The Context
Ottolenghi didn’t switch to All Gravy because something was broken. Things were working—but the company was growing.
What started as a close-knit team across four restaurants has now become a group of nine locations and over 600 people. That kind of scale needs structure—especially for communication, learning, and culture.
The Challenge
The old rota system had served its time. There was no real way to manage onboarding, training, or even sharing something as simple as a new menu photo without clogging inboxes or relying on people being in the same place at the same time.
The team needed a way to:
- Connect across restaurants
- Celebrate successes
- Share ideas and advice
- Keep everyone in the loop without piling more on managers
With new managers joining and employee numbers growing, it became clear they needed something that could support a proper employee journey—especially in those first three months where the experience matters most.
The Solution
All Gravy gave Ottolenghi that foundation.
It helped make onboarding more structured without making it feel heavy. Managers could follow up easily, see where people were in their training, and connect at the right time. New starters didn’t just join—they felt like they belonged from day one.
It also created space for ongoing collaboration: from sharing new dishes and prices to team wins and creative ideas. And with a flexible setup, the team could tweak the platform to fit how they work—not the other way around.
The Result
- 620 employees connected across nine locations
- Onboarding and weekly follow-ups now happen with less friction
- Managers have more visibility and support
- Team members feel seen, supported, and part of something bigger
People at Ottolenghi tend to stay—turnover is low, vacancies are rare—and the focus now is building on that. In 2025, they’re doubling down on refining the employee journey. With All Gravy, they’ve got the right tools—and the right mindset—to keep growing without losing what makes their culture strong.
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