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.
Stage 1 - Sift
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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The willingness to learn and adapt to new technologies
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Strong communication skills, both written and verbal
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Good organisational skills, able to manage tasks and time effectively
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 above.
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 criteria:The willingness to learn and adapt to new technologies.
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.
Candidates successful at sift will progress to the assessment centre stage, which will be conducted in person at our Cardiff office.
We see the assessment centre as an opportunity for us to get to know you but also for you to meet us, get to know the team and develop an understanding of us as an organisation.
Full details will be emailed across to successful candidates after they have booked their slot.
Please note: the Assessment centre will show as Interview 1 in your Civil Service Jobs account.
At the assessment centre, we will be assessing the following:
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Behaviour: Working Together
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Technical: Problem solving and creativity in finding solutions
The lead criteria to distinguish between tied candidates will be the Behaviour: Working Together.
Stage 3 - Interview
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 Strengths and the following from the advert:
Behaviours: Developing Self and Others; and Communicating and Influencing;
Technical: Understanding and evaluating technology.
Successful candidates from the sift stage will be invited to a virtual interview, which will be conducted using Microsoft Teams.
There will be an activity as part of the interview - this will be a short presentation that you will be expected to prepare in advance. It will assess the Technical skill: Understanding and Evaluating Technology. Further details about the activity will be sent to candidates after they have booked their interview slots.
The lead criteria to distinguish between tied candidates will be: Developing Self and Others.
A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.
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)
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Find out more sessions: 31st March 2026 at 12.00 - 13.00
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Closing date: 15th April 2026
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Sifting: from 16th April onwards
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Assessment centre: w/c 27th April 2026
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Interview: from 5th May 2026 onwards
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.
Security Clearance
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.
