Application
To apply for this post, you will need to complete the online form. This should be completed no later than 23:55 on Monday 10th August 2026.
The application will include:
A CV setting out your career history, with key responsibilities and achievements. Please ensure you have provided reasons for any gaps within the last two years.
You are encouraged to keep your CV to 3-pages at a maximum.
A Statement of Suitability (no longer than 1000 words) explaining how you consider your personal skills, qualities and experience provide evidence of your suitability for the role, with particular reference to the criteria in the person specification.
Failure to submit both documents will mean the panel only have limited information on which to assess your application against the criteria in the person specification.
As part of the online application process, you will be asked a number of diversity-related questions. If you do not wish to provide a declaration on any of the particular characteristics, you will have the option to select 'prefer not to say.
All monitoring data will be treated in the strictest confidence and will not be provided to the selection panel.
Should you encounter any issues with your online application please get in touch with us via [email protected]
Your application will be acknowledged when it is received.
Selection Process and Shortlist
Chris Pilgrim, Civil Service Commissioner, will chair the process. More detailed information can be found at the Civil Service Commission website: Civil Service Commission
Chris will be joined by:
Richard Goodman, Director General Rail Group
A member of the HR leadership team, DfT
The panel will select a shortlist of candidates whose applications best demonstrate suitability for the role, by considering the evidence provided against the essential criteria set out in the Person Specification.
Candidates applying under the Disability Confident Scheme who meet the minimum selection criteria in the job specification are guaranteed an interview.
Assessment
Shortlisted candidates may be asked to take part in a series of assessments which could include:
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Stakeholder Engagement Exercise A presentation and Q&A with industry stakeholders
These assessments will not result in a pass or fail decision. Rather, they are designed to support the panels decision making and highlight areas for the panel to explore further at interview.
Interview
You will be asked to attend a panel interview to have a more in-depth discussion of your previous experience and professional competence in relation to the criteria set out in the Person Specification.
Interviews are expected to take place face to face in our London office, all shortlisted candidates will be asked to prepare a 5- minute presentation.
Offer and Feedback
Unfortunately, due to the anticipated number of applicants for this role, we are unable to provide feedback to those not successful at shortlist stage. Candidates who are shortlisted and attend an interview will be offered verbal feedback from a member of the interview panel.
The timeline further down this page indicates the date by which decisions are expected to be made, all candidates will be advised of the outcome as soon as possible thereafter, and we will advise on any delays.
Expected Timeline
We will try and offer as much flexibility as we can, but it may not be possible to offer alternative dates for assessments or interviews. You are therefore asked to note the below timetable, exercising flexibility through the recruitment and selection process, in order to meet the dates given. Please note that these dates may be subject to change.
The anticipated timetable is as follows:
Advert Closing Date: Monday 10th August 2026
Shortlist: 24th August 2026
Assessments: w/c 31st August 2026
Panel Interviews: c 8th September 2026
Reasonable Adjustment
If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.
If you need a change to be made so that you can make your application, you should:
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Contact Government Recruitment Service at: [email protected] as soon as possible before the closing date to discuss your needs.
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Complete the assistance required section in the personal information page of your application form to provide information we should be aware of that will enable us to support you further on in the recruitment process. For instance, you may need wheelchair access at interview, or if youre deaf, a Language Service Professional.
Further Information
If you are experiencing accessibility problems with any attachments on this advert, please contact: [email protected]
Should candidates like to discuss the role in more detail before submitting an application, please contact: [email protected]
If your application is successful but you have been dismissed from the Civil Service, your application could be removed at the pre-employment checking stage depending on the nature of the dismissal.
Applicants who are successful at interview will be, as part of pre-employment screening, subject to a check on the Internal Fraud Database (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. Any applicants details held on the IFD will be refused employment. A candidate is 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.
All external applicants and current employees of accredited non-departmental public bodies (NDPBs) will be required to undergo a Social Media Check. A Social Media Check is a review of your publicly available online activity, typically across platforms like LinkedIn, Facebook, X (formerly Twitter), Instagram, and others. The purpose is to identify any public posts or content that could raise concerns for employers, such as:
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Hate speech or discriminatory behaviour
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Threats or acts of violence
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Illegal activity or substance misuse
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Sexually explicit material
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Extremist views or affiliations
Importantly, this check does not involve hacking into your accounts or accessing private messages. It only considers content you have chosen to make public. Employers use this kind of screening to help ensure their workplace remains safe, inclusive, and aligned with company values. Its not about judging your personality or lifestyle - its about checking for potential red flags that might affect the role or company culture. If you have questions or concerns about the social media check, we would be happy to explain in more detail whats being looked at and how your data is handled securely and fairly.
Feedback will only be provided if you attend an interview or assessment.
