How We Hire
What we’re looking for, how to prepare and how to ask questions
We want our recruitment process to be open, supportive, and accessible. You do not need a traditional corporate background, a perfect CV, or a university degree to work with us. We value your skills, your potential, and your lived experience.
How we assess your application
We assess every candidate against the essential criteria listed in the job description. We do not use automated algorithms to filter CVs, and we do not score you based on where you worked previously.
To give yourself the best chance of shortlisting:
Focus on the Essential Criteria: Show us directly how your experience aligns with the core skills required
Give Specific Examples: If the criteria lists organisational skills, rather than stating you have strong organisational skills, give a short example relevant to the job.
Share Relevant Samples: If you have examples of blog posts, slide decks, research notes, or social media content you have created, include them or link to them.
Choose the application format that works for you
You can apply using whatever format allows you to express your skills most effectively. All formats are assessed against the exact same criteria:
Online Form: Complete the short Microsoft Form linked on the job ad.
Written Email: Send your answers or CV directly to the email listed in the job ad.
Video Recording: Record a short video answering the essential criteria questions and email it to us.
Audio Recording: Send an audio file answering the essential criteria questions.
Note: Production quality does not matter for video or audio submissions. Clear speech or signing is all that counts
What happens at the interview stage
If your application meets the essential criteria, you will be invited to an interview.
We review applications and conduct interviews on a rolling basis. This means we assess candidates as applications arrive and begin scheduling interviews immediately. If we appoint a candidate before we reach your application or scheduled interview date, we will notify you straight away that the vacancy has been filled.
Format: Interviews take place online via Microsoft Teams and typically last 45 to 60 minutes.
The Panel: You will meet directly with the person who will be line managing you, alongside another member of our leadership team.
The Structure: We ask structured, scenario-based questions related directly to the job tasks, such as how you approach writing a draft from rough notes or how you prioritise competing deadlines. There will be time for you to ask questions, and you will receive information about the structure of the interview for the specific role if you are selected.
How to prepare for application or interview
Taking time to prepare helps you present your skills clearly and reduces stress on the day. Here is how to prepare effectively for applying and interviewing with Good Access:
Read the Job Description: Review the role overview, main duties, and required tasks to understand the day-to-day responsibilities of the position.
Check the Essential Criteria: Match your skills against the essential requirements. Focus your application on showing how you meet these core areas.
Prepare Concrete Examples: Think of specific examples from your past work, volunteering, or lived experience that demonstrate you meet the essential criteria, please share any other skills and examples you think are relevant.
Research the Company: Explore our website and social media channels to get a feel for our tone of voice, recent projects, and commitment to accessibility.
Check Your Technology: If interviewing via Microsoft Teams, test your camera, microphone, and internet connection in advance to ensure everything runs smoothly.
Submit Questions in Advance (Optional): You are welcome to email us any questions about the role, the team, or the interview format before your interview date.
We do not expect you to spend more than two hours preparing, we understand that your time is valuable. Our priority is to hire a candidate who is excited about the role, and can fulfill the main duties.
Disability confident scheme & reasonable adjustments
We are a Disability Confident Employer. If you identify as disabled, neurodivergent, or living with a long-term health condition, and you meet the essential criteria for the role, you will be offered an interview on a rolling basis. This means we assess candidates as applications arrive and begin scheduling interviews immediately. If we appoint a candidate before we reach your application or scheduled interview date, we will notify you straight away that the vacancy has been filled.
You can request reasonable adjustments at any stage of the process: before applying, during the interview, or after joining the team.
Common Adjustments You Can Request:
Interview Questions in Advance: Receive the interview questions 24 to 48 hours beforehand to help you prepare.
BSL Interpretation: We can arrange British Sign Language (BSL) interpretation for your interview session.
Support Person: Have a support worker, advocate, or friend present during the interview for communication or emotional support.
Alternative Channels: Use text-based chat during the Teams meeting instead of verbal responses.
Movement or Communication Breaks: Take scheduled breaks during the interview session.
To request an adjustment or ask questions before applying, contact us via:
Email: hello@goodaccess.org
WhatsApp or Phone: +44 7549 067770
Equal opportunities
We actively welcome applications from multiply marginalised people backgrounds.
We recognise that talent is everywhere, but opportunity is not equally distributed. We are committed to challenging this imbalance by creating a hiring process that is fair, supportive, and accessible for all.
If you belong to a group that has been historically excluded from certain workplaces, we especially want to hear from you.
We know that many people face overlapping and compounding barriers when applying for jobs, including disabled people, ethnic minority applicants, LGBTQ+ people, people from low‑income or working‑class backgrounds, people with migrant histories, and those who have experienced discrimination in more than one area of life. Research shows that structural barriers, unconscious bias, and limited access to networks continue to affect who applies for roles and who is selected. For example, ethnic minority and low‑socioeconomic‑background candidates are significantly less likely to progress through traditional recruitment processes, even when equally qualified. [ucl.ac.uk]
We want to help change this.
We encourage applications from people who are often excluded or overlooked in recruitment, including people with intersecting identities, sometimes called “multiply marginalised”, because diversity of lived experience strengthens our work and helps us create more accessible, equitable spaces.
Our recruitment process is designed to reduce barriers, and we offer adjustments at every stage. If you’re unsure whether to apply, we warmly encourage you to do so. Your skills, potential, and lived experience matter more than a traditional career path.
Ready to apply? Head to our Careers page.
Any questions? We’re here to help.
Contact us at hello@goodaccess.org or use one of the alternative methods listed under the Disability Confident Scheme section.