If you're interested in working for us, get in touch.

Want to join us?

Want to work for a values driven, social outcomes focused company? Do you have experience in one or more of these areas, especially in our relevant sectors (e.g. health and social care integration, local government, third sector, infrastructure, energy, science etc)?

Consultation and Engagement

->   Stakeholder and community engagement

->   Digital engagement

->   Public consultation

Evaluation and Impact

->   Theory-based and quasi-experimental evaluations

->   Economic and financial modelling

Research and Insight

->   Qualitative research methods, especially with ‘harder to reach’ groups, and analysis of large sets of data

->   Quantitative methods, especially managing large datasets and using advanced statistical procedures

->   Market segmentation and customer insight

We are interested in people at different points in their careers, from first-jobbers to highly experienced senior individuals. If you’re interested in working with us, please send us your CV with a brief cover letter explaining why you think you’d be a good fit for OPM Group, to recruit@opm.co.uk.

Our values

OPM Group is committed to using processes for recruiting staff which are in line with our values, so ensuring:

->   That there is no indirect or direct discrimination on the basis of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation

->   That whenever appointments are made, those appointed are the candidates best qualified from the applications received

Selection Criteria and Testing

The only criteria used in making recruitment decisions will be those indicated in the agreed person specifications for the roles. Selection tools and techniques – including interview questions, skills tests, exercises – will be specifically chosen so as to address these criteria: for any selection tool or technique used it will be possible to show for which criteria from the person specification it is being used to get indicators and how.

Skills testing of disabled applicants

Applicants who satisfy the minimum standards of the role may be asked to take a number of ability tests before being progressed to the next stage of the recruitment process. These include online numerical and verbal reasoning assessments supplied by psychometric test provider. If an ability test has a feature that, in the opinion of the applicant, places a disabled person at a substantial disadvantage to other candidates, OPM Group agrees to take such steps as is reasonable to mitigate the disadvantage.

Should an applicant be able to demonstrate their ability for the role as laid out in the job description (able to meet the minimum standards of the role as outlined in the necessary column in the person specification), by any alternative method, this will be given due consideration by OPM Group.

OPM Group agrees that should disabled applicants meet the minimum requirements of the job and are able to demonstrate their competency through ability tests or any other comparable method; they will be given an automatic right to interview.

Decisions and Documentation

Decisions will be based only on those criteria indicated in the agreed person specifications for the roles. Documents used in the selection processes, during interviews or exercises, including any notes about candidates made by the members of panels, will be collected and stored in individual files for each candidate; these will be kept in storage for at least one year after the last day of any selection processes.