Solutions · Franchises & Networks

One brand. Hundreds of locations. One talent pool.

Every location recruiting alone means duplicated spend, inconsistent employer branding, and an annual seasonal panic. Jobful lets corporate build the infrastructure and the brand — while each location hires self-serve, with zero technology burden.

hubCentralized talent communitiesstorefrontLocal hiring autonomyevent_repeatSeasonal planning
See the Wyndham story

Wyndham Hotels & Resorts runs its partner-careers platform on Jobful across EMEA.

Network console · locationsLive
apartmentRamada · 6 hotels
Ramada BucharestFranchise hotel · 6 open roles
Growth
Ramada AntalyaFranchise hotel · seasonal pool
Starter
apartmentDolce · 3 hotels
Dolce ViennaManaged hotel · 12 open roles
Accelerator
Dolce SofiaAwaiting verification
Freemium
check_circleHotel verified — profile approved, Freemium granted2h
check_circleSeasonal roles live — summer contracts, 3 properties1d
check_circlePackage upgraded — Starter → Growth, paid by invoice2d
Overview

Corporate owns the infrastructure. Locations just hire.

The franchise model splits responsibility cleanly: headquarters runs the branded career platform, controls the employer message, and sees the whole network — while each location gets a simple self-serve account sized to its needs.

store

Why networks specifically?

Because a network's hiring problem is structural: dozens or hundreds of locations compete for the same local talent with different messages and duplicated spend, and most locations have no recruiter at all. Centralizing the infrastructure fixes the economics; keeping execution local preserves what makes franchising work.

account_tree

How the structure maps

Three levels, mirrored in the platform: the network, its brands, and each location. Public career pages live at brand level with jobs filtered per brand; each location — franchised or managed — runs its own account, verified by the network before it can hire.

3levels in one architecture — network, brand, location
0IT burden per location — self-serve from verification to hire
€0Jobful cost per location — one enterprise agreement covers the whole network
The challenges

What breaks when every location hires alone

Five structural problems, one shared platform.

call_split

Every location sources the same people

Duplicated job-board spend, competing ads, no shared pool

When neighboring locations each pay to reach the same local candidates, the network is bidding against itself. A centralized talent community — built and funded once, at network level — gives every location a pre-qualified pool to hire from instead of a cold start.

  • checkShared talent pools for the roles every location hires.
  • checkLocation filtering — candidates by geography and availability.
  • checkOne community funded centrally instead of N ad budgets.
1

talent community serving the whole network — built once, hired from everywhere.

Talent pool · housekeepingShared
Bucharest124
Vienna89
Antalya73
Sofia48
Candidates by city — each location hires from its slice
Per-location packages

Locations join small and grow into the platform

Not every property hires the same way — the package ladder lets a two-role location and a master-franchisee live on the same platform, each paying for what it uses.

Tier 0

Freemium

  • checkVerified profile
  • checkFirst job posting
  • checkFirst candidate matches

Tier 1

Starter

  • checkA handful of open roles
  • checkLarger match allowance
  • checkStandard integrations

Tier 2

Growth

  • checkFull hiring volume
  • checkExpanded CV selection
  • checkBrand-page presence

Tier 3

Accelerator

  • checkManaged service & support
  • checkAutomatic shortlists
  • checkPriority assistance

Tier 4

Master-franchisee

  • checkMultiple locations, one account
  • checkHighest volumes
  • checkCustom integrations

tuneYour network defines the ladder — allowances, prices, and regional price lists are all configurable.

Customer story

Wyndham: a careers platform for an entire hotel network

One of the world's largest hotel franchisors needed hiring infrastructure its franchised and managed properties across EMEA could actually use — without corporate running recruitment for anyone.

The approach

Wyndham Partner Careers, on Jobful

A white-label platform mirroring the network's real structure — network, brand, hotel — where every property registers, gets verified, and hires on a package sized to its volume, from a free starter to a multi-hotel master-franchisee tier with regional price lists. Hospitality is built into the details: seasonal contract types, willing-to-work-nights-and-weekends fields, visa-eligibility flags, and perks like staff accommodation and service charge.

What's next for the platform: subscription self-management for locations, a network CRM with renewal automation, and payment flexibility (card or invoice) keep deepening — extensions land as platform features every network deployment picks up.

The shape of it

Live across EMEA

The Wyndham partner-careers deployment, by architecture.

3levels — network, brand, hotel — in one platform
110,000+candidates from across EMEA
5package tiers per property, free to master-franchisee
8+languages in the rollout
Pricing

Network pricing

Two different things, kept apart: what Jobful charges your network — and what your network chooses to charge its locations, which is entirely your commercial call.

Jobful's pricing

One enterprise agreement, network-wide

Custom

Quoted to your network's size and scope — a single predictable platform fee paid by corporate. Never per seat, never a percentage of hires.

  • checkWhite-label branded platform
  • checkMulti-brand architecture & career pages
  • checkNetwork admin, reports & location verification
  • checkLocalization for your regions
  • checkDedicated success team
Every location is covered by this agreement — there is no Jobful invoice to a franchisee, ever.
Your commercial model

What locations pay is your call

€0 → your ladder

The platform ships the commercial machinery; your network decides whether locations ride free or help fund the program — and any revenue is yours, not ours.

  • checkPackage tiers you define — free entry to full-service
  • checkJob & shortlist allowances per tier
  • checkRegional price lists
  • checkCard or invoice checkout, built in
It varies by network: Wyndham runs a five-tier ladder with regional prices; other networks give every location free access. Both work on the same platform.
See the package ladder
FAQ

Common network questions

The split is structural: corporate owns the platform, employer brand, and verification; each location owns its own account, jobs, and hiring decisions. Corporate sees the network; it doesn't hire for it.
Yes — the architecture is network → brand → location. Each brand gets its own public career page with jobs filtered automatically; locations declare their brand at registration. Wyndham runs multiple hotel brands on exactly this structure.
No installation and no training program — a location registers, gets verified by the network, picks a package, and posts its first job. The workflow is deliberately small: post, review matches, interview, hire.
By card or by invoice, per location, on packages the network defines — including a free entry tier and regional price lists. The network's own infrastructure agreement is separate, so corporate costs stay predictable.
Seasonal is a native contract type, so networks build dedicated pools for recurring peaks months in advance and re-engage past seasonal workers first. Locations then hire from a warm pool instead of scrambling at the peak.
Ready when you are

Give every location a hiring engine

Bring your network structure — brands, regions, location count — and we'll map the architecture and the package ladder in a 30-minute call.

Read the Wyndham story