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.
Please note: this means evidence of the things we've listed below, which can come from any setting, such as education, volunteering, personal projects, part‑time work or life experience. You do not need formal work experience to apply.
In your application form wed like you to:
Write a Personal Statement of 750 words: tell us, using examples, how you meet the following criteria:
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Able to problem solve:
Please describe a specific example of a problem you faced, how you approached solving it, and how that experience will help you succeed in this role?
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Inquisitive with a passion for technology:
Using a specific example, what interest you in the field of software engineering, and why does this motivate you to pursue a career in this field?
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Keen to learn and develop new skills:
Please give a specific example that shows your commitment to learning and personal development (such as a course, project, or independent research).
We'd encourage you to use the full word count, and to give us clear examples and evidence of the different elements of the essential minimum criteria.
Were committed to being diverse and inclusive, so please make your application anonymous by removing all identifying personal information (such as your name and age) from your personal statement.
Please note: In the case of a large number of applications, before conducting a full sift as described above, the panel may conduct a pre-sift assessing all applications against the following Experience: Able to problem solve.
Once the advert has closed, we will sift applications - this involves reading through them all, please bear with us as this can take some time.
We may raise the score required if we receive a high number of applications.
At sift we may choose to take through the highest performing candidates to the next stage. If, after the final stage is completed and roles are unfilled, we will proceed to invite lower scoring candidates to interview.
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Successful candidates from the sift stage will be invited to deliver a 10-minute presentation (with 5-minute follow-up discussion), which will conducted using Microsoft Teams.
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The presentation topic will be released in the confirmation email once you have booked a presentation timeslot.
- The presentation stage will be assessing the Technical skill: Problem solving. We're keen to see you can research something relatively unfamiliar and present it in a short presentation.
Companies House uses a blended interview technique, allowing us to find out more about you.
We use the Success Profile framework and at interview we will use Success Profiles assessing the Behaviours listed in the advert, and Strengths.
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Successful candidates from the presentation stage will be invited to a virtual interview, which will be conducted using Microsoft Teams.
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The lead criteria to distinguish between tied candidates will be: Developing Self and Others.
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A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.
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All offers will be made in merit order.
Our recruitment process is underpinned by the principle of recruitment based on fair and open competition with decisions made on the basis of merit, as outlined in the Civil Service Commissioners Recruitment Principles.
Key dates (dates are indicative only and could be subject to change)
Webinar: 30th March 2026
Close: 13/04/2026
Sift: from 14/04/2026
Presentation: w/c 27/4/2026
Interview: w/c 5/5/2026
Sponsorship
Companies House cannot offer Visa sponsorship to candidates through this campaign. Companies House holds a Visa sponsorship licence but this can only be used for certain roles and this campaign does not qualify. Should you apply for this role and require sponsorship, your application may be rejected, and any provisional offers of employment withdrawn.
Successful candidates must pass a Baseline Personnel Security Standard (BPSS) check before they can be appointed.
BPSS is an entry level security check. It uses the Police National Computer (PNC) to make sure a candidate has no convictions. The check returns evidence of any current criminal record and un-spent convictions under the Rehabilitation of Offenders Act 1974.
Successful candidates must meet the security requirements for Security Check (SC) before they can be appointed.
The requirement for SC clearance is to have been present in the UK for at least 3 of the last 5 years. Failure to meet the residency requirements will result in your security clearance application being rejected.
Further information on National Security Vetting
Feedback will only be provided if you attend an interview or assessment.
