Case Study: Seetec X Restore Information Management
Restore Information Management needed training pathways for warehouse and office teams. Seetec worked with them to build bespoke apprenticeship programmes that now support Level 2, Level 3 and Customer Service learners across the UK. Restore went from 2 learners to nearly 50 apprentices in under two years, and the partnership has changed how the whole organisation thinks about development and career growth.
About Restore
Restore Information Management employs almost 2,000 people nationwide. They provide secure document and data management – both digital and paper-based – for sectors like legal, banking, government, and the NHS.
Chris Moore, People Development Manager, leads learning, capability and apprenticeships across the business. He explained:
“My job is to make sure our colleagues have all the training they need… but also to understand how I can help them get where they want to be.”
Restore wanted learning pathways for everyone – not just managers – and needed training that felt relevant to warehouse and operational teams who had never had access to development before.
The Challenge
1. No training that fits warehouse and office roles
Restore had a large workforce, but no clear development routes for most employees.
“We hadn’t really done anything for them particularly much in the years preceding that. One of my roles was to understand how can we help and how can we start to do that.”
Most courses in the market didn’t match the real work done inside Restore’s 50+ warehouses.
“For lots of courses, people would traditionally go, ‘Oh that’s a good course’… but that wouldn’t really work for what they did.”
2. Restore needed a partner who listened and adapted
They did not want a provider pushing generic courses.
“It was really good to speak to people at Seetec who listened to understand what I was trying to do rather than go ‘Here are all the things we do, take us up on these offers.’”
3. Restore wanted training that felt theirs
The programme content had to include Restore’s language, processes and compliance expectations, so Seetec customised the learning to their values.
“We have things that are really important to us… the Seetec content team managed to put some of that information into the course.”
This increased engagement among the apprentices and made learning feel safe, familiar, and immediately useful.
“Everyone at Seetec has been really responsive, really open… it’s felt more than just putting people through a course. It’s a real partnership.”
– Chris Moore, People Development Manager, Restore
50 apprentices
enrolled in less than 18 months
Multiple cohorts
nationwide with cross-site collaboration
Aged 16-64
Leaners of all ages are on programmes
The Solution
Restore develops their talent through multiple Seetec apprenticeships.
✔ Business Administrator Level 3
✔ Customer Service Specialist Level 3
✔ Supply Chain Warehouse Operative Level 2
✔ Transport & Warehouse Operations Supervisor Level 3
1. Seetec built a bespoke apprenticeship offer
Seetec designed programmes that matched the real daily work of Restore’s teams – something competitors couldn’t deliver.
“We found courses that match the real everyday work they do. It was great to speak to people who listened to understand us and what we were trying to accomplish.”
2. Content tailored to Restore’s culture and safety standards
Restore’s Track-Check-Protect process was added to the curriculum, building trust and confidence among learners.
“Learners love the fact the content has been Restore’d. It makes them feel a lot more comfortable in a learning environment.”
3. Tutors who go the extra mile
Support is personalised, patient and learner-centred.
“The tutors have been really helpful and receptive. They spend extra time with our colleagues to make sure they understand the business.”
4. Line managers are fully bought in
This is rare in warehouse environments, yet Restore’s managers are proactively helping apprentices gather evidence, even arranging cross-site learning:
“Managers had gone to another warehouse and said, ‘Can we get our two team members to join you for a day so they can learn?’”
5. Apprenticeships changed Restore’s entire talent strategy
The programme started with just two learners. Engagement has exploded.
“We went from having two people on apprenticeship courses to about 50.”
Leadership now sees apprenticeships as a core development tool, with strong appeal and buy-in among stakeholders at senior levels:
“Our IT director is like, ‘How do I unlock some of this?’ Our Managing Director says, ‘Spend as much of it as you can because it’s there and the programmes are great.’”
Chris says Seetec unlocked new doors for Restore:
“The journey we’ve had has changed the way we look at apprenticeships.”
6. Real impact for employees – at every age
Restore has learners from 18 to 64, proving apprenticeships are not only for young people.
“It makes no difference if you’re 16 or 64 – it opens up a different avenue for them.”
This boosts morale, culture and retention:
“It means people can say, ‘I can do it as part of my role… I can develop myself.”
“The experience of all of us across the board has been superb. Everyone I have come across in the Seetec team have been first-class professionals”
– Chris Moore, People Development Manager, Restore
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