Key information
Additional details on security and vetting
Successful candidates must meet the security requirements for Security Check (SC) before they can be appointed. Further information on the vetting process can be found at National security vetting: clearance levels - GOV.UK.
To be eligible for SC clearance, candidates must meet the vetting criteria and have been a resident in the UK for at least 3 out of the last 5 years. Failure to meet the residency requirements will result in your security clearance application being rejected.
Please review our vetting charter to understand what you can expect from the process - The vetting charter - GOV.UK
If you have questions regarding this or are unsure if you meet the eligibility criteria, please contact [email protected]
What will the process look like?
To apply, please complete the online application form and provide the information outlined below.
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.
We welcome applications in Welsh / Rydym yn croesawi ceisiadau yn y Gymraeg.
Key dates (dates are indicative only and could be subject to change)
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Closing date - 21st September 2026, at 23:55
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Sifting - 22nd September 2026 onwards
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Interviews - w/c 5th October 2026, via Microsoft Teams
To apply, please complete the online application form and provide the information outlined below.
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.
Stage 1 Sift
We are committed to fair and inclusive recruitment. Please ensure your application is anonymous by removing personal identifiers, including names, from your employment history and supporting statements.
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
Your CV will be used to assess your suitability for the role alongside your 500 word Personal statement.
CV
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Tell us about your employment history, including key responsibilities and achievements.
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Qualifications - Please provide details of your qualification(s) and/or relevant professional experience that demonstrate how you meet the following requirement: A degree-level qualification in a relevant discipline, or equivalent professional experience is essential alongside evidence of continuing professional development.
Personal statement
Tell us why youre a great fit for this role by writing a 500-word personal statement that highlights your relevant experience, skills, and motivations. As part of the assessment process, well be reviewing your statement for clear evidence of how you meet the essential criteria outlined below:
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Significant experience in data quality, data governance, data management, analytics or a related discipline.
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A proven ability to lead multidisciplinary teams, influence senior stakeholders and deliver organisational change through the effective use of data.
We encourage you to provide specific examples that demonstrate the impact of your work, the actions you took and the outcomes you achieved.
Technical
Well also assess you against the following technical criteria. For each technical skill, please provide evidence of up to 250 words demonstrating how you meet the criteria.
The technical skills being assessed are:
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Experience of developing and embedding data quality, metadata and data ownership frameworks. (Lead Criteria)
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Strong analytical skills, with the ability to interpret complex information, identify root causes and use evidence to support decision-making and prioritisation.
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Practical knowledge of analytical and business intelligence tools, such as SQL, Python and Power BI.
Please note: Should a large number of applications be received, a pre-sift may be conducted using the lead essential criteria highlighted in bold above. We may also raise the score required at sift stage to progress to interview if we receive a high number of applications.
Candidates who achieve the highest scores will progress to the next stage of the recruitment process. If vacancies remain after the initial selection process, we may subsequently consider additional candidates in merit order.
Stage 2 - Interview
If invited to interview Behaviours, Technical and Strength based questioning will be used.
Behaviours
The below Behaviours will be assessed at interview:
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Changing and Improving
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Communicating and Influencing
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Developing Self and Others
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Managing a Quality Service
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Leadership
Technical Skill
The below Technical skill will be assessed at interview:
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Strong analytical skills, with the ability to interpret complex information, identify root causes and use evidence to support decision-making and prioritisation.
Please note: candidates that proceed to the interview stage will be required to take part in an activity as part of the interview. This will be assessed against Technical skill listed directly above. Further details will be provided to candidates invited to interview.
Strengths
Strength questions are designed to assess a candidate's natural and immediate response to a situation, reflecting the Civil Service Strengths framework used by Companies House. The specific strengths being assessed will not be shared in advance and will be explored during the interview.
Specific information regarding the Success Profile elements that will be assessed at interview will be contained within the interview invitation.
Interviews for this role will be carried out virtually interview via Microsoft Teams.
Stage 3 Offer
Once all interviews have been completed, you will be notified of the outcome by email. Offers will be made in strict merit order to the highest scoring candidate first as outlined in the Civil Service Commissioners Recruitment Principles.
Reserve list
A reserve list may be held for up to 12 months. If suitable vacancies arise during this period, appointments may be made from the reserve list in merit order for the same, similar or lower-grade roles, subject to business need. Our recruitment process is based on the principles of fair and open competition and selection on merit, in line with the Civil Service Commission Recruitment Principles.
Applicants to note
Incomplete and/or late submissions will not be accepted or considered.
CVs sent direct to Companies House will not be accepted.
Feedback will only be provided if you attend an interview or assessment
If you require a reasonable adjustment at any stage of the recruitment process, or if you'd like to discuss any person-centred adjustments then please let the recruitment team know via; [email protected]
Pre-Employment Checks
Successful candidates will be required to complete pre-employment screening, including Right to Work checks.
As part of the pre-employment screening process, successful candidates will also be subject to a check against the Internal Fraud Database (IFD). This check compares personal details, including name, date of birth and National Insurance number, against records relating to individuals who have been dismissed, or would have been dismissed had employment continued, for fraud or dishonesty offences within the Civil Service. Where a match is identified, employment will normally not be offered unless exceptional circumstances can be demonstrated.
Candidates whose application is affected by information held on the Internal Fraud Database will be informed accordingly. Please note that individuals dismissed from a Civil Service organisation for internal fraud are not eligible to apply for Civil Service employment for a period of five years following their dismissal.
Feedback will only be provided if you attend an interview or assessment.
