Owl Be There’s Executive Growth Model: The Next Frontier in Senior Care Franchising

Are you seeking a franchise opportunity that not only offers a meaningful way to serve your community but also has the potential for significant financial returns and scalability? Owl Be There’s new Executive Growth Model could be the perfect fit for you. 

What is the Executive Growth Model?

In an industry where the demand for senior assisted living placement is growing exponentially, we’re providing a proven model to empower franchisees to build more robust operations across multiple territories.

In this blog, we will explore everything you need to know about the Executive Growth Model: 

• What sets it apart from the traditional owner-operator (“solo-preneur”) structure
• Why demand in senior care is set to rise
• How this opportunity positions you at the forefront of a rapidly expanding market
• And much more

Let’s get started!

Table of Contents

• Understanding Owl Be There
• Why Senior Care Placement Is a Growing Opportunity
• From Owner-Operator to Executive Growth: A Natural Evolution
• Key Features of Owl Be There’s Executive Growth Model
• Staffing for Success: Hiring Advisors and Building a Team
• Flexible Ownership Structures: Active and Semi-Absentee
• Multi-Territory Ownership and Its Advantages
• Unlocking Revenue Potential and ROI
• Support, Training, and Proven SystemsWho Should Consider the Executive Growth Model
• FAQs and Common Concerns
• Get Started with Owl Be There

1. Understanding Owl Be There

Owl Be There is a leading senior assisted living placement service dedicated to helping families navigate the often complex world of senior living options. Our goal is to be the compassionate guide that seniors and their loved ones need, providing personalized assistance in finding the right senior care solutions – whether assisted living, memory care, or home care options.

• Our Roots: Owl Be There’s legacy is built on the vision of ensuring seniors receive the highest quality care in an environment that feels like home. For more than a decade, Owl Be There’s legacy market (Washington, D.C., Virginia and Maryland) has provided guidance to seniors and families who are seeking care and comfortable, safe senior living options.
• Our Franchise Model: For years, we have offered an owner-operator model for individuals passionate about senior care who preferred to run their businesses independently (often with minimal or no additional staffing). This model empowers many to become community-based resources and successful home-based solo-preneurs, helping families make critical decisions around their loved one’s care.

However, we recognized some individuals are seeking a bigger opportunity – a chance to leverage larger teams, multiple territories, and strategic scaling. Enter the “Executive Growth Model”. 

2. Why Senior Care Placement Is a Growing Opportunity

Before delving deeper into the Executive Growth Model, it’s essential to understand why now is a prime time to invest in senior assisted living placement.

• Demographic Shifts: The aging population continues to grow. According to the U.S. Census Bureau, the number of Americans aged 65 and older is projected to nearly double over the next few decades. This demographic shift translates directly to increased demand for senior care services.
• Complex Care Landscape: Families are often overwhelmed by the complexity of senior care options – assisted living, memory care, in-home care, and more. Qualified Senior Living Advisors or franchise owners who can guide them through the process stand out as trusted resources.
• Community Impact: You’re not just building a business; you’re providing a service that significantly impacts families during a vulnerable time. This dual benefit – profitability and meaningful service – fuels long-term success.
• Future Resilience: Healthcare and senior care are sectors that tend to be more recession-resistant. People will always need care, especially as the population ages.

By aligning with Owl Be There, you’re tapping into an industry that is financially rewarding, purpose-driven and has long-term staying power.

3. From Owner-Operator to Executive Growth: A Natural Evolution

The owner-operator model has served as the backbone of Owl Be There’s success, primarily designed for those who thrive on direct engagement with families and the day-to-day operations of their franchise. Yet, many entrepreneurs yearn for greater market reach, potential for higher returns, and the ability to scale. That’s precisely where the Executive Growth Model comes in.

• Traditional Scenario: In the owner-operator model, franchisees usually run a single territory, generally from a home office, with a small or non-existent staff. They manage all aspects of the business – marketing, community outreach, placement coordination, billing, and more.
• Next Level: The Executive Growth Model offers a more robust framework. Whether you’re an experienced franchise investor aiming to expand your portfolio, or a corporate professional looking to lead a team rather than go solo, this model provides the infrastructure, mentorship, and resources to scale your business effectively.

Not only does this approach allow for larger revenue potential, but it also positions you to be a strategic leader, focusing on business growth and oversight, rather than spending every hour in the day-to-day operational details.

4. Key Features of Owl Be There’s Executive Growth Model

Let’s break down what sets the Executive Growth Model apart from our original structure.

• Home-Based, but Multi-Territory: You can still operate from home, even while operating multiple territories. By doing so, you substantially increase your market footprint, allowing you to reach more clients and communities.
• Flexible Engagement: Choose a full-time leadership role with staff support, or adopt a semi-absentee model where you maintain high-level oversight and strategy while a dedicated team runs day-to-day operations.
• Staffed for Growth: A key requirement of this model is hiring at least one team member in the first nine months. Additional staffing can follow as your revenues grow, ensuring you can handle more clients without compromising quality of service.
• Scalable Infrastructure: The model includes a proven blueprint for multi-unit management – everything from staff training and marketing to financial planning for multiple territories.
• Enhanced Returns: With broader market reach and staff leverage, you position yourself for higher returns and a more attractive resale value down the road.

These features combine to create an ecosystem where entrepreneurs can set ambitious targets and have the strategic and operational support to meet them.

5. Staffing for Success: Hiring Advisors and Building a Team

One of the hallmarks of the Executive Growth Model is the emphasis on team-building. Specifically, Senior Living Advisors play a critical role in bridging the gap between clients and the senior living and care communities in your network.

Types of Team Members to Consider

• Senior Living Advisor: Specializes in acquiring referrals, assessing client needs, scheduling facility visits, and ensuring an empathetic, informed process. Depending on state laws and your own compensation structures, these advisors may work on a commission or partial-commission basis.
• Marketing Specialist: You may choose to bring on a marketing specialist to develop relationships in the community and build connections with high-value referral sources. This role can be full-time, part-time, or contract-based, depending on your scaling objectives.
• General Manager or Operations Manager: For franchisees adopting more of a semi-absentee or executive approach, hiring a manager to oversee daily operations can free you to focus on growth strategies, coaching, and additional acquisitions. You will have the ability to work “on” your business – rather than always being “in” the business.

Staffing Benefits

• Better Client Coverage: When you have a team, you can serve more clients simultaneously, ensuring shorter response times and high-quality customer service.
• Faster Scaling: A dedicated marketing or advisor team can actively seek out new referral sources, maintain relationships with existing clients, and handle day-to-day administrative tasks.
• Balanced Workload: Staffing spreads responsibilities among several people, allowing you – and your business – to remain efficient and effective, even during peak demand periods.

In short, staffing should be viewed as “an expense”; it’s a strategic investment that enables you to handle more client volume and capture a bigger piece of the hot senior care market.

6. Flexible Ownership Structures: Active and Semi-Absentee

A major advantage of the Executive Growth Model is its flexibility in ownership structures:

• Active Ownership: As an active owner, you’re highly involved in daily operations, team-building, and community outreach. You still have staff support, but it’s your leadership that shapes the business each day. This option is ideal if you enjoy being a hands-on operator, but want to scale beyond a single territory.
• Semi-Absentee Ownership: If you have a corporate job you are not ready to leave, other business ventures, or simply prefer a more hands-off role, semi-absentee ownership allows you to oversee strategy and growth from a high level. Meanwhile, a General Manager and team handle the daily tasks and frontline client interactions. You are still setting the performance goals and strategic direction, but your General Manager and team are driving the day-to-day achievement of those goals. 

Both structures benefit from Owl Be There’s robust training and support systems, enabling franchise owners to adopt the model that best fits their revenue goals, leadership style, and resources.

7. Multi-Territory Ownership and Its Advantages

For those looking to maximize revenue and brand presence, multi-territory ownership is a powerful strategy.

• Greater Market Share: Covering multiple territories gives you access to a broader client base. With a larger pool of potential senior care placements, you can significantly increase your revenue potential.
• Economies of Scale: Operating multiple territories often makes it more cost-effective to hire additional staff, invest in marketing, and develop streamlined operational processes.
• Increased Brand Visibility: By representing Owl Be There in an expanded market footprint, you build a regional reputation faster. This can pay dividends when forging partnerships with local healthcare providers and senior living communities alike.
• Steep Territory Discounts: Owl Be There offers discounts to new franchise owners who purchase multiple territories up front. Over time, this investment can yield higher returns (and a much faster ROI) compared to incremental single-territory purchases.

Multi-territory ownership isn’t for everyone, but if you’re ambitious and well-capitalized – or can secure the necessary funding for your territory goals – this path can accelerate your growth exponentially.

8. Unlocking Revenue Potential and ROI

When implemented effectively, the Executive Growth Model naturally positions you for higher revenue and a stronger return on investment (ROI). Here’s how:

• Staff Leverage: More clients served simultaneously leads to higher revenue, each placement generating a referral fee from the senior community or home care service.
• Recurring Referrals: Once you establish yourself in your multi-territory market, word travels quickly across the local  senior care network! With a known brand and a reputation as the “gold standard” in placement services, you will earn repeat referrals from high-value sources.
• Brand Authority: As you scale, you build a trustworthy reputation in your region. Families feel more comfortable choosing a brand with a wide presence and social proof in the marketplace.
• Potential Resale Value: If you decide to exit down the line, a multi-territory or well-staffed franchise with proven cash flow can command a premium in the marketplace.

Combined, these factors can deliver an impressive ROI while you build a business with a lasting, positive impact on families in your community.

9. Support, Training, and Proven Systems

Launching a senior assisted living placement franchise should never be a solo endeavor without guidance. That’s why Owl Be There provides extensive training and support, including:

• Operational Blueprint: Step-by-step manuals and processes cover everything from community outreach and marketing to client intake, contracts, portfolio growth and billing.
• Staff Recruitment and Management: Receive guidance on hiring best practices and recommendations on compensation structures to attract and retain top talent.
• Marketing and Lead Generation: We offer marketing collateral, digital strategies and content, and ongoing campaign support tailored specifically to multi-unit or Executive Growth franchisees.
• Mentorship and Coaching: Connect with experienced leadership who can advise on scaling strategies, multi-territory operations, and how to maintain quality of service during rapid growth.
• Technology: Efficient client-management software helps you stay organized, track leads, manage relationships, and analyze performance metrics across multiple territories.

These tools and resources are key to maintaining a consistent client experience – an essential factor as you grow and hire more staff.

10. Who Should Consider the Executive Growth Model

The Executive Growth Model isn’t a one-size-fits-all approach; however, it’s tailor-made for certain personality types and career paths:

• Business Leaders and Managers: If you’ve led teams in a corporate or entrepreneurial setting, you’ll likely thrive in a role where you guide an organization rather than flying solo.
• Seasoned Franchisees: Already own one or more franchises in a different industry? The Executive Growth Model offers a vertical integration into the booming senior care sector, diversifying your portfolio and revenue streams.
• Semi-Absentee Investors: Looking for a business that doesn’t require daily on-site presence from the owner? With the right team in place, you can run Owl Be There successfully, focusing on strategy, recruiting skilled managers, and ensuring top-tier service across your territories.
• Community-Minded Entrepreneurs: If you love the mission of helping seniors while also appreciating the business upside of a multi-unit opportunity, the Executive Growth Model perfectly aligns with your values and goals.

11. FAQs and Common Concerns

Q1: Do I need senior care experience?

A1: No. While familiarity with senior care is helpful, Owl Be There provides comprehensive training. We’ve had franchisees succeed from a variety of professional backgrounds – healthcare, sales, corporate management, and more.

Q2: What kind of investment is required?

A2: Exact investment levels vary based on the number of territories, potential staffing salaries or commissions, and other local factors like state licensing. Owl Be There can provide a detailed franchise disclosure document (FDD) to help you estimate costs accurately.

Q3: I’m worried about hiring and managing staff. Can I do this solo?

A3: The Executive Growth Model does require hiring at least one team member within nine months. If you prefer a solo operation, the owner-operator model might be a better fit. However, to truly unlock higher revenue potential, a staffed approach is the way to go.

Q4: What’s the timeline to profitability with multiple territories?

A4: This can vary widely depending on factors like local market conditions, your initial investment in marketing, and how quickly you hire. Many franchisees see traction within the first 6-12 months, with further year-over-year growth in the following years.

Q5: Is this recession-resistant?

A5: While no business is entirely recession-proof, the senior care industry tends to be more stable during economic downturns because the services are essential and demographic trends remain consistent.

12. Get Started with Owl Be There

Now that you’ve learned about the Executive Growth Model, you might be asking: “Is this the right franchise opportunity for me?” If you have ambitious growth goals, are seeking a community-impactful business, and enjoy leading teams, we believe the answer is a resounding “Yes!”

Next Steps

• Contact Our Franchise Development Team: Reach out to discuss your background, financial qualifications, and business objectives. We’ll help you decide if one territory or multiple territories is the best path.
• Review Our FDD: The Franchise Disclosure Document provides granular details on costs, revenue potential, and our mutual obligations – ensuring full transparency.
• Attend a Discovery Day: Get a behind-the-scenes look at Owl Be There’s operations, meet the leadership team, and gain an in-depth understanding of our culture.
• Sign the Franchise Agreement: Once approved, sign the agreement and embark on your senior care journey.
• Launch and Scale: Complete training, hire your first staff member(s), and start marketing and building meaningful partnerships with families and senior care professionals.

The Time Is Now

With the rising demand for senior care services and a proven business model to back you up, there has never been a better time to join Owl Be There. Whether you aim to scale aggressively or prefer a more measured approach, the Executive Growth Model offers the flexibility, support, and framework you need to grow a thriving senior care franchise. Owl Be There has multi-territory opportunities in several U.S. metropolitan markets – now is the time to build your multi-unit Owl Be There presence in your own community!