Company details

HEADCOUNT

100-499

ORG TYPE

SECTOR

Retail & Consumer

WEBSITE

http://www.bleecker.co.uk/

About the company

Bleecker Burger is a London-founded quick-service restaurant brand known for burgers, fries and shakes, trading as an independent operator. The company hires across restaurant operations, from Team Member and Grill Chef roles through to Supervisor, Assistant General Manager and General Manager. Public employer signals point to an active People function and a culture built around training, inclusivity and day-to-day team support. The company’s hiring is heavily operations-led, so early-career opportunity sits mostly in frontline restaurant roles.

Locations and presence

Bleecker Burger is London-based, with multiple sites across the city (recent job ads reference locations like London Bridge and Seven Dials). The company’s public footprint is strongest through the main website careers page plus job ads and employer platforms.

Palpable Score

67.5

/ 100

Bleecker Burger scores best on entry-level access and learning because the company hires large numbers of frontline roles with realistic requirements and backs this up with training and manager-support signals. The score is pulled down by limited process transparency on the main careers flow and by incomplete, inconsistent public outcomes data for early-career progression beyond individual stories and small-sample reviews.

Pillar 1: Early-career access

Score

15.0

/ 20

The company actively recruits classic early-career roles like Team Members and Grill Chefs, which are genuine 0–3 year entry points.
Bleecker Burger advertises a clear ladder of operations roles (Supervisor, Assistant General Manager, General Manager), which creates multiple “step-in and step-up” entry routes.
The company’s public vacancies are heavily London-operations focused, so early-career access is strong if you want hospitality ops, but limited outside that lane.

Pillar 2: Hiring fairness and transparency

Score

11.8

/ 20

The company directs candidates to a “Working With Us” hub for vacancies, but the live roles sit behind a JavaScript-heavy application flow that is hard to review for stages and expectations.
Bleecker Burger has employer-platform job ads that include employer-provided pay ranges for Team Member roles, which improves transparency compared with “competitive” alone.
The company has mixed candidate sentiment in public reviews, including at least one report of a poor interview experience for a management role, and the company does not publish a standard interview timeline or feedback practice to reduce that risk.

Pillar 3: Learning and support

Score

14.8

/ 20

The company is described by an external workplace-accreditation profile as having role-specific training plans and development support through a People function.
Bleecker Burger is linked to manager development activity, including mental-health first aider training signals, which supports early-career teams who rely on good line management.
The company shares real internal growth stories (for example, progression from truck work into senior kitchen leadership), but the company does not publish consistent onboarding or ramp plans inside role descriptions.

Pillar 4: Pay fairness and stability

Score

13.2

/ 20

The company’s Team Member job ads show an employer-provided hourly range around the London Living Wage level, which is a practical fairness signal for entry roles.
Bleecker Burger is associated with tangible day-to-day benefits in public profiles, including paid breaks, a daily food allowance, and team referral incentives.
The company does not consistently publish salary ranges across the full junior ladder (for example, supervisors and assistant managers), so candidates have to rely on estimates and third-party ranges.

Pillar 5: Early-career outcomes

Score

12.7

/ 20

The company is linked to internal progression examples into senior roles, which is a real outcome signal for early-career starters who stay.
Bleecker Burger appears on external workplace-accreditation reporting with a published voluntary turnover figure, and the company does not publish cohort retention or promotion timelines for juniors to explain what “good progression” looks like in practice.
The company’s aggregated LinkedIn activity highlights long-service milestones and internal recognition, but the company does not publish measurable early-career outcomes like qualification completion, time-to-promotion, or 12–24 month retention.

Useful links & resources

Working With Us (careers hub)Team Member job ad with employer-provided pay range (example)Salary snapshot (Team Member and Supervisor averages)