Care recruitment systems
Chaos to clarity: transforming internal recruitment in care.
Reduce agency use. Fewer job board fees. Faster time-to-hire. Less admin.
Built for care providers, from start-ups to established groups, CQC and Ofsted regulated.
Sound familiar?
Most care providers aren't failing at recruitment. Their systems are.
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Agency dependency. Temp spend creeping up every quarter, and no clear plan to reduce it.
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Job board fees draining the budget. Thousands spent on job boards for roles that still take six weeks to fill.
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Too many hours a week lost to admin. Chasing references, copying data, answering the same questions over and over.
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Slow time-to-hire. Good candidates take the first offer they get. A five-day process becomes a ghost.
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Manager burnout. Care managers doing three jobs, with recruitment layered on top of all of it.
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Compliance chaos. DBS checks, references, right-to-work scattered across spreadsheets and inboxes.
Everyone in the building feels it.
The cost of broken recruitment doesn't sit in one team. It spreads.
Care managers
You're delivering care and running recruitment on top of it. The admin is a second job nobody hired you to do, and the system isn't helping.
Hiring managers
Good candidates drop out because your process is slow or they never hear back. You know it. You just can't fix it without the right tools.
Owners and directors
Every open vacancy, every agency invoice, every early leaver is a number on your P&L. You need the system fixed, not just the symptom patched.
Support workers
Short-staffed shifts. Agency colleagues who don't know the service users. Burnout from carrying the gaps while the rota never quite holds together.
Service users
A revolving door of unfamiliar faces. Continuity of care broken. Trust eroded every time someone new walks through the door who doesn't know them.
Families
Confidence drops every time they meet another new face. Complaints rise. Peace of mind disappears when consistency is the one thing they need.
What changes when the system works.
Figures from clients who have gone through FMC's framework. Not projections.
Faster time-to-hire
Lower recruitment cost
Hours a week back
Reduction in job board spend
Free tool
Start with the free one.
Agency fees are only the visible cost. The Cost Calculator surfaces the true figure: vacancy days, manager admin time and lost candidates all counted in. Most providers are shocked by the real number. Takes 90 seconds, free to use.
Free to use. 90 seconds.
Fix your recruitment process, one stage at a time.
Your answers show what to change first, what it costs and what good looks like at every stage.
The Blueprint
The Blueprint tells you how to fix your recruitment.
For £197, the Blueprint hands you a prioritised, costed plan for fixing recruitment in your service. You get there by answering 54 questions across 9 stages, scored out of 180. Your answers build the plan, so it is yours and not a template, and every action point carries the evidence an inspector can check. The questions are what stop it reading as one consultant's opinion. Fifteen-plus years of frontline care and 360 recruitment sit behind it.
"Many of our clients act on the Blueprint alone and never need to spend another penny with us. That's by design."
- Your /180 score across 9 recruitment stages
- 54 honest questions, guided and easy to work through
- The Blueprint Workbook: your plan for fixing recruitment, saved as you go
- 71 prioritised action points, ready to start this week
- Templates and checklists for every stage of hiring
- CQC, Ofsted and Skills for Care alignment throughout
- Lifetime access, downloads as PDF any time
One avoided agency placement can cost thousands. This pays for itself before you finish reading it.
Blueprint Workbook - Write down three genuine differentiators in plain English Why it mattersWhat good looks likeEvidence for inspection
- Audit every public-facing photo on your website and socials Why it mattersWhat good looks likeEvidence for inspection
- Build a dedicated /careers page on your website Why it mattersWhat good looks likeEvidence for inspection
- Record three short staff testimonial videos this month Why it mattersWhat good looks likeEvidence for inspection
- Set up review alerts for your company name Why it mattersWhat good looks likeEvidence for inspection
- Write a response template for negative reviews Why it mattersWhat good looks likeEvidence for inspection
- Map what 'family-feel culture' actually means in your service Why it mattersWhat good looks likeEvidence for inspection
- Design a referral scheme with one clear rule Why it mattersWhat good looks likeEvidence for inspection
- Pull your last 10 hires and document where they came from Why it mattersWhat good looks likeEvidence for inspection
- Make contact with your nearest health and social care college Why it mattersWhat good looks likeEvidence for inspection
- Rebuild your exit interview process Why it mattersWhat good looks likeEvidence for inspection
- Create a 'rejoiner' list Why it mattersWhat good looks likeEvidence for inspection
- Audit your last 30 rejected candidate communications Why it mattersWhat good looks likeEvidence for inspection
- Rewrite your most-used job ad from scratch this week Why it mattersWhat good looks likeEvidence for inspection
- List the salary or hourly rate on every live ad today Why it mattersWhat good looks likeEvidence for inspection
- Audit your job titles for searchability Why it mattersWhat good looks likeEvidence for inspection
- Diversify your sourcing channels to at least three Why it mattersWhat good looks likeEvidence for inspection
- Test two versions of the same ad Why it mattersWhat good looks likeEvidence for inspection
- Set a refresh rule: any ad with under 5 applicants after 14 days gets rewritten Why it mattersWhat good looks likeEvidence for inspection
- Define and publish your response SLAs to the team this week Why it mattersWhat good looks likeEvidence for inspection
- Document your interview structure as a one-page template Why it mattersWhat good looks likeEvidence for inspection
- Map your current end-to-end time-to-hire Why it mattersWhat good looks likeEvidence for inspection
- Build an offer paperwork pack you can send same-day Why it mattersWhat good looks likeEvidence for inspection
- Audit your last 20 candidate communications Why it mattersWhat good looks likeEvidence for inspection
- Run a process retrospective on every hire for the next 90 days Why it mattersWhat good looks likeEvidence for inspection
- Audit your last 10 candidate journeys end-to-end Why it mattersWhat good looks likeEvidence for inspection
- Set up automated acknowledgement and stage-update emails Why it mattersWhat good looks likeEvidence for inspection
- Brief every interviewer with the candidate's CV ahead of time Why it mattersWhat good looks likeEvidence for inspection
- Build a 3-template communication pack Why it mattersWhat good looks likeEvidence for inspection
- Use the candidate's preferred contact method Why it mattersWhat good looks likeEvidence for inspection
- Set up a feedback offer for every interviewed candidate Why it mattersWhat good looks likeEvidence for inspection
- Audit your current recruitment tech stack Why it mattersWhat good looks likeEvidence for inspection
- Centralise candidate data in one source of truth Why it mattersWhat good looks likeEvidence for inspection
- Automate at least three repetitive recruitment tasks this month Why it mattersWhat good looks likeEvidence for inspection
- Set up candidate self-booking for interviews Why it mattersWhat good looks likeEvidence for inspection
- Build a simple dashboard tracking 4 metrics Why it mattersWhat good looks likeEvidence for inspection
- Run a 6-month tech adoption review Why it mattersWhat good looks likeEvidence for inspection
- Pull one random staff member's compliance file today Why it mattersWhat good looks likeEvidence for inspection
- Map every compliance gate in your offer-to-start workflow Why it mattersWhat good looks likeEvidence for inspection
- Set up automated expiry tracking for all compliance dates Why it mattersWhat good looks likeEvidence for inspection
- Conduct a CV gap analysis on every offer-stage candidate Why it mattersWhat good looks likeEvidence for inspection
- Verify every reference for authenticity Why it mattersWhat good looks likeEvidence for inspection
- Document and date-stamp your safer recruitment policy Why it mattersWhat good looks likeEvidence for inspection
- 11 more action points
- Build a 'Day One Ready' checklist that's completed before the new starter arrives Why it mattersWhat good looks likeEvidence for inspection
- Diary all four structured check-ins at offer stage Why it mattersWhat good looks likeEvidence for inspection
- Assign a buddy who isn't the line manager Why it mattersWhat good looks likeEvidence for inspection
- Front-load week one with culture, not paperwork Why it mattersWhat good looks likeEvidence for inspection
- Run a 30-day 'is this what you expected?' conversation Why it mattersWhat good looks likeEvidence for inspection
- Track 30, 60 and 90-day retention as a metric monthly Why it mattersWhat good looks likeEvidence for inspection
- Conduct a formal 90-day review and document the conversation Why it mattersWhat good looks likeEvidence for inspection
- Document your career pathway in one page Why it mattersWhat good looks likeEvidence for inspection
- Run a pay benchmarking exercise this quarter Why it mattersWhat good looks likeEvidence for inspection
- Diary quarterly 1:1s with every direct report Why it mattersWhat good looks likeEvidence for inspection
- Build a training and development budget into your annual planning Why it mattersWhat good looks likeEvidence for inspection
- Establish a recognition rhythm Why it mattersWhat good looks likeEvidence for inspection
- Run an annual anonymous staff survey and act on the results Why it mattersWhat good looks likeEvidence for inspection
- 4 more action points
In their own words.
"Working with Matt has transformed our recruitment process. We've reduced our hiring time by 60% and cut recruitment costs by 40%. The automation of our processes has freed up 10+ hours a week for our managers."Clare, Owner, care home group, South West
"You are one of the few people who work in recruitment that I actually feel has genuine integrity."Chris Dunsdon, Parkwood Care Children's Services
"Matt has insight from both sides and is a very knowledgeable, straight-talking guy. Always have people around that know more about things than you."Chris, Owner, Bridgewater Homecare
"Matt's delivery of this project was exceptional. Communication was effortless. He was a sincere and patient point of contact. What really translated during our time working together was the fact that he cared."Nat, Trustee, Age UK Portsmouth
"Working with Matt has transformed our recruitment process. We've reduced our hiring time by 60% and cut recruitment costs by 40%. The automation of our processes has freed up 10+ hours a week for our managers."Clare, Owner, care home group, South West
"You are one of the few people who work in recruitment that I actually feel has genuine integrity."Chris Dunsdon, Parkwood Care Children's Services
"Matt has insight from both sides and is a very knowledgeable, straight-talking guy. Always have people around that know more about things than you."Chris, Owner, Bridgewater Homecare
"Matt's delivery of this project was exceptional. Communication was effortless. He was a sincere and patient point of contact. What really translated during our time working together was the fact that he cared."Nat, Trustee, Age UK Portsmouth
Matt Fitton
Recruiter · Support worker · Care manager · Founder
I've worked every side of care recruitment. As a recruiter placing the talent, a support worker delivering the care, a care manager fighting the rota, and now as a founder rebuilding the systems that keep breaking.
FMC launched in October 2023. The whole thing is built on one observation: most care providers don't have a recruitment problem. They have a systems problem dressed up as a recruitment problem.
More about MattWhere do you go from here?
The Blueprint tells you what to fix. The Diagnostic finds where the money is going and proves it. The 90-Day Reset and the ATS do the fixing with you.
Recruitment Diagnostic
A two-week forensic audit of your entire recruitment operation, delivered with a costed 90-day action plan. Guarantee: find £5k of recoverable cost or you don't pay.
See the Diagnostic90-Day Reset
12 weekly 1:1 sessions over 12 weeks that rebuild your recruitment capability from the inside. Customised curriculum, WhatsApp support, 30-day post-programme review.
See the ResetATS + Automations
A recruitment system built inside your own Airtable and Make.com accounts, in your name. You own it outright. Stop paying and nothing switches off. Scoped on a call, priced once, then built.
See the ATSEverything runs on C.E.R.T.
The four-stage framework FMC has used with every client since 2023. Not four separate problems. One continuous cycle.
Create
Build a process worth applying to. Clean pipeline. Job ads that reflect who you actually are. Automated comms that treat candidates like they matter.
Expand
Widen where you look and who finds you. Employer brand, sourcing data, channels that produce hires who stay rather than drain your budget.
Retain
Fix the leaky bucket before filling it. Structured onboarding, real check-ins through the first 90 days, feedback loops that flag problems early.
Train
Build a culture where people grow. Progression pathways, skills development, the clear sense that working for you is good for a career.
See what it's actually costing you. Then fix it.
The calculator gives you the pound figure. The Blueprint gives you the score out of 180 and the plan behind it. Between them, you'll know exactly what your recruitment is costing and exactly what to do about it.