Key dates (dates are indicative only and could be subject to change)
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Closing date - 27th July 2026, at 23:55
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Sifting - w/c 27th July 2026 onwards
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Interviews - w/c 17th August 2026, via Microsoft Teams
Communications will be electronic via email therefore it is important that you check your Civil Service Jobs account regularly, as well as your spam/junk email folder.
What will the process look like?
Stage 1- Sift
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, Behaviours & Technical Skills
In your application form wed like you to:
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Tell us about your employment history, including any key responsibilities and achievements
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Provide a 250-word example to demonstrate the Technical Skill: Data asset management, metadata management, or data governance in a complex organisation including experience implementing or embedding data catalogues or metadata tooling at scale.
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Provide a 250-word example to demonstrate the behaviour Leadership: Experience of line management and leading specialist teams
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Provide a 250-word example to demonstrate the Technical Skill: Proven experience leading the definition and documentation of business rules and data lineage
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Provide a 250-word example to demonstrate the Technical Skill: Strong hands on experience using SQL to interrogate databases and understand data flows and structures
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Provide a 250-word example to demonstrate the behaviour Communicating and Influencing: Excellent communication skills, with the ability to translate complex technical concepts into clear, usable guidance for colleagues across a range of grades
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Provide a 250-word example to demonstrate the Technical Skill: Experience of developing and applying data management or data governance frameworks to maintain data quality, assurance or audit processes
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Provide a 250-word example to demonstrate the Technical Skill: Translation of technical analysis into high‑quality, accessible documentation suitable for both technical and non‑technical users
Please use as much of the available word count as possible in each section to show how you meet the criteria.
When answering, give clear and specific examples of what you personally did, explaining the actions you took and the results or impact of your work.
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.
Please note: In the case of a large number of applications, before conducting a full sift as described above, the panel may conduct a pre-sift assessing all applications against the following Technical Skill: Data asset management, metadata management, or data governance in a complex organisation including experience implementing or embedding data catalogues or metadata tooling at scale.
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.
Stage 2- 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 Behaviours and Technical skills listed in the advert. We will also be assessing Strengths during the interview. We don't share the specific Strengths being assessed during the interview because we want to see your natural, authentic responses and understand how you genuinely approach situations. 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 which will assess the following Technical Skill: Translation of technical analysis into high‑quality, accessible documentation suitable for both technical and non‑technical users. Candidates who are invited to interview will be provided with further details in their invite to interview. This will be the lead criteria to distinguish between tied candidates at interview.
If after the interview you are not found appointable at the advertised grade, you may be offered a 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.
Offer
Once all interviews have been completed, you will be notified of the outcome. Offers will be made in strict merit order.
A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles (of the same or lower grade). Subject to business need, if a suitable position opens during this time we may reach out to individuals 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.
Important Information
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 also 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.
Sponsorship
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.
Working Hours
We can accept applications for those looking to work full time, part time or compressed hours, a minimum of 30 hours/4 days per week.
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.
Nationality statement
As part of our recruitment process, it is essential for all candidates to independently verify their eligibility to work in the UK before applying. This includes a thorough check of your right to work to ensure compliance with UK employment laws, being mindful of the recent changes to going rates detailed on GOV.UK.
Please ensure you have the necessary documentation and permissions in place. Our team is dedicated to fostering a diverse and inclusive workforce and encourages applicants from all backgrounds to apply. However, it is the candidate's responsibility to ensure they meet the UK's legal requirements to work.
Feedback will only be provided if you attend an interview or assessment.
