HireQuest HQI

NASDAQ HQI

$15.94 -0.32 (-2.00%)

At close: Sep 9, 2026 · 4:00 PM EDT

Key Stats

Market Cap218.92 Mn

P/E31.96

P/S7.26

Div. Yield0.02

Revenue Growth (1y) (Qtr)6.04

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About

HireQuest, Inc. is a nationwide franchisor of temporary staffing offices that provides direct dispatch and commercial staffing solutions for light industrial and blue collar customers and also operates professional recruitment offices that offer permanent placement services for executive managerial and administrative positions. The company franchises its brands to independent owners who operate offices under trade names such as HireQuest Direct, Snelling, DriverQuest, HireQuest Health, Northbound Executive Search, Management Recruiters International, TradeCorp and Sales Consultants. As of December 31, 2025 the system included 413 franchisee owned offices and one company owned office located in 43 states the District of Columbia and 14 countries outside the United States. The firm employs approximately seventy five thousand temporary employees and works with eighty five independent contractors to serve a diverse range of industries.

HireQuest, Inc. generates revenue chiefly from royalty fees paid by its franchisees based on gross temporary labor sales or funded payroll, from license fees for the use of its proprietary software and trademarks, and from interest charged on franchisee accounts receivable that are past due. In 2025 the company reported royalty driven revenue of thirty point six million dollars while system wide sales across all franchised and company owned locations reached five hundred point two million dollars. These royalties are calculated as a percentage of gross billings or funded payroll and therefore provide a steady stream of income that is less sensitive to short term margin fluctuations. The firm also earns income from financing franchisee working capital needs through the purchase of accounts receivable and from fees associated with its risk management incentive program.

HireQuest, Inc. operates through the following segments: HireQuest Direct, Snelling, DriverQuest, HireQuest Health, Northbound Executive Search, Management Recruiters International, TradeCorp and Sales Consultants.

HireQuest Direct focuses on daily work daily pay jobs primarily for construction and light industrial customers.

Snelling provides longer term staffing positions in the light industrial and administrative arenas. DriverQuest specializes in commercial and non CDL drivers serving a variety of industries and applications. HireQuest Health supplies skilled personnel for the healthcare and dental industries. Northbound Executive Search concentrates on executive managerial and professional recruitment services. Management Recruiters International offers executive managerial and professional recruitment services similar to Northbound. TradeCorp targets construction site skilled trades workers. Sales Consultants delivers executive managerial and professional recruitment consulting.

HireQuest, Inc. holds a notable position within the highly fragmented temporary staffing and recruiting industry in the United States where no single company dominates the market. The firm differentiates itself through a nationwide footprint of franchised offices a local ownership model that aligns incentives with customer satisfaction and a suite of proprietary tools that enhance dispatch efficiency and compliance management. Competitive advantages include lower barriers to entry for franchisees due to access to working capital and affordable workers compensation insurance through the franchisor and a risk management incentive program that rewards safe workplace practices. Key competitors range from large multi national staffing corporations with hundreds of offices to small regional operators and numerous publicly traded peers that compete on price speed of service and relationship depth. The company’s scale enables favorable terms on workers compensation insurance and access to national accounts that many local rivals cannot secure.

HireQuest, Inc. serves a broad customer base that includes construction firms industrial manufacturers warehousing operators hospitality businesses recycling and waste management companies disaster relief contractors healthcare providers dental practices and firms seeking executive managerial or professional talent. Customers range from small local businesses to large multinational corporations and the staffing assignments are typically short term with little advance notice. The firm’s franchisees deploy temporary employees to fulfill repetitive high turnover project specific seasonal and special event staffing needs.

Investment Thesis

▲ Bull case

HireQuest holds a net cash position of approximately one million dollars and has access to forty point three million dollars of undrawn credit facility capacity providing ample liquidity for strategic moves. The company recently made an all cash offer of one hundred five million dollars to acquire the on demand portion of TrueBlue s PeopleReady segment a business described by management as underperforming for the seller but highly complementary to HireQuest s HireQuest Direct division. If the offer were to be accepted the combined entity could benefit from cross selling opportunities increased density in key geographic markets and reduced general and administrative expenses through shared back office functions. Management has emphasized that the franchise structure already supports stable selling general and administrative expenses as a percentage of system wide sales and an acquisition would likely amplify this efficiency while adding scale to the commercial and on demand lines. Furthermore the acquisition would give HireQuest access to TrueBlue s proprietary digitally enabled platforms which could be leveraged to improve matching efficiency and reduce time to fill for franchisees. The additional scale could also strengthen the company s bargaining power with national accounts leading to better contract terms and higher take rates.
The commercial division has shown near flat year over year system wide sales after excluding the divested MRI Network assets contrasting with broader industry declines and management attributes this strength to factors such as reduced undocumented immigration and targeted investments in the National Accounts program. Over the longer term from twenty nineteen to twenty twenty five the company s commercial sales grew almost eighty% while the overall U S temporary staffing market fell by approximately twenty three% indicating a durable competitive advantage. Recent weekly year over year comparisons have become increasingly favorable with several consecutive weeks of decent results suggesting that the improvement is not merely seasonal but reflects a structural shift in demand for light industrial and manufacturing staffing. Continued investment in the National Accounts function is expected to generate additional wins in retrofits reshoring projects and mid term industrial contracts which historically provide stable revenue streams for the franchise network. Moreover the company s deep relationships with local manufacturers allow it to quickly ramp up staffing for new product launches and plant expansions creating a recurring source of demand. This proximity to production sites also reduces transportation costs for workers improving overall placement satisfaction and retention rates.
Adjusted net income remained flat year over year at one point eight million dollars despite a twelve point seven% decline in total revenue demonstrating the ability of the franchise model to protect profitability through lower selling general and administrative expenses and disciplined cost control. The company has maintained a regular quarterly dividend of zero point zero six per share since twenty twenty and continues to intend to pay dividends subject to board approval supported by a strong balance sheet with zero debt drawn on the credit facility. Free cash flow generation is supported by converting earnings into cash with net accounts receivable of forty four point seven million dollars providing a buffer against working capital fluctuations. This financial discipline creates a foundation for potential dividend growth or share repurchases should excess capital become available after pursuing accretive acquisitions. In addition the low payout ratio leaves ample room for increasing the dividend should earnings improve signaling confidence to investors about long term cash generation. Shareholders also benefit from the tax efficiency of qualified dividends which can enhance after tax returns relative to other income sources.
Management highlighted that the reduction in undocumented immigration has normalized labor market dynamics making staffing demand more closely correlated with true unemployment trends rather than artificial suppression of demand. This shift positions HireQuest to capture a larger share of the temporary staffing market as competitors that relied on the excess labor pool may see their volumes contract. The company s franchise model allows rapid deployment of additional units in response to localized demand spikes without the need for substantial corporate overhead. As a result HireQuest can expand its footprint in high growth metros and secondary markets while maintaining profitability through the incentive aligned franchisee owner structure. Furthermore the franchisor provides standardized training and branding that helps franchisees maintain consistent service quality which is critical for winning national accounts contracts. This combination of local agility and brand consistency creates a moat that is difficult for pure play staffing agencies to replicate.
The franchise structure enables HireQuest to keep selling general and administrative expenses as a percentage of system wide sales stable even during periods of macroeconomic headwinds providing a built in mechanism for operating leverage as sales recover. With system wide sales already showing signs of stabilization and weekly year over year comparisons turning positive any incremental revenue flows directly to the bottom line with minimal incremental cost. The company s low cost base combined with its zero debt posture allows it to weather potential downturns better than many leveraged peers in the staffing sector. This operational resilience reduces the risk of earnings volatility and supports a more predictable long term growth trajectory for investors. Additionally the absence of debt eliminates interest expense volatility and frees cash flow for reinvestment or shareholder returns without the constraints of covenant compliance. This financial flexibility enhances the company s ability to pursue opportunistic acquisitions or invest in technology upgrades that could further improve margins.

HireQuest holds a net cash position of approximately one million dollars and has access to forty point three million dollars of undrawn credit facility capacity providing ample liquidity for strategic moves. The company recently made an all cash offer of one hundred five million dollars to acquire the on demand portion of TrueBlue s PeopleReady segment a business described by management as underperforming for the seller but highly complementary to HireQuest s HireQuest Direct division. If the offer were to be accepted the combined entity could benefit from cross selling opportunities increased density in key geographic markets and reduced general and administrative expenses through shared back office functions. Management has emphasized that the franchise structure already supports stable selling general and administrative expenses as a percentage of system wide sales and an acquisition would likely amplify this efficiency while adding scale to the commercial and on demand lines. Furthermore the acquisition would give HireQuest access to TrueBlue s proprietary digitally enabled platforms which could be leveraged to improve matching efficiency and reduce time to fill for franchisees. The additional scale could also strengthen the company s bargaining power with national accounts leading to better contract terms and higher take rates.
The commercial division has shown near flat year over year system wide sales after excluding the divested MRI Network assets contrasting with broader industry declines and management attributes this strength to factors such as reduced undocumented immigration and targeted investments in the National Accounts program. Over the longer term from twenty nineteen to twenty twenty five the company s commercial sales grew almost eighty% while the overall U S temporary staffing market fell by approximately twenty three% indicating a durable competitive advantage. Recent weekly year over year comparisons have become increasingly favorable with several consecutive weeks of decent results suggesting that the improvement is not merely seasonal but reflects a structural shift in demand for light industrial and manufacturing staffing. Continued investment in the National Accounts function is expected to generate additional wins in retrofits reshoring projects and mid term industrial contracts which historically provide stable revenue streams for the franchise network. Moreover the company s deep relationships with local manufacturers allow it to quickly ramp up staffing for new product launches and plant expansions creating a recurring source of demand. This proximity to production sites also reduces transportation costs for workers improving overall placement satisfaction and retention rates.
Adjusted net income remained flat year over year at one point eight million dollars despite a twelve point seven% decline in total revenue demonstrating the ability of the franchise model to protect profitability through lower selling general and administrative expenses and disciplined cost control. The company has maintained a regular quarterly dividend of zero point zero six per share since twenty twenty and continues to intend to pay dividends subject to board approval supported by a strong balance sheet with zero debt drawn on the credit facility. Free cash flow generation is supported by converting earnings into cash with net accounts receivable of forty four point seven million dollars providing a buffer against working capital fluctuations. This financial discipline creates a foundation for potential dividend growth or share repurchases should excess capital become available after pursuing accretive acquisitions. In addition the low payout ratio leaves ample room for increasing the dividend should earnings improve signaling confidence to investors about long term cash generation. Shareholders also benefit from the tax efficiency of qualified dividends which can enhance after tax returns relative to other income sources.
Management highlighted that the reduction in undocumented immigration has normalized labor market dynamics making staffing demand more closely correlated with true unemployment trends rather than artificial suppression of demand. This shift positions HireQuest to capture a larger share of the temporary staffing market as competitors that relied on the excess labor pool may see their volumes contract. The company s franchise model allows rapid deployment of additional units in response to localized demand spikes without the need for substantial corporate overhead. As a result HireQuest can expand its footprint in high growth metros and secondary markets while maintaining profitability through the incentive aligned franchisee owner structure. Furthermore the franchisor provides standardized training and branding that helps franchisees maintain consistent service quality which is critical for winning national accounts contracts. This combination of local agility and brand consistency creates a moat that is difficult for pure play staffing agencies to replicate.
The franchise structure enables HireQuest to keep selling general and administrative expenses as a percentage of system wide sales stable even during periods of macroeconomic headwinds providing a built in mechanism for operating leverage as sales recover. With system wide sales already showing signs of stabilization and weekly year over year comparisons turning positive any incremental revenue flows directly to the bottom line with minimal incremental cost. The company s low cost base combined with its zero debt posture allows it to weather potential downturns better than many leveraged peers in the staffing sector. This operational resilience reduces the risk of earnings volatility and supports a more predictable long term growth trajectory for investors. Additionally the absence of debt eliminates interest expense volatility and frees cash flow for reinvestment or shareholder returns without the constraints of covenant compliance. This financial flexibility enhances the company s ability to pursue opportunistic acquisitions or invest in technology upgrades that could further improve margins.

▼ Bear case

Franchise royalties constitute the primary revenue stream for HireQuest making the company highly dependent on the sales performance and operational effectiveness of its independent franchisees. Any deterioration in franchisee morale ability to attract clients or changes in the franchisor franchisee relationship could lead to a decline in royalty income that is not easily offset by cost reductions. The franchise model also limits the company s direct control over pricing and service delivery which may hinder rapid response to sudden shifts in client demand or competitive pressures. While management highlights the stability of selling general and administrative expenses as a percentage of system wide sales this metric can mask underlying weakness if franchisee sales stagnate or decline. Furthermore the company relies on franchisees to maintain adequate working capital to cover payroll and other operational costs and any financial stress at the franchisee level could result in delayed royalty payments or even terminations. This dependence on the financial health of hundreds of small business operators introduces a layer of credit risk that is not present in a corporate owned staffing model.
The recent strength in the commercial segment is largely attributed to a reduction in undocumented immigration and specific wins in the National Accounts program both of which may not be sustainable over the long term. If immigration levels rebound or if the political environment changes the labor supply shock that has benefited the staffing industry could reverse eroding the current demand tailwind. Similarly the National Accounts initiative depends on continued investment and successful execution and there is no guarantee that the pipeline of retrofits reshoring and mid term industrial projects will remain robust. A slowdown in these areas could quickly expose the underlying flatness of the core on demand business which management itself describes as merely flat and broadly stable. Additionally the company s exposure to industries such as construction and hospitality remains vulnerable to seasonal fluctuations and economic cycles which could reintroduce volatility into results. This concentration in a few growth drivers makes the revenue profile less diversified than it appears and increases sensitivity to external shocks.
Excluding the divested MRI Network assets system wide sales were essentially flat year over year indicating that organic growth has stalled despite management s optimism about weekly trends. The company s historical growth narrative has been driven by acquisitions and the recent all cash offer for TrueBlue s PeopleReady on demand segment underscores a continued reliance on external expansion to drive top line growth. Should the offer be rejected or should future acquisition opportunities become scarce or overpriced HireQuest may struggle to generate meaningful revenue growth without resorting to costly or dilutive financing. This dependence on deal making introduces execution risk and integration uncertainty that could impair profitability and distract management from core operations. Moreover integrating disparate franchise systems and aligning different operational standards can be costly and time consuming potentially erating the anticipated synergies. The company s limited scale also means that any misstep in an acquisition could have a disproportionate impact on earnings and shareholder confidence.
Workers compensation expense increased from twenty eight thousand dollars to thirty nine thousand dollars year over year signaling a potential uptick in workplace related costs that could erode margins if the trend continues. While core selling general and administrative expenses excluded workers compensation and nonrecurring items the base SG&A of four point two million dollars remains a significant proportion of the relatively modest six point five million dollar revenue base. Any increase in health care costs regulatory compliance expenses or wage pressures could quickly squeeze operating profitability given the limited scale of the business. The company s ability to maintain adjusted EBITDA at two point seven million dollars despite a revenue decline leaves little room for error before profitability begins to deteriorate. Additionally the franchise model may limit the company s ability to implement centralized safety programs uniformly across all locations leading to inconsistent loss experience. This variability in workers compensation outcomes could further complicate forecasting and increase the volatility of earnings.
Although the balance sheet shows zero debt drawn and a sizable undrawn credit facility the company s cash position of only one million dollars provides limited flexibility for opportunistic investments or defensive actions during a market downturn. Continuing to pay a quarterly dividend of zero point zero six per share consumes cash that could otherwise be reinvested in growth initiatives or used to build a larger cash cushion. If earnings were to decline further the dividend coverage ratio could fall below comfortable levels forcing the board to consider a reduction or suspension which would likely be viewed negatively by the market. This tension between returning capital to shareholders and preserving financial resilience creates a potential overhang on the stock valuation. Furthermore the company s reliance on a stable dividend to attract income focused investors may constrain its ability to pursue aggressive growth strategies that require reinvestment of earnings. This could result in a suboptimal capital allocation where the firm prioritizes short term shareholder returns over long term value creation.

Franchise royalties constitute the primary revenue stream for HireQuest making the company highly dependent on the sales performance and operational effectiveness of its independent franchisees. Any deterioration in franchisee morale ability to attract clients or changes in the franchisor franchisee relationship could lead to a decline in royalty income that is not easily offset by cost reductions. The franchise model also limits the company s direct control over pricing and service delivery which may hinder rapid response to sudden shifts in client demand or competitive pressures. While management highlights the stability of selling general and administrative expenses as a percentage of system wide sales this metric can mask underlying weakness if franchisee sales stagnate or decline. Furthermore the company relies on franchisees to maintain adequate working capital to cover payroll and other operational costs and any financial stress at the franchisee level could result in delayed royalty payments or even terminations. This dependence on the financial health of hundreds of small business operators introduces a layer of credit risk that is not present in a corporate owned staffing model.
The recent strength in the commercial segment is largely attributed to a reduction in undocumented immigration and specific wins in the National Accounts program both of which may not be sustainable over the long term. If immigration levels rebound or if the political environment changes the labor supply shock that has benefited the staffing industry could reverse eroding the current demand tailwind. Similarly the National Accounts initiative depends on continued investment and successful execution and there is no guarantee that the pipeline of retrofits reshoring and mid term industrial projects will remain robust. A slowdown in these areas could quickly expose the underlying flatness of the core on demand business which management itself describes as merely flat and broadly stable. Additionally the company s exposure to industries such as construction and hospitality remains vulnerable to seasonal fluctuations and economic cycles which could reintroduce volatility into results. This concentration in a few growth drivers makes the revenue profile less diversified than it appears and increases sensitivity to external shocks.
Excluding the divested MRI Network assets system wide sales were essentially flat year over year indicating that organic growth has stalled despite management s optimism about weekly trends. The company s historical growth narrative has been driven by acquisitions and the recent all cash offer for TrueBlue s PeopleReady on demand segment underscores a continued reliance on external expansion to drive top line growth. Should the offer be rejected or should future acquisition opportunities become scarce or overpriced HireQuest may struggle to generate meaningful revenue growth without resorting to costly or dilutive financing. This dependence on deal making introduces execution risk and integration uncertainty that could impair profitability and distract management from core operations. Moreover integrating disparate franchise systems and aligning different operational standards can be costly and time consuming potentially erating the anticipated synergies. The company s limited scale also means that any misstep in an acquisition could have a disproportionate impact on earnings and shareholder confidence.
Workers compensation expense increased from twenty eight thousand dollars to thirty nine thousand dollars year over year signaling a potential uptick in workplace related costs that could erode margins if the trend continues. While core selling general and administrative expenses excluded workers compensation and nonrecurring items the base SG&A of four point two million dollars remains a significant proportion of the relatively modest six point five million dollar revenue base. Any increase in health care costs regulatory compliance expenses or wage pressures could quickly squeeze operating profitability given the limited scale of the business. The company s ability to maintain adjusted EBITDA at two point seven million dollars despite a revenue decline leaves little room for error before profitability begins to deteriorate. Additionally the franchise model may limit the company s ability to implement centralized safety programs uniformly across all locations leading to inconsistent loss experience. This variability in workers compensation outcomes could further complicate forecasting and increase the volatility of earnings.
Although the balance sheet shows zero debt drawn and a sizable undrawn credit facility the company s cash position of only one million dollars provides limited flexibility for opportunistic investments or defensive actions during a market downturn. Continuing to pay a quarterly dividend of zero point zero six per share consumes cash that could otherwise be reinvested in growth initiatives or used to build a larger cash cushion. If earnings were to decline further the dividend coverage ratio could fall below comfortable levels forcing the board to consider a reduction or suspension which would likely be viewed negatively by the market. This tension between returning capital to shareholders and preserving financial resilience creates a potential overhang on the stock valuation. Furthermore the company s reliance on a stable dividend to attract income focused investors may constrain its ability to pursue aggressive growth strategies that require reinvestment of earnings. This could result in a suboptimal capital allocation where the firm prioritizes short term shareholder returns over long term value creation.

Consolidation Items Breakdown of Revenue (2025)

Peer group

Peer Comparison

Companies in the Staffing

S.No.	Ticker	Company	match	Market Cap	P/E	P/S	Total Debt (Qtr)
1	TNET	Trinet Group, Inc.	primary	3.06 Bn	17.49	0.63	0.90 Bn
2	MAN	ManpowerGroup Inc.	primary	2.67 Bn	39.06	0.14	1.04 Bn
3	NSP	Insperity, Inc.	primary	1.91 Bn	-119.09	0.28	0.42 Bn
4	AMN	Amn Healthcare Services Inc	primary	1.34 Bn	12.81	0.39	0.01 Bn
5	BBSI	Barrett Business Services Inc	primary	0.79 Bn	22.53	0.62	-
6	QH	QUHUO Ltd	primary	0.56 Bn	-69.96	0.59	0.02 Bn
7	KELYA	Kelly Services Inc	primary	0.55 Bn	-2.02	0.14	0.08 Bn
8	CCRN	Cross Country Healthcare Inc	primary	0.43 Bn	-4.23	0.43	-

HireQuest HQI

About

Investment Thesis

Product and Service Breakdown of Revenue (2025)

Consolidation Items Breakdown of Revenue (2025)

Peer Comparison

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