anchor” that is weighing the organization down. He cited overregulation, saying “our regulator ensures that we won’t make money or break even – out of fear of a non-existent mail monopoly”, along with a series of other constraints. In an effort to solve some of the financial issues facing USPS, Steiner said the price of a first‑class stamp could rise to 90 to 95 cents, up from its current rate of 75 cents. He said the change alone would “would largely solve” the agency’s “controllable loss.” The postmaster general also urged Congress to increase the organization’s borrowing power, saying “no private company is as limited in its credit access as the Postal Service, and certainly not one with our scope, operational complexity, and importance to the American public.” Steiner said the agency is committed to cost-saving ventures. It previously outlined a proposal for saving around $3 billion annually. USPS has been reporting losses since 2007. In 2024, it incurred $9.5 billion in losses. Last the last fiscal year, the agency said it incurred net losses of $9 billion. And in the first quarter of 2026, it lost a reported $1.3 billion. Last year, President The President spoke about the postal service’s struggles, after previously dropping plans to privatize the agency. “Well, we want to have a post office that works well and doesn’t lose massive amounts of money, and we’re thinking about doing that, and it will be a form of a merger,” The President said when asked if he wanted to make USPS part of the Commerce Department. The President continued, “It’ll remain the Postal Service, and I think it’ll operate a lot better than it has been over the years.” View the full article

Here are three updates from past letter-writers. 1. What to do about serious problems you never see firsthand (#2 at the link) Great advice and so many great responses – thank you! it is indeed nonprofit early childhood education, with infant, toddler and preschool classrooms. I got two big things from this conversation – I am indeed not crazy, this is a solvable problem. And I got some strong language for how to name what is going on and try to shift things next time. Here is what I ended up doing this time: With this director there had been a previous situation where I had looped in the supervisor, and the director was upset, why hadn’t I talked to her, she thought we had a good relationship, gone behind her back, etc. and it didn’t help much and I had to do relationship repair to get back to a good coaching relationship. This time, I sent her this: “I wanted to share some thoughts and see what you think. I’m sending this just to you so we can think this through, and see what the next steps might be. There are two things that most concern me . . .” With a “we’ll figure it out together” tone, I objectively detailed my concerns, especially how serious it was that there was the fear of retaliation from the other staff, and acknowledged how hard it must be to follow through when you don’t see it, and how can we brainstorm to get the data she needs to act? I didn’t get a response to the email, but the next time I was there the problematic staff was gone. Apparently the director met with her and she walked out. So win for this classroom, but we still have some big challenges in our agency. Out of the answer and comments, I also got a realization and some questions – coaching, at least how my agency does it, is a strange space. I have responsibility but no way to enforce accountability. I have goals as a coach, but if directors won’t back me up and hold people accountable, nothing changes. And if their supervisors won’t either, it’s even more impossible. And I really don’t understand why as a culture my agency is not willing to deal with ineffective or inappropriate directors and teachers. Part of it is chronic struggles with staffing. (To answer one question, no, we never go out of ratio. We will pull a director or admin into a room rather than do that. You don’t even step out for a bathroom break without someone stepping in.) I’m curious what coaching and quality improvement looks like in fields other than education. Early childhood care and education in the U.S. is struggling so much. Families can’t afford care, we can’t pay teachers enough, and public funding is being cut like crazy. Many states had quality improvement initiatives begin in the 1990’s and 2000’s to address it with increased qualifications for teachers and state money to support it, but with the states I’m involved in, the updated quality improvement standards have decreased, probably because of the very desperate lack of more highly qualified teachers. We are going back to unregulated underground child care for many families. 2. Am I ruining my life by moving for my spouse’s job? (#5 at the link) I wanted to share an update a couple of years after writing my original letter about whether to move for my spouse’s career. I ultimately agreed to move because of how difficult it is to find a job in my spouse’s field and the quality of life benefits of the new city. Thankfully, a couple months after arriving I found a local job in a different industry with decent pay, flexibility, and benefits. The hardest part has been the hit to my ego and sense of identity. I was very good at my previous job and, in many ways, it was my imperfect dream role. But it was a public-sector position in an organization that has become much less stable under this presidential administration, and my broader field has taken a decimating hit. My current job is unrelated, and sometimes I miss being seen as an expert rather than just another small part of a large system. I’ve been working on separating my sense of self-worth from my job, but that transition has certainly been hard. One upside of watching the upheaval in the field I once loved from afar is that it’s made it easier not to dwell on what my career might have looked like if I’d stayed. As the professional landscape has changed, my parents have stopped telling me I made a terrible career decision and instead now criticize the move itself. That’s been tough, but with time, grief, and therapy I’ve started to make peace with the personal side of it and stop letting it drive my anxiety about my career. Life looks different than I expected a few years ago, but many of the things within my control are going well. My spouse and child are thriving. I miss our old city, but I’m also enjoying the new one and the opportunities it brings. 3. Can I advise my boss not to hire a contractor? (#4 at the link) I took my concerns about Jane (the contractor who couldn’t do her job but was well liked) to my boss and he said he appreciated my honesty. He also felt that the things Jane was struggling with could be taught but that she’d built strong relationships at the company and that kind of thing couldn’t be taught. Jane was hired. It became clear to me that Jane’s “good relationships” were the result of her sharing privileged information, over-promising, and gossiping. Jane also began to backstab and exclude all the other women on the team. Before her trial period was over, I took my new concerns about her behavior to my boss, who promised to speak with her and asked me to give her another chance. Some time later, we received an email from HR (not our boss) that Jane had been fired. My boss now insists I am part of all hiring committees. I’d like to leave this update here, but honestly the team has not recovered from Jane’s toxic behavior. The factions she created to pit against each other have not dissipated and there is anger and confusion around her firing. There’s also lingering suspicion that maybe Anna is actually a slacker, Betty is actually a bully, and Connie is actually unreliable and Jane was the only hard working, honest, and dependable woman on the team. HR isn’t about to tell us why she was fired so we’ll never really know what happened. When it comes up, all I can do is counter rumor with my personal experience (i.e., “I’ve never had a problem with the quality of Anna’s work” — a strategy I know because of your great advice on other letters, Alison!). I don’t expect the team to recover until each and every one of us has moved on to a new job. Wishing everyone a drama-free workplace! The post updates: trailing spouse, problems you don’t see firsthand, and more appeared first on Ask a Manager. View the full article

Fifteen years after his passing, Steve Jobs’s thoughts on innovation, entrepreneurship, design, and leadership still make a meaningful impact. Since there’s a Jobs quote for many situations, winnowing it down to five isn’t an easy task. Still: Here’s my attempt. Here’s Steve Jobs on starting your own business, perseverance, leadership and responsibility, intelligence, and money. Jobs’s thoughts on starting a business Maybe you don’t want to start your own company, much less build a thriving business. Even so, Jobs felt everyone should dip a toe in the entrepreneurial water, even if it’s just a side hustle. Why? As Jobs said: I think that without owning something over an extended period of time, like a few years, where you have the chance to take responsibility for your recommendations, where you have to see your recommendations through all action stages, and accumulate scar tissue for the mistakes, and pick yourself up off the ground and dust yourself off . . . you learn a fraction of what you can. Coming in and making recommendations and not owning the results, not owning the implications, [provides] a fraction of the value and a fraction of the opportunity to learn to be better. Without the experience of actually doing it, [you] never get three-dimensional. Start a business or a side hustle and you get to chart your own course, make your own decisions, make your own mistakes, be responsible for your own success: and learn from those decisions, mistakes, and successes. And add another dimension to your skills, your personality, and your life. Jobs’s thoughts on perseverance If talent is the ability to learn a subject or gain a skill more quickly than most, I definitely lack talent. But that’s OK since, as Jobs said: I’m convinced that about half of what separates successful entrepreneurs from the non-successful ones is pure perseverance. It is so hard. You pour so much of your life into this thing. There are such rough moments . . . that most people give up. I don’t blame them. It’s really tough. While Jobs was referring to startup founders, the premise is broadly applicable. For most of us, success is based on showing up, day after day, even when we don’t want to. While that might sound too simplistic—perseverance is just one factor in achieving any worthwhile pursuit—science says showing up every day carries outsize importance. A meta-analysis published in Review of Educational Research found that college students who consistently go to class get better grades. While that might sound more like correlation than causation (maybe the smartest people tend to go to class more regularly?), there’s more to it. As the researchers write: Not particularly talented? Not particularly smart? As long as you show up, and keep showing up, you’ll likely do well. If you don’t have a talent for sales, sales skills can still be learned. If you don’t have a talent for leading people, most leadership skills—giving feedback, building teams, setting expectations, showing consideration for others, seeking input, focusing on meaningful priorities, etc.—can be learned. Success in most pursuits doesn’t require talent. Success simply requires skill and experience you can gain. As long as you’re willing to keep showing up. Jobs’s thoughts on responsibility No one ever does anything truly worthwhile on their own. That means we’re all, whether formally or informally, at times in a position to lead. And to take responsibility. Here’s a story from John Rossman’s book Think Like Amazon: Steve Jobs told employees a short story when they were promoted to vice president at Apple. Jobs would tell the VP that if the garbage in his office was not being emptied, Jobs would naturally demand an explanation from the janitor. “Well, the lock on the door was changed,” the janitor could reasonably respond, “and I couldn’t get a key.” The janitor can’t do his job without a key. As a janitor, he’s allowed to have excuses. “When you’re the janitor, reasons matter,” Jobs told his newly minted VPs. “Somewhere between the janitor and the CEO, reasons stop mattering. “In other words, when the employee becomes a vice president, he or she must vacate all excuses for failure. A vice president is responsible for any mistakes that happen, and it doesn’t matter what you say.” Many people feel success or failure is caused by external forces, and especially by other people. If I succeed, other people helped me, supported me, and were “with” me. If I fail, other people let me down, didn’t believe in me, didn’t help me—other people were “against” me. To some extent, that’s true. But also not totally within your control. The only thing you can control? Yourself. So act as if success or failure is totally within your control: If you succeed, you caused it. If you fail, you caused it. As Jobs would say, “Reasons stop mattering.” Never make excuses. Never list reasons. And never point fingers. Unless, of course, you point them at yourself, and resolve that next time you’ll do whatever it takes to make sure things turn out the way you wish. Jobs’s thoughts on intelligence Jobs spent a lot of time thinking about the nature of intelligence, if only because it’s hard to surround yourself with smart people if you can’t identify smart people. So what did he feel was the best indication of high intelligence? According to Jobs: A lot of it is memory. But a lot of it is the ability to zoom out, like you’re in a city and you could look at the whole thing from the 80th floor down at the city. And while other people are trying to figure out how to get from point A to point B, reading these stupid little maps, you can just see it in front of you. You can see the whole thing. And you can make connections that seem obvious to you, because you can see the whole thing. No matter how much information you’re able to retain, memory doesn’t necessarily help you make decisions. (I know plenty of smart people who sometimes struggle to make simple decisions.) Jobs felt the smartest people excel at making connections. But you can’t make connections unless you collect a variety of experiences you can connect. As Jobs said: One of the funny things about being bright is everyone puts you on this path. To go to high school, go to college . . . [But] the key thing that comes through is they had a variety of experiences which they could draw upon in order to try to solve a problem, or attack a particular dilemma, in a unique way. What you have to do is get different experiences. To make connections which are innovative, to connect two experiences together, you have to not have the same bag of experiences as everyone else . . . or you’ll make the same connections. Try new things. Learn new things. Do things that aren’t comfortable; that’s a sure sign the experience—and what you may later draw from the experience, and be able to connect it to—is unique to you. Because it’s easy, even comforting, to learn more about something you already know. But then you’ll have the same “bag of experiences” and make the same street-level connections as everyone else. Jobs’s thoughts on money Wealth isn’t a proxy for intelligence. And definitely not for success. As Jobs said: When I was 25, my net worth was $100 million or so. I decided then that I wasn’t going to let it ruin my life. There’s no way you could ever spend it all, and I don’t view wealth as something that validates my intelligence. My favorite things in life don’t cost any money. Easy to say when you’re worth $100 million, but still. While money does a lot of things (one of the most important is to create choices), after a certain point research shows money doesn’t make people happier. To Jobs, the goal was to make a living by doing what he loved. How you define a “living” is up to you, but once you’ve reached that level of financial success, make sure you also work hard to include at least a little of the “love what you do” part. Because then you’ll be living the life you want to live. On your terms. —Jeff Haden This article originally appeared on Fast Company’s sister website, Inc.com. Inc. is the voice of the American entrepreneur. We inspire, inform, and document the most fascinating people in business: the risk-takers, the innovators, and the ultra-driven go-getters that represent the most dynamic force in the American economy. View the full article

Which segment will you target? By August Aquila MAX: Maximize Productivity, Profitability and Client Retention Go PRO for members-only access to more August J. Aquila. View the full article

Welcome to AI Decoded, Fast Company’s weekly newsletter that breaks down the most important news in the world of AI. You can sign up to receive this newsletter every week via email here. The cost of AI will surely rise, along with our dependence on it Developing AI models and serving AI apps is a notoriously expensive undertaking. AI labs use massive amounts of computing power, training data, and high-priced talent to create and serve AI models, and the costs are not nearly covered by the chatbot subscription and API fees they bring in. Neither OpenAI nor Anthropic, for example, are profitable, and won’t be for some time. The difference, for now, is made up by investment money, much of it from venture capital firms. But that won’t last, of course. As AI companies mature, they’ll be expected to make returns on all the investment money they’ve taken. And the prices consumers and businesses pay for AI will almost certainly go up. It fits the model. Silicon Valley’s canonical playbook is to sell an app or service cheaply at first to build a large user base, then raise prices and, often, let the customer experience slip. In the early 2010s, for instance, Uber heavily subsidized fares with venture capital as it scaled its network of riders and drivers. In some markets, drivers received the full fare plus bonuses of up to 50%. By the late 2010s, as investors pushed toward a 2019 IPO, Uber began sharply increasing prices. Between roughly 2018 and 2022, fares rose by 50% to 80%, depending on the study, with further increases since. Many startups, including Amazon, Netflix, Airbnb, Instacart, and DoorDash, have followed versions of this model. Some of the same big VCs that funded these “growth-at-all-costs” companies are now bankrolling today’s AI companies. For example, Khosla Ventures and Sequoia Capital invested in Uber and are now backing both OpenAI and Anthropic, among other AI labs. Andreessen Horowitz (a16z) invested in Uber (and other Uber-like startups) and now backs OpenAI and numerous other AI app and infrastructure companies. The main difference between the Ubers of the past and the AI companies of today is that the AI companies also take investment money from their big tech business partners (like Microsoft and Nvidia) as well as from private equity giants like TPG and Bain Capital. I see another similarity. Kara Swisher once quipped that with the rise of Uber, Instacart, and other app-based services in the 2010s, San Francisco began to feel like “assisted living for millennials.” What she meant was that these companies offered a cheap—at least initially—way to outsource everyday physical tasks, from grocery shopping to getting around to making dinner or going out to a movie. You could sit on the couch, tap your phone, and it was done for you. The convenience was undeniable, and during the pandemic it often felt essential. But it also nudged people toward a more sedentary, phone-mediated existence. And, as with so many of these services, the costs eventually rose, claiming a larger share of users’ paychecks. AI chatbots and related tools may point to a similar, or even more troubling, trajectory. They can speed up information retrieval and automate a share of routine cognitive work. But as the major AI labs themselves have suggested, intelligence is becoming a commodity, something available on demand. The temptation, then, is to offload more and more of our own thinking and reasoning as these systems improve, outsourcing not just tasks but the mental effort behind them. MiniMax says its newest AI model helped build itself A new AI model from the Chinese AI startup MiniMax played a major role in its own development, the company says. The model, called MiniMax M2.7, can reportedly test itself on tasks and knowledge areas, diagnose its limitations, then improve itself automatically. MiniMax calls the concept “self-participation iteration.” MiniMax says M2.7 handled between 30% and 50% of its own development work. For example it ran more than 100 loops of self-analysis and debugging, then iterative self-improvement without human intervention. As a result, the model hit benchmark scores comparable with the best Western AI models. M2.7 scored 56% on SWE-Pro (a difficult, realistic coding benchmark), MiniMax says. OpenAI’s GPT-5.2 “Thinking” model scored roughly 55%, while Anthropic’s Claude Opus 4.5 scored 52%. Normally, AI labs rely on human engineers to design and run evaluations on models to find shortcomings, then make improvements that eventually packaged up into a new version release. The idea of a continually self-improving model calls into question the need for new product releases, and points to a time when models simply improve on their own over time. More AI coverage from Fast Company: OpenAI’s new frontier models mark a huge change in how AI will be built Does the public comment system have an AI problem? Miro’s CEO is betting AI will change how teams work This AI project turns deepfakes into a history lesson Want exclusive reporting and trend analysis on technology, business innovation, future of work, and design? Sign up for Fast Company Premium. View the full article

You might decide to keep them going year round. By Sandi Leyva The Complete Guide to Marketing for Tax & Accounting Firms Go PRO for members-only access to more Sandi Smith Leyva. View the full article

Today's Bissett Bullet: “How are your clients, really?” By Martin Bissett See more Bissett Bullets here Go PRO for members-only access to more Martin Bissett. View the full article

It’s a tough time out there for creatives. Whether you’re a writer, director, actor, or artist of any kind, the world is short on opportunities—particuarly the kind that pay. But even Academy Award winners like screenwriter and director Barry Jenkins didn’t have a linear path to success, as he shared in a recent panel about how to sustain a career as a filmmaker. Jenkins, the writer-director behind Moonlight and If Beale Street Could Talk, was a panelist at “Behind the Chair: Representation and the Business of Filmmaking,” a seminar on the film industry hosted by the Directors Guild of America. In a one-on-one discussion with fellow director Anu Valia (We Strangers), Jenkins advised the audience on how to persevere in a crowded creative field. “Many of you guys are really, really good. You’re really strong directors, but there’s so many of you that are so strong,” he began. “When I think about what it takes to stay in a career as a director, as a feature film director, it is whatever the hell you need to do.” For Jenkins, that meant returning to a job in retail even after directing his first feature film. He recalled working on his feature-length debut Medicine for Melancholy, which released in 2008 to critical acclaim, including becoming a New York Times Critics’ Pick. “I made a movie for $15,000 with friends I went to film school with,” Jenkins said of the film. “I then worked at Banana Republic for three and a half years while I had a deal at Focus Features and an agent at CAA, because having a film on the year-end list at The New York Times doesn’t pay the rent.” In another ironic example, Jenkins said he was a food worker at one film festival while his work was playing at another: “I literally had a movie screening at the Toronto International Film Festival, and I was the concession stand manager at the Telluride Film Festival,” he shared. “You know why? [. . .] I just wanted to be where cinema was.” By all accounts, Jenkins is a runaway success story. He’s achieved many filmmakers’ dreams, having won the Oscar for Best Adapted Screenplay for his 2016 film Moonlight, which was also named that year’s Best Picture, and being nominated twice more as a director and screenwriter. He’s gone the blockbuster route too, directing Mufasa: The Lion King for Disney in 2024, which was the sixth-highest-grossing film of that year with $723 million at the box office. To hear that someone as successful as Jenkins still had to balance his creative career with other work to get by hit home for many aspiring artists, who expressed on social media how his advice is both reassuring and sobering. One user wrote that hearing Jenkins’ story while at their own survival job was “kinda life affirming.” Another echoed that sentiment: “Seeing this after getting home from the Day Job . . . was needed,” they wrote. Another user praised Jenkins for “openly speaking about the most elusive topic in filmmaking”: where their money actually comes from. “People are mum about it. He’s brave,” they added. Check out Jenkins’ full conversation below. View the full article

Google's Universal Commerce Protocol adds cart management and catalog access, highlights identity linking support, and begins simplifying Merchant Center onboarding. The post Google Expands UCP With Cart, Catalog, Onboarding appeared first on Search Engine Journal. View the full article

Most organizations genuinely want to support their people. We invest in wellness apps, coaching programs, and leadership development, all with good intentions. Yet burnout rates keep climbing. Aflac’s WorkForces Report from November 2024 referenced that burnout affected nearly 3 in 5 American workers with employees experiencing high levels of stress rising to 38% in 2024, up from 33% in 2023. The issue isn’t effort or resources. It may simply be that we’re solving for the wrong problem. I recently sat down with Natallia Miranchuk, founder of SOULA, an AI-powered emotional support platform that combines neuroscience, health expertise, and artificial intelligence to address workplace wellbeing. While her research has focused primarily on women, the insights she shared have implications for how we support all high performers—regardless of gender. SOULA recently completed a pilot program with InDrive, a global unicorn with over 2,000 employees. The results were remarkable: 67% sustained engagement among participants—compared to the industry standard of just 3% for wellness apps like Calm or Headspace. Participants returned to the platform four to six times weekly for what Miranchuk calls “self-reflection therapy”—brief, 10-minute sessions that don’t require scheduling a therapist or waiting for a weekly coaching call. What the data says Here’s what the data revealed—insights that can reshape how any leader thinks about sustaining high performance. Care before you push. Many workplace wellness approaches emphasize optimization: go further, achieve more, level up. These aren’t bad instincts—ambition matters. But Miranchuk’s research suggests that sustainable performance starts somewhere different. “When a person feels genuinely cared for,” she told me, “they can do whatever they want.” This isn’t soft thinking—it’s neuroscience. Feeling psychologically safe and supported activates the neural pathways that enable creativity, risk-taking, and resilience. Leaders who model care aren’t coddling their teams; they’re creating the conditions for sustained excellence. Support works best in the moment. The InDrive pilot’s most surprising finding wasn’t just the engagement rate—it was when people sought support. They didn’t wait for scheduled therapy sessions or monthly check-ins. They needed emotional processing in real time, multiple times throughout the week. This challenges the conventional model of periodic wellness interventions. Just as we’ve learned that feedback works best when it’s timely, emotional support may be most effective when it’s available on-hand rather than on-schedule. For leaders, this means creating cultures where checking in isn’t a calendar event—it’s woven into daily rhythms. Personalization matters more than we thought. Miranchuk’s work highlights how one-size-fits-all wellness programs often miss the mark. Her research with women revealed that biological cycles, hormonal patterns, and stress responses vary significantly—and generic tools don’t account for these differences. But the broader principle applies to everyone: we all have unique rhythms, energy patterns, and recovery needs. Building what Miranchuk calls “soft resilience”—the capacity to sustain performance over time—requires self-awareness about our individual cycles and designing routines that prevent burnout rather than treating it after the fact. The best leaders help their people discover what sustainable performance looks like for them specifically. Authentic care creates community organically. When the InDrive pilot introduced a simple practice—asking “How are you today?” and genuinely listening for three minutes—something unexpected happened. Participants spontaneously formed support networks outside the program. They started helping each other with childcare, sharing meals, coordinating logistics. Workplace belonging emerged not from team-building exercises but from authentic presence. This is what I call Inside Out work: when leaders model genuine care, it cascades through the organization in ways no program can manufacture. Ambition is evolving. Perhaps most intriguingly, Miranchuk has observed senior leaders—particularly women, but increasingly men too—redefining what ambition means to them. They’re not losing drive; they’re seeking impact-oriented work where they can see meaningful outcomes. The old model of climbing for climbing’s sake is giving way to a desire for purpose and visible contribution. Organizations that understand this shift will retain their best talent. Those that don’t may find their most capable people leaving for entrepreneurship, consulting, or social impact ventures where the connection between effort and meaning feels more direct. Three things you can try this week First, examine your wellness offerings with fresh eyes. Ask: Are these tools designed for how people actually experience stress and recovery? Or are they productivity tools dressed in wellness language? Second, model the pause. Before your next team meeting, try opening with “How are you today?”—and actually listen. Three minutes of genuine presence can shift the tenor of an entire team. Third, expand your metrics. Alongside productivity outputs, start noticing energy sustainability. What practices help your people run longer without burning out? What does sustainable excellence actually look like on your team? The organizations that will thrive in the coming years won’t necessarily be those with the most sophisticated technology or the most aggressive growth targets. They’ll be the ones that understand a fundamental truth: high performers don’t always need to be pushed harder. Sometimes they need to give themselves permission to breathe—and be trusted to take it from there. View the full article

When you’re waiting for a background check, comprehension of the timeline can help you manage your expectations. Typically, these checks take between 2 to 4 business days, depending on various factors. Employment verifications usually take 1 to 3 days, whereas criminal checks may vary considerably based on jurisdiction. Nonetheless, there are several reasons why delays might occur. Curious about what can slow down the process or how to expedite it? Key Takeaways Standard background checks typically take between 2 to 4 business days to complete. Employment verification usually requires 1 to 3 business days, depending on employer responsiveness. Criminal background checks can take 1 to 5 business days, influenced by local or federal searches. Education verifications may range from a few days to over a week, based on institutional responsiveness. Delays can occur due to incomplete information or unresponsive former employers and educational institutions. Understanding Background Check Timelines When you’re managing the hiring process, comprehending background check timelines is vital, as it can greatly affect both you and your potential employer. Typically, how long does a background check take in the U.S.? Expect it to span between 2 to 4 business days for standard checks, whereas international verifications might take 10 to 15 days because of varying data privacy laws. Employment verification usually requires 1 to 3 business days, but delays can happen if past employers are slow to respond. Criminal checks can take from a few hours to several days, depending on the jurisdiction and court efficiency. Education verifications often take several days to over a week, especially during school vacations. Be mindful that incomplete candidate information or slow responses from references can further prolong the process. Comprehending these timelines is vital for a smoother hiring experience. Types of Background Checks When you’re undergoing a background check, it’s important to know the various types involved. Common checks include criminal, employment, education, and motor vehicle records, each with different timing for the verification process. Comprehending these types can help you anticipate how long your background check might take and prepare accordingly. Common Check Types Background checks are essential tools used by employers, landlords, and other organizations to assess an individual’s history and qualifications. Common check types include criminal background checks, which usually take between 1 to 5 business days, depending on the jurisdiction. Employment verifications often take 1 to 3 business days, but delays can happen if former employers are slow to respond. Education verifications can range from a few days to over a week, influenced by institutional responsiveness. Motor vehicle record (MVR) checks typically complete within minutes, thanks to digital databases. Additional checks, like credit history or professional license verifications, may take several days to weeks, depending on the complexity and third-party responsiveness. Verification Process Timing How quickly does the verification process for background checks unfold? The timing varies based on the type of check being conducted. For employment verification, expect 1 to 3 business days. Criminal checks can wrap up within 1 to 2 days for local searches, but federal checks might take up to a week. Education verification timing ranges from a few days to over a week, depending on school responsiveness. Reference checks typically require 2 to 3 business days. Type of Check Average Time Factors Affecting Time Employment Verification 1 to 3 business days Responsiveness of former employers Criminal Background 1 to 2 business days Local vs. federal checks Education Verification Few days to over a week School responsiveness Understanding these timelines can help you know how long does an employment background check take. How Long Does An Employment Background Check Take? Ever wonder how long an employment background check might take? Typically, how long do employment background checks take can vary considerably based on several factors. Usually, the process ranges from a few minutes to five business days. Employment verification, which checks your work history, typically takes one to three business days. This timeline is heavily influenced by how quickly your former employers respond. Education verification can likewise take two to three business days, but delays may occur if schools are on break or unresponsive. Furthermore, if your candidate information is incomplete or if there are additional checks required, this can extend the overall duration of the background check. As a result, it’s important to confirm all your information is accurate and accessible to expedite the process. By comprehending these timelines, you can better manage your expectations during your job application expedition. How Long Does A Criminal Background Check Take? When considering the timeline for a criminal background check, you might wonder what factors affect its duration. Typically, in the U.S., how long does a criminal background check take? For state searches, it usually requires 1 to 2 business days, whereas federal checks can often be completed within a day. Nonetheless, if additional verification or multi-jurisdictional checks are necessary, the process can extend to a few days or even weeks. In the UK, DBS checks take between 2 to 7 days, depending on the required clearance level. International checks can last from 1 week to 4 weeks, influenced by local data privacy laws. Be aware that delays may occur because of incomplete candidate information, slow responses from courts or law enforcement agencies, and the need for manual verification in non-digitized records. Comprehending these factors helps set realistic expectations for your background check timeline. How Long Does An MVR Check Take? When you request an MVR check, you can usually expect it to take just a few minutes, especially with most states offering immediate online access to driving records. Nevertheless, if a manual request is needed, it might stretch to several days, depending on the state’s processing efficiency and demand. Keep in mind that factors like the complexity of a candidate’s driving history can likewise impact how quickly you receive the results. Typical Completion Time Typically, a Motor Vehicle Record (MVR) check can be completed within minutes, thanks to the efficient digital databases maintained by various states. Nevertheless, if manual requests for records are necessary, the turnaround time can extend to a few days. The speed of these checks varies by state; some jurisdictions provide immediate online access, whereas others may require additional processing time. When employers conduct MVR checks, they’re verifying your driving history, which includes license status, violations, and accidents. To help speed up the MVR check process, make certain your identifying information—like your driver’s license number and state of issuance—is accurate and readily available. Factors Affecting Duration Several factors influence how long an MVR check takes to complete. Typically, an MVR check can be finished within minutes, thanks to digital state databases. Nevertheless, if your request requires manual processing, the time frame can extend considerably. The state you’re in also plays an essential role; some states have more digitized records than others, affecting the speed of retrieval. Accessibility to required records is critical—if they’re easy to access, you’ll get faster results. Furthermore, if your check involves multiple states or requires extra information, expect delays. How Long Does Employment Verification Take? How long does employment verification actually take? Typically, it ranges from 1 to 3 business days, but this can vary based on how quickly your previous employers respond. If you have an extensive job history or are verifying international work, expect longer delays. Utilizing services like The Work Number can greatly speed up the process by providing instant employment reports. To give you a clearer idea, check out the table below: Factors Timeframe Notes Responsive Employers 1-3 Business Days Quick replies help expedite. Extensive Job History 3-7 Business Days More details require more time. International Verification 1 week or more Additional checks increase duration. Using Verification Services Instant Services can provide quick results. Keep in mind that preparing your documentation ahead of time can help streamline the process. How Long Does Education Verification Take? When you’re undergoing a background check, the education verification process can vary in duration. It usually takes a few days to over a week, influenced by factors like the responsiveness of the school and whether it’s during a holiday. Providing accurate details about your educational institution can help streamline the process, reducing delays and ensuring quicker results. Duration Variability Factors Though the duration of education verification can vary greatly, it usually takes anywhere from a few days to over a week. Factors influencing this timeline include school responsiveness, holidays, and the verification method used. For instance, automated systems can yield results quickly, whereas manual methods may introduce delays. Factor Impact on Duration School Holidays Can extend wait times Verification Method Automated is faster Third-party Reliance May slow down the process Candidate’s Details More details speed up checks Institutional Policies Varies by school Verification Process Steps Comprehending the verification process steps for education can help you anticipate how long it might take to complete. Education verification typically takes anywhere from a few days to over a week, largely depending on how responsive the institutions are. If the school uses third-party verification services, or if you provide detailed information about your academic history, the process can be expedited. Precise details, such as the institution’s name and graduation dates, minimize back-and-forth communication, speeding things up. Nevertheless, keep in mind that delays can occur during school vacations when staff may be unavailable. For international education verifications, expect longer durations because of different processes and potential translation needs, which eventually affects how long does a work background check take. Impact of School Holidays School holidays can greatly impact the timeline of education verification. When you’re asking how long does it take to receive a background check, keep in mind that educational institutions may have reduced staff or be closed during these breaks. This can lead to delays, as verifying degrees and attendance dates often requires reaching out to schools directly. Normally, education verifications take 2 to 3 business days, but during peak times like summer vacations or holidays, this duration can extend considerably. To help speed up the process, providing precise details about your school, such as attendance dates and degree information, can minimize back-and-forth communication and ultimately reduce delays in your background check. How Long Does A State Background Check Take? When you’re curious about how long a state background check takes, it’s important to recognize that the timeframe can vary greatly based on several factors. Typically, a state background check can take one to two business days. Nevertheless, the specific state and record accessibility play vital roles. Factor Timeframe Online Searchable States Within 1 business day Manual Requests 2+ business days Non-Digitized Records Longer than average If a state has an extensive database and streamlined processes, you’ll likely see faster results. On the other hand, states with less digital infrastructure may take longer. Remember, if there are discrepancies or additional information needed, it could delay how long the background check takes. Grasping these factors can help manage your expectations effectively. What Can Cause Delays In The Background Check Process? Several factors can lead to delays in the background check process, impacting how quickly you receive results. If you provide incomplete or inaccurate information, such as the wrong Social Security number or outdated addresses, it can considerably slow things down. Furthermore, delays from former employers or educational institutions when verifying your history can extend the overall timeline by several days. In jurisdictions with non-digitized records, accessing necessary documents may require in-person visits, which likewise introduces delays. If your check involves multiple jurisdictions or international searches, varying regulations can prolong processing times. Finally, using aliases or nicknames can complicate searches, requiring extra time to confirm that all relevant records are accurately identified and verified. As a result, comprehending these potential setbacks is vital when considering how long a background check can take. Speed Up Your Background Check Process With GoodHire To streamline your hiring process, GoodHire offers a fast and efficient background check solution that can help you get results in just a few minutes. By leveraging digital databases and advanced technology, GoodHire guarantees that you understand how long a pre-employment background check takes, minimizing delays and inaccuracies. Here’s how GoodHire improves your experience: Feature Benefits Impact on Time Digital databases Quick access to information Reduces search time Candidate portals Fast consent gathering Speeds up verification Low dispute rate Accurate initial results Minimizes rechecks Streamlined processes Efficient data collection Shortens overall timeline With GoodHire, you can expect a smooth candidate experience and maintain a qualified hiring pipeline without unnecessary delays. Goodhire’S Platform Is Built to Optimize Turnaround Times GoodHire’s platform is designed with a primary focus on optimizing turnaround times for background checks, ensuring that employers receive timely results without sacrificing accuracy. Typically, you’ll find that how long it takes a background check to come back can be just a few minutes, thanks to GoodHire’s use of advanced technology and digital databases. This approach streamlines the hiring process, allowing you to make faster decisions. The platform additionally boasts a low dispute rate, reflecting the high accuracy of the results, which helps maintain a qualified hiring pipeline and minimizes candidate drop-off. Compliance with FCRA regulations is another critical feature, as GoodHire provides educational insights for employers on necessary steps if adverse action is taken. By emphasizing quick results and transparency, GoodHire not only improves the efficiency of the background check process but also elevates the overall candidate experience, making it smoother and more straightforward for everyone involved. Frequently Asked Questions How Long Do Most Pre-Employment Background Checks Take? Most pre-employment background checks take between 2 to 4 business days to complete. Local criminal checks usually wrap up in about 1 to 2 days, whereas federal checks can extend to a week or more. Employment verification typically requires 1 to 3 business days, but delays can arise if former employers are slow to respond. Education verifications might take a few days to over a week, depending on the institution’s responsiveness. What Is a Red Flag in a Background Check? A red flag in a background check indicates discrepancies or concerning information about a candidate. This can include undisclosed criminal records, inconsistent employment history, or unexplained gaps in employment. Furthermore, inaccuracies like misspelled names or incorrect dates can raise concerns. Although a red flag doesn’t automatically disqualify you, it often prompts employers to seek clarification. Comprehending the context behind these issues is vital for informed hiring decisions. What’s the Fastest a Background Check Can Be Done? The fastest a background check can be completed is often within minutes, especially for Motor Vehicle Record checks, which access digital state databases. Criminal checks may take just one day for federal searches. Employment verification can as well be expedited via services like The Work Number. Education verifications are quick too, particularly with resources like the National Student Clearinghouse, even if they might take longer during school breaks. How Do I Know if I Will Pass a Background Check? To know if you’ll pass a background check, start by reviewing your criminal history for any issues. Make certain your employment and education details are accurate, as verification can reveal discrepancies. Consider any aliases that might complicate searches. In addition, outstanding legal matters can impact your results. Finally, keep in mind that you must give consent for the check, and submitting your documents without delay can help avoid setbacks in the process. Conclusion In conclusion, the duration of a background check can vary based on the type and complexity of the verification needed. Employment checks typically take 1 to 3 days, whereas criminal checks may extend from a few hours to several days, depending on the jurisdiction. Delays can arise from incomplete information or unresponsive sources. By comprehending these timelines and potential issues, you can better navigate the background check process and guarantee a smoother experience. Image via Google Gemini and ArtSmart This article, "How Long Does a Background Check Take?" was first published on Small Business Trends View the full article

When you’re waiting for a background check, comprehension of the timeline can help you manage your expectations. Typically, these checks take between 2 to 4 business days, depending on various factors. Employment verifications usually take 1 to 3 days, whereas criminal checks may vary considerably based on jurisdiction. Nonetheless, there are several reasons why delays might occur. Curious about what can slow down the process or how to expedite it? Key Takeaways Standard background checks typically take between 2 to 4 business days to complete. Employment verification usually requires 1 to 3 business days, depending on employer responsiveness. Criminal background checks can take 1 to 5 business days, influenced by local or federal searches. Education verifications may range from a few days to over a week, based on institutional responsiveness. Delays can occur due to incomplete information or unresponsive former employers and educational institutions. Understanding Background Check Timelines When you’re managing the hiring process, comprehending background check timelines is vital, as it can greatly affect both you and your potential employer. Typically, how long does a background check take in the U.S.? Expect it to span between 2 to 4 business days for standard checks, whereas international verifications might take 10 to 15 days because of varying data privacy laws. Employment verification usually requires 1 to 3 business days, but delays can happen if past employers are slow to respond. Criminal checks can take from a few hours to several days, depending on the jurisdiction and court efficiency. Education verifications often take several days to over a week, especially during school vacations. Be mindful that incomplete candidate information or slow responses from references can further prolong the process. Comprehending these timelines is vital for a smoother hiring experience. Types of Background Checks When you’re undergoing a background check, it’s important to know the various types involved. Common checks include criminal, employment, education, and motor vehicle records, each with different timing for the verification process. Comprehending these types can help you anticipate how long your background check might take and prepare accordingly. Common Check Types Background checks are essential tools used by employers, landlords, and other organizations to assess an individual’s history and qualifications. Common check types include criminal background checks, which usually take between 1 to 5 business days, depending on the jurisdiction. Employment verifications often take 1 to 3 business days, but delays can happen if former employers are slow to respond. Education verifications can range from a few days to over a week, influenced by institutional responsiveness. Motor vehicle record (MVR) checks typically complete within minutes, thanks to digital databases. Additional checks, like credit history or professional license verifications, may take several days to weeks, depending on the complexity and third-party responsiveness. Verification Process Timing How quickly does the verification process for background checks unfold? The timing varies based on the type of check being conducted. For employment verification, expect 1 to 3 business days. Criminal checks can wrap up within 1 to 2 days for local searches, but federal checks might take up to a week. Education verification timing ranges from a few days to over a week, depending on school responsiveness. Reference checks typically require 2 to 3 business days. Type of Check Average Time Factors Affecting Time Employment Verification 1 to 3 business days Responsiveness of former employers Criminal Background 1 to 2 business days Local vs. federal checks Education Verification Few days to over a week School responsiveness Understanding these timelines can help you know how long does an employment background check take. How Long Does An Employment Background Check Take? Ever wonder how long an employment background check might take? Typically, how long do employment background checks take can vary considerably based on several factors. Usually, the process ranges from a few minutes to five business days. Employment verification, which checks your work history, typically takes one to three business days. This timeline is heavily influenced by how quickly your former employers respond. Education verification can likewise take two to three business days, but delays may occur if schools are on break or unresponsive. Furthermore, if your candidate information is incomplete or if there are additional checks required, this can extend the overall duration of the background check. As a result, it’s important to confirm all your information is accurate and accessible to expedite the process. By comprehending these timelines, you can better manage your expectations during your job application expedition. How Long Does A Criminal Background Check Take? When considering the timeline for a criminal background check, you might wonder what factors affect its duration. Typically, in the U.S., how long does a criminal background check take? For state searches, it usually requires 1 to 2 business days, whereas federal checks can often be completed within a day. Nonetheless, if additional verification or multi-jurisdictional checks are necessary, the process can extend to a few days or even weeks. In the UK, DBS checks take between 2 to 7 days, depending on the required clearance level. International checks can last from 1 week to 4 weeks, influenced by local data privacy laws. Be aware that delays may occur because of incomplete candidate information, slow responses from courts or law enforcement agencies, and the need for manual verification in non-digitized records. Comprehending these factors helps set realistic expectations for your background check timeline. How Long Does An MVR Check Take? When you request an MVR check, you can usually expect it to take just a few minutes, especially with most states offering immediate online access to driving records. Nevertheless, if a manual request is needed, it might stretch to several days, depending on the state’s processing efficiency and demand. Keep in mind that factors like the complexity of a candidate’s driving history can likewise impact how quickly you receive the results. Typical Completion Time Typically, a Motor Vehicle Record (MVR) check can be completed within minutes, thanks to the efficient digital databases maintained by various states. Nevertheless, if manual requests for records are necessary, the turnaround time can extend to a few days. The speed of these checks varies by state; some jurisdictions provide immediate online access, whereas others may require additional processing time. When employers conduct MVR checks, they’re verifying your driving history, which includes license status, violations, and accidents. To help speed up the MVR check process, make certain your identifying information—like your driver’s license number and state of issuance—is accurate and readily available. Factors Affecting Duration Several factors influence how long an MVR check takes to complete. Typically, an MVR check can be finished within minutes, thanks to digital state databases. Nevertheless, if your request requires manual processing, the time frame can extend considerably. The state you’re in also plays an essential role; some states have more digitized records than others, affecting the speed of retrieval. Accessibility to required records is critical—if they’re easy to access, you’ll get faster results. Furthermore, if your check involves multiple states or requires extra information, expect delays. How Long Does Employment Verification Take? How long does employment verification actually take? Typically, it ranges from 1 to 3 business days, but this can vary based on how quickly your previous employers respond. If you have an extensive job history or are verifying international work, expect longer delays. Utilizing services like The Work Number can greatly speed up the process by providing instant employment reports. To give you a clearer idea, check out the table below: Factors Timeframe Notes Responsive Employers 1-3 Business Days Quick replies help expedite. Extensive Job History 3-7 Business Days More details require more time. International Verification 1 week or more Additional checks increase duration. Using Verification Services Instant Services can provide quick results. Keep in mind that preparing your documentation ahead of time can help streamline the process. How Long Does Education Verification Take? When you’re undergoing a background check, the education verification process can vary in duration. It usually takes a few days to over a week, influenced by factors like the responsiveness of the school and whether it’s during a holiday. Providing accurate details about your educational institution can help streamline the process, reducing delays and ensuring quicker results. Duration Variability Factors Though the duration of education verification can vary greatly, it usually takes anywhere from a few days to over a week. Factors influencing this timeline include school responsiveness, holidays, and the verification method used. For instance, automated systems can yield results quickly, whereas manual methods may introduce delays. Factor Impact on Duration School Holidays Can extend wait times Verification Method Automated is faster Third-party Reliance May slow down the process Candidate’s Details More details speed up checks Institutional Policies Varies by school Verification Process Steps Comprehending the verification process steps for education can help you anticipate how long it might take to complete. Education verification typically takes anywhere from a few days to over a week, largely depending on how responsive the institutions are. If the school uses third-party verification services, or if you provide detailed information about your academic history, the process can be expedited. Precise details, such as the institution’s name and graduation dates, minimize back-and-forth communication, speeding things up. Nevertheless, keep in mind that delays can occur during school vacations when staff may be unavailable. For international education verifications, expect longer durations because of different processes and potential translation needs, which eventually affects how long does a work background check take. Impact of School Holidays School holidays can greatly impact the timeline of education verification. When you’re asking how long does it take to receive a background check, keep in mind that educational institutions may have reduced staff or be closed during these breaks. This can lead to delays, as verifying degrees and attendance dates often requires reaching out to schools directly. Normally, education verifications take 2 to 3 business days, but during peak times like summer vacations or holidays, this duration can extend considerably. To help speed up the process, providing precise details about your school, such as attendance dates and degree information, can minimize back-and-forth communication and ultimately reduce delays in your background check. How Long Does A State Background Check Take? When you’re curious about how long a state background check takes, it’s important to recognize that the timeframe can vary greatly based on several factors. Typically, a state background check can take one to two business days. Nevertheless, the specific state and record accessibility play vital roles. Factor Timeframe Online Searchable States Within 1 business day Manual Requests 2+ business days Non-Digitized Records Longer than average If a state has an extensive database and streamlined processes, you’ll likely see faster results. On the other hand, states with less digital infrastructure may take longer. Remember, if there are discrepancies or additional information needed, it could delay how long the background check takes. Grasping these factors can help manage your expectations effectively. What Can Cause Delays In The Background Check Process? Several factors can lead to delays in the background check process, impacting how quickly you receive results. If you provide incomplete or inaccurate information, such as the wrong Social Security number or outdated addresses, it can considerably slow things down. Furthermore, delays from former employers or educational institutions when verifying your history can extend the overall timeline by several days. In jurisdictions with non-digitized records, accessing necessary documents may require in-person visits, which likewise introduces delays. If your check involves multiple jurisdictions or international searches, varying regulations can prolong processing times. Finally, using aliases or nicknames can complicate searches, requiring extra time to confirm that all relevant records are accurately identified and verified. As a result, comprehending these potential setbacks is vital when considering how long a background check can take. Speed Up Your Background Check Process With GoodHire To streamline your hiring process, GoodHire offers a fast and efficient background check solution that can help you get results in just a few minutes. By leveraging digital databases and advanced technology, GoodHire guarantees that you understand how long a pre-employment background check takes, minimizing delays and inaccuracies. Here’s how GoodHire improves your experience: Feature Benefits Impact on Time Digital databases Quick access to information Reduces search time Candidate portals Fast consent gathering Speeds up verification Low dispute rate Accurate initial results Minimizes rechecks Streamlined processes Efficient data collection Shortens overall timeline With GoodHire, you can expect a smooth candidate experience and maintain a qualified hiring pipeline without unnecessary delays. Goodhire’S Platform Is Built to Optimize Turnaround Times GoodHire’s platform is designed with a primary focus on optimizing turnaround times for background checks, ensuring that employers receive timely results without sacrificing accuracy. Typically, you’ll find that how long it takes a background check to come back can be just a few minutes, thanks to GoodHire’s use of advanced technology and digital databases. This approach streamlines the hiring process, allowing you to make faster decisions. The platform additionally boasts a low dispute rate, reflecting the high accuracy of the results, which helps maintain a qualified hiring pipeline and minimizes candidate drop-off. Compliance with FCRA regulations is another critical feature, as GoodHire provides educational insights for employers on necessary steps if adverse action is taken. By emphasizing quick results and transparency, GoodHire not only improves the efficiency of the background check process but also elevates the overall candidate experience, making it smoother and more straightforward for everyone involved. Frequently Asked Questions How Long Do Most Pre-Employment Background Checks Take? Most pre-employment background checks take between 2 to 4 business days to complete. Local criminal checks usually wrap up in about 1 to 2 days, whereas federal checks can extend to a week or more. Employment verification typically requires 1 to 3 business days, but delays can arise if former employers are slow to respond. Education verifications might take a few days to over a week, depending on the institution’s responsiveness. What Is a Red Flag in a Background Check? A red flag in a background check indicates discrepancies or concerning information about a candidate. This can include undisclosed criminal records, inconsistent employment history, or unexplained gaps in employment. Furthermore, inaccuracies like misspelled names or incorrect dates can raise concerns. Although a red flag doesn’t automatically disqualify you, it often prompts employers to seek clarification. Comprehending the context behind these issues is vital for informed hiring decisions. What’s the Fastest a Background Check Can Be Done? The fastest a background check can be completed is often within minutes, especially for Motor Vehicle Record checks, which access digital state databases. Criminal checks may take just one day for federal searches. Employment verification can as well be expedited via services like The Work Number. Education verifications are quick too, particularly with resources like the National Student Clearinghouse, even if they might take longer during school breaks. How Do I Know if I Will Pass a Background Check? To know if you’ll pass a background check, start by reviewing your criminal history for any issues. Make certain your employment and education details are accurate, as verification can reveal discrepancies. Consider any aliases that might complicate searches. In addition, outstanding legal matters can impact your results. Finally, keep in mind that you must give consent for the check, and submitting your documents without delay can help avoid setbacks in the process. Conclusion In conclusion, the duration of a background check can vary based on the type and complexity of the verification needed. Employment checks typically take 1 to 3 days, whereas criminal checks may extend from a few hours to several days, depending on the jurisdiction. Delays can arise from incomplete information or unresponsive sources. By comprehending these timelines and potential issues, you can better navigate the background check process and guarantee a smoother experience. Image via Google Gemini and ArtSmart This article, "How Long Does a Background Check Take?" was first published on Small Business Trends View the full article

Before investing in a franchise, it’s essential to gather specific information from the franchisor. You need to understand the total investment required, any ongoing fees, and the type of training and support offered. Furthermore, evaluating the franchisor’s experience and marketing strategy can provide insights into their reliability and potential for success. Knowing these details helps you make a more informed decision about your investment. So, what questions should you prioritize? Key Takeaways Request a detailed breakdown of the total investment required, including initial fees and ongoing costs to avoid unexpected expenses. Inquire about the training and support provided by the franchisor, including initial training duration and access to ongoing resources. Assess the franchisor’s track record by reviewing their business history, franchise failure rates, and financial performance representations in the FDD. Analyze the local market potential and competitive environment to ensure there is demand for the franchise’s products or services. Clarify the terms of the franchise agreement, including sourcing restrictions, renewal options, and responsibilities to understand long-term implications. What Is the Total Investment Required? When considering a franchise opportunity, you might wonder, what exactly does the total investment entail? The total investment required goes beyond the initial franchise fee; it includes real estate, equipment, supplies, and working capital, which can vary considerably by brand and location. To avoid unexpected expenses, you should ask the franchisor for a detailed breakdown of all costs involved. This is one of the vital franchise questions to ask franchisors. Comprehending your complete financial commitment is critical for evaluating whether the franchise aligns with your budget and financial goals. Furthermore, inquire about any financing options or support available to help you manage the total investment required effectively, ensuring you’re well-prepared before signing any agreements. What Are the Ongoing Fees? When considering a franchise, it’s essential to understand the ongoing fees that come with it. Royalty fees typically range from 4% to 8% of your gross sales, whereas marketing fees may add another 1% to 4%, depending on the franchise agreement. Furthermore, be prepared for other operational costs like supply chain expenses and insurance that won’t always be outlined in the Franchise Disclosure Document. Royalty Fees Overview Royalty fees are a crucial aspect of the franchise model, typically ranging from 4% to 8% of your gross sales. These ongoing fees, paid monthly, fund the franchisor’s support services, marketing initiatives, and brand development. In addition to royalty fees, you may need to contribute to a national or regional marketing fund, which can add another 1% to 4% of your sales. It’s important to clarify whether these fees are calculated before or after deductions like taxes and discounts, as this can affect your profitability. When discussing royalty fees, be sure to ask franchise questions that cover the frequency and method of payment, ensuring you fully understand your financial obligations before committing to a franchise agreement. Additional Costs Considerations Comprehending ongoing fees is crucial to evaluating the overall financial commitment of a franchise. Ongoing fees typically include royalty fees, which range from 4% to 10% of your gross sales, and marketing fees that can add another 1% to 5%. It’s important to clarify how often these payments are made, as they can be weekly or monthly, affecting your cash flow. You should also take into account additional operational costs like technology fees and contributions to national advertising funds. Don’t overlook potential minimum purchase requirements from approved suppliers, which could create unexpected expenses. When reviewing franchise agreements, ask the right questions to ask when franchising, including those from the 50 questions to ask a franchisor and insights from franchise owners. What Kind of Training and Support Is Provided? How well a franchisor equips you with training and support can profoundly impact your success. Start by inquiring about the initial training program‘s duration and content, which should cover operational procedures, customer service, and sales techniques. This guarantees you have a solid foundation before opening. Ask if ongoing training opportunities, like workshops or webinars, are available to keep you updated on industry trends and improvements. Confirm access to support materials, such as manuals and training videos, that can aid you and your staff in daily operations. Evaluate the level of field support, including visits from franchise consultants, and understand the franchisor’s marketing support approach, including local strategies and national campaigns, to drive customer engagement effectively. What Are the Franchisor’S Expectations of Franchisees? When considering a franchise, it’s vital to understand what the franchisor expects from you as a franchisee. You’ll need to commit a specific number of hours to manage the business effectively, follow operational standards to guarantee brand consistency, and engage in ongoing training. Moreover, clear communication with the franchisor is critical for maintaining a successful partnership and meeting their operational goals. Desired Skill Set What skills do franchisors expect from their franchisees to secure a successful partnership? To thrive in this relationship, you’ll need to demonstrate certain key abilities: Leadership Skills: You must effectively manage staff and operations during upholding brand standards. Financial Acumen: It’s vital to manage budgets, analyze financial performance, and guarantee profitability to keep the business thriving. Communication Skills: Strong communication is fundamental for liaising with the franchisor, staff, and customers, making sure everyone is aligned with franchise goals. Moreover, a hands-on approach is often required, as you’ll be actively involved in daily operations and customer interactions. Being adaptable and open to ongoing training will likewise help you maximize the support offered by the franchisor. 2. Operational Commitment Required Franchisors have specific expectations regarding the operational commitment required from franchisees, which is essential for a successful partnership. You should clarify the daily operational duties expected, including management responsibilities and employee oversight, to guarantee alignment with your personal commitment level. Comprehending the time commitment is critical; some franchises may require full-time involvement, whereas others could allow for part-time engagement. Franchise agreements often outline specific performance metrics and operational standards, such as sales targets and customer service protocols. It’s important to assess whether the franchisor expects your hands-on involvement in daily operations or if you can hire staff to manage tasks on your behalf. Moreover, inquire about ongoing training and support to help you meet these operational expectations effectively. 3. Communication Expectations How can effective communication between you and your franchisor influence your business’s success? Clear communication is key to meeting expectations, maintaining brand standards, and ultimately accomplishing your financial goals. Here are three critical expectations franchisors often have for franchisees: Time Commitment: You’re expected to dedicate a specific number of hours each week to manage daily operations, including staff oversight and customer service. Performance Reporting: Regular submission of sales reports and adherence to operational metrics is required to gauge your franchise’s success. Engagement in Training: Participation in scheduled meetings and training sessions is necessary to align with brand goals and guarantee consistency. Understanding these expectations can help you cultivate a productive relationship with your franchisor, leading to a more successful business. What Is the Franchisor’S Track Record? When evaluating a franchisor’s track record, it’s critical to explore their history and performance metrics. Start by examining how long they’ve been in business and the number of franchises currently operating under their brand. Next, assess the franchise’s failure rate by reviewing the Franchise Disclosure Document (FDD), particularly Item 20, which details closed or terminated franchises in recent years. Moreover, look at financial performance representations in Item 19 of the FDD to grasp average sales and profitability of existing units. Analyze trends in franchise growth, including year-over-year expansion rates, to determine market stability. Finally, seek feedback from current franchisees about their success and satisfaction levels, as this can reveal the franchisor’s support and operational effectiveness. What Is the Franchise’S Market Potential? What factors contribute to a franchise’s market potential? Comprehending these elements is vital before making an investment decision. Here are three key aspects to take into account: Local Market Demand: Analyze the demand for the franchise’s products or services. Look at demographic trends and consumer preferences to guarantee they align with your target audience. Competitive Environment: Evaluate local competitors and their market positioning. This helps identify potential challenges and opportunities for growth. Franchisor’s Research: Inquire if the franchisor has conducted market research highlighting growth projections and consumer demand trends in the industry. What Is the Franchisor’S Marketing Strategy? When evaluating a franchisor’s marketing strategy, you should explore the marketing channels they utilize, as these greatly impact brand visibility. It’s likewise crucial to understand any brand awareness initiatives they implement and how they support local marketing efforts for franchisees. Marketing Channels Utilized How effectively does the franchisor utilize various marketing channels to promote the brand? Comprehending their strategy is vital for your investment decision. You’ll want to ask about: National Campaigns: Does the franchisor run effective nationwide marketing initiatives that improve brand visibility? Digital Advertising: How do they leverage online platforms to reach potential customers and engage with them? Local Marketing Support: What resources do they provide for franchisees to guarantee successful community outreach? Additionally, inquire about how marketing fees are allocated and whether local marketing responsibilities fall on you or the franchisor. Finally, ask for metrics or case studies showing the success of their marketing efforts, as this will help assess their effectiveness in driving franchise growth. Brand Awareness Initiatives Brand awareness initiatives play a pivotal role in the overall marketing strategy of a franchisor, influencing how potential customers perceive the brand in the marketplace. It’s crucial to ask about the franchisor’s national marketing efforts, including how much they allocate to advertising campaigns and brand promotion. Comprehending the effectiveness of past marketing campaigns can provide insight into measurable outcomes like increased foot traffic or sales growth. You’ll want to clarify if franchisees are responsible for their local marketing initiatives and what support the franchisor offers for training or guidance. Furthermore, inquire about ongoing marketing fees and how these funds are utilized for both national and local marketing efforts to guarantee transparency in financial matters related to brand awareness. Local Marketing Support What specific local marketing support can you expect from the franchisor? Comprehending how the franchisor aids local marketing efforts is essential. Here are three key areas to explore: Marketing Budget: Ask about the budget for national campaigns and how it benefits your local market. Local Initiative Guidance: Clarify whether you’ll create local marketing initiatives or if the franchisor provides resources and templates. Utilization of Fees: Inquire how marketing fees are allocated, ensuring some funds support your local campaigns. Additionally, consider the effectiveness of the franchisor’s marketing tools, like social media templates or print materials. Look for success stories from current franchisees to gauge the support’s impact on attracting and retaining customers. Are There Any Restrictions on Sourcing Products or Services? When considering a franchise opportunity, it’s crucial to grasp if there are any restrictions on sourcing products or services. Many franchises require you to purchase exclusively from approved vendors, which can limit your supply chain flexibility and affect pricing. These restrictions may hinder your ability to negotiate better rates or explore alternative suppliers, in the end impacting your profitability. Comprehending the specific vendors and products mandated by the franchisor helps you assess compatibility with your operational preferences and local market conditions. Furthermore, inquire about any penalties for sourcing outside the approved vendor list, as this could lead to legal or financial repercussions. Finally, evaluate the quality of approved vendors, as their reliability directly influences your ability to meet customer expectations. What Are the Terms of the Franchise Agreement? Grasping the terms of the franchise agreement is crucial for your long-term success as a franchisee. Comprehending these terms helps you navigate your responsibilities and rights effectively. Here are three key aspects to reflect on: Duration and Renewal: The agreement typically lasts between 5 to 20 years, with renewal options based on your performance and adherence to the terms. Territory Rights: Verify the agreement specifies your exclusive territory to protect against competition from other franchisees. Termination Conditions: Familiarize yourself with the grounds for termination and the procedures for exiting the business to avoid unexpected complications. Can I Speak With Current Franchisees? Have you considered the value of speaking with current franchisees before committing to a franchise? Engaging with them can offer essential insights into the franchisor’s support, operational challenges, and satisfaction with the business model. Franchisees often share their experiences regarding profitability timelines, helping you determine if financial projections match reality. By talking to multiple franchisees, you gain a broader comprehension of the franchise’s culture, communication practices, and how responsive the franchisor is to concerns. It’s wise to ask about the average duration current franchisees have been in operation to assess stability. Finally, gather feedback on initial training and ongoing support to evaluate the adequacy of resources provided by the franchisor. This information is critical for your investment decision. Frequently Asked Questions What Questions Should I Ask a Franchisor? When considering a franchisor, ask about the total investment, including initial fees, real estate, and ongoing costs like royalties. Inquire about the training and support provided, as it’s essential for your success. Clarify their expectations regarding your time commitment and operational involvement to guarantee it aligns with your lifestyle. Research their track record by reviewing the number of franchises, success rates, and seek feedback from current franchisees about their experiences. What to Know Before Investing in a Franchise? Before investing in a franchise, you need to understand the Franchise Disclosure Document (FDD), which provides essential financial information and the franchisor’s legal history. Assess the total financial commitment, including initial fees and ongoing royalties. Talk to current and former franchisees to learn about their experiences and support from the franchisor. Conduct market research to evaluate demand for the franchise in your area, and consider seeking advice from professionals like franchise attorneys and financial consultants. What Are the 4 P’s of Franchising? The 4 P’s of franchising are Product, Price, Place, and Promotion. Product refers to the unique offerings that set the franchise apart and fulfill consumer needs. Price involves the franchise fees and royalties, influencing profitability. Place highlights the locations where the franchise operates, essential for expansion and market reach. Finally, Promotion covers the marketing strategies used to attract customers, including national campaigns and local support for franchisees, ensuring brand visibility and competitiveness. What Is the 7 Day Rule for Franchise? The 7 Day Rule requires franchisors to provide you with a Franchise Disclosure Document (FDD) at least seven days before you sign any agreement or make a payment. This rule guarantees you have enough time to carefully review the FDD, which outlines crucial details about fees, obligations, and financial performance. Conclusion In summary, asking the right questions before investing in a franchise is essential for making an informed decision. By comprehending the total investment, ongoing fees, and the support provided, you can better assess the opportunity. Evaluating the franchisor’s experience, marketing strategy, and franchise agreement terms will help clarify your expectations. Furthermore, speaking with current franchisees gives you valuable insights into the business. Thorough research and communication are key to securing a successful franchise investment. Image via Google Gemini and ArtSmart This article, "10 Essential Questions to Ask a Franchisor Before Investing" was first published on Small Business Trends View the full article

Before investing in a franchise, it’s essential to gather specific information from the franchisor. You need to understand the total investment required, any ongoing fees, and the type of training and support offered. Furthermore, evaluating the franchisor’s experience and marketing strategy can provide insights into their reliability and potential for success. Knowing these details helps you make a more informed decision about your investment. So, what questions should you prioritize? Key Takeaways Request a detailed breakdown of the total investment required, including initial fees and ongoing costs to avoid unexpected expenses. Inquire about the training and support provided by the franchisor, including initial training duration and access to ongoing resources. Assess the franchisor’s track record by reviewing their business history, franchise failure rates, and financial performance representations in the FDD. Analyze the local market potential and competitive environment to ensure there is demand for the franchise’s products or services. Clarify the terms of the franchise agreement, including sourcing restrictions, renewal options, and responsibilities to understand long-term implications. What Is the Total Investment Required? When considering a franchise opportunity, you might wonder, what exactly does the total investment entail? The total investment required goes beyond the initial franchise fee; it includes real estate, equipment, supplies, and working capital, which can vary considerably by brand and location. To avoid unexpected expenses, you should ask the franchisor for a detailed breakdown of all costs involved. This is one of the vital franchise questions to ask franchisors. Comprehending your complete financial commitment is critical for evaluating whether the franchise aligns with your budget and financial goals. Furthermore, inquire about any financing options or support available to help you manage the total investment required effectively, ensuring you’re well-prepared before signing any agreements. What Are the Ongoing Fees? When considering a franchise, it’s essential to understand the ongoing fees that come with it. Royalty fees typically range from 4% to 8% of your gross sales, whereas marketing fees may add another 1% to 4%, depending on the franchise agreement. Furthermore, be prepared for other operational costs like supply chain expenses and insurance that won’t always be outlined in the Franchise Disclosure Document. Royalty Fees Overview Royalty fees are a crucial aspect of the franchise model, typically ranging from 4% to 8% of your gross sales. These ongoing fees, paid monthly, fund the franchisor’s support services, marketing initiatives, and brand development. In addition to royalty fees, you may need to contribute to a national or regional marketing fund, which can add another 1% to 4% of your sales. It’s important to clarify whether these fees are calculated before or after deductions like taxes and discounts, as this can affect your profitability. When discussing royalty fees, be sure to ask franchise questions that cover the frequency and method of payment, ensuring you fully understand your financial obligations before committing to a franchise agreement. Additional Costs Considerations Comprehending ongoing fees is crucial to evaluating the overall financial commitment of a franchise. Ongoing fees typically include royalty fees, which range from 4% to 10% of your gross sales, and marketing fees that can add another 1% to 5%. It’s important to clarify how often these payments are made, as they can be weekly or monthly, affecting your cash flow. You should also take into account additional operational costs like technology fees and contributions to national advertising funds. Don’t overlook potential minimum purchase requirements from approved suppliers, which could create unexpected expenses. When reviewing franchise agreements, ask the right questions to ask when franchising, including those from the 50 questions to ask a franchisor and insights from franchise owners. What Kind of Training and Support Is Provided? How well a franchisor equips you with training and support can profoundly impact your success. Start by inquiring about the initial training program‘s duration and content, which should cover operational procedures, customer service, and sales techniques. This guarantees you have a solid foundation before opening. Ask if ongoing training opportunities, like workshops or webinars, are available to keep you updated on industry trends and improvements. Confirm access to support materials, such as manuals and training videos, that can aid you and your staff in daily operations. Evaluate the level of field support, including visits from franchise consultants, and understand the franchisor’s marketing support approach, including local strategies and national campaigns, to drive customer engagement effectively. What Are the Franchisor’S Expectations of Franchisees? When considering a franchise, it’s vital to understand what the franchisor expects from you as a franchisee. You’ll need to commit a specific number of hours to manage the business effectively, follow operational standards to guarantee brand consistency, and engage in ongoing training. Moreover, clear communication with the franchisor is critical for maintaining a successful partnership and meeting their operational goals. Desired Skill Set What skills do franchisors expect from their franchisees to secure a successful partnership? To thrive in this relationship, you’ll need to demonstrate certain key abilities: Leadership Skills: You must effectively manage staff and operations during upholding brand standards. Financial Acumen: It’s vital to manage budgets, analyze financial performance, and guarantee profitability to keep the business thriving. Communication Skills: Strong communication is fundamental for liaising with the franchisor, staff, and customers, making sure everyone is aligned with franchise goals. Moreover, a hands-on approach is often required, as you’ll be actively involved in daily operations and customer interactions. Being adaptable and open to ongoing training will likewise help you maximize the support offered by the franchisor. 2. Operational Commitment Required Franchisors have specific expectations regarding the operational commitment required from franchisees, which is essential for a successful partnership. You should clarify the daily operational duties expected, including management responsibilities and employee oversight, to guarantee alignment with your personal commitment level. Comprehending the time commitment is critical; some franchises may require full-time involvement, whereas others could allow for part-time engagement. Franchise agreements often outline specific performance metrics and operational standards, such as sales targets and customer service protocols. It’s important to assess whether the franchisor expects your hands-on involvement in daily operations or if you can hire staff to manage tasks on your behalf. Moreover, inquire about ongoing training and support to help you meet these operational expectations effectively. 3. Communication Expectations How can effective communication between you and your franchisor influence your business’s success? Clear communication is key to meeting expectations, maintaining brand standards, and ultimately accomplishing your financial goals. Here are three critical expectations franchisors often have for franchisees: Time Commitment: You’re expected to dedicate a specific number of hours each week to manage daily operations, including staff oversight and customer service. Performance Reporting: Regular submission of sales reports and adherence to operational metrics is required to gauge your franchise’s success. Engagement in Training: Participation in scheduled meetings and training sessions is necessary to align with brand goals and guarantee consistency. Understanding these expectations can help you cultivate a productive relationship with your franchisor, leading to a more successful business. What Is the Franchisor’S Track Record? When evaluating a franchisor’s track record, it’s critical to explore their history and performance metrics. Start by examining how long they’ve been in business and the number of franchises currently operating under their brand. Next, assess the franchise’s failure rate by reviewing the Franchise Disclosure Document (FDD), particularly Item 20, which details closed or terminated franchises in recent years. Moreover, look at financial performance representations in Item 19 of the FDD to grasp average sales and profitability of existing units. Analyze trends in franchise growth, including year-over-year expansion rates, to determine market stability. Finally, seek feedback from current franchisees about their success and satisfaction levels, as this can reveal the franchisor’s support and operational effectiveness. What Is the Franchise’S Market Potential? What factors contribute to a franchise’s market potential? Comprehending these elements is vital before making an investment decision. Here are three key aspects to take into account: Local Market Demand: Analyze the demand for the franchise’s products or services. Look at demographic trends and consumer preferences to guarantee they align with your target audience. Competitive Environment: Evaluate local competitors and their market positioning. This helps identify potential challenges and opportunities for growth. Franchisor’s Research: Inquire if the franchisor has conducted market research highlighting growth projections and consumer demand trends in the industry. What Is the Franchisor’S Marketing Strategy? When evaluating a franchisor’s marketing strategy, you should explore the marketing channels they utilize, as these greatly impact brand visibility. It’s likewise crucial to understand any brand awareness initiatives they implement and how they support local marketing efforts for franchisees. Marketing Channels Utilized How effectively does the franchisor utilize various marketing channels to promote the brand? Comprehending their strategy is vital for your investment decision. You’ll want to ask about: National Campaigns: Does the franchisor run effective nationwide marketing initiatives that improve brand visibility? Digital Advertising: How do they leverage online platforms to reach potential customers and engage with them? Local Marketing Support: What resources do they provide for franchisees to guarantee successful community outreach? Additionally, inquire about how marketing fees are allocated and whether local marketing responsibilities fall on you or the franchisor. Finally, ask for metrics or case studies showing the success of their marketing efforts, as this will help assess their effectiveness in driving franchise growth. Brand Awareness Initiatives Brand awareness initiatives play a pivotal role in the overall marketing strategy of a franchisor, influencing how potential customers perceive the brand in the marketplace. It’s crucial to ask about the franchisor’s national marketing efforts, including how much they allocate to advertising campaigns and brand promotion. Comprehending the effectiveness of past marketing campaigns can provide insight into measurable outcomes like increased foot traffic or sales growth. You’ll want to clarify if franchisees are responsible for their local marketing initiatives and what support the franchisor offers for training or guidance. Furthermore, inquire about ongoing marketing fees and how these funds are utilized for both national and local marketing efforts to guarantee transparency in financial matters related to brand awareness. Local Marketing Support What specific local marketing support can you expect from the franchisor? Comprehending how the franchisor aids local marketing efforts is essential. Here are three key areas to explore: Marketing Budget: Ask about the budget for national campaigns and how it benefits your local market. Local Initiative Guidance: Clarify whether you’ll create local marketing initiatives or if the franchisor provides resources and templates. Utilization of Fees: Inquire how marketing fees are allocated, ensuring some funds support your local campaigns. Additionally, consider the effectiveness of the franchisor’s marketing tools, like social media templates or print materials. Look for success stories from current franchisees to gauge the support’s impact on attracting and retaining customers. Are There Any Restrictions on Sourcing Products or Services? When considering a franchise opportunity, it’s crucial to grasp if there are any restrictions on sourcing products or services. Many franchises require you to purchase exclusively from approved vendors, which can limit your supply chain flexibility and affect pricing. These restrictions may hinder your ability to negotiate better rates or explore alternative suppliers, in the end impacting your profitability. Comprehending the specific vendors and products mandated by the franchisor helps you assess compatibility with your operational preferences and local market conditions. Furthermore, inquire about any penalties for sourcing outside the approved vendor list, as this could lead to legal or financial repercussions. Finally, evaluate the quality of approved vendors, as their reliability directly influences your ability to meet customer expectations. What Are the Terms of the Franchise Agreement? Grasping the terms of the franchise agreement is crucial for your long-term success as a franchisee. Comprehending these terms helps you navigate your responsibilities and rights effectively. Here are three key aspects to reflect on: Duration and Renewal: The agreement typically lasts between 5 to 20 years, with renewal options based on your performance and adherence to the terms. Territory Rights: Verify the agreement specifies your exclusive territory to protect against competition from other franchisees. Termination Conditions: Familiarize yourself with the grounds for termination and the procedures for exiting the business to avoid unexpected complications. Can I Speak With Current Franchisees? Have you considered the value of speaking with current franchisees before committing to a franchise? Engaging with them can offer essential insights into the franchisor’s support, operational challenges, and satisfaction with the business model. Franchisees often share their experiences regarding profitability timelines, helping you determine if financial projections match reality. By talking to multiple franchisees, you gain a broader comprehension of the franchise’s culture, communication practices, and how responsive the franchisor is to concerns. It’s wise to ask about the average duration current franchisees have been in operation to assess stability. Finally, gather feedback on initial training and ongoing support to evaluate the adequacy of resources provided by the franchisor. This information is critical for your investment decision. Frequently Asked Questions What Questions Should I Ask a Franchisor? When considering a franchisor, ask about the total investment, including initial fees, real estate, and ongoing costs like royalties. Inquire about the training and support provided, as it’s essential for your success. Clarify their expectations regarding your time commitment and operational involvement to guarantee it aligns with your lifestyle. Research their track record by reviewing the number of franchises, success rates, and seek feedback from current franchisees about their experiences. What to Know Before Investing in a Franchise? Before investing in a franchise, you need to understand the Franchise Disclosure Document (FDD), which provides essential financial information and the franchisor’s legal history. Assess the total financial commitment, including initial fees and ongoing royalties. Talk to current and former franchisees to learn about their experiences and support from the franchisor. Conduct market research to evaluate demand for the franchise in your area, and consider seeking advice from professionals like franchise attorneys and financial consultants. What Are the 4 P’s of Franchising? The 4 P’s of franchising are Product, Price, Place, and Promotion. Product refers to the unique offerings that set the franchise apart and fulfill consumer needs. Price involves the franchise fees and royalties, influencing profitability. Place highlights the locations where the franchise operates, essential for expansion and market reach. Finally, Promotion covers the marketing strategies used to attract customers, including national campaigns and local support for franchisees, ensuring brand visibility and competitiveness. What Is the 7 Day Rule for Franchise? The 7 Day Rule requires franchisors to provide you with a Franchise Disclosure Document (FDD) at least seven days before you sign any agreement or make a payment. This rule guarantees you have enough time to carefully review the FDD, which outlines crucial details about fees, obligations, and financial performance. Conclusion In summary, asking the right questions before investing in a franchise is essential for making an informed decision. By comprehending the total investment, ongoing fees, and the support provided, you can better assess the opportunity. Evaluating the franchisor’s experience, marketing strategy, and franchise agreement terms will help clarify your expectations. Furthermore, speaking with current franchisees gives you valuable insights into the business. Thorough research and communication are key to securing a successful franchise investment. Image via Google Gemini and ArtSmart This article, "10 Essential Questions to Ask a Franchisor Before Investing" was first published on Small Business Trends View the full article

The pace of applications and closings on new construction fell from January, while the average loan size also declined, despite a period of lower rates. View the full article

Get 10 free marketing campaign templates from tools like monday.com, Asana, and ClickUp and execute your next marketing campaign with clarity and speed. The post 10 Free Marketing Campaign Templates for Project Managers appeared first on project-management.com. View the full article

Zendesk is taking a significant step toward transforming the customer service landscape with its proposed acquisition of Forethought, a move that positions the company as a leader in what executives are dubbing the “agentic service era.” According to Zendesk, by the end of 2026, artificial intelligence (AI) agents are expected to handle a majority of customer service interactions, surpassing human agents. This shift offers small business owners powerful new tools, but it also comes with inherent challenges they need to consider. Key Benefits for Small Businesses The integration of Forethought’s AI capabilities into Zendesk’s existing Resolution Platform enables businesses to leverage self-improving AI agents. This technology continuously learns from every interaction, which can vastly improve efficiency in customer support. Small businesses often operate with limited resources, making these improvements crucial. Tom Eggemeier, CEO of Zendesk, explained the vision behind this acquisition: “The era of simply managing conversations is over. The future of customer experience requires agentic capabilities built for definitive resolution.” This means small business owners can expect not only faster response times but also an overall enhancement in customer satisfaction. One of the standout features is the Resolution Learning Loop, which allows AI agents to enhance their own performance over time. By detecting gaps in workflows and autonomously generating new procedures, these AI agents can reduce the burden on human staff, enabling them to focus on more complex issues. This could be particularly advantageous for small teams that juggle multiple roles, freeing up time for strategic growth initiatives. Real-World Applications Small business owners can anticipate several practical applications when integrating Zendesk’s AI capabilities. For example, the introduction of specialized AI agents tailored for various business needs—whether B2B, B2C, or B2E—means that the technology can cater to diverse customer service environments. In industries like retail or hospitality, where customer interactions are frequent and varied, this could lead to a more streamlined and personalized customer experience. Another promising feature is native voice automation, which allows AI agents to handle high-volume interactions via voice communication. Considering that many consumers still prefer speaking with a representative, this capability can significantly enhance engagement while keeping operational costs in check. Forethought’s integration will also expand the reach of AI into existing enterprise systems, even without available APIs. This means small businesses can automate processes that previously required manual intervention, further elevating efficiency and allowing you to tackle previously unreachable workflows. Challenges Ahead Despite these myriad benefits, there are potential challenges small business owners must consider before fully committing to AI integration. A significant concern is the initial learning curve associated with implementing new technology. Small businesses may face hurdles in training staff and aligning AI systems with existing workflows. Moreover, as Eggemeier noted, technology is a means to an end. While AI can streamline customer interactions, maintaining a human touch in customer service is critical. Some customers may still prefer human interaction, especially for complex issues that require empathy and nuanced understanding. Balancing automation with personal touch will be essential for sustaining customer loyalty. Additionally, small business owners should weigh the financial implications. While the long-term benefits may justify the investment, initial costs for upgrading systems, training staff, and potentially hiring new talent to manage AI systems warrant careful consideration. The acquisition of Forethought is poised to accelerate Zendesk’s product roadmap, potentially delivering faster value to users. As small businesses look for partners that can help them navigate the evolving landscape of customer service, Zendesk is positioning itself as a frontrunner. With the transaction expected to close by the end of March, small business owners may soon have access to a robust platform that marries AI’s efficiencies with customer service needs. As Chuck Ganapathi, CEO of Gainsight, puts it, “The future of support is self-improving.” For small businesses aiming to enhance their customer experience, keeping an eye on these developments could pave the way for significant competitive advantages. For more information, visit the original press release at Zendesk. Image via Google Gemini This article, "Zendesk Set to Transform Customer Service with Proposed Forethought Acquisition" was first published on Small Business Trends View the full article

Zendesk is taking a significant step toward transforming the customer service landscape with its proposed acquisition of Forethought, a move that positions the company as a leader in what executives are dubbing the “agentic service era.” According to Zendesk, by the end of 2026, artificial intelligence (AI) agents are expected to handle a majority of customer service interactions, surpassing human agents. This shift offers small business owners powerful new tools, but it also comes with inherent challenges they need to consider. Key Benefits for Small Businesses The integration of Forethought’s AI capabilities into Zendesk’s existing Resolution Platform enables businesses to leverage self-improving AI agents. This technology continuously learns from every interaction, which can vastly improve efficiency in customer support. Small businesses often operate with limited resources, making these improvements crucial. Tom Eggemeier, CEO of Zendesk, explained the vision behind this acquisition: “The era of simply managing conversations is over. The future of customer experience requires agentic capabilities built for definitive resolution.” This means small business owners can expect not only faster response times but also an overall enhancement in customer satisfaction. One of the standout features is the Resolution Learning Loop, which allows AI agents to enhance their own performance over time. By detecting gaps in workflows and autonomously generating new procedures, these AI agents can reduce the burden on human staff, enabling them to focus on more complex issues. This could be particularly advantageous for small teams that juggle multiple roles, freeing up time for strategic growth initiatives. Real-World Applications Small business owners can anticipate several practical applications when integrating Zendesk’s AI capabilities. For example, the introduction of specialized AI agents tailored for various business needs—whether B2B, B2C, or B2E—means that the technology can cater to diverse customer service environments. In industries like retail or hospitality, where customer interactions are frequent and varied, this could lead to a more streamlined and personalized customer experience. Another promising feature is native voice automation, which allows AI agents to handle high-volume interactions via voice communication. Considering that many consumers still prefer speaking with a representative, this capability can significantly enhance engagement while keeping operational costs in check. Forethought’s integration will also expand the reach of AI into existing enterprise systems, even without available APIs. This means small businesses can automate processes that previously required manual intervention, further elevating efficiency and allowing you to tackle previously unreachable workflows. Challenges Ahead Despite these myriad benefits, there are potential challenges small business owners must consider before fully committing to AI integration. A significant concern is the initial learning curve associated with implementing new technology. Small businesses may face hurdles in training staff and aligning AI systems with existing workflows. Moreover, as Eggemeier noted, technology is a means to an end. While AI can streamline customer interactions, maintaining a human touch in customer service is critical. Some customers may still prefer human interaction, especially for complex issues that require empathy and nuanced understanding. Balancing automation with personal touch will be essential for sustaining customer loyalty. Additionally, small business owners should weigh the financial implications. While the long-term benefits may justify the investment, initial costs for upgrading systems, training staff, and potentially hiring new talent to manage AI systems warrant careful consideration. The acquisition of Forethought is poised to accelerate Zendesk’s product roadmap, potentially delivering faster value to users. As small businesses look for partners that can help them navigate the evolving landscape of customer service, Zendesk is positioning itself as a frontrunner. With the transaction expected to close by the end of March, small business owners may soon have access to a robust platform that marries AI’s efficiencies with customer service needs. As Chuck Ganapathi, CEO of Gainsight, puts it, “The future of support is self-improving.” For small businesses aiming to enhance their customer experience, keeping an eye on these developments could pave the way for significant competitive advantages. For more information, visit the original press release at Zendesk. Image via Google Gemini This article, "Zendesk Set to Transform Customer Service with Proposed Forethought Acquisition" was first published on Small Business Trends View the full article

AI's rapid growth also means that even the best crafted plans might need to be adjusted in a few years if not months, Anthropic and Google leaders said at ICE Experience 2026. View the full article

Danish soldiers sent to Arctic island in January were also given blood supplies in case of combatView the full article

Every time a new large language model (LLM) drops or Google tweaks an AI Overview, the SEO industry loses its mind. We develop this weird collective amnesia, scrambling to optimize for features that were actually mapped out in patent offices 10 years ago. We’re so obsessed with the now and the next that we’ve stopped looking at the blueprints. If you want to survive 2026, stop trying to be a futurist. Instead, be an archaeologist. To actually deliver for our clients, we need a research framework that isn’t just reactive. It has to be a balance: Look back at the foundational patents to understand the rules, and look ahead to see how AI is finally being given the muscle to enforce them. The archaeology of SEO There’s a massive misconception that to understand AI search, you need to be a prompt engineer or read every new research paper from OpenAI. You don’t. The logic governing today’s magic is often math that was written a decade ago. We can’t talk about patent research without honoring the late, great Bill Slawski. For 20 years, he was the SEO industry’s archaeologist. While everyone else was arguing about keyword density, he was reading dry, technical filings to predict exactly where we’re standing right now. History proves his method worked. Agent rank (2007): Slawski analyzed agent rank nearly 20 years ago. It described digital signatures connecting content to authors and assigning reputation scores. We ignored it then. Now? We call it E-E-A-T. Google finally got the computing power to actually run the numbers. The fact repository (2006): Long before the Knowledge Graph was a thing, Slawski found patents for a “Browseable Fact Repository.” Today, that same logic is the engine behind answer engines. The algorithm isn’t magic. It’s math. When a new feature drops today, the engineering blueprints were likely filed between 2007 and 2016. If you want to win, go read the old stuff. Dig deeper: The origins of SEO and what they mean for GEO and AIO Your customers search everywhere. Make sure your brand shows up. The SEO toolkit you know, plus the AI visibility data you need. Start Free Trial Get started with Strategy vs. mechanics: From ‘strings’ to ‘verified things’ Don’t get buried in buzzwords. Categorize your learning into two buckets: ”strategy” or ”mechanic.” For years, the industry talked about moving from strings to things (entities). But in 2026, that’s just the baseline. We’ve moved from strings to verifiable things. An entity is worthless if the AI can’t prove it’s real. Think of it like building a house: Semantic SEO is the architecture: It’s the vision. It’s making sure the meaning of your site actually matches what the user is looking for. Entity SEO is the bricklaying: It’s using distinct nouns to build that vision so a machine can parse it. Verification is the mortgage: This is the part most people miss. It’s turning those entities into findable, provable facts connected to a verified human. If you aren’t connecting your content to a provable human expert, you’re just adding to the noise. AEO vs. GEO: Let’s stop using these interchangeably The industry often uses AEO and GEO synonymously, but they require different content structures and serve different objectives. Answer engine optimization (AEO) AEO is for the “direct answer.” Think Siri, Alexa, or that single snippet at the top of the page. It’s binary. It’s rooted in those 2006 fact repository patents. You need ”confidence anchors.” These are unnuanced, structured facts. The engine isn’t “thinking,” it’s fetching. If your fact isn’t provable and anchored to a verified source, the engine won’t risk a hallucination by citing you. Generative engine optimization (GEO) GEO is for the “synthesis.” This is Gemini or ChatGPT search explaining how something works. It was formally defined by researchers at Princeton and Georgia Tech in 2023. You need information gain. These engines don’t just want a fact; they want to see how Concept A affects Concept B. They’re looking for relationships and unique perspectives. In short, AEO is about being the fact. GEO is about being the authority that the AI trusts to explain those facts. Dig deeper: SEO, GEO, or ASO? What to call the new era of brand visibility in AI [Research] Get the newsletter search marketers rely on. See terms. The trap of forward-projecting: Why the ‘basics’ are still the ‘floor’ There’s a danger in becoming an SEO time traveler. If you spend all your time in the patent archives or stress-testing GEO relationships, you might forget that the AI still has to reach your content. You can have the most verified, E-E-A-T-heavy content in the world, but if your site’s technical health is a mess, the confidence anchors will never weigh in. The persistence of technical debt Basic SEO requirements haven’t changed. The tolerance for ignoring them has simply disappeared. Crawl budget and efficiency: If your site is bloated with zombie pages or redirect loops, you’re wasting the crawler’s time. LLMs aren’t just looking for content. They’re looking for the cleanest path to a fact. Core Web Vitals (CWV): More than a ranking factor, it’s a user-utility requirement. If your site doesn’t load instantly, the AI won’t recommend it as a source in a GEO overview. The headless promise (and reality) Many of the frustrating technical SEO issues we’ve fought for years — like bloated JavaScript and poor Largest Contentful Paint (LCP) — are finally being solved by headless/composable architectures. By decoupling the front end from the back end, we can deliver the raw, lightning-fast data that answer engines crave while maintaining a high-end experience for humans. But headless isn’t a “get out of SEO jail free” card. It solves the speed problem, but it introduces new risks around dynamic rendering and metadata delivery. Whether you’re on a 20-year-old CMS or a cutting-edge headless build, the today requirements are non-negotiable: Clean URL structures: If the AI can’t deduce the hierarchy from the URL, you’ve already lost the semantic battle Internal linking (the nervous system): This is how you prove relationships between entities. If your internal linking is broken, your synthesis logic doesn’t exist. Indexability: If the bot is blocked by a poorly configured robots.txt or a noindex tag left over from staging, the most brilliant “verified human” insights in the world are invisible You don’t get to play in the frontier of AEO and GEO until you’ve mastered the floor of technical SEO. Don’t let the shiny new objects make you forget the shovel work. Dig deeper: Thriving in AI search starts with SEO fundamentals The SEO time traveler checklist Phase 1: The archive The Slawski deep dive: Stop reading the latest “AI is changing everything” blog posts for five minutes. Go back to the SEO by the Sea archives. Search for Slawski’s analysis on the Knowledge Graph or the user context. You’ll see the 2026 roadmap hidden in plain sight. The E-E-A-T math audit: Check your assets against Patent 2015/0331866. Are you actually providing the contribution metrics (such as verifiable reviews) that the patent specifically asks for? Phase 2: The laboratory The verification pivot: Audit your entities. Are they just names on a page? Link them to a verified LinkedIn profile or a Knowledge Panel. If it’s not verified, it’s not an entity, it’s just a string of text. Schema stress testing: Don’t just use a plugin and walk away. Experiment with nesting. Try nesting a Person inside a Service as the provider. It works — I’ve seen it trigger rich results when nothing else did. Phase 3: The frontier The confidence anchor audit: Look at your top pages. Does every topic have a clear definition? [Entity] is [attribute]. If you’re being vague, you’re invisible to AEO. The synthesis test: This is a quick one. Paste your article into an LLM and ask it to explain the relationship between your two main topics using only your text. If it has to go to the web to find the answer, you haven’t built the relationship well enough for GEO. See the complete picture of your search visibility. Track, optimize, and win in Google and AI search from one platform. Start Free Trial Get started with The synthesis: Becoming the architect The SEO time traveler isn’t looking back because they’re nostalgic. They’re looking back because they want the blueprint. When you realize AEO is just the modern enforcement of a 20-year-old patent and GEO is just the evolution of semantic relationships, the chaos of AI updates disappears. Stop optimizing for strings. Start optimizing for verified facts. Give the engine a fact it can’t doubt, connected to a person it trusts, and a relationship it can’t ignore. The future of search wasn’t written this morning — it was written years ago. You just have to be the one to actually build it. Dig deeper: The future of SEO: Why optimization still matters, whatever you call it References and further reading On the evolution of fact-based search (AEO foundations) The fact repository patent: Google LLC. (2006). Browseable Fact Repository. U.S. Patent 7,761,436. Analyzing the architecture of structured information retrieval. Knowledge Vault research: Dong, X. L., et al. (2014). Knowledge Vault: A Web-Scale Infrastructure for Probabilistic Knowledge Fusion. Google Research. Detailing how engines assign “confidence scores” to facts before retrieval. Authoritative verification: Google Search Central. Fact Check Structured Data (ClaimReview). Official documentation on how engines verify claims through structured data. On generative engine optimization (GEO foundations) The GEO framework: Aggarwal, V., et al. (2023). GEO: Generative Engine Optimization. Princeton University, Georgia Institute of Technology, and the Allen Institute for AI. The definitive study on how LLMs cite and prioritize authoritative sources. The Slawski legacy: Slawski, B. (Various). SEO by the Sea Archives. For historical context on Agent Rank, phrase-based indexing, and entity metrics. View the full article

A reader writes: I had an awkward moment the other day with a client and it made me think that others have probably made similar mistakes, and it could be fun to hear from everyone. I’m a lawyer and working with a client preparing to testify about their innocence after being in jail for decades. I was in the prison working with him earlier this week, and he was doing really great work, and as feedback I kept telling him he was “killing it!” As in, “You’re killing it!” And, “Great job killing it!” Alison, he’s unfairly in jail for murder and has been his whole adult life. I know that, and yet for the life of me Could. Not. Stop. Saying. It. In my subsequent reflection and shame, I realized others must have similar stories of just saying the absolute wrong thing to the wrong person at work. If you’re ever thinking of a call for stories, I bet these would be good! By all means, let’s have at it in the comment section! The post let’s talk about times when you said the exact wrong thing at work appeared first on Ask a Manager. View the full article

For decades, in the name of workplace equality we’ve encouraged women to enter male-dominated professions because those jobs are better paid, more prestigious, and more powerful. Women engineers. Women in tech. Women in leadership. That agenda still matters but it is not enough. One of the great blind spots of our time is that we rarely ask the opposite question with equal seriousness: why are we doing so little to bring men into professions dominated by women? We do need many more men in care professions—nursing, teaching, social work, child care, elder care, and support services. The gender gap we should be talking about is not only women missing from AI jobs. It is men missing from care. The jobs of the future are already here Across advanced economies, the occupations facing the most severe labor shortages are often those dominated by women. Nursing, home care, child care, teaching, elder care, disability support and social work are under strain in most countries. Population aging will intensify this dramatically. As societies grow older, the demand for care rises structurally. Yet when people talk about “the jobs of the future,” the imagination still turns to technology, even as a rising neo-Luddite skepticism questions whether the tech sector will still provide jobs at all. In reality, the largest recruitment needs are far less futuristic. They are jobs we already know well: nurses, teachers, caregivers, therapists, home aides. Technology may assist them, but it will not replace the human attention, empathy, judgment, and reassurance these professions require. In other words, many of the most important jobs of tomorrow are those that have long been treated as secondary. And they happen to be overwhelmingly female. The great asymmetry Women have spent decades being encouraged to enter male-dominated fields. Governments, companies, and universities have promoted women in STEM, women in leadership, and women in politics. But the reverse movement has barely (if ever) occurred. Men have made very few incursions into what the scholar Richard Reeves calls the HEAL professions—health, education, administration and literacy. While women have increasingly entered STEM fields, men have not moved into HEAL. The result is a striking asymmetry. Gender equality has largely meant inviting women to enter male professions and adopt male-coded behaviors—assertiveness, competitiveness, authority. The reverse movement—encouraging men to enter female-dominated professions or embrace traditionally “feminine” skills like care and relational attention—has simply never happened. This reinforces an old hierarchy: that “productive” work—historically masculine and industrial—is more valuable than “reproductive” work, meaning care, education, and social support. Yet this hierarchy makes little sense. Without care, no society can function. Without teachers, nurses, and caregivers, no economy can sustain itself. These professions are not peripheral to prosperity. They are its very foundation. Why care work remains devalued Care professions remain underpaid, understaffed, and symbolically undervalued. Part of the reason is historical. Activities associated with nurturing, teaching, maintaining households, and caring for the vulnerable have long been coded as feminine—and therefore taken for granted. But there is also a labor market dynamic at work. Sociologists have observed that when a profession becomes feminized, its relative prestige and wages often decline. Teaching and clerical work are examples of occupations that lost status as women became the majority. The opposite sometimes happens as well: when men enter a profession in larger numbers, its status can rise. Men working in female-dominated professions often benefit from a glass escalator: they may be promoted faster, perceived as very competent, or steered toward leadership roles. While this dynamic is unjust, it also reveals something important: male presence can change how a profession is perceived. If more men entered care professions, these jobs might gain bargaining power, prestige, and better pay. The cultural cost of male absence from care The absence of men from care professions is first and foremost a cultural issue. Boys grow up with very few visible male role models in care. In nurseries, primary schools, hospitals, elder-care homes, and social services, they see women almost exclusively. The message is thus absorbed early: caring professions are not for you, young man. This matters beyond care work per se because care work fosters skills that modern societies desperately need—empathy, communication, patience, emotional intelligence, cooperation. Their absence in male socialization has lethal consequences. Discussions about a “crisis of masculinity” often focus on male loneliness, educational decline, online radicalization, or fascination with strongmen. But far less attention is paid to the structural distance many men have from relational work—the kinds of daily interactions that cultivate emotional literacy and social connection. They long for intimacy but lack the language to express it. Emotional expression had been trained out of them. Care as an antidote to the crisis of masculinity Across the Western world, public discourse has become increasingly brutal. The celebration of domination, the contempt for vulnerability, and the glorification of force have become visible features of contemporary politics—particularly in movements that frame masculinity in terms of aggression, and resentment. But it is not enough to criticize toxic masculinity. We also need positive models of masculinity rooted in responsibility, empathy, and service. Care professions offer precisely that. Male nurses, teachers, caregivers, and social workers embody a different form of male authority—one grounded in competence, patience, and protection. They provide boys with visible examples of men who listen, support and accompany others. And they remind us that masculinity does include care. How to attract more men into care professions If the absence of men from care is a structural problem, it requires structural solutions. 1. Create visible male role models Boys rarely see men working in early education, nursing, or social services. Recruitment campaigns and public narratives should highlight male caregivers, teachers, and nurses as respected professionals. 2. Challenge stereotypes early Career orientation in schools still reflects traditional gender norms. Encouraging boys to consider HEAL professions must begin early, before occupational choices solidify. 3. Improve pay and working conditions Low wages and difficult working conditions deter workers of all genders. Revaluing care economically is essential to attracting both men and women. 4. Use targeted recruitment campaigns Governments and training institutions actively recruit women into STEM. Similar initiatives could encourage men to enter nursing, teaching, and care work. 5. Normalize caring masculinities Media and cultural narratives matter. Representations of men as caregivers—fathers, teachers, nurses, mentors—help redefine what masculinity can look like. Gender equality should not mean inviting women to abandon care for prestige. It should mean recognizing care as central to society—and ensuring that both women and men participate in it. These jobs are essential. If the future of work is increasingly about sustaining human life—educating children, supporting the vulnerable, caring for the elderly—then the absence of men from these roles is a problem. View the full article