Chief Operating Officer

Chief Operating Officer

Everest Franchise Brands, LLC — Multi-Brand Franchise Platform | Miami, FL (In-Office) | 320K–380K+ Total Cash Compensation at Target, Plus Pre-IPO Equity Participation

The Opportunity

Everest Franchise Brands, LLC is a founder-led, multi-brand franchisor headquartered in Miami, operating and launching fitness and wellness franchise concepts. Our current portfolio includes StretchMed (35 locations, assisted-stretching) and Get In Shape For Women (16 locations, small-group personal training with a newly relaunched model), with four new concepts in the launch pipeline: GOLF 100 (a members-capped indoor golf studio concept, next to launch in one of franchising's fastest-growing categories), FIT28, CLUB150, and a new Pilates brand. We intend to keep adding brands to the platform, and we are building for the long game: our intention is to take our parent company, Everest Global Brands, Inc., public once all brands are scaling — and keep building from there. This is not a build-to-flip platform.

We are hiring our first Chief Operating Officer — the true #2 to the founder. This is not a caretaker role, and the mandate is deliberately phased. Your first mission is focused: stabilize and strengthen StretchMed and Get In Shape For Women — franchisee success, unit economics, support quality, and a disciplined operating cadence across 51+ locations. The founder will personally lead the initial launches of GOLF 100, FIT28, CLUB150, and the new Pilates concept; as the core brands become solid under your leadership, each new brand transitions into your operating system and your scope grows with the platform. The founder is the Visionary: deal flow, brand creation, launches, franchise development, big relationships. You are the Integrator: everything else.

If you are a proven franchise operations leader — currently a VP or senior Director at a larger system — who is one seat away from running your own platform, this is that seat.

What You Will Own

The operating system of the company. You will install and run a disciplined daily, weekly, monthly, and quarterly operating cadence — initially across StretchMed and GISFW: brand scorecards, KPI reviews, priority-setting, and issue resolution. When operational priorities conflict, you decide — the founder is no longer the tiebreaker for daily operations. The cadence you build becomes the template every future brand plugs into.

Franchisee success and unit economics. You own franchisee support, validation, and retention across StretchMed and Get In Shape For Women — including support workflows, field coaching, compliance (e.g., ensuring every StretchMed location maintains its required dedicated full-time, non-stretching manager), and the health of unit-level P&Ls across 51+ locations.

Brand-level EBITDA and margin. This is the scoreboard. Your bonus is anchored to the EBITDA of the core brands because healthy margin is what funds everything this platform does next — new brand development, the growth of the team, and the path to a public offering. You will own the cost structure, royalty collection health, support efficiency, and margin discipline of the operating business, and you will report EBITDA against plan monthly.

The path to a multi-brand platform. GOLF 100 launches next, followed by FIT28, CLUB150, and the new Pilates brand — all under the founder's personal leadership. Your job in year one is to make the core brands so solid that absorbing the new ones is straightforward. As each new brand validates, you will onboard it into your operating system — scorecards, support, playbooks — and codify what the founder learned in launch into repeatable process. Protecting the core business while the founder builds the new is the whole point of this seat.

A distributed team of approximately 15. Direct reports will include a Director of Training (a hire you will help select), a Franchise Business Coach covering StretchMed and GISFW, and a talented shared-services organization spanning marketing and creative, real estate and buildout, legal and admin, and franchisee support. You will organize, develop, and hold this team accountable.

Org design and key hires. Within your first 90 days you will deliver an organizational assessment and own subsequent hiring, restructuring, and performance decisions for the operations organization. A critical secondary benefit of this role: by owning the core brands completely, you free the founder to focus exclusively on new-brand launches without the existing business losing altitude.

Who You Are

You are a systems builder with operator's speed. You have spent your career turning founders' ideas into playbooks, and playbooks into consistent multi-unit execution. You are energized — not exhausted — by a founder who moves fast and changes direction, because you know how to catch what they launch and make it stick.

The experience profile we are looking for:

•7+ years of multi-unit or franchise operations leadership, with at least 3 years at Director/VP level inside a franchisor (fitness, wellness, boutique retail, or service brands strongly preferred).

•Demonstrated franchisee-facing experience: you have owned validation scores, support functions, or field coaching, and franchisees would vouch for you by name.

•Turnaround or stabilization experience: you have taken over a brand or region facing headwinds and restored franchisee confidence, validation scores, and unit economics. (New-market or new-concept launch experience is a plus for the platform's future, but stabilization is the first job.)

•Remote/distributed team leadership: you have managed offshore or distributed teams and know how to run them on cadence and scorecards, not surveillance.

•P&L literacy: fluent in unit economics, royalty models, and brand-level EBITDA drivers.

•Experience with EOS or a comparable operating framework is a plus. Multi-brand or platform experience is a plus. C-title is not required — we expect our best candidate may be making the step up.

Compensation

We built this package for a high performer who wants to bet on themselves and build long-term wealth alongside the platform:

Base salary

$200,000

Annual performance bonus

Target 60% of base ($120,000), stretch to 90%+ ($180,000+, uncapped) — anchored to a written, EBITDA-first plan: 60% of bonus weight on core-brand EBITDA vs. plan, 25% on franchisee validation/retention, 15% on support-quality metrics. EBITDA below threshold gates the entire bonus; outperformance above plan shares in the upside without a cap. Bonus scope expands as new brands transition under your leadership.

Long-term incentive

Phantom equity in Everest Global Brands, Inc. (the parent) targeting 1.5–3% of company value, vesting over four years and converting to shares at IPO — approximately half releasing at IPO (post-lock-up) and the balance releasing quarterly over the following 18–24 months of continued service, after which you hold registered public shares that keep compounding as the platform grows. Standard change-of-control protection applies. As the platform adds brands, your stake rides the whole portfolio.

Total cash at target

$320,000, with stretch to $380,000+, plus equity upside measured in the millions at IPO — and compounding beyond it

Benefits

Health benefits, PTO, relocation assistance to Miami available

This structure is deliberate: competitive guaranteed cash, well-above-market upside, and every dollar of it pointed at the same thing — profitable, durable core brands. The EBITDA anchor is not a formality; margin is the fuel for the platform's brand launches and its path to a public offering, and the COO who grows it gets paid like an owner. We are hiring one COO, once. The package is built to win the best operator in the market — and to pay them the most when the platform performs.

Location

Miami, FL — in office alongside the founder. We are consolidating our leadership hub in Miami (no state income tax, and yes, the winters are better than wherever you are). Our execution teams are distributed (U.S. PR, remote and Philippines), so you will run a hybrid-hub model — but this seat itself is in-person. Relocation assistance provided.

Your First 90 Days

You will arrive with a written mandate, not a blank page: stabilize StretchMed franchisee support and retention; own the Get In Shape For Women model rollout; install the operating cadence across both core brands; co-hire the Director of Training & Service Excellence; and deliver your organizational assessment — including which seats belong in Miami, which stay remote, and what the team needs to look like as the new brands transition into your scope. The GOLF 100, FIT28, CLUB150, and Pilates launches are explicitly not on your plate in the first phase — the founder owns them.

How to Apply

Send a resume and a short note (five sentences maximum) describing the operating system you are proudest of building — what was broken, what you installed, and what changed in the numbers. Candidates advancing to final rounds will complete a Kolbe A Index and meet the founder in Miami.