.png)
Pret challenged us to work with a 50 strong digital team requiring restructuring, redesigning, levelling up, and innovating for the consumer. Specifically, they needed:
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.
We designed an extensive ED&I aware market map to deliver a minimum 50% diverse 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 also produced comprehensive candidate welcome packs to showcase Pret and positively increase the candidate experience.
We put together a team to take accountability for growing the Product team 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.
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.
Hires: