Established in 1983, we are the largest independently owned cider maker in the UK and the second largest manufacturer of cider in the UK. We have a production and packaging facility in Birmingham, orchards in Worcestershire and Herefordshire and a further production and packaging facility at Tiverton in Devon.

In spring 2013 the business announced the planting of 1,000 acres of additional new orchards committing to the planting of over 350,000 trees. In doing so we have agreed twenty-five year contracts with our farmer and grower partners.

Our product range spans from mainstream to premium ciders, such as Malvern Oak and Malvern Gold, through to organic cider. Many of our ciders have won awards, which is testament to the care that goes into every single bottle of cider that we produce. We currently export a range of our ciders to more than 20 countries including America, Russia and a number of countries in Africa.

We are still 100% family owned: even with our meteoric growth, our heritage and our values remain unaltered. We live by an entrepreneurial spirit, being ambitious in our achievements and operate with a can-do attitude to achieve our own and our customers' objectives.

The backbone of our success is innovation: we constantly seek to drive efficiency and provide exceptional products and service to our customers.

Our mission is to create the highest quality products and provide excellent customer service, through outstanding people and continuous investment in manufacturing capability.

Our culture is ‘unified’: we work as one team, ensuring we stay commercially savvy, customer focussed, enthusiastic and tenacious and that we support and challenge our ways of working and each other.

New recruits can expect to be welcomed as part of the family: you will receive a personalised induction programme and a guided tour of each site, so you can experience our production process from start to finish regardless of your role.

As well as regular team meetings, employees can expect to have regular supervisions with their line managers every 4 to 6 weeks, which is an opportunity to discuss progress and training needs, what has gone well and what hasn't. Aston Manor operate a annual review where performance and successes are discussed and pay progression is reviewed.