Frequently Asked Questions About the DOXA Franchise Opportunity
Everything you want to know before starting a conversation with our team, answered directly.
Category 1
The Business Model
DOXA is an HR consulting franchise where experienced professionals build a home-based B2B consulting practice. Franchisees identify businesses with talent strategy challenges, build long-term client relationships, and bring DOXA's offshore staffing solution to their market. DOXA corporate handles all operational fulfillment — talent recruiting, HR compliance, onboarding, payroll, and invoicing — so franchisees can focus entirely on relationships and growth. It is a professional services consulting business with no employees, no inventory, and no physical location required.
A DOXA franchise owner runs a relationship-led consulting practice. In the early months, the work is almost entirely relationship activation — sphere of influence outreach, networking events, coffee chats with local business owners, and industry conference attendance. Once clients are on board, the work shifts to job scoping, writing job descriptions with clients, and collaborating with DOXA's recruiting team. The franchisee's role is strategy, relationships, and growth. DOXA's global operations team handles everything after the client need is identified — sourcing, compliance, onboarding, and payroll.
DOXA franchisees are not recruiters and do not run a staffing operation. The franchise is an HR consulting practice — franchisees consult on talent strategy, identify client needs, and bring a solution to market. DOXA corporate handles all fulfillment through its global offshore staffing and BPO infrastructure. The franchisee's value is in the relationship and the strategy, not the sourcing. Staffing franchises require franchisees to manage candidate pipelines, fill job orders, and run operational hiring processes. DOXA franchisees do none of that.
DOXA corporate handles all operational fulfillment behind every client engagement. This includes talent recruiting and candidate sourcing across the Philippines and Colombia, HR compliance and onboarding for every placed professional, payroll and invoicing, client success and placement support, CRM and technology systems, cyber security compliance, marketing resources and templates, and structured pre-launch training and ongoing sales coaching. Franchisees never manage offshore employees, process payroll, or handle HR administration. DOXA's global BPO infrastructure exists specifically so franchisees can run a pure consulting practice without operational complexity.
Conscious Outsourcing is DOXA's people-first approach to global talent, where every professional is a full-time, long-term team member — not a contractor — with fair compensation, cultural support, and a clear career path. This leads to better-aligned, better-retained talent for clients and a consulting model that drives recurring revenue for franchisees. DOXA calls these professionals VIPs: Valued International Professionals, reflecting how they're treated and why the model performs long term.
Schooley Mitchell, FocalPoint, and ERA Group all compete for a similar franchisee profile — experienced, relationship-driven professionals who want a home-based B2B business. The key differences are in the category and the delivery model. Schooley Mitchell focuses on cost reduction consulting. FocalPoint focuses on business coaching. ERA focuses on cost optimization. DOXA focuses on HR consulting and talent strategy, solving the hiring, retention, and workforce cost challenges that every business owner faces. DOXA also operates a global offshore staffing and BPO infrastructure that delivers the solution behind every client engagement, which means franchisees run a pure consulting practice while DOXA handles all operational fulfillment. No other consulting franchise in this category offers that combination.
DOXA is a fully home-based franchise. There is no storefront, no commute, and no office overhead required. The consulting practice is built around B2B relationships and community presence, not a physical location. Franchisees run their entire practice from home with a phone, a laptop, and a professional network. Among home-based franchise opportunities available to experienced professionals, the DOXA model is specifically designed to eliminate overhead while maximizing the value of relationship capital.
Category 2
Investment and Financials
The total initial investment to open a DOXA franchise ranges from $87,424 to $119,670, which includes the $60,000 franchise fee. DOXA recommends that candidates have a minimum net worth of $250,000 and available liquid capital of $125,000. This investment includes immediate access to DOXA's fully built operational infrastructure — the global recruiting team, technology systems, training, marketing resources, and ongoing support — that would take years and significant capital to build independently.
DOXA shares detailed financial performance information in Item 19 of the Franchise Disclosure Document, which candidates receive during the discovery process after completing the initial questionnaire and assessment. Three independent revenue streams — direct client retainers, reseller and Powered by DOXA partnerships, and referral revenue — give franchisees multiple ways to generate recurring income from the same consulting practice. Because clients stay long-term once the talent is placed and performing, revenue compounds over time rather than resetting with each new engagement.
DOXA has no royalties and only collects a flat $499/month technology and marketing services fee. Instead of paying a royalty, DOXA franchisees retain a 40% share of the monthly markup amount on each VIP placement. Fee details are covered in full in the Franchise Disclosure Document, which candidates receive during the discovery process. DOXA's team walks through all financial obligations — including investment, expenses, and mutual commitments — during Step 4 of the discovery process, the FDD and Primary Market Area Review.
Category 3
Day-to-Day Ownership
No. DOXA is an HR franchise that handles all recruiting, HR compliance, onboarding, and payroll through its global operations team. Your role as a franchisee is relationships and strategy — identifying businesses with talent challenges, building long-term consulting partnerships, and growing your practice. The operational infrastructure is already built. You do not need to know how to recruit or run a staffing operation to succeed. DOXA franchisees come from finance, healthcare, real estate, operations, HR, sales, and business development. The industry background matters less than the professional credibility, network strength, and consultative mindset a candidate brings.
In the early months, most of a franchisee's time goes toward relationship activation — networking events, coffee chats with local business owners, sphere of influence outreach, and industry conference attendance. For example, two DOXA franchisees have presented at Disrupt HR as part of this community-building approach. Once clients are on board, the week shifts toward job scoping, writing job descriptions with clients, and collaborating with DOXA's offshore staffing team. DOXA handles everything after that point — sourcing, compliance, onboarding, and payroll. The franchisee's ongoing role is growing the practice and deepening client relationships.
Most DOXA franchisees land their first client through an existing relationship — someone in their professional network who already knows and trusts them. The first client rarely comes through cold outreach or advertising. It comes through a referral, a former colleague, or a business owner who has watched the franchisee show up consistently in their community. DOXA's pre-launch training is specifically designed to prepare franchisees for these early conversations before they open. The speed to first client depends largely on how actively the franchisee works their sphere of influence in the first few months.
Most DOXA franchisees start as solo operators focused on business development and client relationships. The model is designed for that, with no need to hire HR staff, recruiters, or administrators because DOXA's BPO operations handle all of that. As the client base grows, the model allows franchisees to add sales support or equity partners without adding operational overhead. Growth happens through more client relationships, not through hiring and managing a team.
Most DOXA franchisees start with fewer contacts than they think they need and build from there. The model is not about volume. It is about consistent relationship building over time. DOXA's pre-launch training is specifically designed to help franchisees activate their existing sphere of influence from day one and develop new relationships through networking events, industry conferences, and community presence. The franchisees who succeed are not the ones who start with the biggest contact lists — they are the ones who show up consistently and build trust over time.
DOXA operates an open territory model. There is no exclusive geographic territory, but each franchisee is assigned a non-exclusive Primary Marketing Area (approximately 1,000 businesses) that serves as a starting point for local relationship-building. Franchisees are not limited to this area and can build client relationships across the U.S. through their professional network, referrals, and conference presence.
DOXA is designed for active operators who are building a consulting practice through consistent relationship development and client acquisition. Franchisees who treat this as a primary business have the strongest results. Equity partners who commit full-time are also welcome. The model is not designed for passive or hands-off ownership. The relationship-led nature of the business requires consistent presence and active engagement.
Category 4
The Discovery Process
The DOXA discovery process is an eight-step mutual evaluation designed so both sides can make the right decision with confidence. It begins with a goals and overview call and moves through a brand deep-dive, questionnaire and assessment, FDD review, validation calls with existing franchisees, a founders interview with CEO David Nilssen, final validation, and franchise agreement signing. Most candidates move from first contact to launch within 45 to 90 days. The process is structured, not rushed, and is designed to give candidates full transparency on the investment, the model, and what ownership actually looks like before any commitment is made.
Yes, and DOXA encourages it. Validation calls with current franchisees are built into Step 5 of the discovery process. This is a chance to speak directly with people already running DOXA practices about their day-to-day experience, financial results, the support they receive, and whether they would make the same decision again. DOXA views this step as essential, not optional. The franchisee community is one of the strongest proof points for the model and current owners are open to these conversations.
After signing, franchisees enter a structured pre-launch phase that includes five days of hands-on training with DOXA's leadership team, a deep dive into the business model, client acquisition strategy, and the systems used every day. From there, the focus shifts to sphere of influence outreach and relationship activation. DOXA's franchise support team is active throughout, providing operational support, sales coaching, marketing resources, and ongoing mentorship. The first three to six months are primarily relationship-building. First clients typically come through the franchisee's existing network within this window.
DOXA provides comprehensive support across every phase of ownership. Pre-launch training covers the business model, consulting role, client acquisition strategy, and operational systems. Ongoing support includes dedicated franchise support team access, structured sales coaching, marketing resources and templates, CRM and technology systems, weekly peer calls with other franchisees, and direct access to DOXA's leadership team. DOXA corporate handles all operational fulfillment — recruiting, HR compliance, onboarding, payroll, and invoicing — so franchisees are never navigating the backend of the business alone.
"I get to have a business that reflects my values and makes a real difference. Simply put: I get to have a business that is something I actually believe in."
Nicole Smith · DOXA Talent Center City, Philadelphia, PA
Still Have Questions?
The best way to get answers specific to your situation is to start a conversation with our team. There is no obligation and no pressure — just an honest look at whether this is the right fit for both sides.