How Alabbar Enterprise's recruitment function became 6.4x more productive?
- Alabbar Enterprises and ANOTHER is a leading hospitality and F&B group in MENA
- They brought their end to end hiring process onto Whitecarrot
A hospitality and F&B leader in the GCC
Alabbar Enterprises and Another operate across retail, hospitality, and F&B in the UAE and the wider Gulf, together employing more than 1,500 people.
Alabbar Enterprises brings established international and homegrown retail brands to the region, including - Ethan Allen, Candylicious, Yogurtland, Garrett Popcorn Shops, and Garrett Gold.
Another is behind a growing portfolio of F&B and hospitality concepts, including Caya, Ganache Chocolatier, Two at Symphony, Karak House, The Good Hood Kitchen, Parka, Krema, Carpo, GIA, Social House, and Angelina & Markette.
Hiring couldn't keep up with the growth
New stores and outlets keep opening across both verticals, so hiring never really stops, and every role left unfilled is felt straight away in guest experience and on the shop floor.
At this scale, a slow hire isn't a small thing. It means retail and service roles sitting empty, a weaker guest experience, and managers stretched thin. The question was never whether to hire. It was whether their hiring could keep up.
Additionally, back in 2024, Alabbar's recruiters were spread across separate job boards, inboxes, and spreadsheets. New outlets were opening all the time, and hiring just couldn't move fast enough to keep up with how quickly the business was growing.
There was no single place to see what was happening in the pipeline, and almost nothing was automated. So every time the group needed to hire more, the only real option was to add more recruiters. The way they were working had become the ceiling.
Everything in one place, from job post to offer
Whitecarrot brought the whole process together. Posting jobs, screening CVs with AI, scheduling interviews, sending offers, and tracking it all now happen in one place, instead of being scattered across five different tools.
| Metric | Before | After | Improvement | |
|---|---|---|---|---|
| Hires in a year | 350 | → | 850 | +143% |
| Recruiter headcount | 8 recruiters | → | 3 recruiters | −60% |
| Hires per recruiter / yr | ~44 each | → | ~283 each | 6.4× output |
| Recruiter admin time per hire | 42 hrs / week | → | ~6 hrs / week | −86% |
| Recruitment stack | 5+ disconnected tools | → | 1 unified platform | Fully consolidated |
| Pipeline visibility | No real-time view | → | Full real-time dashboard | Complete clarity |
Faster hiring, on a single platform
The whole group now hires through one platform, from job post to offer.
A lean recruiting team keeps up with hiring across every brand.
With everything in one system, the team spends far less time on manual coordination and admin.
Hiring managers can see the pipeline in real time, and approvals move faster with less back-and-forth.
We use Whitecarrot from end to end, from the requisition to closing the position with the right candidate. Every stage of recruitment is in one place, and we rely on it 100%. Before, our ATS, HR system, and approval system were all separate. Now one system does it all, it's cut out a lot of back-and-forth and helped us hire faster. And it's flexible; you shape it to your own process instead of it forcing you into one. That's why I really recommend Whitecarrot