A RecruitmentOS instance built for FM Recruitment, plugged straight into your tools. Done for you, live within four weeks.
Forty years of trading built this database. It's about time it started building pipeline too.
FM has built something most desks never will: forty years of trading and a database built up over four decades. The constraint isn't the database. It's what's being asked of the people running it, and what's being left on the table because of it.
New business doesn't happen consistently because it's competing against work that pays this month. Without protected capacity, BD is always the thing that waits.
Loxo used to let you search by independent, brand or luxury hotel group. That coding is gone, and with it the granularity that made retrieval fast. Finding the right candidate now takes longer than it should.
A 50,000 record database built up over four decades of trading, much of it dormant or out of date, with no systematic way to know who in there is ready to move.
Roughly 500 candidates are in active play against 50,000 sitting still. The database that should be generating new business conversations isn't being asked to.
Pager can spec candidates out and format CVs, and it's barely touched. The tools are already there. What's missing is a system to run them consistently.
Outsourced cold calling BD that promised results and produced next to nothing. Money spent chasing a system that was never built to work.
Hospitality finance is a specific buyer pool. Volume for volume's sake hits a ceiling fast, so precision has to do the work that scale can't.
Hospitality is under real pressure right now. Every hour spent on outbound admin instead of relationships and placements costs more than it used to.
None of this is a people problem. It is a systems problem, and it is solvable.
A bespoke build on the same engine that already runs a live desk daily: sourcing, matching and sending real outreach to real companies. This instance is tuned for hospitality finance and pointed at your own candidates.
Every problem from the section above, mapped to the specific thing the system does about it.
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.
The system knows owner is not management company is not the name above the door, so it will never market your candidate to their own employer, its owner, or its sister properties. A Savoy finance controller will never be shown the Savoy, Fairmont or Accor, or another property under the same ownership group. That distinction is built into the matching logic itself, not left to chance.
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.
It reads your team's relationship history, not just one inbox, so a contact a colleague spoke to last week is treated as warm, not cold. Outreach reflects what FM already knows, not just what's sitting in one person's mailbox.
It does the things Pager can't: systematic re-engagement, hospitality aware matching with a reason attached, and approved outreach at scale. It isn't a duplicate, it's the layer that was missing. The guarantee is what proves the depth.
£4,000, £12,000 or £20,000, decided today. No "it's bespoke" conversation, no waiting on a quote.
Two extra placements a month. New client conversations inside four 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.