OUR RECRUITMENT PROCESS

We advertise our roles on a wide variety of platforms, however we also list all our open call vacancies on our careers site HERE. Within each listing you will find the application form you need to use to apply for the relevant position.

We don't accept speculative applications or applications via routes other than our online application forms.

If you have any difficulties with our online application forms, please contact our Recruitment Team who will be happy to help.

Here on our careers site we post both permanent and fixed-term opportunities for salaried positions at The Place and London Contemporary Dance School, as well as for some hourly-paid and freelance roles.

If you don't see any active job listings on our vacancies page, that means we are not currently hiring.

However, you can sign up to job alerts for the specific department(s) that interest you using the connect button found top of this page and also HERE. This will allow you to stay informed about new job opportunities as soon as they are posted.

If you're an artist looking to collaborate with The Place, rather than looking for direct employment, further advice on how to get in touch with the right people from our team can be found HERE. 

For the majority of our roles, we don't accept CVs, instead we ask candidates to complete our online application forms. 

We do make exceptions. For some entry level roles, and for roles within our Technical department, CVs are accepted to make the application process simpler in these instances.

If you have signed up to job alerts using our Connect portal you will have the option to upload your CV to your account. However, we will only review your CV if you apply for a role for which CVs are the specified application method, otherwise the relevant application form should be completed. 

Our application forms allow us to ask specific role-related questions to help guide candidates to provide the information on which our selection panel will review an application, which some candidates may miss when providing only a CV and cover letter.

Application forms also standardises the way in which applications are received. This ensures our shortlisting panels can judge applications solely on the merit of their content rather than their formatting.

Unfortunately, our system does not currently allow candidates to save their application form progress before submitting. We advise that answers to the questions on our application forms are written into a word processing document first and then copy and pasted into the form before submitting.

If you have set up an account using our Connect feature to sign up to job alerts (or if you do so after making your application) you can edit your submission. However, the selection panel will have access to your application as soon as it has been submitted and so may miss any changes you make. 

If you would like to make a change to your application after you have submitted it we advise you to contact our Recruitment Team to let them know so that they can make the selection panel aware of any changes you've made and/or make changes to your application on your behalf.

Yes. We understand that everyone is different and want everyone to feel comfortable enough to apply in a way that best showcases their skills and experience.

With this in mind, we also accept video submissions (also through our online portal). Video submissions should follow the same structure as the application form associated with the role as much as possible and should be no more than 10 minutes in length. If you submit a video application, the application form questions (expect any labelled as mandatory, such as information on criminal record) should be left blank.

All applications are evaluated using the same criteria regardless to whether they have been submitted in writing or on video.

If you have any difficulties submitting your application online and need assistance, please don't hesitate to contact our Recruitment Team.

No, there is no need to provide these at the application stage. We only approach references at the job offer stage of our recruitment process, so if you are successful in your application we will ask you to provide referee details then.

Yes, all application forms (and CVs where applicable) are anonymised before they are presented to our selection panels. This to minimise potential unconscious biases throughout our selection process.

Sadly, we do not currently have access to technology that allows us to anonymise applications submitted by video. While video anonymisation is a feature we hope will become available to us in the future, we feel the access benefits of allowing for video applications provides to potential candidates is important to have in place now.

Yes. We recognise that Artificial Intelligence (AI), particularly Generative AI tools based on Large Language Models (LLMs) are becoming an increasingly common part of everyday life and work. 

AI can be a useful tool for helping to explore, structure and refine your own ideas. If you do choose to use AI to support your application, we encourage you to use it in this way rather than relying on it to write your application for you.

Please remember, our selection panels want to understand your skills, experience, and motivation through your own voice. Applications that have been thoughtfully developed, reviewed, and personalised (whether with or without AI support) are typically much stronger than applications that rely heavily on AI-generated content.

Before you submit your application, make sure it accurately reflects your own experience, achievements, and motivations. You are responsible for ensuring that everything included in your application is truthful and represents your own work.

As an organisation that works with children, young people and vulnerable adults, we ask all applicants to disclose any unspent criminal convictions. This information helps us determine whether there are any legal or safeguarding considerations that may be relevant to the role to which you have applied.

Having an unspent criminal conviction does not automatically exclude you from being considered for a role. Any disclosure of a criminal conviction is assessed on an individual basis.

To ensure a fair recruitment process, details of criminal convictions are only visible to members of the HR team during the initial stages of the recruitment process. 

Selection panellists do not have access to this information when assessing applications or making shortlisting decisions. Information about a criminal record will only be shared with a selection panel where is is relevant and appropriate to do so, and you will be informed before this happens. 

Further information on how we handle criminal record information can be found in our Disclosure of Criminal Records Policy.

All offers of employment are conditional upon successful candidates providing evidence of their right to work in the UK.

We ask all applicants about their right to work in the UK so that our HR team can understand whether there are any immigration or visa considerations associated with an application. As a licensed UK visa sponsor, we may be able to offer visa sponsorship for some roles. However, not all roles are eligible for sponsorship, and sponsorship is also subject to organisational and budgetary requirements. Where visa sponsorship is not available, we aim to make this clear in the job advert.

To ensure a fair recruitment process, your response to this question is only visible to members of the HR team. It is not shared with the selection panel and does not influence shortlisting or hiring decisions.

Yes, The Place is a proud Disability Confident Employer.

The Disability Confident Employer scheme is backed by the UK government. This is a programme in which employers such as The Place commit to taking action to improve practices in recruitment, working environments, and development opportunities for disabled people.

We strongly encourage applications from those who identify as disabled and those from Global Majority backgrounds, as these groups are currently underrepresented in our workforce.

We pledge to offer interviews to all applicants from these groups whose applications show that they meet the minimum criteria for a role. This is assessed against the essential criteria for a role which are listed in the person specification provided alongside the advert for the relevant role.

If you are applying for a salaried position at The Place, after you have submitted your online application you will receive a confirmation email. Within this email you will receive a request to complete our online Equal Opportunities Survey.

Equity, diversity, and access are fundamentally important to our recruitment processes, which we are constantly refining. We use the data we collect from survey responses to monitor the success of our processes in this area. This data helps us to identify and remove any potential entry barriers throughout our hiring processes.

Additionally, data from this form will help our Recruitment Team to determine whether your application is eligible for consideration against our Recruitment Pledge.

If you are applying for an hourly-paid and/or freelance role, you will not currently be asked to complete our survey. However, you will be asked to identify whether you are from a Global Majority background and/or identify as disabled in your application form. This will be used to determine if our Recruitment Pledge is applicable to your application. 

You are asked to give your name when completing this survey so that our team know not to send reminders if you have already completed it. Your response will be kept completely separate from your application and will only be accessible by members of our HR Team.

Each application we receive is treated with the utmost care and consideration. Your application is not just a piece of paperwork; it represents the potential for a valuable addition to our team. Each member of our selection panels takes the time to thoroughly review every application, appreciating the unique skills and experiences that every candidate brings to the table.

Applications are scored by each selection panellist independently on a sliding scale against the essential criteria for the relevant role. These scores are based on how well each candidate has demonstrated that their knowledge, skills, and experience fulfil the role's criteria based on their application. The selection panel then compare their scores and decide on a final shortlist.

To give yourself the best chance of success, we advise you to tailor your application to the role and provide clear examples of how you meet each of the essential criteria. You can find these in the Person Specification section of the respective job advert.

Yes, but only to support specific administrative tasks. AI is used in two parts of our recruitment process, and in both cases its output is reviewed by a human to ensure it is accurate. AI does not make recruitment decisions.

Firstly, we use AI to help anonymise applications before they are shared with the selection panel. This helps reduce the potential for unconscious bias by removing identifying information. A member of our HR team reviews every anonymised application to ensure that personal information has been removed correctly and that no information relevant to the selection criteria has been redacted in error.

Due to the high volume of applications we receive, AI is also used to carry out an initial screening. This screening identifies applications where there may be insufficient evidence that the applicant meets one or more of the role's fundamental requirements.

The AI assessment is reviewed by the selection panel, who read every application in full before making any decisions. Applications that progress beyond the initial screening are then assessed in detail against the published essential criteria for a role to determine the shortlist.

No application is shortlisted or rejected solely on the basis of AI. Every application is reviewed independently by at least two members of the selection panel, and all recruitment decisions are made by people, not AI.

We aim to respond to all applicants within seven days of the position's closing date. Sometimes shortlisting decisions are delayed if we have had a particularly large number of applications ,but if you have not heard from us within this timespan, please feel free to reach out to our Recruitment Team.

Yes. If you are not selected for an interview, you will receive an email to let you know. Regrettably, due to the large number of applications we receive, we are sadly unable to offer feedback to candidates that have not been shortlisted.

If you are shortlisted to interview you will be notified by email.

We advise keeping an eye out on your junk mail so as to make sure you don't miss any communications from us if you've made an application.

Our job listings will state the expected interview dates in advance, though these may be subject to change. We aim to send interview invitations with at least five days' notice of the earliest interview date.

Yes. When invited to interview, the email you receive will contain a booking link where you can select an interview time from the available slots.

While it's great when candidates are able to attend their interviews in person, we understand that circumstances may vary, so should the times offered be inconvenient for you, we will be pleased to offer the option of conducting your interview online instead. We typically will offer online interviews through Microsoft Teams, though can use other platforms if necessary.

If this is the case, please contact our Recruitment Team who will be happy to talk through some options with you.

We will do our best to accommodate alternative dates if possible, but this will depend on the interview panel's availability.

Our panel interviews follow a structured, sit-down format. The panel will ask a series of questions designed to assess how your skills, knowledge and experience match the role. You'll have the opportunity to provide examples from your experience and ask any questions you have at the end.

Yes. You will be provided a summary of the interview questions that you will be asked in advance to allow you time to properly prepare. Additional questions may sometimes be asked. We advise candidates not to over rehearse your answers so as to be able to stay present during the interview. You are welcome to refer to notes if you find this helpful.

We will do all we can to accommodate candidates with specific requirements, so please feel free to communicate any preferences or needs you may have to our Recruitment Team. We will make every effort to ensure a smooth and tailored interview experience for you.

Typically, our panel interviews will last approximately 45 minutes, with extra time for the completion of practical tasks when applicable. If you are attending your interview in person, you will be invited to arrive 15 minutes early to have a guided tour of our building.

This will be dependent on the role. Occasionally, you may be asked to complete a short task ahead of your interview (such as a written tasks, or to prepare a verbal presentation, etc.) or a undertake a practical task during the interview itself. You will always be informed in advance if this is the case.

Our interview selection panels usually consist of three people: the position's line manager, another member of the department, and a third panelist with a relevant and related position or expertise.

We aim to make a hiring decision after just one round of interviews, though occasionally a second round may be required.

We aim to contact interviewees within one week of their interview date.

Yes. We greatly value the time and effort all our applicants put into this process.

We will contact all interviewees, whether successful or not.

Whether successful or not, all interviewees will be contacted via telephone to let them know the outcome of their interview. Where candidates can't be reached by telephone we will follow up by email.

If you have received a verbal job offer from us this will be followed up in writing via email. You will be allowed a few days to consider the offer if you need it and asked to confirm your acceptance in writing.

Yes. All offers of employment are conditional upon successful candidates providing evidence of their right to work in the UK.

If you accept a job offer, you will be asked to verify your right to work using an online verification service where possible. If you are unable to use the online service, we will discuss alternative methods of completing the check.

If you require visa sponsorship to take up the role, or if your immigration status changes during the recruitment process, please contact our Recruitment Team as soon as possible so we can discuss the available options.

Yes. If your interview was unsuccessful, you are welcome to request feedback. Just ask the interview panellist that informs you of the interview decision and they will follow up with you by email.

We aim to send out interview feedback within 7 days of receiving the request.

Yes, but only after receiving a job offer and when requested.

All job offers are conditional to receiving satisfactory references. If you are offered a role with us, we require two written references, one of which should be from your current (or most recent) employer. 

After you have confirmed acceptance of your job offer, we will ask you to provide the contact details of two referees. We will then reach out to these referees and ask them to complete our reference form.