A RecruitmentOS instance built for Cathcart. Done for you, live within four weeks. Three new client conversations inside eight weeks, or your money back, in writing.
Twenty years of trading built this database. It's about time it started building pipeline too.
Cathcart has built something most desks never will: twenty years of trading and roughly 150,000 candidates sitting in Bullhorn. The constraint isn't the database. It's what's being asked of ten people, and what's being left on the table because of it.
You have around ten heads and every one of them is already filling roles. Business development, the speccing, the outreach, the follow-up, is the work that only happens in the hours left over. There are no hours left over. So new business leans on existing accounts, and the 150,000 candidates you already own stay quiet, because working them properly would cost exactly the hours you don't have.
That is the whole bottleneck. New business at Cathcart is capped by consultant hours, and you are not adding consultants.
It isn't a data problem: the data is better than most agencies twice your size will ever have. It isn't a market problem: companies are still hiring, just more carefully. It isn't a tooling problem: you already pay for capability you don't use. It is a capacity problem, and capacity is the one thing another tool has never given anyone.
Everything below is downstream of that one constraint.
New business isn't being generated at the rate you want, and it's leaning too hard on existing accounts. With around ten heads, there's no headcount fix coming: the answer has to be capacity, not more people.
Twenty years of trading has built a genuinely large data asset. Most of it hasn't been spoken to in years, and there's no systematic way to find out who in there is ready to move.
The channel that used to carry new business is decaying, and face to face doesn't scale. It's expensive, it's slow, and it only reaches one company at a time.
Paying specialist vendors for formatting that comes back slow, costly and mediocre, when it should be one of the easiest things to fix.
Paying for capability that never gets used, and bolting point tools together instead of running one system that actually talks to the others.
SMS is native, WhatsApp isn't, so reaching candidates on the channel they actually reply on needs a bridge to work at all.
Construction tiers cleanly. Tech doesn't: stack, seniority and domain all have to line up before a match means anything.
Post 2022 tech overhire, the correction through 2023 to 2025, and a recovery that's still fragile. Every wasted hour costs more than it used to.
None of this is a people problem. It's a systems problem, and it's solvable. The fix isn't better AI, or another tool, or another hire. It's capacity that doesn't come out of anybody's day.
Not features. Five things that are true about Cathcart on the day this goes live, and weren't true the day before.
Not a place candidates go to be forgotten. Every week a batch of your 150,000 gets read properly, worked out to companies who would hire them, and turned into outreach waiting for a click.
The outreach is written before anyone gets in. BD is no longer the first thing dropped when a consultant gets busy, because it no longer costs a consultant anything to happen.
Matched to companies who would actually hire them, with a defensible reason attached. Not "similar industry". Stack, seniority, domain and a live hiring signal, in one line you would be happy to read out on a call.
Formatted in your own template, every time, without a vendor in the loop and without waiting on one.
And start doing the parts only they can do: the call, the relationship, the negotiation, the close.
Every message is read by a Cathcart consultant before it exists in anyone else's inbox. That is the default setting, and it stays on until you decide otherwise.
A bespoke build on the same engine that already runs a live construction desk daily: sourcing, matching and sending real outreach to real companies. This instance is tuned for tech and pointed at your own candidates. Here is each promise above, taken apart.
Every problem from the constraint section, mapped to the specific thing the system does about it.
The honest version. What is already proven, what gets proven on your desk, and what nobody can promise you.
This isn't a prototype pointed at a demo dataset. The engine is live inside Motion Group, a working recruitment agency, and it was built by Alistair Gent, a recruiter, for his own desk. Sourcing, discovery, matching, drafting, approvals, rotating-mailbox sending, follow-up sequences, warm reply detection and the lead board are all built and in daily use.
What you're buying is a system that survived contact with a real desk before it was ever sold to anyone. Every guardrail on it exists because something went wrong once and got fixed.
Roughly 50 to 60 genuinely relevant companies surfaced per candidate. That's the number that turns one good candidate into a week of conversations rather than three phone calls.
Every tier on this page carries a written money-back guarantee. We wouldn't put cash on the line for something bolted together from point tools.
Four stages. You see something usable at the end of each one, so you're never waiting on a big reveal.
A short call to agree scope. We take a Bullhorn export of 10 to 100 candidates you're not precious about, one example CV in your house format, and a handful of your real client-outreach emails for tone.
An isolated Cathcart instance on its own infrastructure, branded to match your site, with your candidates imported and profiled. Your data stays yours and never mixes with another agency's.
The tech-aware profile and scoring model built and tuned against real Cathcart candidates. The CV formatter matched to your template.
Drafting trained on your real outreach. The approval queue live, editable, holding every message.
Handover on your desk, review mode on. Optionally a small controlled send to prove deliverability. Then four weeks of hypercare: weekly one-to-one calls, changes made, outputs checked, effectiveness audited.
The arithmetic, in the open. Run it with your own average fee and it works the same way.
A BD or resourcer hire in this market is a £30,000 to £45,000 salary. Add employer NI, commission, equipment and a desk and the true year-one cost is meaningfully north of that. Then add three to six months of ramp before they contribute, and the real risk that they don't work out. The full build is £12,000, once, and you own it. Same output, no salary, no ramp, no employment risk, and it doesn't resign.
Whatever you currently spend on specialist CV formatting stops, permanently, from week two. That line disappears from the P&L rather than shrinking.
One system instead of four shallow ones. You pay for what you use, nothing more.
The target list, the contact lookup, the first draft, the chase. All of it comes off the desk and none of it comes back.
A mid-level tech placement on a £60,000 salary at a standard 15 to 20 per cent fee is roughly £9,000 to £12,000. The full build pays for itself on the first placement, or the first two. Everything after that is margin on work nobody had the hours to do.
Figures are illustrative and use market-standard fee assumptions. Put your own average placement fee in and the shape of the answer doesn't change.
You've been nervous about client outreach hitting your clients. Fair. So here's the full list, both sides, no hedging.
It cannot embarrass Cathcart, because nothing goes out that a Cathcart consultant hasn't read.
Start where you're comfortable. Every tier is built into your real tools, on your real candidates, and every tier is guaranteed.
No retainer, no seat fees, and four weeks of hands on support after handover as standard.
After handover we monitor and iterate the system with weekly one to one calls: making changes, checking outputs, auditing effectiveness. Included whether you're on the pilot, the full build or scale.
You pay for what's built, not a seat, not a subscription. Credits carry forward and only apply to what you actually use.
The guarantee is what proves the depth: we wouldn't put money on the line for something bolted together from point tools.
Watch the live demo and read the "why this company" line on your own candidates before you decide anything.
Every draft sits in a queue, editable, until you click send. That's the default, not an afterthought.
£4,000, £12,000 or £20,000, decided today. No "it's bespoke" conversation, no waiting on a quote.
The target list is built before anyone gets in. The right contact is already found. The email is already written, in your voice, with a reason attached that stands up. The follow-up happens whether anyone remembers or not. The CV comes back in your template in minutes. What's left is the part your people are actually good at.
Your database, finally working for you. A pipeline of new clients, without another recruiter. Three new client conversations inside eight weeks. Guaranteed, or your money back.
The pilot begins with a short scoping call to lock the sandbox batch and a start date. Every tier on this page is guaranteed. You own what's built: no subscription, no lock in.