Our application process

1) Apply online
Send your CV and cover letter or complete the application form if requested. We list a job reference number on every advert to support objective screening. Internal and external advertising helps us find the best person for the role.

2) Initial screening
Our recruitment team reviews your application against the requirements of the role. We keep criteria relevant and justifiable for the job.

3) First interview
You’ll usually meet the hiring manager and sometimes a recruiter. We’ll tell you what to expect in advance so you can prepare. Interviews blend competency and values-based questions, focused on the work you will do.

4) Second interview or assessment
Some roles include a practical task, case study, presentation or similar exercise that reflects day-to-day work, for which we give reasonable notice. On occasion we may use psychometric or personality tools with your permission. Saying no will not disadvantage you.

5) Decision and offer
We assess only against the needs of the role and your ability to do it or be trained to do it. We offer feedback to all applicants at the end of the process.

6) Pre-employment checks and onboarding
Offers are conditional on standard checks. We usually request references covering the last five years of employment, including your most recent employer, and may look to verify any gaps in employment. We confirm your right to work in the UK, relevant qualifications and, where needed for client work, carry out credit or criminal record checks. Health enquiries are made in line with the Equality Act 2010. Once complete, you’ll join our induction so you can settle into your team and the firm.

Inclusion and adjustments

Tell us early if you need any adjustments. We ask all applicants about this and will work with you so you are not disadvantaged at any stage. Our approach is guided by clear standards of fair treatment, inclusion and respectful conduct across the firm.

To keep things consistent and fair, we use approaches that are relevant to the role:

• Competency and scenario questions to explore how you think and work with others.
• Job-related tasks such as drafting, analysis, client communication or prioritisation exercises.
• Values in action questions that connect to our four values and everyday behaviours.

You’ll always know what is expected and how to prepare.

Early careers timelines and applications

Graduate, apprenticeship and work experience opportunities follow specific timelines and have a separate application process. Please check the Graduate recruitment, Apprenticeships and Work placements & work experience pages for details.

What makes our recruitment process different?

• We focus on people and potential, not just a checklist of experience.
• We communicate clearly and share what to expect before interviews.
• We keep assessments relevant to the job.
• We back up our culture through real practices, including flexible and supportive ways of working and a strong wellbeing focus.
• Our dedicated Talent Acquisition Team provides continuous support to all candidates throughout the entire process.

• Tailor your CV to the role. Show the outcomes you achieved, not just duties.
• Use your cover letter to connect your experience to our values (our system only allows one document to be uploaded, so ensure your cover letter is part of the same file as your CV).
• If you are applying internally, talk to your line manager about your aspirations. We advertise roles internally as part of our commitment to developing people.
• If someone referred you, please include the referral in your application. We run a structured referral scheme.

After you join

Our induction helps you get to know the firm, your team and how we work. You’ll have access to learning resources, development frameworks and regular career conversations so you can grow with us.

Joining Moore Barlow is about more than starting a job; it’s the beginning of a career in a firm that puts people first.