Thirteen years in sales operations. Five of them in franchising specifically.
My career has been in sales operations, broadly defined. Not just selling, but running pipelines, managing lead generation activity, structuring qualification processes, and building the operational infrastructure that lets sales teams actually convert what they generate. Across different sectors and roles, the work has consistently been the operational side of revenue, not just the front-line.
Five of those years moved into franchise recruitment specifically. The Business Clinic gave me multi-brand experience across several different sectors simultaneously, running outsourced recruitment for multiple franchisors at once. Driver Hire gave me the in-house perspective at an established UK network with real commercial pressure, working directly with their existing recruitment operation under Graham Duckworth.
Between them, those experiences shaped how I think about franchise recruitment. What works, what does not, where most operations leak candidates, and why so much of what gets sold to franchisors as recruitment improvement is actually solving the wrong problem.
A natural experimenter who ended up building things.
Alongside the sales career, I have always been the kind of person who pulls things apart to see how they work and then tries to build a better version. For years that meant tinkering with systems, automating bits of my own workflow, and learning whatever I needed to learn to make something happen. It was a curiosity more than a job.
When modern AI tools started becoming genuinely capable, that experimenter instinct accelerated. I went from building small automations to building entire admin systems, AI agents, integrated platforms with databases and authentication. The capability gap between what I could build and what most franchisors are currently buying off the shelf became impossible to ignore.
What started as a side interest became a meaningful second skill. The combination of sales operations expertise and the ability to actually build the systems that improve those operations is what Franquility now offers.
Why not just another franchise recruitment consultancy.
When I started Franquility, the initial plan was the obvious one for someone with my background. Set up as an outsourced franchise recruitment service, sell ongoing retainers to franchisors who need help running their pipelines. Reasonable plan. Honest work.
The problem became clear quickly. UK franchising is a small sector in the grand scheme. Several established consultancies already serve the ongoing recruitment retainer model, and serve it well. Competing in that lane meant being a slightly differentiated version of services that already exist, sold to a sector where every franchisor already has a contact for that type of work.
What was actually rare in the market was not another franchise recruitment specialist. It was someone with franchise recruitment depth who could also build the AI systems that franchisors were starting to ask about but had no way to actually implement. The build capability I had developed on the side was the part that did not exist elsewhere.
That is where Franquility sits now. Franchise AI implementation and lead generation, delivered by someone who has worked the pipeline and can also build the systems that improve it. Different from the existing consultancy market because the combination of skills is genuinely uncommon, not because of marketing positioning.
A working AI platform, running in production.
Before launching Franquility, I built a complete AI-enabled platform for ProperLets, a UK property management business operating a 208-unit residential portfolio. A bespoke admin system replacing several monthly SaaS subscriptions. A full property and tenant management platform with AI agents handling tenant communication, maintenance triage, document production, and reporting. A personal portfolio assistant for the owner that answers questions about the portfolio on demand.
The platform is in active production use. The systems work. The owner is saving meaningful time and energy. This is not a portfolio piece or a hypothetical. It is the proof that the same capability applied to franchise recruitment will produce real systems that actually run, not slide-deck concepts.
Franquility is now building further case studies through the free assessment programme. The first franchisors to engage are getting the same combination of careful operational thinking and real build capability that ProperLets received. As those engagements complete, they will become referenceable case studies in their own right.
Worth a conversation?
The free assessment is the natural first step. One discovery call, a written report within a week, and a clear view of what is worth implementing in your operation. No commitment to anything further.