1. Introduction to Andover (CFC3) 1

2. Agenda  Who we are  Our story so far  How we work  Job roles to be available  What we are looking for in potential employees  Recruitment processes 2

3. Who we are  We are the world’s largest dedicated online grocery supermarket  Our product range is now the largest of any UK supermarket.  Completed our first commercial deal – with UK grocery retailer Morrisons – in 2013.  Online is recognised as the fastest-growing channel in grocery, and, people expect us to be at the forefront of this revolution. 3

4. Our story so far 2000Founded by Tim Steiner, Jason Gissing and Jonathan Fairman Entered into our first branding and sourcing arrangement with Waitrose 2001Pilot deliveries begin 2002Started commercial delivery service covering 100,000 households Delivery area increased to cover 2.2 million households Opened our customer fulfilment centre (CFC) in Hatfield First regional spoke opened in Weybridge 2005Delivery area increased to cover over 10 million households 200650,000 orders were delivered in a week for the first time 2008Tesco Price Match introduced Introduced Ocado Delivery Pass 2009'Ocado on the Go' smartphone app launched Ocado Reserved introduced 2010Listed on London Stock Exchange 100,000 orders were delivered in a week for the first time Ocado ‘Own-label’ range launched 2013CFC Dordon opened. Non-Food distribution centre opened in Welwyn Garden City Launched first of our destination web sites, Fetch – our specialist pet store 150,000 orders were delivered in a week for the first time Signed commercial agreement with first strategic customer, Morrisons 2014First deliveries for morrisons.commorrisons.com 4

5. How we work 5 BRISTOL Coverage 3 Fulfilment Centres 1 non-food warehouse 14 other satellite sites Ocado and Morrisons 9,500+ Employees Coverage of approx 70% of UK households Coming Soon ANDOVER – CFC3 SHEFFIELD ENFIELD RUISLIP 2014 Spokes KNOWSLEY DAGENHAM

6. Job roles to be available  Personal Shoppers (Warehouse Operatives)  CSTM’s (Delivery Drivers)  LGV Drivers  Engineers/Technicians  Operation Managers  HR  Resource Planners  Controls Engineers 6

7. What we are looking for in potential employees Personal Shoppers: Loading: Can involve moving trolleys of ‘totes’ weighing up to a total of 272kg. Inbound: Receiving goods in, stacking and unpacking boxes. Can involve very heavy lifting. Pick: Picking and packing individual items. Will involve being on your feet for long periods of time. Requires high attention to detail and high levels of accuracy. Working in very cold temperatures as low as 2°. Freezer: Picking and packing individual items. Working in very cold temperatures as low as -25°. CSTM’s:  Full UK driving license with no more than 3 points and no disqualifications within the last 10 years  Excellent customer service skills  Ideally have previous commercial driving experience  Good communication skills and the ability to ‘think outside the box’  Ability to be flexible in working days/hours 7

8. What are we looking for in potential employees Controls Engineers  First line support of engineering team and operations, regarding all aspects of PLC software, its’ implementation and use.  Working closely with all support teams and Operations to optimise performance, reliability, and resilience of automation.  HNC Engineering or equivalent  Experience gained within automation, preferably in a similar role, supporting an automated production environment, within FMCG business or similar high pressure environment. Service/Maintenance Engineer  Undertaking of day to day reactive and planned engineering maintenance activities and improvement works at the Customer Fulfilment Centre on MHE such as conveyor networks, lifts, cranes, belts, etc  A formal qualification in an electrical or mechanical engineering subject (apprentice served, NVQ, HNC or equivalent)  Strong electrical experience (preferable within a FMCG environment.)  Knowledge / experience of working with controls, analysing faults and providing solutions. Technician  Providing 1 st response to engineering fault conditions, reactive and planned maintenance activities as well as proactive improvement works.  Some technical ability and understanding relating to automation hardware and software would be preferred, but training can be given  A formal engineering related qualification would be advantageous 8

9. Recruitment processes Personal Shoppers: 1.Initial online application made 2.Screening on application form 3.Telephone interview 4.Manager’s interview 5.Dexterity and logic tests CSTM’s: 1.Initial online application made 2.Screening on application form 3.Telephone interview 4.Manager’s interview 5.Driving assessment 6.DBS check 9

10. Recruitment Processes Engineering roles 1.Initial application made 2.Screened by hiring manager 3.Assessment centre involving a competency based interview, group exercise and engineering test paper/numerical test paper 4.Feedback given within a week of attending assessment centre 5.Attend 1 day head office induction 6.Training with Engineering team 10

11. Any questions? 11