“Mark and numi have consistently demonstrated excellence as a recruitment partner for our company and he has been instrumental in helping me build a successful teams. His deep understanding of the industry, along with his ability to connect with the right candidates, has made a tangible difference in our recruitment efforts. Mark's approach is not just professional but also genuinely caring about finding the right fit. In addition, he has proven to be a valuable asset in negotiations when it comes to finalising a candidate's hiring. All the candidates we have hired through Mark have become valuable team members."

Anne-Sophie de Weck - Global Digital Director
Pret is the operator of sandwich shop chain intended to offer natural, preservative-free food products. The company offers sandwiches, baguettes, pots and desserts, cold drinks, hot drinks, crisps and bakery items, as well as sushi, salads, soups and cakes, ensuring customers are served freshly made and organic food.

The Challenge

To work with a 50 strong digital team requiring restructuring, redesigning, levelling up, and innovating for the consumer.

  • Design a framework to restructure the teams organised under 3 key pillars
  • Collaborate with the digital leadership whom in parallel are selecting a new global vendor to supply off shore software engineering support to replace two incumbent suppliers.
  • Level up the standard of the cross-functional teams (standard scrum sized teams 8-10 people), working alongside horizontally shared UX, Service Design and Research teams.
  • Create new coffee subscription engineering team, this is just the start of that long journey.

Equality, Diversity and Inclusion is huge for Pret Digital, so we were tasked with supplying a minimum of 50% diversity in all long list and candidate pipelines.

We were briefed to only introduce intellectually curious, compassionate people who would like to expand their skills whilst working with a customer first mindset.

We were to collaborate with an internal team that was at capacity and with no time to manage processes, direct applications or searches.

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What We Did

We designed an extensive Equality, Diversity and Inclusive market map to deliver a minimum 50% short list. To maintain a diverse and inclusive candidate pipeline and process, all job ads and outreach messages were gender decoded.

We curated unique content to position a traditional retail business as a new, innovative and exciting digital transformative company to work for.

We produced comprehensive candidate welcome packs to showcase Pret and positively increase the candidate experience.

We also put together a team to take accountability for growing the Product team. We streamlined and efficiently managed the entire process.

Pret’s internal talent team worked closely with us to manage both pipelines of external and internal applicants in tandem, operating as one team. All candidates received a bespoke and personalised outreach with an initial Candidate Pack, with the creation of a more detailed Candidate Interview Pack containing in-depth details of the process, all points of contacts, overview of the business and an FAQ section to ensure full process transparency.

We reported weekly on a clearly defined and collaborative process, conducting in-depth discovery calls for each role to unpick the key requirements for technical and cultural skillsets.

We presented our post interview monthly 1:1 feedback with successfully placed candidates to improve the Pret onboarding experience.

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