About Annapurna Recruitment

Annapurna’s vision is to create a learning organisation where learning is delivered by the employees themselves. To accomplish this aim they follow a 70-20-10 strategy to learning. 10% is supported by a formal programme that uses a building block methodology module, comprising of a blend of resource and process to ensure learning for differing learning styles is achieved. The formal learning modules are delivered by a mix of the learning team and the Managers themselves, which brings further credibility into the process. This methodology also has an additional benefit in that by delivering the learning Managers are consistently reinforcing and reawakening the fundamental principles in themselves. These sessions are supported by self-lead pre and post work which teaches accountability. It is further supported by coaching and lots of action learning sets, where colleagues come together and tackle a problem by utilising their share of experience. This is always supported by an individual who is looking to move into a leadership role. Externally Annapurna utilise web-based, facilitator led tools and methodologies to support non-work-related learning.

Annapurna’s charity approach started with partnering with “One Percent for the Planet” in 2008. Since then they have evolved to creating their own platform called Annapurna Giving. The initiatives that they have in place are numerous and diverse. Chosen charities are donated to by the three founding partners, two employees per month give up their time to serve at The Soup Kitchen in London and on a personal level employees are encouraged to support their own charities in different ways. An example of their fundraising initiatives includes doing Ironman for the Ambulance service, which raised £1000.

As the company is currently based over two floors they strive to ensure strong internal communication is kept at the forefront of their day to day work. Every Friday afternoon the staff of Annapurna congregate onto one floor and celebrate the successes from the week, including anything from completing a placement and exceeding expectations to getting promoted or living by the Annapurna Values by helping someone else internally. Rewards are chosen from twelve choices on a 'Wheel of Fortune', where prizes change every week and range from Michelin Star dinners to drinks up the Shard and even a state of the art drone! This boosts internal competitive spirit but also celebrates achievements across the company, regardless of whether you are a top biller or a new starter. As the company grows, this is a great way to get all the employees together and introduce new starters to everyone. The Wheel of Fortune has proven to be a great success, with staff actively celebrating other people's successes and appreciating the work each employee does.