Any current vacancies will be listed below.

We always list our current vacancies on our website. You can also find out more about our recruitment and selection process.

Recruitment information

We currently have no job vacancies. When we do have available roles they will always be advertised here on the website.

For your information, the following principles will apply whenever recruitment or selection for positions takes place:

  • Individuals will be screened against the job requirements as laid out in the job descriptions and person specifications.
  • Any qualifications or requirements applied to a job that have or may have the effect of inhibiting applications from certain groups of the population will only be retained if they can be justified in terms of the job to be done.
  • Information on age, gender, sexual orientation, ethnicity, religion or belief and disability will be collected in order to monitor the numbers of applications from different groups. This information will not be used in the selection process or for any other use other than this purpose.
  • Selection tests will be specifically related to job requirements and will measure the person’s actual or inherent ability to do or train for work.
  • Selection tests will be reviewed regularly to ensure they remain relevant and free from bias, either in content or in scoring mechanism.
  • All recruiting managers and HR team members taking part in recruitment and selection will have been trained in interviewing skills and equal opportunities.
  • Written records of interviews, reasons for decisions made at each stage of the process and reasons for appointment or non‑appointment will be kept by HR for six months, unless a longer period can be justified and is in compliance with the Data Protection Act 1998. Records will then be disposed of confidentially.
  • Interviews will assess candidates against job-related criteria only.
  • All information held about a candidate must be used only for the purpose for which the information has been collected.
  • All candidates will be asked at the first interview stage to provide documentary evidence of their right to work in the UK, to ensure compliance with immigration rules. A photocopy of the accepted documentation will be taken. The HR department can provide a full listing of what documentation is acceptable.
  • Reasonable adjustments should be made to reduce any disadvantage faced by disabled people in making an application in response to an advertisement.
  • The recruitment and selection process for disabled candidates should take into account such adjustments to working arrangements or physical features of the work place/station/premises as are reasonable to accommodate their needs and be such that they are not placed at a substantial disadvantage compared with non-disabled candidates.
  • Decisions to interview, shortlist or offer employment will take no account of an applicant’s trade union membership or non-membership.

The following documents may be of interest if you wish to apply for jobs in the future. 

Application Form

Core competencies encouraged at The Bridge and FFTB

Recruiting Ex-Offenders Policy

Code of Practice for DBS checks

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