Similar businesses sell at 1.4x to 6.6x SDE. Compare live listings and connect with sellers.
This fast-growing Employer of Record (EOR) and Back-Office Solutions company operates on a proprietary technology platform fully owned by the seller. The system allows seamless onboarding, payroll administration, compliance, white-label portals for each client, and automated workflows. Each client receives their own branded portal, creating high retention and strong licensing potential. The company provides full back-office support, including payroll processing, compliance, workers’ compensation coverage nationwide, and optional factoring/payroll funding services. Founded in 2024, the company has scaled rapidly by leveraging both technology and strong industry demand.
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This business provides specialized remote staffing and operational support to professionals in the financial services sector. It connects experienced U.S.-based talent with firms seeking administrative, client service, and back-office assistance. The model is fully remote and highly scalable, allowing the company to serve clients nationwide without geographic limitations. Revenue is driven by recurring monthly engagements, supplemented by project-based and direct-hire recruiting work. The business has built a strong reputation through consistent performance, long-term client relationships, and zero reliance on paid advertising. With a growing demand for outsourced operations in the advisory space, the company is well-positioned for continued expansion. Its streamlined infrastructure and niche expertise create an attractive opportunity for a buyer seeking a profitable, asset-light service business.
Founded in 2016 in Puebla, Mexico, this HR and nearshore Employer of Record (EOR) provider specializes in building compliant, full-time remote teams across borders. Initially focused on recruitment, headhunting, and payroll, the firm has grown into a trusted HR partner with a solid base in Mexico and a portfolio of recurring international clients. In 2021, operations expanded into the United States, enabling clients to hire internationally without the need for local entities. By 2025, coverage extended to Canada, delivering seamless EOR services across North America. Strategic partnerships with immigration lawyers further enhance compliance and visa support. The competitive advantage comes from rapid, high-quality talent sourcing, bilingual nearshore support, and strict compliance practices. Revenue is generated through recruitment fees and recurring EOR/HR outsourcing contracts, serving small to mid-sized enterprises in the U.S., Canada, and globally that seek cost-effective, scalable workforce solutions. Today, a 17-member team manages HR operations for more than 1,000 client employees, with most staff based in Mexico for efficiency. Future growth plans include expanding Latin American talent networks, extending EOR services into additional countries, and developing advanced offerings such as role-based hiring pods and international compliance programs. With nearly a decade of experience, proven North American expansion, and strong expertise in cross-border HR, the firm is positioned to remain a leading partner for organizations scaling globally.
Founded in 2023, a fast-growing recruitment services provider, based in Florida, specialized in accounting, finance and tax industry. The owner is seeking a strategic partner to expand and grow its scope of services.
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The sellers of this very well established staffing brand located in the Twin Cities metro area have reduced the listing price! This company, in business since 2017, has built its service-focused reputation to serve a client base exceeding 210 signed staffing contracts and over 1,300 employees placed since its opening. The business has standard clients and a consistent candidate pool and continued to invest in its people and candidates. It has an expansive territory allowing a buyer to expand it reach. The company enjoyed top-ratings on a local basis and wants to continue that for the new owner. Growth is up over 15% this year and continues to grow weekly with new clients within the first three months of activity.
National transaction benchmarks for staffing agency businesses.
Under $500K
$500K to $2M
Over $2M
A variety of factors can cause businesses to trade outside this range, including earnings quality, operational transferability, key-person risk, growth trajectory, and geography, so a listing priced above or below the typical multiple usually reflects real differences in the underlying business.
Cofounder & CEO
Key diligence, valuation, financing, and transition considerations for buyers evaluating staffing agency acquisitions.
You pay temporary workers every week but collect from clients on 30- to 60-day terms. That gap, called the payroll float, ties up far more cash as you grow, not less. Many buyers underwrite the purchase price and forget they also need a payroll-funding or factoring line to cover wages between paychecks and collections. Model the working-capital need at your target revenue before you sign anything.
Contract and temp revenue behaves nothing like direct-hire placement revenue. Temp staffing is recurring, lower-margin, and earns a spread on every hour billed; direct-hire is a one-time fee that is lumpy and tied to hiring cycles. A book that is mostly recurring temp revenue is more predictable and usually more valuable than one riding on a few big placement fees. Get the revenue split before you value the business.
Check how much of the revenue rides on the top three clients. Staffing relationships can end with a single procurement decision or a master service agreement non-renewal. If one account is 40% of billings, the business is one phone call away from a very different valuation. Ask for revenue by client and the status of every major contract.
As the employer of record, you carry workers' compensation, unemployment, and co-employment exposure. Your workers' comp experience-modifier rate directly drives cost, and worker-misclassification claims (treating someone as a contractor who should be an employee) can be expensive. Review the comp history, the classification practices, and any open claims before close.
Many client and candidate relationships live with individual recruiters, not with the company. If a producing recruiter leaves and takes a desk's worth of clients to a competitor, you have bought less than you paid for. Identify the key recruiters, understand their compensation, and make sure enforceable non-solicitation terms and retention incentives are part of the deal.
Staffing agencies tend to trade around two-and-a-half times SDE. Across 132 staffing and employment-placement transactions in the comp data, the median sale was about 2.4x SDE, with most deals landing roughly between 1.6x and 3.8x, and revenue multiples near 0.36x. SDE means seller's discretionary earnings, the profit plus owner's salary and add-backs. Marketplace listings have skewed toward Tier 2 ($500K to $2M), with a median asking price around $800K.
Answers to common buyer questions for this market.
