Company details

HEADCOUNT

100-499

ORG TYPE

Corporate

SECTOR

Travel & Hospitality

WEBSITE

http://www.heathcoteandco.com/

About the company

Heathcote & Co is a UK hospitality business focused on event and stadia catering, covering matchdays, conferences, and private events. The company links its brand to founders Paul Heathcote MBE and Gary Bates, with roots in outside catering before the current company setup. Public profiles position Heathcote & Co as the sole catering provider for matchday hospitality and non-match conferences and events at Salford Community Stadium from 2023. The company also markets partnerships with well-known chefs as part of its food offering and reputation.

Locations and presence

Heathcote & Co lists a headquarters in Salford, England, and recruits for roles that suggest delivery across venues and events rather than a single fixed workplace. Public materials point to work at stadium and event sites, with an operational footprint shaped by the event calendar.

Palpable Score

56.0

/ 100

Heathcote & Co looks accessible for early-career candidates through high-volume hospitality roles and student-friendly part-time hiring. The scores are held back by thin public detail on pay ranges, structured progression, and consistent hiring processes, plus mixed independent employee feedback.

Pillar 1: Early-career access

Score

14.0

/ 20

The company advertises “Hospitality Team Members (+16)” and bar team vacancies, which creates a clear entry point for first jobs and students.
Heathcote & Co has publicly posted that part-time roles are “ideal for students,” reinforcing genuine early-career access beyond full-time career-track hires.
The company’s visible hiring skew is frontline hospitality rather than a spread of 0–3 year professional roles (for example junior marketing, finance, operations), which limits breadth for graduates outside service roles.

Pillar 2: Hiring fairness and transparency

Score

10.0

/ 20

The company’s public vacancy listings are high-level and do not consistently show pay ranges, hours expectations, or step-by-step stages, which makes it harder for first-time applicants to judge fit.
Heathcote & Co has limited interview transparency signals available publicly (only a small amount of interview feedback appears on major platforms), so consistency is hard to verify.
The company has at least one widely viewed employee review describing long hours and low pay, which is a red flag for fairness in shift-based roles when not counterbalanced by clear published standards.

Pillar 3: Learning and support

Score

13.0

/ 20

The company is described in external workplace materials as running daily briefings and using internal channels to share updates and open shifts, which supports onboarding and day-to-day clarity for juniors.
Heathcote & Co is associated with financially supporting employee education and highlighting training such as Mental Health First Aid and Food Safety, which are practical learning investments in hospitality settings.
The company and founder-led messaging talks about seniors working alongside teams and passing down skills, but role-by-role coaching detail (buddying, 1:1 cadence, time-to-competency plans) is not consistently published.

Pillar 4: Pay fairness and stability

Score

10.3

/ 20

The company does not consistently publish salary ranges on publicly visible vacancy pages, which caps confidence for early-career candidates trying to compare offers.
Heathcote & Co has an external workplace profile showing a majority of staff reporting happiness with pay and benefits, which is a positive signal even without ranges.
The company has at least one external review alleging “nearly minimum wage” alongside long hours, so pay fairness looks variable by role or site, and the public evidence does not resolve that.

Pillar 5: Early-career outcomes

Score

8.7

/ 20

The company has limited, small-sample employee review coverage on major platforms, which means there is not enough public evidence to score retention and progression confidently.
Heathcote & Co has mixed sentiment in available third-party reviews, including at least one strongly negative account of team culture and workload, which lowers confidence in early-career sustainability.
The company’s LinkedIn presence supports a picture of an established hospitality operator with ongoing operations, but public data on promotions, apprentices-to-full-time conversion, or 12–24 month retention is missing.