POSITION PURPOSE

The Franchise Development Manager owns lead targeting strategy, candidate cultivation, and pipeline movement alongside the VP of Franchise Growth, exercising independent judgment across the franchise development process. The VP of Franchise Growth owns overall growth strategy and is accountable for candidate progression through the pipeline; the Franchise Development Manager exercises independent judgment and discretion in qualifying candidates, evaluating risk, managing marketing and outreach strategy, and advancing candidates through each stage of the path-to-ownership journey.

This role exercises independent judgment and discretion on matters of significance across lead qualification, candidate progression, compliance risk evaluation, agreement structuring, and marketing strategy. While the role follows a required development process with compliance-driven steps, the majority of the role's substantive work involves evaluating facts and circumstances that are not predetermined and reaching independent conclusions that materially affect outcomes for candidates and the business.

ESSENTIAL DUTIES AND RESPONSIBILITIES

• Evaluate inbound franchise leads against qualification criteria, exercising independent judgment on which prospects merit advancement and which should be declined, with authority to make that determination without pre-approval.
• Assess candidate readiness at each stage of the development process and determine the appropriate pace, sequencing, and next steps, adjusting standard timelines based on candidate-specific risk factors.
• Own lead targeting strategy and lead nurturing email campaigns, including audience segmentation, content creation, and message positioning, exercising judgment on cadence, targeting priority, and messaging approach based on candidate tier and performance data; analyze campaign results and adjust strategy accordingly.
• Manage non-traditional format email campaigns end-to-end, applying independent judgment to tailor messaging and targeting for this distinct candidate profile.
• Monitor and track RFP dates and requirements across target markets, exercising judgment on prioritization and go/no-go recommendations for pursuit.
• Ensure required candidate documentation (NDAs, FDD receipts, applications, and related materials) is obtained and verified per compliance requirements, exercising judgment in identifying when a documentation gap or inconsistency is material enough to pause or escalate a candidate's progression.
• Evaluate candidate performance during Discovery Day and make a recommendation to the VP of Franchise Growth on suitability for a development agreement - a recommendation that materially affects the final decision.
• Review and help structure terms of the franchise development agreement for approved candidates, flagging any terms that carry elevated risk before the agreement is finalized.
• Conduct the final compliance review before a deal is finalized, exercising judgment to identify issues that could jeopardize the agreement, in addition to confirming required steps in the process have been completed.
• Partner with marketing, operations, legal, real estate, and design & construction, using judgment to resolve conflicts or gaps between departments that affect candidate progression.
• Represent the brand at trade shows and conferences, exercising judgment in evaluating lead quality and prioritizing follow-up.
• Maintain discretion and independent judgment in handling sensitive candidate financial and business information, including determining what information should be escalated to leadership.
• Maintain the franchise development CRM with current candidate status and documentation, and use CRM data and campaign reporting to inform targeting and process recommendations. (Administrative in nature; not intended to represent the majority of the role's time or substantive responsibilities.)

CAREER PATH / PROMOTION TRACK

This role is designed to build toward broader franchise growth leadership responsibility. As the incumbent demonstrates sound independent judgment in qualifying candidates, marketing and outreach strategy, compliance risk evaluation, and reliable execution across the development process, they will be positioned for advancement.

QUALIFICATIONS - EDUCATION, EXPERIENCE, LICENSE/CERTIFICATIONS

To perform this job successfully, an individual must be able to satisfactorily perform the essential functions of the job. Reasonable accommodation will be made to enable individuals with disabilities to perform the essential functions of the job. The requirements listed below are representative of the education and/or experience required.

Education/Work Experience

BA/BS required; Certified Franchise Executive (CFE) a plus. Minimum of 2-4 years of franchise sales, development, or coordination experience required, preferably in multi-state food and/or retail operations.

License/Certifications

CA driver's license required.

Knowledge, Skills, and Abilities

• Sound independent judgment and the ability to make fact-based decisions, particularly in qualifying inbound candidates and evaluating compliance risk.
• Strong organizational skills and meticulous attention to detail, with a compliance-minded approach to documentation.
• Ability to effectively communicate with internal and external business partners and to build rapport with prospective franchisees.
• Ability to prioritize and plan work assignments and to work under the pressure of frequent and tight deadlines.
• Ability to read, write, and interpret reports, documents, and correspondence.
• High proficiency with technology including Microsoft Office Suite, CRM/database applications, email marketing platforms, and internet research tools.
• Experience developing and executing email marketing or nurture campaigns, including content creation, segmentation, and performance analysis.
• Ability to work collaboratively across cross-functional teams.
• Discretion and integrity in handling confidential candidate and business information.
• Ability to work weekends and extended work schedules as needed.
• Willing and able to travel locally within Southern California and to out-of-state restaurant locations, as needed, by car or airplane.

The pay range identified is the hourly or salary rate El Pollo Loco expects to pay for the posted position. This range does not include any benefits or bonus opportunities that might be available for the position based on position and eligibility criteria. At El Pollo Loco, it is not typical for an individual to be hired at the high end of the range. Individual pay decisions will vary based on a variety of factors including years of experience, industry experience, education, geography, etc.

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