Role details

His Majesty's Inspector of Constabulary and Inspector of Fire & Rescue Authorities in England

Application deadline 15 July 2024


His Majesty's Inspectorate of Constabulary and Fire & Rescue Services
Sponsor department
Home Office
Judicial, Prisons & Policing
Business, Communication, Media
Number of vacancies
Time commitment
260 day(s) per annum
£193964 per annum
Length of term
Five years
Application deadline
11:59pm on 15 July 2024

Apply for this role

Share this page

The following links open in a new tab

Timeline for this appointment

  1. Opening date

    20 May 2024

  2. Application deadline

    11:59pm on 15 July 2024

  3. Sifting date

    30 August 2024

  4. Interviews expected to end on

    30 September 2024

Timeline dates are only an estimate and can change

About the role


About His Majesty’s Inspectorate of Constabulary and Fire & Rescue Services 
In summer 2017, His Majesty’s Inspectorate of Constabulary (HMIC) was asked by the Home Secretary to also inspect the effectiveness and efficiency of England’s fire & rescue services. The first fire inspection took place in Spring 2018. To reflect this new role, the Inspectorate’s name changed to His Majesty’s Inspectorate of Constabulary and Fire & Rescue Services (HMICFRS).
In preparing its reports, the Inspectorate asks the questions that citizens would ask, and publishes the answers in an accessible form, using its expertise to interpret the evidence and make recommendations for improvement.
The Inspectorate provides authoritative information to allow the public to compare the performance of their police force and fire & rescue service against others. The evidence gathered is used to drive improvements in the services they provide to the public.
“HMICFRS plays a vital role in holding police forces and fire & rescue services to account - ultimately preventing crime, protecting the public, and securing public trust. His Majesty’s Inspectors are central to this approach. If you are motivated to play a key role in helping HMICFRS achieve its mission, then please get in touch”
Jaee Samant CBE
Director General – Public Safety Group, Home Office
HMICFRS is independent of government, the police and fire & rescue authorities:
HM Inspectors are appointed by the Crown. They are not employees of the police service, fire & rescue authorities or the Government.
In the dual role of HM Chief Inspector of Constabulary and HM Chief Fire & Rescue Inspector for England, the Chief Inspector reports to the Home Secretary and Parliament on the efficiency and effectiveness of police services in England and Wales, and on the efficiency and effectiveness of fire & rescue authorities in England.
HM Inspectors may be called to give evidence before committees of Parliament, and must also account for their actions to the public through the media. As is the case with all public bodies, HM Inspectors are also susceptible to judicial review.
Although HMICFRS’ budget is set by the Government, and the inspection programmes require the Home Secretary’s approval, no Minister, chief constable, police and crime commissioner, mayor or fire and rescue authority can interfere with the contents of an HMICFRS report or the judgment of HM Inspectors.
Public interest
Police inspections
HMICFRS’ annual inspection programme for police forces in England and Wales is subject to the approval of the Home Secretary under the Police Act 1996.
The Home Secretary may also require HMICFRS to carry out further inspections of police forces, beyond the terms of the annual inspection programme. Police and crime commissioners may also commission HMICFRS to do inspections in their force areas, although HMICFRS is not required to accept any such commission.
HMICFRS may also carry out inspections of police forces on its own initiative if it considers that the performance or circumstances of a force merit it.
In devising its policing inspection programme for the Home Secretary’s approval, HMICFRS considers the risks to the public, service quality, public concerns, the operating environment, the effect which inspection may have on a force, and the benefits to the public of improvements which may follow inspection.
Fire & rescue authority inspections 
The Fire and Rescue Services Act 2004 requires the Inspectorate to inspect and report on the efficiency and effectiveness of fire & rescue authorities in England. This is principally focused on the fire and rescue service that the authority oversees. 
The programme is subject to the approval of the Home Secretary who may also require HMICFRS, at any time, to carry out further inspections of any or all fire & rescues authorities in England. A recent example of this was the vital January 2021 inspection into how fire and rescue authorities responded to the COVID-19 outbreak and the numerous challenges it presents.
HMICFRS is an inspectorate, not a regulator. Regulators have powers of intervention, direction and enforcement. Inspectorates have powers to secure information, but no powers to give orders for change. Recommendations are not orders. 
It is for chief constables (whose operational independence is a cornerstone of British policing), police and crime commissioners and fire & rescue authorities (both with powers to set local priorities and budgets) and, in extreme cases, the Home Secretary (who has ultimate democratic responsibility for policing and fire & rescue) to take action as a result of HMICFRS’ recommendations.  
Police and crime commissioners are required to publish their comments on each HMICFRS report within 56 days of its publication, and must include an explanation of the steps to be taken in response to each HMICFRS recommendation or an explanation of why no action has been or is to be taken in that respect. Similarly, the revised Fire & Rescue National Framework for England requires fire and rescue authorities to give due regard to reports and recommendations made by HMICFRS and – if needed – prepare, update and regularly publish an action plan detailing how the recommendations are being actioned.  
For more information on the work of the Inspectorate please visit the HMICFRS website
Levelling Up
In May 2021, the Home Office announced plans to further improve Civil Service representation in communities by moving roles from London and the South East, to offices and towns across the UK, including Stoke-on-Trent, Darlington, Peterborough, Salford and Solihull. Having more people in regional areas will improve our collective understanding of regional priorities and challenges and will better support policy development, bringing a greater variety of voices and experiences into the Civil Service. For this reason, HMICFRS will be moving to a regional structure, with offices in Salford and Birmingham, as well as a small residual presence in London. This role will not be London based. 

Introduction from the Chair

Foreword from HM Chief Inspector of Constabulary and Chief Fire & Rescue Inspector for England, Andy Cooke QPM DL
Dear Applicant,
Thank you for your interest in being appointed one of His Majesty’s Inspectors in respect of policing and fire & rescue services.
It’s a great job and could be the pinnacle of your already distinguished career.
We make a real difference. Just look at our reports on child protection and child sexual exploitation, violence against women and girls, culture & values, the policing of protests, fraud, disproportionality, leadership and so many others, as well of course as our wide-ranging inspections of all 43 police forces in England & Wales and of all 44 FRS in England. What we say gets changes made, and they're changes for the better. No-one can count how many victims receive better treatment and justice as a result of what we do; nor can we count the people who don't become victims at all. But it's certain there are many of them. And that's why we come to work. 
In 2017, HMICFRS grew much bigger. To our long-standing responsibilities to inspect and report on the efficiency and effectiveness of the police in England and Wales have been added the job of doing the same for the fire and rescue services in England. We are now inspecting fire and rescue services to the same high standard as we apply to all we do in policing. 
As well as the core job of inspecting and reporting on efficiency and effectiveness, there’s the policy, and relations with other pieces of government. The Home Office looms largest, but we work with four other central government departments as well as other policing, fire and criminal justice institutions (such as the College of Policing, the IOPC, the NPCC, the NFCC, the Local Government Association, the APCC and others, as well as the inspectorates for prosecution, prisons and probation). 
Each HMI is a member of the HMICFRS Board; it’s a major part of the job. It's stimulating, hugely professionally satisfying and hard work. The inspectorate staff are people of diverse professional backgrounds with high skills and an unmatchable commitment to public service in these, the most essential, safety-critical monopoly public services of all. 
It is essential that the collective experience of the HMIs covers the breadth of the work of the Inspectorate. Given the current composition of the board, applications for this vacancy are particularly welcomed from candidates with experience of the wider Criminal Justice sector, or more broadly in governance or assurance roles. 
I urge you to read our recent reports, including the annual State of Policing and annual State of Fire and Rescue reports, and see in detail what we do.  If they don't raise your heart rate, don't apply. If they do, I shall warmly welcome your application. 
Andy Cooke QPM DL
HM Chief Inspector of Constabulary and HM Chief Inspector of Fire & Rescue Inspector for England

Role description

Job Title: His Majesty’s Inspector of Constabulary (HMI)   Inspector of Fire & Rescue Authorities in England (IFRAE)
Commitment:  Full time public appointment
Remuneration: £193,964 per annum
Appointment:   This is a fixed term appointment for a period of up to five years.
Location:   This is a national role within England & Wales, so location is flexible. 
Reporting to: Andy Cooke QPM DL, HM Chief Inspector of Constabulary / Chief Fire & Rescue Inspector for England.
HMI and IFRAE are simultaneous appointments made by His Majesty the King on the recommendation of the Home Secretary.
Their purpose is to inspect police forces and fire & rescue authorities, and report publicly on their efficiency and effectiveness.
Key Responsibilities:
Inspect a number of the police forces in England and Wales, and fire & rescue authorities in England, as determined by the Chief Inspector. This will include:
o Monitoring inspected organisations’ performance;
o Forming a professional assessment of inspected organisations’ performance;
o Identifying problems and challenging inspected organisations and their governing bodies so that the public are not exposed to avoidable risk or harm and can be assured that fire & rescue                  services are effective and efficient;
o Preparing inspection reports to high corporate standards and presenting findings to the public; and
o Promoting good practice to promote and facilitate improvement in fire and rescue and police services, and wider public safety.
The Chief Inspector may also require post holders to inspect other organisations, as necessary.
Lead one or more of HMICFRS’s thematic programmes.
Lead – if required – any additional HMICFRS inspections not included in the inspection programme.
When called upon, participate in chief officer misconduct meetings and hearings and chief officer appeal panels.
Operate in the public interest and demonstrate the highest levels of personal integrity at all times.
Along with other HMICFRS Board members, contribute to the corporate leadership of the organisation.
Build and lead high-performing inspection teams.
Develop strong relations with the senior leadership teams of inspected organisations and their governing bodies.

Regulation of appointment

This post is regulated by the Commissioner for Public Appointments. For more information, please refer to the Commissioner’s website 

Person specification

Essential criteria

Part One - Essential Skills and Experience
Successful track record of strategic leadership of a large delivery organisation with commensurate management skills and the ability to contribute effectively as a member of the senior team.
Ability to take an outcome-focused approach which would enable you to enhance public accountability of the fire and rescue service and the police service.
Strong analytical skills, predominantly with a reliance on evidence-based practice, and the capability to carry out rigorous inspections.
Proven performance, resource management and business skills.
A first-class communicator – orally and in writing – with the confidence, authority and interpersonal skills to secure and retain the confidence of a wide range of stakeholder groups.
Strong relationship management skills, including the ability to build strong relationships and effectively challenge and influence stakeholders.
A track record of implementing significant change.
The flexibility and personal resilience to adapt to rapidly changing circumstances in an environment of regular scrutiny by the media, public and others.

Desirable criteria

Part Two - Desirable Skills and Experience
Private Sector   experience, bringing diverse views to the Inspectorate as a collective.
Knowledge of criminal justice, policing and/or fire and rescue services.
Previous inspectorate or regulatory experience.
Previous Chair or Non-Executive Board Member experience.
Experience of media handling.

Application and selection process

How to apply

The closing date for applications is 23:59, Monday 15 July 2024.

Clear instructions on how to register and then submit your application can be found on our recruitment partner’s website at  In order to apply, you will be asked to submit (in PDF format) the following:

1. A concise CV (maximum two sides A4, minimum 11 font) setting out your career history and including details of any professional qualifications. 

2. A short supporting statement (maximum two sides A4, minimum 11 font) giving evidence of the strength and depth of your ability to meet the essential criteria for the role. Please provide specific examples to demonstrate how you meet each of the experience, qualities and skill areas identified in the person specification.

3. A short video (of no more than 2 minutes in length) addressing why you are interested in the role, and what the HMICFRS will gain as a result of your presence as an HMI. Please note that once you submit items 1 and 2 above, you will received an email that will include a link to our secure video system, in order to complete this stage.  

4. Please also complete and submit the form that you will find on the application site relating to conflicts of interest.

5. When you register on the GatenbySanderson site, you will be asked to complete equality monitoring information. This is a critical part of the process, and all information gathered will be kept entirely separate to the selection process.

Those short-listed candidates will also be required to complete and return a separate form in relation to referees and nationality information).

Please note the following:

We cannot accept applications submitted after the closing date.

Applications will be assessed solely on the documentation provided. Please refer to the advert and checklist to ensure you have provided the necessary documentation.

All applications will be acknowledged upon submission at the GatenbySanderson website.

Feedback will only be given to unsuccessful candidates following interview.

The Advisory Assessment Panel reserves the right to only consider applications that contain all of the elements listed above, and that arrive before the published deadline for applications.

Overview of the application process

[Standard text on a regulated public appointment process will appear as follows; this can be deleted/overwritten for adverts for appointments that are not regulated]

Public appointments are made on merit following a fair and open competition process which is conducted in accordance with the Governance Code for Public Appointments. We will deal with your application as quickly as possible and will keep you informed at key stages. We aim to conclude the appointment process within three months of the deadline for applications – this is in accordance with the Governance Code.

The assessment process

  1. Ministers are responsible and accountable to Parliament for the public appointments made within their department. As a result, they must be consulted at every stage of the appointments process.

  2. An Advisory Assessment Panel (“Panel”) is appointed by Ministers to assist them in their decision making. The role of the Panel is to decide, objectively, which candidates meet the eligibility criteria for the role.

  3. At the shortlisting meeting the Panel will assess applications against the eligibility criteria and decide which candidates have best met the criteria, who should be recommended for interview. Ministers will then be consulted on the Panel’s recommended shortlist. If you have applied under the Disability Confident Scheme and you meet all the essential criteria, then you will also be invited for an interview.

  4. Once the shortlist has been agreed by Ministers, you will be advised (by e-mail) whether you have been shortlisted. Those shortlisted will be invited to an interview.

  5. The Panel will meet again to interview candidates and determine who is appointable to the role. The Panel may invite you to make a brief presentation at the start of the interview and will go on to question you about your skills and experience, including asking specific questions to assess whether you meet the criteria set out for the post. The Panel will also explore with you any potential conflicts of interest or any other issues arising from your personal and professional history which may impact on an appointment decision.

  6. Details of the panel’s assessment of interviewed candidates are provided to Ministers, including whether they have judged a candidate to be appointable to the role. It is then for Ministers to determine merit and decide who should be appointed. In some circumstances, Ministers may choose not to appoint any candidates and re-run the competition.

  7. Ministers may choose to meet with candidates before deciding the outcome. Candidates should therefore be prepared for a short time gap between interview and a final appointment decision being made. Candidates who have been interviewed will be kept informed of progress.

  8. Once the decision on the appointment has been made, interviewed candidates will be advised of the outcome of their application, including whom they may approach for feedback. Successful candidates will be issued with their Terms & Conditions and a letter of appointment should they agree to take up the position.

Further information about appointments, including tips on applying, can be found on our guidance pages on

Advisory Assessment Panel (AAP)

The Panel for the HMI recruitment will be chaired by Sarah Gawley (Director Fire, Events and Central Management Directorate, Public Safety Group, Home Office). The Chair’s role will be to ensure that the appointment is made in accordance with the Governance Code. In addition, the panel will comprise of: Andy Cooke QPM DL (HM Chief Inspector), and Samuel Coates (Senior Associate Fellow, Royal United Services Institute), as Independent Panel Member.
Advisory Assessment Panels (AAP) are chosen by ministers to assist them in their decision-making. These include a departmental official and an independent member. For competitions recruiting non-executive members of a board (apart from the Chair), the panel will usually include a representative from the public body concerned.
AAP’s perform a number of functions, including agreeing an assessment strategy with ministers, undertaking sifting, carrying out interviews in line with the advertised criteria and deciding objectively who meets the published selection criteria for the role before recommending to ministers which candidates they find appointable. It is then for the minister to decide who to appoint to the role.

Eligibility criteria

n general, you should have the right to work in the UK to be eligible to apply for a public appointment.

There are a small number of specialist roles that are not open to non-British citizens. Any nationality requirements will be specified in the vacancy details.

The Government expects all holders of public office to work to the highest personal and professional standards. 

You cannot be considered for a public appointment if:

  • you are disqualified from acting as a company director  (under the Company Directors Disqualification Act 1986);

  • have an unspent conviction on your criminal record;

  • your estate has been sequestrated in Scotland or you enter into a debt arrangement programme under Part 1 of the Debt Arrangement and Attachment (Scotland) Act 2002 (asp 17) as the debtor or have, under Scots law, granted a trust deed for creditors.

When you apply, you should declare if:

  • you are, or have been, bankrupt or you have made an arrangement with a creditor at any point, including the dates of this. 

  • you are subject to a current police investigation.

You must inform the sponsor department if, during the application process, your circumstances change in respect of any of the above points. 

When you apply you should also declare any relevant interests, highlighting any that you think may call into question your ability to properly discharge the responsibilities of the role you are applying for. You should also declare any other matters which may mean you may not be able to meet the requirements of the Code of Conduct of Board Members (see Outside interests and reputational issues section below)
If you need further advice, please contact

Security clearance

The successful candidate will be required to have or be willing to obtain security clearance to Security Check (SC) level and police vetting. Pre-appointment checks will also be undertaken on immigration and criminal convictions. It usually takes between 4-6 weeks to obtain the security clearance. The role will be offered on a conditional basis until the successful candidate has passed all checks. The successful candidate will be encouraged to take up the appointment as soon as possible, subject to the successful completion of all pre-appointment checks. . Further information on National Security Vetting can be found on the website here.

Additional information for candidates

Equality and diversity

We encourage applications from talented individuals from all backgrounds and across the whole of the United Kingdom. Boards of public bodies are most effective when they reflect the diversity of views of the society they serve and this is an important part of the Government’s levelling up agenda.
We collect data about applicants’ characteristics and backgrounds, including information about people’s educational and professional backgrounds, so that we can make sure we are attracting a broad range of people to these roles and that our selection processes are fair for everyone. Without this information, it makes it difficult to see if our outreach is working, if the application process is having an unfair impact on certain groups and whether changes are making a positive difference.
When you submit your application, your responses are collected by the Cabinet Office and the government department(s) managing your application. The data is used to produce management information about the diversity of applicants. You can select “prefer not to say” to any question you do not wish to answer. The information you provide will not be seen by the Advisory Assessment Panel who review applications against the advertised criteria and conduct interviews.

Disability confident

We are a member of the Government’s Disability Confident scheme. We use the Disability Confident scheme symbol, along with other like-minded employers, to show our commitment to good practice in employing people with a disability. The scheme helps recruit and retain disabled people. As part of implementing the scheme, we guarantee an interview for anyone with a disability whose application meets the essential criteria for the role, set out in the advert, and who has asked that their application is considered under the scheme. Indicating that you wish your application to be considered under the scheme will in no way prejudice your application. By ‘essential criteria', we mean that you must provide evidence which demonstrates that you meet the level of competence required under each of the essential criteria, as set out in the job-advert. When you apply you will have the opportunity to select if you would like your application considered under this scheme.

Reasonable adjustments

We are committed to making reasonable adjustments to make sure applicants with disabilities, physical or mental health conditions, or other needs are not substantially disadvantaged when applying for public appointments. This can include changing the recruitment process to enable people who wish to apply to do so.
Some examples of common changes are:
  • ensuring that application forms are available in different or accessible formats;
  • making adaptations to interview locations;
  • allowing candidates to present their skills and experience in a different way;
  • giving additional detailed information on the selection / interview process in advance to allow candidates time to prepare themselves;
  • allowing support workers, for example sign language interpreters;
  • making provision for support animals to attend.
When you apply you will have the opportunity to request reasonable adjustments to the application process.

Principles of public life

The Seven Principles of Public Life (also known as the Nolan Principles) apply to anyone who works as a public office-holder.

1. Selflessness
Holders of public office should act solely in terms of the public interest.
2. Integrity
Holders of public office must avoid placing themselves under any obligation to people or organisations that might try inappropriately to influence them in their work. They should not act or take decisions in order to gain financial or other material benefits for themselves, their family, or their friends. They must declare and resolve any interests and relationships.
3. Objectivity
Holders of public office must act and take decisions impartially, fairly and on merit, using the best evidence and without discrimination or bias.
4. Accountability
Holders of public office are accountable to the public for their decisions and actions and must submit themselves to the scrutiny necessary to ensure this.
5. Openness
Holders of public office should act and take decisions in an open and transparent manner. Information should not be withheld from the public unless there are clear and lawful reasons for so doing.
6. Honesty
Holders of public office should be truthful.
7. Leadership
Holders of public office should exhibit these principles in their own behaviour and treat others with respect. They should actively promote and robustly support the principles and challenge poor behaviour wherever it occurs.

Code of conduct for board members

The Government expects all holders of public office to work to the highest personal and professional standards. In support of this, all non-executive board members of UK public bodies must abide by the principles set out in the Code of Conduct for Board Members of Public Bodies. The Code sets out the standards expected from those who serve on the boards of UK public bodies and will form part of your terms and conditions of appointment.

Management of outside interests and consideration of reputational issues

Holders of public office are expected to adhere and uphold the Seven Principles of Public Life and the Code of Conduct for Board Members of Public Bodies. Before you apply you should consider carefully: 
  • any outside interests that you may have, such as shares you may hold in a company providing services to government; 
  • any possible reputational issues arising from your past actions or public statements that you have made; 
  • and/or - any political roles you hold or political campaigns you have supported; 
which may call into question your ability to do the role you are applying for.
You will need to answer relevant questions in relation to these points when making an application. Many conflicts of interest can be satisfactorily resolved and declaring a potential conflict does not prevent you from being interviewed. If you are shortlisted for an interview, the panel will discuss any potential conflicts with you during that interview, including any proposals you may have to mitigate them and record that in their advice to ministers. Alongside your own declaration, we will conduct appropriate checks, as part of which we will consider anything in the public domain related to your conduct or professional capacity. This may include searches of previous public statements and social media, blogs or any other publicly available information. The successful candidate(s) may be required to give up any conflicting interests and their other business and financial interests may be published in line with organisational policies. 
Details of declared political activity will be published when the appointment is announced, as required by the Governance Code (political activity is not a bar to appointment, but must be declared).

Status of appointment

As this is an office holder appointment, you will not become a member of the Civil Service. You will not be subject to the provisions of employment law.

Appointment and tenure of office

Appointments are for the term set out in this advert, with the possibility of re-appointment for a further term, at the discretion of Ministers.  Any re-appointment is subject to satisfactory annual appraisals of performance during the first term in the post. There is no automatic presumption of reappointment; each case should be considered on its own merits, taking into account a number of factors including, but not restricted to, the diversity of the current board and its balance of skills and experience. In most cases, the total time served in post will not exceed more than two terms or ten years in any one post. 

Remuneration, allowances and abatement

Remuneration will be £193,964 per annum, which is taxable through the HMICFRS payroll. 
The post holder can claim reimbursement for reasonable travel and subsistence costs necessarily incurred during the course of their duties at rates set centrally.

Pension and redundancy

If you are currently a serving police officer, your current pension arrangements under the Police Pensions Regulations will continue for the duration of your appointment as an HMI, provided you a) elect to transfer from your current police force to HMICFRS and do not retire, and b) do not elect to opt out of the Police Pension Scheme. As an HMI, your pension will be administered and payable by the relevant police force on behalf of the Home Office. HMI is included in Schedule A of the Regulations as a “member of a police force” for the purposes of abatement. If you are a retired officer currently in receipt of a police pension, or should you choose to retire from the police service on appointment, under Section K4 of the Regulations the relevant authority may, in their discretion, withdraw the whole or any part of your pension for the duration of your appointment as an HMI. 
Alternatively, the successful candidate will be entitled to join the NEST Pension Scheme.  Additional details can be found on the website: Workplace Pension Scheme | Nest Pensions.
Please note: 
If you previously worked for an employer who participated in the Civil Service Pension Scheme, different conditions may apply, as may your benefits if you left the Civil Service with an early retirement, severance, or redundancy package. Additional details can be found on the website: 
Abatement of pension may apply if you are in receipt of a public service pension. In addition, civil servants who have been granted early retirement (under the terms of the Compulsory Early Retirement, Compulsory Early Severance, Flexible Early Retirement or Flexible Early Severance schemes) may be required to repay all or part of their lump sum compensation payments if their re-employment commences during the period represented by the compensation payment. 

Application feedback

We will notify you of the status of your application. We regret that we are only able to offer detailed feedback to candidates who have been unsuccessful at the interview stage.

How to complain

We aim to process all applications as quickly as possible and to treat all applicants with courtesy.
If you are not completely satisfied with the way your application is handled at any stage of the competition, please raise any complaint in the first instance with the Public Appointments Team at:
We will reply to your complaint within 20 days. If, after receiving our response you are still not satisfied, you may contact the Commissioner for Public Appointments:  
The Commissioner for Public Appointments Room G/8, Ground Floor 1 Horse Guards Road London SW1A 2HQ. Tel: 0207 271 0849.

How to complain to Office of the Commissioner for Public Appointments (OCPA)

If you are not content with the appointing department’s response you may wish to further complain to the Commissioner at information on how the Commissioner handles complaints can be found on the Commissioner for Public Appointments’ website

Data protection

The Cabinet Office will use your data in line with our privacy policy.

Contact details

If you have any queries about any aspect of this role, or merely wish to have an informal discussion, then please contact Peter Buffoni at GatenbySanderson on or by phone at 07964 877 654.
If you are having any difficulties in applying for the role, or require any reasonable adjustments or support, please contact