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: Interview & Assessment
You must be successful at each stage to progress to the next stage.
Stage 1: Sift
At sift, you will be assessed against the following Success Profile elements:
As part of the application process, you will be asked to provide a CV and Personal Statement (1000 words) to Pearson Carter (our Recruitment Partners) which outlines your experience of the following:
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Experience working with technical teams to deliver user-focused services in an agile environment
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Experience of coaching and mentoring software developers / test engineers to develop their skills
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Strong applied knowledge of Microsoft Dynamics or Microsoft Power Platform, including an in-depth understanding of their capabilities, boundaries, and constraints.
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Development experience using some of the following: C#, .net, Dynamics Plugin, Power Fx, Model/Canvas Apps, Power Automate, Dynamics 365 CE, Powershell, ALM Pipeline , Azure DevOps, Dataverse.
To apply please click '' at the bottom of the page.
The sift will take place week commencing 24th August 2026.
Stage 2: Interview & Assessment
At interview stage, you will be assessed against the following Success Profile elements:
Behaviours:
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Working Together
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Changing and Improving
Experience :
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Experience of working with/developing in Dynamics 365 and Power Platform
Technical:
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Senior Software Developer Programming and build - (Skill level: practitioner)
- Senior Software Developer Modern development standards - (Skill level: practitioner)
- Senior Software Developer Service support - (Skill level: practitioner)
- Senior Software Developer User Focus - (Skill level: practitioner)
You will also be required to create and deliver a presentation to assess the following technical skill:
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Senior Software Developer Systems design - (Skill level: practitioner)
Guidance will be provided if you are invited to interview.
The interviews will take place week commencing 7th September 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
Feedback on your application can only be provided if you attend an interview or assessment.
We will also hold a 12 reserve list for this role, which may lead to potential opportunities beyond the role you applied for.
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.
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.
