Charles Forte on Carving His Own Path in the Family Hotel Business

There’s a tradition in the Forte family of starting on the lowest rungs of the hospitality ladder and working their way up.

In 1911, Rocco Forte emigrated from Italy to Scotland to open a cafe that would mark the first hospitality establishment in the namesake family business. He would go on to open several more restaurants in the U.K., which his son would continue to grow.

Although the hotel group has ebbed and flowed through the decades, it finds itself in a new era with all three adult members of the current generation working for the company.

Charles Forte, 32, is one of those three and followed in the steps of his grandfather by starting in hospitality service. At age 15, he was a waiter at London’s Brown’s Hotel—owned by Rocco Forte Hotels since 2003—and has worked in almost every area of the hotel and restaurant industry since.

Today, he is the group’s director of development, responsible for steering external partnerships and capital investments.

“My role is to find new opportunities and develop ourselves on a much smaller scale,” he says.

In January, Saudi Arabia’s PIF sovereign wealth fund took a 49% investment stake in Rocco Forte Hotels—a deal Charles helped complete. He says that the investment will help guide the group’s next growth phase, which includes a target of three hotels per year and expansion in the Middle East, among other regions. Through 2027, the group is opening four new properties in Italy and working on a project in Marrakesh, Morocco.

The family’s roots are Italian and that’s where many of the group’s most notable properties reside, although according to Charles, more than 40% of the company’s business is within the U.S.

Alongside his two sisters Lydia and Irene, Charles is connecting the Forte name to a new generation of luxury travellers through partnership deals with brands like the Macallan and smaller, longer-term property builds in Italy and elsewhere.

Penta caught up with Forte by phone from his office in London.

PENTA: Do you think working in a family business brings more challenges or opportunities?

Charles Forte: Being in a family business like this affords opportunities you wouldn’t have otherwise. My sisters and I worked in all the different departments of the hotels, and I realistically always wanted to join the business. At other times, I did want to be a filmmaker, but I wanted to be a part of the family legacy. My dad is a good mentor and I’ve never really looked back.

How do you differentiate yourself in an extremely competitive luxury hotel market?

It’s very challenging to differentiate ourselves. Sometimes I struggle to differentiate between us and other luxury brands because a lot of the products are very similar. There’s an international luxury aesthetic that’s very copy and paste, and a lot of the bigger guys are trying to create new brands within their own stable of brands. Our hotels are very design-oriented and not so traditional, for example.

What differentiates us is the family aspect. There’s a real family behind this, and it creates value in our brand. We have this “quiet luxury” aesthetic.

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What is your philosophy on hotel partnerships? Do you find yourself chasing partnerships with big-name brands to stay on par with your competitors?

Partnerships have value if they have relevance and the partner is relevant to the destination. We don’t chase partnerships because if we did, it would mean that something is missing from the hotel. These partnerships should be organic. I’m excited because we recently brought in a new director of marketing who worked at Six Senses, and that will help us do more meaningful and special collaborations and partnerships.

Do you think that’s creating more appeal for Rocco Forte Hotels among the younger generation of luxury travellers?

There’s a broad range of pace in this space, considering how competitive the operator landscape has become. We’re finding that younger travellers aren’t geared towards any specific trend. I think we’re slightly more classic in appeal. We’re not ostentatious. There’s no substitute for beautiful design and great service—we’re not looking to reinvent the world. Depending on which hotel they visit, some people know us as a brand, others as a specific independent hotel, and we’d like consumers to know which brand is behind the property.

In August, we opened Rocco Forte House Milan, which features more longer-stay keys, where stays can be two weeks, a month or a year. We’re finding that’s something more travellers want and we can build a nice client base for those who want longer stays.

This article has been edited for length and clarity.

It’s the corporate gamble of the moment: Can you run a company, increasing sales and juicing profits, without adding people?

American employers are increasingly making the calculation that they can keep the size of their teams flat—or shrink through layoffs—without harming their businesses.

Part of that thinking is the belief that artificial intelligence will be used to pick up some of the slack and automate more processes. Companies are also hesitant to make any moves in an economy many still describe as uncertain.

JPMorgan Chase’s chief financial officer told investors recently that the bank now has a “very strong bias against having the reflective response” to hire more people for any given need. Aerospace and defense company RTX boasted last week that its sales rose even without adding employees.

Goldman Sachs , meanwhile, sent a memo to staffers this month saying the firm “will constrain head count growth through the end of the year” and reduce roles that could be more efficient with AI. Walmart , the nation’s largest private employer, also said it plans to keep its head count roughly flat over the next three years, even as its sales grow.

“If people are getting more productive, you don’t need to hire more people,” Brian Chesky , Airbnb’s chief executive, said in an interview. “I see a lot of companies pre-emptively holding the line, forecasting and hoping that they can have smaller workforces.”

Airbnb employs around 7,000 people, and Chesky says he doesn’t expect that number to grow much over the next year. With the help of AI, he said he hopes that “the team we already have can get considerably more work done.”

Many companies seem intent on embracing a new, ultralean model of staffing, one where more roles are kept unfilled and hiring is treated as a last resort. At Intuit , every time a job comes open, managers are pushed to justify why they need to backfill it, said Sandeep Aujla , the company’s chief financial officer. The new rigor around hiring helps combat corporate bloat.

“That typical behavior that settles in—and we’re all guilty of it—is, historically, if someone leaves, if Jane Doe leaves, I’ve got to backfill Jane,” Aujla said in an interview. Now, when someone quits, the company asks: “Is there an opportunity for us to rethink how we staff?”

Intuit has chosen not to replace certain roles in its finance, legal and customer-support functions, he said. In its last fiscal year, the company’s revenue rose 16% even as its head count stayed flat, and it is planning only modest hiring in the current year.

The desire to avoid hiring or filling jobs reflects a growing push among executives to see a return on their AI spending. On earnings calls, mentions of ROI and AI investments are increasing, according to an analysis by AlphaSense, reflecting heightened interest from analysts and investors that companies make good on the millions they are pouring into AI.

Many executives hope that software coding assistants and armies of digital agents will keep improving—even if the current results still at times leave something to be desired.

The widespread caution in hiring now is frustrating job seekers and leading many employees within organizations to feel stuck in place, unable to ascend or take on new roles, workers and bosses say.

Inside many large companies, HR chiefs also say it is becoming increasingly difficult to predict just how many employees will be needed as technology takes on more of the work.

Some employers seem to think that fewer employees will actually improve operations.

Meta Platforms this past week said it is cutting 600 jobs in its AI division, a move some leaders hailed as a way to cut down on bureaucracy.

“By reducing the size of our team, fewer conversations will be required to make a decision, and each person will be more load-bearing and have more scope and impact,” Alexandr Wang , Meta’s chief AI officer, wrote in a memo to staff seen by The Wall Street Journal.

Though layoffs haven’t been widespread through the economy, some companies are making cuts. Target on Thursday said it would cut about 1,000 corporate employees, and close another 800 open positions, totaling around 8% of its corporate workforce. Michael Fiddelke , Target’s incoming CEO, said in a memo sent to staff that too “many layers and overlapping work have slowed decisions, making it harder to bring ideas to life.”

A range of other employers, from the electric-truck maker Rivian to cable and broadband provider Charter Communications , have announced their own staff cuts in recent weeks, too.

Operating with fewer people can still pose risks for companies by straining existing staffers or hurting efforts to develop future leaders, executives and economists say. “It’s a bit of a double-edged sword,” said Matthew Martin , senior U.S. economist at Oxford Economics. “You want to keep your head count costs down now—but you also have to have an eye on the future.”

Charles Forte on Carving His Own Path in the Family Hotel Business

JPMorgan Chase has a ‘strong bias’ against adding staff, while Walmart is keeping its head count flat. Major employers are in a new, ultra lean era.