HOPES of America is a premier national organization dedicated to advancing organizational health through strategic human resources management, executive staffing, and internal conflict resolution. Operating as a subsidiary of Universal Freedom & Holdings LLC, we guide executive teams through complex growth initiatives and implement sustainable solutions to drive excellence. For growth-minded business owners, operators, and Exiter’s Club leaders, talent is not just an HR function — it is a valuation lever. The companies that hire well, onboard well, train well, and support people well scale faster, protect culture better, and become more transferable at exit. It is a strategic business decision, not a staffing expense.

We deliver peace of mind and operational freedom. By placing elite executive talent and resolving internal friction, we allow business owners to step out of the daily grind and into the role of true owner-investors.

Key Differentiators

·       Executive-Level Support: White-glove recruiting explicitly for C-suite and senior leadership.

·       Integrated Conflict Resolution: We fix the internal friction that traditional HR ignores, using certified AHMS-style mediation expertise.

·       Strategic Project Management: We don't just place people; we help structure your operations to support them.

Led by Jenay McKinney, CEO of HOPES of America, the HOPES team brings white-glove leadership, organizational discipline, and a client-centered approach to executive staffing, recruiting, and supporting services that protect and grow human capital.

Collaborative, honest, and straightforward. We're here to guide the process, bring ideas to the table, and keep things moving.

Use the TIES method—Time, Investment, Effort, and Stress—to evaluate how new hires reduce the workload on leaders or directly increase profitability.

Identify which specific roles or functions move the needle on company valuation. Focus hiring efforts on these critical seats rather than standard headcount expansion.

Every manager should understand this: the right hires improve execution, reduce founder dependency, protect culture, and increase exit readiness.

A 2024 study found EAP counseling improved health-related productivity at 4 weeks and 6 months after enrollment, and estimated marginal productivity improvements of as much as $15,600 per employee per year. For employers, that means support services are not just compassionate; they can be economically rational. PubMed

Work Opportunity Tax Credit (WOTC) gives employers a federal tax credit of up to $9,600 for hiring qualified individuals by filing form 8850 within 28 days of employee’s start date from the following categories:

a.    Qualified  Veterans

b.    Qualified State Benefit Beneficiaries

c.     Long-Term unemployed individuals who received unemployment benefits for at least 27 consecutive weeks

d.    Designated Community Residents

e.    SSI Recipients

f.      More information can be found on the IRS Website https://www.irs.gov/businesses/small-businesses-self-employed/work-opportunity-tax-credit

Employees must work at least 120 hours in their first year to qualify for the credit.

IRS Publication 334 explains that business expenses must generally be ordinary and necessary, and it includes legal and professional fees that are directly related to operating the business as deductible business expenses. In practice, recruiting and staffing fees are commonly evaluated in that same ordinary-and-necessary business-expense framework, subject to the company’s accounting method and CPA advice. 

Eligible businesses can get a credit of up to $5,000 per year (50% of access expenditures up to $10,250) for expenses like removing barriers, providing interpreters, or purchasing adaptive equipment.

Your Small Business Can Claim Up to a $5,000 ADA Tax Credit by Updating Your Website to Meet Accessibility Standards

It’s easy to think of ADA compliance in terms of accessible parking or other accommodations for employees with disabilities. However, what many employers fail to realize is that your business website must also be ADA compliant. 

The U.S. Department of Justice explicitly states: 

“For these reasons, the Department has consistently taken the position that the ADA’s requirements apply to all the goods, services, privileges, or activities offered by public accommodations, including those offered on the web.”

 So what does ADA compliance for a business website look like?

Examples of website accessibility include:

                                               i.     Proper color contrast. Poor color contrast may make it hard for those with color blindness to read text on a page.

                                             ii.     Providing video captions. Without captions, those with hearing impairments won’t be able to access information included in the video.

                                            iii.     Including alt-text with images. This helps people who use screen readers to understand what images are featured on a page.

                                            iv.     Compatibility with screen reader technology. This technology is used by those with sight impairments; some websites can interfere with this type of tech.

You can find more guidance on web accessibility through ADA.gov.

We offer a range of solutions designed to meet your needs—whether you're just getting started or scaling something bigger. Everything is tailored to help you move forward with clarity and confidence.

Services:

• Permanent/Direct Hire

• Project Based Support

• Temporary to Hire/Performance Based Hire

• Functional Outsourcing

• HR Audit

• Employee Relations Training

A multidisciplinary, professional project management office, specializing in building cross-functional teams.

"Our HOPES, YOUR Exit!"

The Exiter Club Members have a stunningly discounted rate at a 25% fee of the candidate’s annual salary.

Yes, we offer a 90-day employment guarantee. If the candidate you choose to hire does not surpass 90 days, you can get a one-time free replacement! This guarantee period is effective pending full payment of the invoice within 14 days as notated on the Service Provider Agreement.

We offer flexible pricing based on project type and complexity for all non-direct hire services. After an initial conversation, we’ll provide a transparent quote with no hidden costs.

Getting started is simple. Reach out through our contact form or schedule a call—we’ll walk you through the next steps and answer any questions along the way.

We will discuss your needs and sign an Service Provider Agreement to get started.