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Strategic Franchising

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Keep Looking - Digital Marketing Manager Strategic Franchising Employee Review

1.0
Aug 15, 2021
Recommend
CEO approval
Business outlook

Pros

You will work with wonderful people who do care about the franchisees. You will learn new skills because you will be doing the work of multiple people. You'll get to admire the nice cars and a helicopter that the CEO owns.

Cons

If you are interviewing here, ask why people don’t stay at Strategic. The best brand president they had left. Terrible executive management team. Terrible communication from the top. No raises. No bonus (but you'll be told you can get one.) You will feel horrible seeing the materials used to sell franchises. Because you know the truth that what they are told and what they actually get are two different things. Zero room for growth. You're just a body. More than one brand during my time there had job postings that would be a step up for employees and they were never posted internally. Leave and they will find some other poor person to do your work until they get wise and move on too. I was there almost 3 years and couldn’t print the entire time. I was told 4 times I would be getting a new computer. That never happened. One of the brands is a painting company and yet the office is a boring beige cell. Most chairs in the office are broken or worn down, but they won’t buy you a new one. Some of the desks are flat- out garbage. My overhead bin would get stuck if I opened it all the way. When you do give notice, you won’t be paid for any unused vacation time. Most of the employees are very stressed out. It truly was soul crushing.

Explore other reviews about Strategic Franchising

5.0
Dec 4, 2025
Recommend
CEO approval
Business outlook

Pros

Supportive team environment, strong leadership access, and opportunities to grow professionally. The company is performance-driven but also invests in training and development. I appreciate the flexibility, benefits, and the collaborative culture across brands.

Cons

Like any growing organization, things can move quickly and processes continue to evolve. But leadership is open to feedback and improvements.

2.0
Oct 1, 2025
Recommend
CEO approval
Business outlook

Pros

Remote work and the other employees were just as frustrated as I was in the role which created a strong bond among the team.

Cons

Unrealistic expectations for calls, applications and presentations on a weekly due to super unqualified leads - they are spending so much money on franchise portals that are not going to invest in a franchise. Weekly All franchise brand sales meetings to cover performance amongst peers creating an uncomfortable work environment. Low commissions per deal compared to other franchise development roles ($3215 vs $5000+). Performance plans instituted after 6 months of employment if sales goals are not met, reducing pay more than 20%. HUGE turnover. Disorganized at all levels and many VPs who are unprofessional and speak down to you instead of working towards solutions for improvement.

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Strategic Franchising Response
7mo
Thank you for taking the time to share your feedback. We value transparent dialogue and take all feedback seriously. While we respectfully disagree with several of the characterizations in this post, we appreciate the opportunity to provide clarification. Our Franchise Development teams operate in a performance-based sales environment that reflects the competitive nature of franchise development. Expectations for activity, lead management, and presentations are clearly outlined during the hiring and onboarding process. Every team member is provided with training, coaching, data transparency, and leadership support to promote success. Weekly brand performance meetings are intended to drive collaboration, visibility, and best practice sharing. Never to single out or demean individuals. Compensation plans, including base salary, commission, and performance expectations, are benchmarked within the franchise sales industry and fully disclosed prior to hire. Performance improvement plans are implemented only after sustained performance gaps are identified and are designed to support improvement, not to penalize. We take any allegations related to payroll and compliance extremely seriously and are fully committed to wage and hour compliance. Multiple internal review processes are in place to ensure employees are compensated accurately and in accordance with applicable laws. Any payroll concerns raised through appropriate internal channels are promptly reviewed and resolved. Turnover in commission-driven sales roles is an industry-wide challenge. We continuously invest in leadership development, lead strategy optimization, and training to improve long-term success and retention. We are proud to have many franchise development professionals on our team who have built long, successful careers with our organization.
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