Express Employment Professionals

New Survey Reveals the Soaring Financial Toll of Employee Departures

OKLAHOMA CITY — As the midpoint of 2025 approaches, many companies are not only focused on hiring but also preparing for a potential rise in employee turnover.

According to a recent Express Employment Professionals-Harris Poll survey, nearly 2 in 5 U.S. hiring managers (39%) expect turnover at their company to increase this year — a notable jump from 33% who said the same about 2024.

While just more than half (51%) believe turnover will remain steady, the growing concern is already impacting company budgets. On average, turnover costs businesses $36,723 annually in expenses like rehiring and lost productivity. For 1 in 5 hiring managers (20%), that number climbs to $100,000 or more each year.

The financial burden of turnover is especially pronounced in larger organizations. Among those who report annual turnover costs of $100,000 or more:

• 34% — Companies with 500 or more employees
• 17% — 100 to 499 employees
• 14% — 50 to 99 employees
• 3% — 10 to 49 employees
• 2% — Fewer than 10 employees

Among those anticipating increased turnover, the most commonly cited reasons include:

• Better pay and benefits offered elsewhere (34%)
• Employees voluntarily resigning (32%)
• Increased workplace demands (29%)
• Employee retirements (26%)
• More appealing company cultures elsewhere (24%)
• Feelings of being overworked (24%)
• A competitive job market (23%)
• Career changes (22%)
• Better perks or advancement opportunities elsewhere (22%)
• Lack of flexible schedules (21%)
• Lack of remote work options (19%)

Despite these challenges, hiring remains a top priority. A strong majority (88%) of hiring managers say their companies still plan to hire in 2025, which is in line with last year’s figures. Among those, 45% are hiring to increase their overall headcount, while 34% aim to maintain current staffing levels.

Notably, 43% of those planning to hire say the need to replace employees lost to turnover is a key driver behind their hiring plans.

“Employee turnover isn’t just a staffing issue, it’s a financial one,” said Express CEO Bob Funk, Jr. “Companies that want to stay competitive must be intentional about retention. Which means building a workplace where people see long-term value — not just in compensation, but in leadership, clarity of direction and the opportunity to contribute meaningfully.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 11 to 26, 2024, among 1,001 U.S. hiring decision-makers.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

New Survey Reveals Most Candidates Favor Skills-Based Hiring—And 89% Say They’d Stay Longer at Companies That Invest in Training

OKLAHOMA CITY — Forget the skills gap — job seekers say it’s a training gap. According to a recent Express Employment Professionals-Harris Poll survey, 79% of U.S. job seekers believe companies are passing over capable candidates because they’re unwilling to train them. And with 87% calling for skills-based hiring over degrees, many are pushing back on outdated job requirements that may be doing more harm than good.

While hiring managers continue to cite a widening skills gap, most job seekers disagree. Instead, they call on employers to be more realistic about qualifications and more willing to invest in training. And they’re not just voicing frustration, they’re ready to stay loyal to companies that meet them halfway.

Job seekers across all age groups agree that certain core skills are essential in today’s workforce. Communication, work ethic, problem-solving, accountability and general demeanor all rank highly in importance, with more than 80% of job seekers citing them as critical when applying for a position. Slightly fewer consider technical skills (71%) and cultural fit (69%) as top priorities, suggesting a greater emphasis on soft skills.

At the same time, a significant number of job seekers believe employers are setting unrealistic standards that overlook capable candidates. Many feel that companies should reconsider rigid qualification lists and focus instead on potential and willingness to learn:

• 79% of job seekers say the “skills gap” is less about a lack of ability and more about employers’ unwillingness to train.
• 87% believe companies should prioritize skills-based hiring over requiring formal degrees.
• 74% think employers should be willing to forgo some job requirements to find the right person.

Generational differences are also evident. Younger candidates, particularly Gen Z and millennials, are much more likely to believe that company requirements are too strict:

• 77% of millennials and 71% of Gen Z say requirements are too stringent, compared to 53% of Boomers/Seniors.
• Similarly, 71% of Gen Z, millennials, and Gen X wish companies would waive education requirements, while only 55% of Boomers/Seniors agree.

On the employer side, the tension is apparent. Nearly 7 in 10 hiring managers (69%) say the skills gap is wider than ever, even though 84% believe their company has the resources to close it. Still, many employers are beginning to adapt.

Eighty-three percent of hiring managers report their company has waived some job requirements to fill open roles, including:

• Years of experience (47%)
• Educational degrees (34%)
• Soft skills (34%)
• Hard skills (29%)
• Professional certifications (28%)

Furthermore, 60% say their company is willing to make exceptions to job requirements in some instances, and 69% are open to waiving degree requirements. However, challenges persist as 35% admit they don’t know how to assess certifications or online degrees, which may discourage their adoption.

“In today’s evolving labor market, adaptability is increasingly recognized as a critical asset by both employers and job seekers,” said Express CEO Bob Funk, Jr. “Many business leaders are finding that while priorities may differ, there’s common ground in practical strategies, such as flexible qualifications and onboarding programs focused on long-term growth. These approaches help bridge gaps in expectations while maintaining the high standards that drive sustainable success.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 11 to 26, 2024, among 1,001 U.S. hiring decision-makers.

The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 21 to Dec. 10, 2024, among 1,039 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

Leadership Transition Follows the Passing of CEO/Co-Founder Bill Stoller

OKLAHOMA CITY — Express Employment International announces a leadership transition following the recent passing of co-founder and CEO Bill Stoller.

In alignment with a long-standing succession plan developed by Stoller and fellow co-founder Bob Funk, Sr., the company has appointed Bob Funk, Jr., as Chief Executive Officer, adding to his current role as President. In this expanded capacity, Funk Jr. will also serve as Chairman of the Board.

This transition reflects the vision set forth by Express’ co-founders to ensure long-term strength and continuity for the organization. The company remains steadfast in its mission to help people find meaningful work and connect businesses with reputable candidates, values that have guided Express since its inception.

“This leadership transition reflects the thoughtful planning and shared vision that Bill and Bob built together–one rooted in strength, stability and service,” said Bob Funk, Jr. “We will move forward together, grounded in our mission and more committed than ever to help the entrepreneurs, people and communities we serve.”

Since its founding in 1983, Express has grown into one of the largest privately held staffing companies in the world. As the franchisor of Express Employment Professionals, the company’s flagship brand is the fourth-largest staffing firm in the United States and 13^th-largest globally, according to Staffing Industry Analysts, and operates in the U.S., Canada, South Africa, Australia and New Zealand.

Express’ portfolio includes affiliated franchised brands Specialized Recruiting Group, Express Healthcare Staffing and Frontline Recruiting Group. The company reported sales of $3.7 billion in 2024, marking the fourth-best sales year in more than four decades of operations.

“Our founders didn’t just build a company–they built a culture, a family and something that is built to last,” Funk Jr. said. “I have complete confidence in the future of Express, knowing it’s being carried forward by people of incredible talent, integrity and purpose.”

For media inquiries, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

Business leader and philanthropist helped more than 11 million people worldwide find employment opportunities

OKLAHOMA CITY — William H. Stoller, founder, CEO and chairman of the board of Express Employment International, passed away at the age of 74.

A pioneer in the staffing industry, Stoller co-founded Express Employment Professionals in 1983. As the flagship brand of Express Employment International, the company has since grown into a global leader in workforce solutions and has helped more than 11 million people find meaningful employment through its family of brands.

Stoller began his career in staffing in 1973 and was widely admired for his innovation, integrity and commitment to helping others succeed.

Out of respect for the family, limited details are being shared at this time. Funeral arrangements and opportunities for remembrance will be communicated in the coming days.

For media inquiries, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

84% Prefer Human Review of Resumes and Cover Letters

OKLAHOMA CITY — A staggering 62% of U.S. job seekers would consider not applying to companies that overly rely on generative AI during recruitment, emphasizing the irreplaceable value of human interaction despite the efficiency AI offers.

This is according to a recent Express Employment Professionals-Harris Poll survey.

Job Seekers’ Concerns: The Human Element Matters
While many job seekers acknowledge the appropriateness of using AI for tasks such as drafting resumes and cover letters (78%) and creating mock interview questions (78%), there is a significant concern about the over-reliance on AI. Key statistics include:

• 87% of job seekers believe meeting with a human during interviews is important, as AI cannot effectively vet candidates for soft skills such as cultural fit and attitude.
• 84% prefer to have a person conduct an initial interview to answer simple questions, rather than AI.
• 84% would prefer their resume and cover letter to be reviewed by a human.

These concerns are underscored by the belief among 73% of job seekers that the benefits of using generative AI during the hiring process are not worth the risks.

Moreover, female job seekers are less likely than male job seekers to find generative AI in some job application tasks appropriate and less likely to use generative AI for specific job application tasks.

Specifically, female job seekers are less likely to report that it is appropriate for job candidates to use generative AI to help draft resumes and cover letters, write outreach responses, create work samples and help complete an online assessment/test. More than 2 in 5 female job seekers haven’t used generative AI during their job search, significantly higher than the 27% of male job seekers who say they have never done so.

AI: A Boon for Efficiency
Outside of hiring, the adoption of generative AI has proven to be a game-changer, as 66% of hiring managers report their company uses the tool. The majority believe it has a major or moderate positive impact on:

• Enhancing customer service (64%)
• Improving process efficiency (62%)
• Closing the skills gap (60%)
• Freeing up employee time (58%)
• Enhancing decision-making (46%)

These benefits are driving further adoption of AI, with nearly half (48%) of companies already using automation and AI as a replacement for filling open positions. Additionally, 54% of companies plan to be aggressive about adopting AI if they face difficulties filling open positions in the next five years, and 43% are even planning to replace a sizeable portion of their workforce with automation or AI within the same timeframe.

Striking the Right Balance
The challenge for companies lies in balancing the efficiency of AI with the essential value of human interaction. While 83% of hiring managers recognize the benefits of AI, 68% believe the risks are not worth it without preserving human involvement. Nearly 9 in 10 (89%) stress the importance of human participation in the hiring process to assess soft skills accurately.

“AI is undeniably a powerful tool, but its role should be to complement human judgment, not replace it,” said Bill Stoller, CEO of Express Employment International. “In the evolving landscape of AI, transparent communication with job seekers about AI’s use and benefits is crucial. Striking the right balance between AI efficiency and human empathy will enhance recruitment processes and maintain the trust and confidence of potential employees.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 11 to 26, 2024, among 1,001 U.S. hiring decision-makers.

The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 21 to Dec. 10, 2024, among 1,039 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

41% of Job Seekers Report Skill Deterioration 

OKLAHOMA CITY — In a rapidly changing job market, the consequences of prolonged unemployment are taking a significant toll on job seekers, affecting not only their skills and confidence but also their mental health and networking opportunities.

According to a recent Express Employment Professionals-Harris Poll survey, there is a glimmer of hope: only 22% of unemployed job seekers have been without work for more than two years, a significant drop from the alarming 40% in Spring 2023. However, the road to recovery is still long, with only slight improvements from Fall 2023 (36%) and Spring 2024 (32%). The primary reasons for unemployment remain consistent, with voluntary quits (26%) and terminations (19%) leading the pack.

Impacts of Extended Unemployment
Extended periods of unemployment have both practical and mental impacts on job seekers. The most common effects include:

• Deterioration of Skills: 41% of job seekers report a decline in hard or soft skills.
• Gaps in Work Experience: 37% cite gaps on their resumes as a significant issue.
• Decreased Confidence: 34% experience a loss of confidence.
• Reduced Networking Opportunities: 29% find it harder to network.
• Decreased Awareness of Industry Trends: 23% feel out of touch with current practices.

Generational differences also play a role, with Gen Z and millennial job seekers more likely to report a deterioration of hard skills compared to boomer/senior job seekers (34% and 31% vs. 17%, respectively).

Expert Tips for Job Seekers
As experts in the staffing industry, Express franchise owners John Roller in New Hampshire and Lisa Daijo in Hawaii frequently witness both the joy of employment and the heartbreak of unavoidable job loss.

“Job seekers can experience a mix of emotions, ranging from anxiety and frustration to feeling relaxed or burdened,” Daijo said. “They can start to feel disconnected from society and not feel valuable because of the difficulty in finding their next opportunity.”

Roller notes that the long-term impacts of unemployment can also extend into other areas of life, such as relationships and physical health. However, for all the potential adverse outcomes of resume interruptions, both experts agree that there are strategies to make the most of the situation.

“Losing a job may provide a new level of motivation, and time to sharpen skills, pursue additional education or obtain a certification,” Roller added. “Although networking opportunities may not be readily available, most people would be happy to help if approached in the right way. Job seekers should be honest about their intentions and ask for help with introductions.”

Daijo adds that it’s also an excellent time to earn microcredentials and volunteer to maintain the same level of expertise to be ready when the next opportunity presents itself.

“Ideally, we want to always leave our current job with another position secured before leaving to prevent unemployment,” she said. “But if the circumstances arise, maximize your time by learning new skills and developing yourself.”

Turning Unemployment into Opportunity
While job seekers rarely describe extended unemployment as a blessing, Daijo said, “This is the greatest opportunity to ask yourself those hard-hitting questions about your whys and your purpose, ensuring your next career fills your cup.”

“If you are not fully qualified for this next jump, it’s an excellent time to gain the skills and knowledge to thrive in your next role,” she added.

Speaking from personal experience, Roller suggests that many have survived and even thrived after experiencing unemployment.

“It inspired me to finally pursue my own business,” he said. “I don’t think I would have made the leap if I still retained the salary and job I had with two kids in high school, about to enter college.”

Staying positive in the face of adversity can be a powerful catalyst for change, according to Express Employment International CEO Bill Stoller.

“By focusing on skill development and networking, job seekers can turn this period of unemployment into a stepping stone for future success,” he said.

Survey Methodology
The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 21 to Dec. 10, 2024, among 1,039 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

Recent Survey Shows Toxic Behaviors Eroding Workplace Culture

OKLAHOMA CITY — New data reveals a troubling increase in toxic behaviors within the workplace, underscoring the critical need for companies to take immediate action to prevent employees from becoming job seekers.

This is according to a recent Express Employment Professionals-Harris Poll survey.

With 30% of employed U.S. job seekers reporting employees at their company are more confrontational than they were three years ago, the urgency to address these issues has never been greater. The trend is particularly pronounced among male job seekers, with 34% noting increased confrontational behavior compared to 23% of female job seekers.

Furthermore, more than one in five employed job seekers (22%) have observed a rise in employees being mean to others at work over the past year. This escalation in toxic behaviors is not only damaging workplace relationships but also undermining the overall company culture, prompting many employees to seek new job opportunities.

Personal Accounts of Toxicity

Several personal accounts from survey respondents shed light on the specific toxic behaviors they have experienced:

• “I remember when some workers got physical with each other because one of them made offensive and disrespectful comments about the other’s personal life. It created a hostile environment and affected everyone on the team.” — Employed 36-year-old male job seeker
• “I had a coworker who consistently tried to make me do tasks that weren’t in my job description and actively tried to sabotage my work. I reported her multiple times to management, but nothing was done about it until I had to quit due to needing to take care of my parents and my deteriorating mental state.” — Unemployed 30-year-old female job seeker
• “When I was employed as an RN on an inpatient hospital unit, I experienced bullying by senior nurses toward younger nurses. They were envious because they did not hold the same accreditations as the incoming graduates. When I started to display mental health issues, there were opportunities for the others to target me, as well.” — Employed 59-year old female job seeker

Company Culture and Adaptation
The findings underscore the significance of company culture in addressing toxic behaviors. More than half of job seekers (54%) believe that company culture should adapt to changing times and employee desires rather than expecting employees to conform to existing culture. This sentiment is stronger among female job seekers (59%) compared to males (49%).

Additionally, 55% of job seekers agree that it is inappropriate for employees to demand the same boundaries from their coworkers that they set with their family and friends. Nearly 3 in 5 (57%) find it difficult to distinguish between a hostile work environment and a clash of coworkers’ personalities in today’s workplace.

Hiring Managers’ Perspective
Hiring managers also report a troubling increase in toxic behaviors. Half of U.S. hiring managers (50%) have observed more instances of poor employee behavior being reported now than they did three years ago. Nearly three-quarters (74%) have witnessed toxic traits regularly, with gossiping (39%) being the most common, followed by unprofessional communication (27%), employees avoiding collaboration (24%), micromanaging direct reports (19%) and employees taking credit for another person’s work (19%).

Specific Incidents Reported by Surveyed Hiring Managers

• “An employee constantly gossiped about colleagues, spreading negativity and undermining team morale, which created unnecessary tension and damaged trust within the workplace.” — 44-year-old male hiring manager
• “During a team meeting, one employee repeatedly interrupted others to push their ideas, disregarding everyone else’s input. They made dismissive comments like, ‘That is not going to work,’ without offering constructive alternatives.” — 36-year-old female hiring manager
• “An employee was sending inappropriate texts and threats.” — 26-year-old male hiring manager

Proactive Measures Needed
While 84% of employed job seekers say their company implements measures to manage conflicts, more proactive approaches are needed. This includes:

• Providing resources on conflict resolution: 53%
• Encouraging open communication with supervisors: 52%
• Mandating training on appropriate workplace behavior: 36%
• Displaying signs or other materials regarding appropriate workplace behaviors: 27%

Additionally, 62% of job seekers agree that companies need to have signage to remind people to be nice to one another. This sentiment is particularly strong among Gen Z, millennial and Gen X workers (78%, 64% and 56%, respectively) compared to boomer/senior job seekers (44%).

“Addressing toxic behaviors in the workplace is crucial for businesses aiming to attract and retain top talent,” Express Employment International CEO Bill Stoller said. “A toxic environment not only drives employees away but also tarnishes a company’s reputation, making it more difficult to recruit skilled professionals. By fostering a positive and respectful workplace culture, companies can enhance their appeal to skilled professionals, reduce turnover and strengthen their overall market position.”

Survey Methodology
The Job Insights survey was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals Nov. 11 – 26, 2024, among 1,001 U.S. hiring decision-makers.

The Job Seeker Report was conducted online within the United States by The Harris Poll on behalf of Express Employment Professionals from Nov. 21 to Dec. 10, 2024, among 1,039 adults ages 18 and older.

For full survey methodologies, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

OKLAHOMA CITY — Express Employment International is pleased to announce the promotion of Bob Funk, Jr., to President, effective immediately.

As President, Funk Jr. will lead the company’s Sales and Marketing teams, along with his current role leading international efforts and business intelligence, ensuring ongoing innovation and expansion.

“Bob is the perfect fit to step into this role because, having grown up with Express, he is deeply connected to our brand and mission,” Express International CEO Bill Stoller said. “His passion for empowering entrepreneurs and his drive to provide hope through employment to millions of individuals and families are core to who he is. With his innovative mindset and strong leadership, I am confident that Express will continue its growth and success.”

Funk Jr., a seasoned leader within the organization, earned his bachelor’s degree in international business from Oklahoma Baptist University. He began his career with Express Employment Professionals at the franchise level in 1996 and joined Express International in 2013. Over the years, he has served in key roles such as Senior Vice President of Strategic Planning and Corporate Development and Vice President of Sales and Corporate Development.

In addition to his role with Express International, Funk Jr. is an accomplished entrepreneur and the Managing Partner of Oklahoma Temporary Services, overseeing 58 Express-affiliated franchise locations. A dedicated community leader, he actively supports numerous causes, including Habitat for Humanity and Palomar, among others.

A dedicated advocate of career and technical education, Funk Jr. champions the importance of technical education in shaping the future workforce and empowering individuals to reach their full potential through his involvement with the Association of Career Tech Educators.

He also serves on the Executive Committee of the Greater Oklahoma Chamber of Commerce, is a Board Member of Express Employment International, a graduate of Leadership Oklahoma City Class XXXI, and an active member of Downtown Rotary Club 29.

“Having always believed in the power of our work to create lasting change, I’m passionate about empowering entrepreneurs and providing hope through meaningful employment to millions of individuals and families,” Funk Jr. said. “Our work isn’t just about creating jobs; it’s about changing lives and building stronger communities. I’m honored to step into this role and look forward to continuing our work to make a lasting difference.”

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

OKLAHOMA CITY — Express Employment Professionals franchisees from around the globe recently convened in Dallas, Texas, to mark a year of outstanding sales and accomplishments at the 2025 International Leadership Conference (ILC). This annual event brought together leaders from the staffing giant to celebrate their successes and set the stage for another year of excellence.

The event featured EGOT actress Viola Davis and James Lawrence, a Guinness World Record holder known as the “Iron Cowboy,” and networking and training for roughly 1,400 attendees.

“ILC is more than just an annual event; it’s an opportunity to connect with industry leaders and peers,” noted Bill Stoller, CEO of Express Employment International. “The honor of exchanging knowledge and insights with such talented individuals propels Express to new heights, equipping us with the strategies and resources needed to excel this year and beyond.”

The Employee of the Year award, the inspirational highlight of each year’s conference, was presented to Darren Walton for his unwavering resilience and extraordinary dedication during challenging times.

Despite enduring a severe car accident that left him in a coma and an assault that hospitalized him just two days after starting his current job, his ability to rise above adversity and his steadfast devotion to his role have made him a beacon of inspiration for all.

“For nearly four years, Darrin has consistently gone above and beyond in his role,” said Samantha Beaster, manager partner and director of operations for the west Indianapolis, Indiana, Express office. “He is the definition of dedication — working overtime to lend a helping hand, being a true team player and exemplifying everything we value in an Express associate. Employees like Darrin are why our local office is celebrating its 30th anniversary this April!”

Walton returned the praise, saying the experience showed him how the company values everyone and provides incredible growth opportunities.

“Express shows that everyone, from new workers to new franchisees, is a valued team member,” he added. “I’ve given speeches and had people clap for me, but the support in that room, at that moment, showed me that this is a family. How has it impacted me? I want to grow within the company and be a part of Express’ magic.”

Express franchise owners Tina and Tom Williams were also recognized from the stage as this year’s Franchisees of the Year for their exemplary demonstration of Express values — People, Teamwork, Built to Last and Integrity.

Their contributions to Express have been invaluable. From providing insights through franchisee focus groups to volunteering for Express Leadership Academy initiatives, Tina and Tom have played a crucial role in the growth and success of the organization. They even piloted an app, sharing key learnings and sparing other franchisees potential hassles.

The couple’s advocacy work and involvement in state legislative efforts have helped numerous businesses remain competitive. This kind of dedication is rare and has earned them the respect and admiration of their peers.

“Tina and Tom’s contributions have fundamentally strengthened our organization,” Stoller added. “They exemplify the innovation and community engagement spirit that drives our success. Their ability to inspire and lead by example has elevated their own franchises and set a benchmark for others to follow.”

Express boasts more than 870 franchise locations in five countries across the globe, garnering $3.7 billion in sales and employing 427,000 associates in 2024.

If you would like to arrange for an interview to discuss this topic, please contact Sheena.Hollander@ExpressPros.com, Director of Corporate Communications & PR.

$3.7 Billion in Revenue and Robust Franchise Growth Underscore a Year of Remarkable Achievements

2024 Highlights

• Revenues of $3.7 billion in the U.S., Canada, South Africa, Australia and New Zealand
• Office Count: 870
• Employed 427,000 people
• Client Partners: 66,000

OKLAHOMA CITY — With $3.7 billion in revenue and 427,000 associates employed across 870 franchise locations globally, Express Employment Professionals marked 2024 as its fourth-best sales year in more than four decades of operations.

Franchise expansion consisted of awarding 48 franchise development agreements, including locations in California, Ontario, Texas and South Carolina.

“Our franchise owners and their teams have shown exceptional dedication and resilience in the face of challenging market conditions,” said Bill Stoller, CEO of Express Employment International. “Their unwavering commitment is the cornerstone of our success. I am incredibly proud of their achievements and the positive impact they have on our clients, job seekers and communities.”

Express received numerous accolades in 2024, earning spots on prestigious lists, such as:

• Entrepreneur: Franchise 500 List and Best in Category for 13 consecutive years, Franchise 500 Hall of Fame, Fastest Growing Franchises, Top Global Franchises, Top Franchises for less than $150,000, Top Brands for Multi-Unit Owners and Top Franchises for Veterans
• Forbes: America’s Best Professional Recruiting Firms and America’s Best Temp Staffing Firms and America’s Best Large Employers
• Staffing Industry Analysts: Fourth-Largest U.S. Staffing Firm, Third-Largest U.S. Industrial Staffing Firm, Second-Largest U.S. Office/Clerical Staffing Firm, Largest U.S. Direct Hire Firms, Largest Direct Hire Staffing Firms Globally and 13^th-Largest Global Staffing Firm
• Franchise Business Review: Top Franchise Culture, Top Franchises for Women, Most Innovative Franchises, Most Profitable Franchises, Top Franchises for Veterans and Top Franchises
• ClearlyRated: Best of Staffing® Talent and Client Diamond Award
• Franchise Direct: Top 100 Global Franchises
• Franchise Times: Top 400 (#28)
• Franchise Research Institute: World Class Franchise Since 2006

Starting 2025 on a high note, Express has once again been recognized as the Top Staffing/Recruiting Firm on Entrepreneur’s Franchise 500 list. Additionally, the company earned a spot as Franchise Direct’s 10th Top Franchise, ClearlyRated’s Best of Staffing Talent Award and maintained the Diamond Award for ClearlyRated’s Best of Staffing Client.

“At Express, the human connection is what truly differentiates us,” Stoller said. “Our ongoing commitment to linking exceptional companies with top talent ensures we remain a trusted partner in the industry, driving us to new heights and solidifying our position as industry leaders.”

Ready to join a winning team as a business owner? Visit ExpressFranchising.com to learn more about the proven Express model. With more than 100 territories available across North America and several resale opportunities, there’s never been a better time to seize this incredible opportunity.

If you would like to arrange for an interview with Bill Stoller to discuss this topic, please contact Sheena Hollander, Director of Corporate Communications and PR, at (405) 717-5966.