Meridian Staffing Group

Words in [brackets] are blanks you fill in with your own details when you adopt this sample in Supreme Plan AI.

Executive Summary

Meridian Staffing Group is a women-owned staffing agency in Richmond, Virginia, owned by Angela and Denise Thornton. We place workers in light industrial, warehouse and logistics jobs for local employers, handle onboarding and attendance and offer direct hire placement.

Why this fits. Warehouse and logistics hiring remains strong, and employers want reliable workers quickly. A local agency that screens carefully, treats workers fairly and keeps compliance in order can win steady repeat business.

Here is what our numbers show. In Year 1 we plan about 20,000 billed hours of temporary staffing and 8 direct hire placements. That brings in sales of $608,000, growing to $2,904,096 by Year 5. We expect a profit of about $2,500 in Year 1, a profit of about $88,100 in Year 2, a profit of about $211,400 in Year 3 and a profit of about $378,000 by Year 5. Payroll for workers before clients pay, insurance and recruiter pay are our largest costs, and the plan counts all of them.

We need $165,000 in total. Of that, $77,000 is startup costs (computers and a phone system, office setup, insurance, payroll and tracking software, branding and launch marketing and a payroll funding cushion), and the rest is cash for the first months. We are putting in $60,000 of our own savings and asking for a $105,000 SBA 7(a) loan.

We are Angela and Denise Thornton, owners of Meridian Staffing Group. These numbers are estimates based on the assumptions listed at the end of this plan, not promises.

Company Description

Meridian Staffing Group will be a limited liability company (LLC) in Richmond, Virginia, owned and run by Angela and Denise Thornton. Angela and Denise have spent years recruiting and managing workers for light industrial and warehouse employers and now want to run their own agency with a focus on fair treatment and reliability.

What we do:
- Temporary staffing for light industrial, warehouse and logistics employers.
- Direct hire placement for supervisors and skilled roles.
- Temp-to-hire programs.
- Onboarding, scheduling and attendance support for client sites.
- Job fairs and community hiring events.

Who we serve: Warehouses, distribution centers, light manufacturers and logistics employers in the Richmond area, and the workers who fill their jobs.

Licensing and insurance. We will register the LLC, carry workers compensation, general liability, employment practices liability and errors and omissions insurance, run payroll with a licensed payroll provider, follow wage and hour, tax, immigration verification and anti-discrimination rules and screen workers with background checks as clients require. We will pursue women-owned business certification, which is not guaranteed.

Our promise. Reliable workers on time, fair pay and treatment and a recruiter who answers the phone.

Where things stand today. The business plan, screening process and rate sheet are written. The next steps are the insurance, the payroll provider and the first clients.

Problem & Opportunity

Employers struggle to find reliable workers quickly, and workers struggle to find steady jobs with fair treatment.

What customers run into:
1. No-shows and high turnover in entry-level roles.
2. Slow hiring that delays production.
3. Agencies that treat workers as numbers.
4. Compliance risk when hiring temporary workers.

Why it matters. Reliable staffing keeps production running, and fair treatment lowers turnover and builds a good reputation for both employers and workers.

Products & Services

Meridian will be the Richmond agency employers call when they need reliable workers.

What makes us different:
1. Careful screening and orientation.
2. Fair pay and clear expectations for workers.
3. Fast response and backup coverage.
4. Compliance handled correctly.
5. A named recruiter for every client.

How an order works:
1. The client sends a job request with needs and schedule.
2. We recruit, screen and orient workers.
3. We place workers, check in on day one and manage attendance.
4. We invoice weekly and review performance with the client.

Why customers stay. Employers keep an agency that fills orders and treats workers well, and workers return for new assignments.

Market Analysis

Who we serve:
- Warehouse and distribution employers.
- Light manufacturers.
- Logistics and transportation firms.
- Employers seeking direct hires and supervisors.

How we sized the market. Our Year 1 plan is about 20,000 billed hours of temporary staffing and 8 direct hire placements, a small share of the staffing in a large metro area. Replace this estimate with your own count of employers and workers near you.

Why now. Warehouse and logistics hiring remains strong, and employers want agencies that fill orders reliably and follow the rules.

Competitive Landscape

What customers can do today:

1. Large national staffing firms. Wide coverage and impersonal.
2. Local staffing agencies. Personal and variable.
3. Online job boards. Cheap and unscreened.
4. In-house hiring. Controlled and slow.
5. Gig labor apps. Fast and uncertain in quality.

Where we fit. Meridian will be a local, women-owned agency that is reliable, fair and responsive.

Marketing & Sales Strategy

How customers will find us.

Before opening:
- Meet warehouse managers and plant supervisors.
- Prepare a screening and orientation process.
- Set up a website, job application and Google Business Profile.
- Hold hiring events with community partners.

After opening:
- Ask clients for references.
- Share monthly attendance and performance reports.
- Hold worker appreciation events.
- Visit clients weekly.
- Recruit through community partners and referral bonuses.

What we will measure. How clients heard about us, how many trial orders become regular clients and how many workers return.

Operations Plan

How the business will run.

Season and schedule. Demand peaks before holidays and in spring and fall, with steady year-round needs. We build a pool of reliable workers and keep backup coverage for peaks.

Team. Angela leads clients and recruiting and Denise leads workers and compliance in Year 1. Recruiters and an admin join as billed hours grow.

Quality and safety. We train workers on site safety, verify client safety orientation, report incidents and follow workers compensation procedures. We keep records and communicate clearly with clients about safe work.

Equipment. We will buy computers, a phone system and applicant tracking and payroll software and basic office setup.

Paperwork and money. Clients are invoiced weekly and pay within about thirty days, while workers are paid weekly. We use a payroll provider, fund payroll from our cash and a line of credit and follow up on late invoices after one week. We keep the books in simple accounting software and set aside money for taxes and insurance every month.

Management & Organization

The people who will run Meridian Staffing Group.

Angela Thornton, owner and client lead. She recruits clients and manages accounts. Denise Thornton, owner and compliance and workforce lead. She manages workers, payroll and the books. (Replace this paragraph with your own background.)

Team. One recruiter in Year 1, growing to four, each trained on compliance and fair treatment.

Office. A payroll and admin coordinator joins in Year 2.

Outside advisors. An accountant, an insurance broker, an attorney who reviews contracts and a free mentor from SCORE or the Small Business Development Center.

Staff pay in this plan is a full year per person: owner / Client Lead $56,000; recruiter $42,000; payroll and Admin Coordinator $36,000. Replace them with the pay you can offer where you live.

Milestones Narrative

Our goals and when we plan to reach them.
- Before opening (3 months ahead): register the LLC, set up insurance and payroll, build the screening process and sign the first clients.
- Year 1: about 20,008 hours and placements with Angela and Denise recruiting; $608,000 in sales and a profit of about $2,500.
- Year 2: about 36,014 and a recruiter; $1,130,520 in sales and a profit of about $88,100.
- Year 3: about 52,020 and a second recruiter; $1,687,300 in sales and a profit of about $211,400.
- Year 4: about 68,026 and a third recruiter; $2,278,456 in sales and a profit of about $308,200.
- Year 5: about 84,032 and a fourth recruiter; $2,904,096 in sales and a profit of about $378,000.
Growth depends on winning and keeping customers, so treat the later years as goals, not promises.

What we check every week: hours billed, orders filled, payroll cost, gross margin, unpaid invoices and cash in the bank.

Funding Request

How much we need and how we will use it. Total we are raising: $165,000.

How we got that number. The Funding Need Calculator in this plan adds up three things:
- Startup costs of $77,000, listed item by item in the Startup Costs section: $6,000 for computers and phone system, $4,000 for office furniture and setup, $3,500 for LLC filing and attorney review of contracts, $14,000 for workers compensation deposit and first insurance payment, $6,000 for applicant tracking and payroll software, first year, $6,000 for office deposit and first month's rent, $4,000 for branding and website, $6,000 for launch marketing and hiring events, $2,500 for compliance and recruiter training, $25,000 for payroll funding cushion.
- The cash the business uses before it breaks even, about $43,200. Workers are paid weekly and clients pay later, so the business funds payroll before sales are collected.
- A cash cushion of about $41,800: three months of Year 1 operating costs.
- Together, the cash used before break even and the cushion come to about $84,900, and the three pieces add up to about $161,900, rounded up to the nearest $500: $162,000.
We are raising $3,000 more than that, $165,000 in all, to cover a slower first season than planned. With this funding, the lowest year-end cash balance is about $97,100, at the end of Year 1.

Where the money comes from:
- Our own money: $60,000.
- SBA 7(a) loan: $105,000.

Kind of funding we are looking for. An SBA 7(a) loan from a lender that finances small businesses, backed by our savings and the equipment as collateral.

How we will pay it back. We expect a profit of about $2,500 in Year 1, a profit of about $88,100 in Year 2, a profit of about $211,400 in Year 3, a profit of about $308,200 in Year 4 and a profit of about $378,000 in Year 5. With this funding, the business has money in the bank at the end of every year of the plan. Our loan is the SBA 7(a) loan at 10.5% over 10 years, $1,417 a month. That payment is already included in our cash flow. We chose these as cautious planning rates; ask the lender for the real rates, which may be lower or higher.

What we are offering the lender: the equipment and a personal guarantee.

A smaller first step, if needed. If we cannot raise the full amount right away, we can start smaller and grow into this plan:
- Phase 1: start with a few clients and a small worker pool, which lowers the startup costs and the loan.
- Phase 2: once the first clients are steady, add recruiters and more clients and follow this plan.
To plan the smaller start, make a copy of this plan (use Duplicate) and lower the numbers to match.

All numbers in this plan are estimates. We will update them as real results come in.

Appendix Notes

Documents to attach before you send this plan:

- Your resume and a personal financial statement (a list of what you own and what you owe; lenders usually provide a form).
- Business registration papers and your EIN (your business tax number from the IRS, free at irs.gov).
- Your business license and proof of insurance.
- Your payroll provider agreement and sample client contract.
- Your screening and orientation process.
- A list of employers you plan to approach.
If you don't have any of this yet, no worries - let's continue.

The assumptions behind our numbers (change them in the Financials section to match your own):
- Temporary Staffing (per billed hour): about $28 in Year 1, rising to $32; about $21 in direct costs, rising to $24; about 20,000 in Year 1, growing to 84,000.
- Direct Hire Placements: about $6,000 in Year 1, rising to $6,753; about $600 in direct costs, rising to $675; about 8 in Year 1, growing to 32.
- Temporary staffing bills about $28 per hour with about $21 per hour in worker pay and payroll costs. A direct hire placement averages about $6,000.
- Prices rise about 4% a year.
- Equipment ($10,000 in Year 1) covers computers, a phone system and office setup, and later years ($1,000, $2,000, $1,000 and $2,000) replace and add equipment.
- Pay (a full year, per person): owner / Client Lead $56,000; recruiter $42,000; payroll and Admin Coordinator $36,000.
- Other yearly costs in Year 1: office Lease and Utilities $18,000, insurance $14,000, software $12,000, marketing $12,000, background Checks and Job Boards $8,000, admin $5,000. These grow between 3% and 5% a year.
- Customers and payers pay about 44 days after service, so at the end of Year 1 about $72,960 is still owed to us. Income tax at 21%.
- Every dollar amount is an estimate. Replace them with your own quotes and research.

Startup Costs