We publish the process because a candidate who knows what is coming performs closer to their real ability, which is what we are trying to measure.
Where we hire
Open roles are listed on the careers overview. These are the areas that hire most consistently.
| Area | Typical roles | What the work involves |
|---|---|---|
| Engineering | Backend, frontend, mobile, platform, data | Building and running the banking platform, including its support burden. |
| Product & design | Product managers, designers, researchers | Deciding what to build, and watching real customers use it. |
| Risk & compliance | Financial crime, credit risk, regulatory | The controls that let a bank exist. Judgement work, not box-ticking. |
| Operations | Payments, onboarding, disputes, cards | The day-to-day running of money movement and customer administration. |
| Customer support | Advisers, specialists, team leads | The people who answer, and who write the help centre. |
| Lending | Underwriters, analysts, relationship managers | Assessing and structuring credit for people and businesses. |
| Corporate | Finance, legal, people, communications | Running the institution itself. |
The process, stage by stage
1. Application
A CV and a short note on why this role. No cover letter template required, and we would rather have three honest sentences than a page of adjectives.
2. Screening call (30 min)
With a recruiter. Your background, what you are looking for, the practical questions — salary range, notice period, working pattern. We state the range at this stage.
3. Hiring manager conversation (45 min)
The work itself: what you have built, decisions you have made, what you would do differently. This is a conversation, not a quiz.
4. Craft assessment (60–90 min)
Role-specific. A practical exercise close to real work, done with someone rather than watched. There is no unpaid take-home longer than two hours.
5. Team and values conversation (45 min)
With people you would work alongside. How you collaborate, disagree, and handle being wrong.
6. Decision
A decision within five working days of the final stage, with feedback either way.
What each stage is measuring
Stage three is about judgement, stage four is about craft, stage five is about how you work with others. Knowing that is not cheating — it is the point of publishing it.
How long it takes
| From | To | Typical |
|---|---|---|
| Application | First response | Within 5 working days |
| Screening call | Hiring manager conversation | 1 week |
| Hiring manager | Craft assessment | 1 to 2 weeks |
| Final stage | Decision | Within 5 working days |
| Offer accepted | Start date | Your notice period, plus vetting |
Regulated roles require background and reference checks before a start date is confirmed. We tell you at offer stage if your role is one of them.
If we go quiet
Chase us. A delay is almost always a diary problem rather than a decision, but silence from an employer is unacceptable and we would rather be prompted than excused.
Preparing well
- 1Bring two or three concrete examples of work you owned, including one that went badly. The second kind tells us more.
- 2Be ready to explain a decision you made and the alternative you rejected.
- 3Read the help centre. Candidates who have looked at how we explain things to customers consistently interview better.
- 4Have questions about the constraints, not just the perks. Ask what makes the job hard.
- 5Tell us early if you need adjustments to the process. We will make them without asking why.
We do not do trick questions
No brainteasers, no whiteboard algorithm theatre unrelated to the job, and no unpaid work that resembles a real deliverable. If an interview feels like that, tell the recruiter.
Offers
- We give a verbal offer with the full package before paperwork, so you can consider it properly.
- The salary range is stated at screening and we do not move the goalposts at offer.
- We do not ask what you currently earn. Level and range are set by the role.
- You get reasonable time to decide. Exploding offers are a pressure tactic and we do not use them.
- Vetting appropriate to the role happens after acceptance, and we tell you what it involves first.
Documents you may also need
Working Here
What the days actually look like: how teams are organised, how decisions get made, where people work from, and who tends to do well here.
CareersGraduates & Early Careers
The graduate programme, internships and apprenticeships: what the two years look like, what we assess, and how to apply without a finance degree.
CareersCandidate & Employee Privacy Notice
What personal data we collect when you apply or work here, why we hold it, how long we keep it, who sees it, and the rights you have over it.
This document was last updated on 1 August 2026. We publish the current version here at all times; superseded versions are available on request.
If anything on this page is unclear, write to us and we will explain it.