Rebuild your recruitment in 12 weeks, with you doing the work.
A 1:1 mentoring programme for UK care providers, structured around real outcomes and lasting change.
Book a discovery callIf recruitment is killing you, this is for you
You did not get into care to spend your week ringing agencies, rewriting the same advert, chasing references that never come back, and watching good hires walk in the door and back out 14 days later.
You did it to run a service. To support people. To build something.
And somewhere along the way, recruitment turned into a full-time job that nobody on your team actually has time for. Vacancies sit. Agency bills climb. Managers burn out. Inspectors notice.
The 90-Day Reset is what you do about it.
Most providers we work with arrive saying the same thing: "We know we need to fix this, we just have no idea where to start." That is exactly what this programme is for.
What the Reset is, in one paragraph
Twelve weekly 1:1 video sessions over 90 days, between you and Matt Fitton, FittonMillett's founder. Tailored to your service type. You arrive with the recruitment problem you have today. You leave with a system you actually run, a team that knows their part, a candidate experience that brings the right people in, and a retention pattern that keeps them. You do the work; we guide it, structure it, push you when needed, and stop you wasting time.
Who it's for
Care providers across the UK, in one of five service-type pathways:
- Domiciliary care providers
- Adult residential and care homes
- Children's homes
- Young people and leaving-care services
- Supported living
Who it's not for
Anyone looking for a recruiter. We don't recruit candidates for you. We teach you to run recruitment properly so you stop needing one.
Where most providers actually start
Every provider we work with sits somewhere on a spectrum. Honest assessment of where you are matters, because the Reset is shaped around what you actually need, not a generic 12-step programme everyone gets.
Tier 1The fully overwhelmed
No system worth the name. Adverts written in five minutes on Indeed. Candidates lost on personal email threads. References chased in WhatsApp. Compliance held together by one good manager and a spreadsheet. Manager working 60 hours a week. Agency bills out of control.
This is the most common starting position. It is also the one with the most room to move, because almost any structured system beats no system at all.
Tier 2Working too hard for too little
Some structure exists. Maybe a basic ATS or a shared inbox. Compliance is mostly in order. But the manager is still doing 90% of recruitment personally, retention is patchy, and the cost of hiring per role is too high. Things work, but not at scale.
Tier 3Stuck on plateau
Recruitment is functional. Hires happen. Compliance holds. But growth has stalled, agency spend hasn't fallen, retention is stuck around the 6-month mark, and you suspect there's a better way. You're right. There is.
Tier 4The retention bleed
Front-end recruitment is solid. The problem is the back end. Onboarding is chaotic, the first 30 days break new hires, and people walk before probation. You're hiring well and losing well: a treadmill that costs four to six figures a year.
Tier 5Ready to scale, missing the structure
You want to grow. New site, new contract, new service line on the horizon. Current recruitment isn't bad, but it definitely won't survive scaling. You need a system that handles 30 hires a year as cleanly as it handles 5.
Where do you sit?
The Reset adapts to the tier you arrive in. Tier 1 providers spend more time on basics. Tier 5 providers spend more time on systems and scale. Same 12 sessions, different emphasis. We agree your starting tier in Session 1, based on the audit.
What changes by week 12
This isn't a quick tweak to your job advert. The Reset rebuilds your recruitment as a system. By the end of the 90 days, the day-to-day looks different.
| Before the Reset | After the Reset |
|---|---|
| Vacancies advertised reactively, when someone leaves | Vacancies advertised against a pipeline plan, with adverts ready to go and a healthy candidate pool |
| Recruitment lives in your head and your inbox | Recruitment lives in a structured system anyone on your team can use |
| Manager doing 90% of recruitment alone | Recruitment shared across your team, with the manager owning sign-off, not admin |
| Job adverts cobbled together each time | A library of service-type-specific, tested adverts ready to deploy |
| Candidates ghosted, chased by phone, lost in email | Candidates moved through stages, kept warm, communicated with consistently |
| Compliance checked manually, sometimes after start date | Compliance built into the process and visible at every stage |
| High agency dependency, especially in crises | Agency used only as last resort because internal pipelines stay full |
| First-30-days a free-for-all that loses hires | Structured first-30-days onboarding that retains hires |
| No measurement of what's working | Clear measurement of time-to-hire, cost-per-hire, agency spend, 90-day retention |
What good operators see
Honest framing: FittonMillett is a young consultancy. We don't yet publish averaged client-outcome statistics. What follows is what sector data and our professional experience tell us a well-implemented recruitment overhaul typically delivers, with the work continuing to compound after the 90 days end.
These are realistic ranges, not promises. The number you land on depends on where you start (your tier above), how disciplined you are with the work, and how committed your team is to using the system you build.
Time and cost of hire
Time-to-hire reductions come from removing the bottleneck of one person doing every step in their head. Cost reductions come from less agency, less re-advertising, less wasted job-board spend, and fewer bad hires.
Retention and quality
Retention numbers come almost entirely from rebuilding the candidate-to-onboarding journey. The first 30 days after a hire's start date are where retention is won or lost. Most providers we work with were losing it by default.
Compliance, comms, and confidence
Beyond the numbers: a safer-recruitment process structured to inspector standard (not a tick-box, but something your team can explain), consistent candidate communication (no ghosting, no manager writing the same email five times a week), adverts tuned to your actual audience rather than generic care-sector language, and reporting that shows which channels, adverts, and managers' branches actually work, so you can stop guessing.
The 12 sessions
The Reset is structured around the C.E.R.T. framework (Create, Expand, Retain, Train) across four phases. Each session is 60 minutes by video, weekly, with structured homework in your client portal between sessions.
Phase 1: Create (Sessions 1 to 3)
Lay the foundation. Audit where you are, set the baseline, get the front-end of recruitment fit for purpose.
| Session | Focus and outcome |
|---|---|
| 1 | Baseline audit: nine-stage scoring of your current recruitment, agreement of your starting tier, and the priority gaps we tackle first. HomeworkComplete the baseline self-score, gather your last 6 months of recruitment data, and bring it to Session 2 ready to interrogate. |
| 2 | Employer brand and reputation: how you show up to candidates before they apply, including your Indeed profile, your Google reviews, and what your existing staff say about you. HomeworkAudit every public touchpoint a candidate can find before they apply. Note three gaps. Draft your replies to any outstanding reviews. |
| 3 | Adverts and attraction: service-type-branched session, rebuilding your job adverts to attract the candidates you actually want. HomeworkRewrite your most-used job advert from scratch using the new framework. Post it. Track applications against your previous version. |
Phase 2: Expand (Sessions 4 to 7)
Build the process that turns applicants into hires consistently.
| Session | Focus and outcome |
|---|---|
| 4 | Process: mapping every step from application to start date, removing waste, building a candidate journey that scales. HomeworkMap your current process end to end on one page. Identify three steps that add no value. Cut them. |
| 5 | Communications: candidate emails, automated holding messages, interview confirmations, the lot. Written once, used forever. HomeworkDraft the five candidate emails you send most often. Tighten them. Load them into a library your whole team can pull from. |
| 6 | Interviewing: structured interview process, scoring sheets, panel composition, decisions tracked. HomeworkBuild your interview scoring sheet for one role type. Run a real interview with it. Bring the result to Session 7. |
| 7 | Safer recruitment process: service-type-branched session, building compliance into the workflow not bolting it on at the end. HomeworkMap your current safer-recruitment checks against the regulator's expectations. Plug the gaps with system controls, not extra admin. |
Phase 3: Retain (Sessions 8 to 10)
Stop the back-door losses that quietly cost you the most.
| Session | Focus and outcome |
|---|---|
| 8 | Onboarding: service-type-branched session, designing the first 30 days as a deliberate experience that retains new hires. HomeworkDesign your first-30-days experience week by week. Bring it to Session 9 and pressure-test it against your last three new-starters. |
| 9 | Early retention signals: the markers that predict who's about to leave, and the interventions that work. HomeworkSet up your 7-day, 14-day, and 30-day check-ins as a recurring system. Define what each one measures and who runs it. |
| 10 | Retention as a system: exit insights, stay conversations, recognition rhythm, manager skill in keeping people. HomeworkRun two stay conversations this week. Write up what you learned. Make one structural change based on what you heard. |
Phase 4: Train (Sessions 11 to 12)
Make it stick. Build the system that runs without you white-knuckling every step.
| Session | Focus and outcome |
|---|---|
| 11 | Embedding the system: training your team on the new recruitment system, automation options, tools that take the admin off you (ATS, Make.com, simple tech). HomeworkTrain two of your team to run the system end to end without you. Document the parts that still rely on you. We tackle those in Session 12. |
| 12 | Review, comparison, and forward plan: re-scoring against the Session 1 baseline, the Start vs End Comparison document, and your 12-month plan for what happens after the Reset ends. OutcomeYou leave with a measurable before-and-after, a written 12-month forward plan, and a recruitment system your team owns. |
Practical detail
What you get
- 12 weekly 1:1 sessions of approximately 60 minutes each, by video
- A branded Welcome Pack at sign-up explaining the programme and what to expect
- A service-type-specific Session Guide, your reference document across all 12 weeks
- Structured homework between sessions, tracked in your Softr client portal
- A short written recap within 24 hours of each session
- A Start vs End Comparison document at week 12, showing measurable change
- A 12-month forward plan agreed in Session 12, so you know exactly what to do after the Reset ends
Tools and tech you'll be guided through
The Reset works with whatever tech you already have, or whatever you choose to bring in. Common ground we'll cover, where useful for your situation:
- Building or improving your applicant tracking (Airtable, Bamboo, or whatever fits your scale)
- Automating the dull bits (candidate confirmations, reference chases, internal notifications) in Make.com, Zapier, or via your existing systems
- Restructuring job adverts and improving their search performance on Indeed and similar
- Designing your client-facing or hiring-manager-facing dashboards if that helps
- Putting structured retention measurement in place
We don't sell you software, and we're tech-agnostic. The goal is your team running the system effectively, not adopting our preferred stack.
What's included, and what isn't
Included
Teaching the system. Guiding your team. Building the structure. Holding you accountable. Reviewing your outputs. Giving you frameworks, templates, and examples.
Not included
We do not write your safer-recruitment policy, employee handbook, or other organisational documents. You remain responsible for those. We do not recruit candidates on your behalf. We do not give legal, HR, or regulatory advice. We do not sign off on CQC or Ofsted matters.
Investment and next steps
Payment options
Compare the cost
The average care provider spends £1,500 in agency fees in 3 to 7 days. The 90-Day Reset rebuilds the system that reduces that ongoing spend permanently. The maths usually works out, even on conservative numbers.
How to start
Discovery call
30 minutes by video. We talk about where you are, what you want to fix, and whether the Reset is the right tool. No pressure, no scripted pitch.
Confirmation and contract
If it's a fit, we send the service agreement and the Stripe payment link via email.
Welcome Pack and Session 1
Once payment is in, you receive the Welcome Pack, complete a short intake form, and we book all 12 sessions in your calendar in one go.
Book your discovery call
Worth thinking about beforehand: which tier you're in (above), one specific thing about recruitment that's costing you most right now, and whether your team are open to a 90-day change project.
Get in touch → Or email Matt directly at hello@fittonmillett.comIf it's not the right fit
Sometimes the Reset isn't the right starting point. Sometimes a Recruitment Diagnostic (£997, one-off) is what you actually need. Sometimes an ATS build is more urgent. We'll tell you straight on the discovery call. We'd rather not sell you the Reset than sell you the wrong thing.