Application
To apply for this post, you will need to complete the online form via https://www.gatenbysanderson.com/job/GSe135539
This should be completed no later than 23:55 on 13/09/2026
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. Your CV should be no longer than two A4 pages at font size 12.
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 application please get in touch with us via [email protected]
Your application will be acknowledged when it is received.
For a confidential discussion to help inform your application, please contact our recruitment advisors at Gatenby Sanderson:
[email protected]
[email protected]
Selection Process and Shortlist
Stephen Cohen, Civil Service Commissioner, will chair the process. More detailed information can be found at the Civil Service Commission website: Civil Service Commission
Stephen will be joined by:
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Richard Goodman, Director General, Rail Group
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Barbara Bennett, Director General, Corporate Delivery Group
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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 will be asked to take part in a series of assessments which will include:
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Staff Engagement Exercise A presentation and Q&A
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.
Stakeholder Conversation
Shortlisted candidates will also have an opportunity to meet with David Hughes, CEO East West Rail ahead of their interview. Feedback from these discussions will be shared with the interview panel
Informal Discussions
Shortlisted candidates will have the opportunity to speak to Richard Goodman prior to the final interview. This is an informal discussion to allow candidates to learn more about the role and is not part of the assessment process.
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 later in this pack 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: 23:55 Sunday 13th September
Longlist: w/c 21st September
Shortlist: Monday 5th October
Assessments & Stakeholder Conversations: w/c 5th & 12th October
Panel Interviews: w/c 19th October
We will be hosting a Microsoft Teams Information session on 26th August 1pm 1:30pm to give you the opportunity to learn more about the role and ask any questions you may have.
Please contact our search partners [email protected] to ask for the invite.
Reasonable Adjustments
We are committed to making reasonable adjustments in order to support disabled job applicants and ensure that you are not disadvantaged in the recruitment and assessment process.
If you feel that you may need a reasonable adjustment to be made, or you would like to discuss your requirements in more detail, please contact:
[email protected] in the first instance.
Further Information
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.
If your application is successful but you have been dismissed from the Civil Service within the last 12 months, your application could be removed at the pre-employment checking stage.
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:
Hate speech or discriminatory behaviour
Threats or acts of violence
Illegal activity or substance misuse
Sexually explicit material
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 lifestyleits 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.
