An initial sift of applications will be carried out to create a shortlist. This will be based on the evidence provided for the following Success Profile elements: Experience.
In your application form wed like you to:
Write a CV: tell us about your employment history, including key responsibilities and achievements.
Write a Personal Statement of 750 words: tell us, using specific examples, how you meet the following criteria:
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Experience of product leadership, developing people and applying technical understanding to make effective product decisions.
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Experience leading, coaching and developing individuals and working effectively within multidisciplinary teams.
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A proven track record of owning product decisions, setting priorities and delivering successful products and services.
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Strong stakeholder management skills, with the ability to build relationships, influence decisions and communicate effectively with a wide range of stakeholders.
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Experience managing competing priorities and balancing user needs, business objectives, operational requirements and delivery constraints in a complex environment.
We'd encourage you to use the full word count, and to give us clear examples and evidence of the different elements of the essential minimum criteria.
Were committed to being diverse and inclusive, so please make your application anonymous by removing all identifying personal information (such as your name and age) from your personal statement.
Once the advert has closed, we will sift applications - this involves reading through them all, please bear with us as this can take some time.
We may raise the score required if we receive a high number of applications.
At sift we may choose to take through the highest performing candidates to the next stage. If, after the final stage is completed and roles are unfilled, we will proceed to invite lower scoring candidates to interview.
Companies House uses a blended interview technique, allowing us to find out more about you. We use the Success Profile framework and at interview we will use Success Profiles assessing the Experience and Behaviours listed in the advert, and Strengths.
Strengths are not shared in advance as we want to see your first, natural response.
Successful candidates from the sift stage will be invited to a virtual interview, which will be conducted using Microsoft Teams.
There will be an activity as part of the interview process. This will be a 15-minute discussion topic assessing the Success Profile element: Experience: Experience of product leadership, developing people and applying technical understanding to make effective product decisions. Candidates who are invited to interview will be provided with further details.
The lead criteria to distinguish between tied candidates will be: Leadership.
A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.
If after the interview you are not found appointable at the advertised grade, you may be offered the lower grade role if you are considered to meet the skills, experience and behaviours for the lower level. The benchmark for appointing to the lower grade is set at the start of each campaign.
All offers will be made in merit order.
Our recruitment process is underpinned by the principle of recruitment based on fair and open competition with decisions made on the basis of merit, as outlined in the Civil Service Commissioners Recruitment Principles.
Dates (dates are indicative only and could be subject to change)
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Online drop-in session: Monday 17th August between 12:30 - 13:15
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Closing date: 31st August 2026
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Sifting: from 1st September 2026
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Interview: w/c 21st September 2026
Companies House cannot offer Visa sponsorship to candidates through this campaign. Companies House holds a Visa sponsorship licence but this can only be used for certain roles, and this campaign does not qualify. Should you apply for this role and require sponsorship, your application may be rejected, and any provisional offers of employment withdrawn.
Successful candidates must pass a Baseline Personnel Security Standard (BPSS) check before they can be appointed.
BPSS is an entry level security check. It uses the Police National Computer (PNC) to make sure a candidate has no convictions. The check returns evidence of any current criminal record and un-spent convictions under the Rehabilitation of Offenders Act 1974.
Successful candidates must meet the security requirements for Security Check (SC) before they can be appointed.
The requirement for SC clearance is to have been present in the UK for at least 3 of the last 5 years. Failure to meet the residency requirements will result in your security clearance application being rejected.
Further information on National Security Vetting
Pre-Employment Checking
In line with Government guidance, successfully appointed candidates will need to provide documents for our Right to Work checks.
From June 2026, applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (IFD). Your personal details (name, National Insurance number, and date of birth) will be checked against the Civil Service Resourcing Extract IFD.
This check will provide information about employees who have been dismissed for fraud or dishonesty offences. This check also applies to employees who resign or otherwise leave before being dismissed for fraud or dishonesty had their employment continued.
If your details appear on this database, you will not be offered employment unless you can demonstrate exceptional circumstances. Companies House, acting on behalf of the vacancy holder, will inform you if your application is refused for this reason.
Please note: You are not eligible to apply for a role within the Civil Service if the application is made within a 5 year period following a dismissal for carrying out internal fraud against government.
Feedback will only be provided if you attend an interview or assessment.
