How to apply:
Our selection process ensures a comprehensive assessment of each applicant's qualifications, skills, and potential fit within our organisation.
The selection process for this role will be:
Stage 1: Sift of CV and personal statement
Stage 2: Assessment
Stage 3: Interview
You must be successful at each stage to progress to the next stage.
Candidates will be asked to answer 3 questions at application stage, these are to be answered with a simple yes/no:
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Do you have hands-on experience writing code in one or more programming languages, for example Java, JavaScript or TypeScript?
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Have you designed, developed or maintained test frameworks or test tooling across multiple test levels?
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Are you willing and able to complete a coding-based technical assessment as part of the recruitment process?
Stage 1: Sift of CV and Personal Statement
At sift, you will be assessed against the following Success Profile element:
Experience you will be asked to provide a CV (unlimited wordcount) and personal statement (250-word count) for each of the criteria listed below.
Please provide evidence of your Experience of the following:
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Writing code in one or more programming languages, for example Java, JavaScript and TypeScript, to build or maintain test frameworks, tools or checks.
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Designing or implementing automated checks across API, integration, contract or end-to-end test levels.
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Working with CI/CD pipelines and investigating complex automated test, environment, data or integration failures.
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Improving quality engineering practices, automation reliability, engineering standards or test maintainability within a team.
Should a large number of applications be received, an initial sift may be conducted using the lead criteria: Writing code in one or more programming languages, for example Java, JavaScript and TypeScript, to build or maintain test frameworks, tools or checks.
Candidates who pass the initial sift may be progressed to a full sift or progressed straight to assessment
Sift will take place week commencing 29th June 2026.
Stage 2: Assessment
At assessment stage, you will be invited to complete a technical exercise. The assessment will take place online via Microsoft Teams. You will be assessed against the following Success Profile elements:
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Technical: Software Developer: Programming and Build (Practitioner)
The assessment stage will take place week commencing 13th July 2026.
Guidance will be provided if you are invited to the assessment.
Candidates who pass the assessment, will be progressed to interview stage.
Stage 3: Interview
At interview stage, you will be assessed against the following Success Profile elements:
Behaviours
Working Together and Making Effective Decisions.
Technical
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Developer - Modern Development Standards - Level: practitioner
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Developer - Systems Integration - Level: practitioner
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Developer - Service Support - Level: practitioner
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Developer - Development Process Optimisation - Level: Working
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Senior Developer - Programming and Build - Level: Practitione
The interviews will take place week commencing 27th July 2026.
This interview will be conducted online via Microsoft Teams Further details will be provided to you should you be selected for interview.
You can find out more about our hiring process, how to apply, and application and interview guidance on our careers site .
Please note that we will try to meet the dates set out in the advert. There may be occasions when these dates will change.
Further information on the selection process
We will also hold a 12 reserve list for this role, which may lead to potential opportunities beyond the role you applied for. You can read more about our reserve lists here.
Should we receive a large number of applications, we may invite a shortlist of the highest performing candidates to interview. This means that some applications that meet the required standard could be placed on hold after the sift and invited to interview if the vacant position(s) remain unfilled. You will be notified if your application is being put on hold once the sift has been completed.
Appointments for this position will be made in order of merit. If you are successful in the selection process but there are no further available posts for the advertised role, you may be contacted to discuss an offer for a lower graded role (with similar experience and responsibility requirements).
If you are unsuccessful in the selection process, your application may be considered for a lower graded position if your demonstrated skills and experience meet the requirements of the alternative position. Candidates will be considered in order of merit.
AI Tools and Platforms
Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action. Please see our for more information on appropriate and inappropriate use.
Reasonable Adjustments
As a Disability Confident Leader employer, we are committed to ensuring that the recruitment process is fair, accessible and allows all candidates to perform at their best. If a person with a visible or non-visible disability is substantially disadvantaged, we have a duty to make reasonable changes to our processes.
Complete the Assistance required section in the Additional requirements page of your application form to tell us what changes or help you might need during the recruitment process. For instance, you may need wheelchair access at an interview, or if youre deaf, a Language Service Professional.
If you need a reasonable adjustment so that you can complete your application, you should contact Government Recruitment Service via [email protected] as soon as possible before the closing date to discuss your needs.
Document Accessibility
This job advert contains links to the DfT Careers website. Our website provides useful guidance and information that can support you during the application process. If you are experiencing accessibility problems with any attachments on this advert or the information on our website, please contact the email address in the 'Contact point for applicants' section.
Further Information
For more information about how we hire, and for useful tips on submitting your application for this role, visit the How We Hire page of our DfT Careers website. You can find detailed information about the recruitment process and what to expect when applying for a role.
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.
For further information on National Security Vetting please visit the Demystifying Vetting website.
Feedback
Feedback will only be provided if you attend an interview or assessment.
