Microsoft 365 for
multi-site hospitality operators.
Hospitality runs on people who are often new, often part-time, and rarely sitting at a desk. We build the Microsoft estate that gets new staff productive on day one, surfaces daily operational performance to the people running each site, and gives senior leadership a real-time view of the estate without ringing each general manager every Monday morning.
H
What we build for
hospitality firms.
Hospitality has its own pattern: high staff turnover, multi-site operations, daily operational tempo, thin margins, and a customer experience that depends on every site getting the basics right every day. The Microsoft work reflects that.
Multi-site staff onboarding and training at speed
A new starter in hospitality often starts on a Saturday morning with eight hours of shift ahead of them. We build onboarding workflows that get accounts and access provisioned before the first shift, that personalise a SharePoint hub to the role and the site, and that get the new starter into their site Teams channel the same day.
Daily operations dashboards
The general manager at each site needs a fast view every morning. Yesterday's revenue. Yesterday's covers. Today's bookings. Power BI dashboards that pull from POS, booking platform, rotas, refreshed daily, designed to be read on a phone in five minutes between shifts.
Inventory visibility across sites
Stock that is out at site A while site B has too much. Stock that is approaching its date. Power Apps for the stock counts (mobile, fast, designed for someone in a kitchen), Power Automate for the transfers and reorders, Power BI for the dashboard the ops manager looks at.
Shift management and rotas
Shift change requests, shift swaps, shift coverage, holiday requests, the right-to-work documentation that has to be in place for every shift. We integrate with existing rota platforms (Deputy, S4Labour, Planday, Quinyx) rather than replace them.
The standards and regulators that
shape this work.
HACCP food safety
Digital temperature logs, cleaning schedules, supplier checks, allergen records, hazard reviews.
Natasha's Law allergens
Evidence trail and real-time allergen lookup for service staff at point of order.
Right-to-work + payroll
Documentation discipline for high-turnover sectors. Audit-tight onboarding and offboarding evidence.
Licensing
Alcohol licences, late-night refreshment, regulated entertainment — record-keeping and renewal management.
RIDDOR
Health and safety incident records, ready for HSE submission and insurance evidence.
PCI DSS (hospitality)
We work with your POS provider rather than handling card data directly; we make sure surrounding workflows do not compromise PCI scope.
Fixed-price packs that
fit this sector.
The Cloudbliss services that
fit this sector.
Adding a new site used to be a fortnight of IT setup. Now it's a Teams template, a Power App init, and we're live by close of play.
Things sector leaders
actually ask.
No. POS systems do what they do better than Microsoft alternatives. We integrate with them. Power BI pulls data from the POS for dashboarding. Power Automate captures the data flows that feed operational workflows. The POS stays as the system of record for sales and bookings.
Hospitality often has a head-office population on Business Premium or E3 and a much larger field population on Frontline Worker (F1 or F3) licences, which are designed for shift workers and cost significantly less per user per month. We help structure this during the M365 Licence Health Check, which often produces meaningful savings.
With the Employee Onboarding Automation in place, day one. Account provisioned, access granted, training delivered through the onboarding hub, site Teams channel joined. The work that used to take three days in HR's diary takes three minutes once the offer is accepted.
Yes if you do not plan for it. The Employee Onboarding Automation includes Copilot licence provisioning and access controls; the offboarding workflow revokes them on the leaver's last day. The Copilot governance policy includes the high-turnover-specific clauses.
Yes. Either as a single tenant with brand-aware governance (right for most multi-brand operators with shared back-office), or as multiple tenants linked through cross-tenant collaboration (right where the brands genuinely operate as separate businesses).