From our approach to diversity and inclusion, to how we support flexible working, find answers to common questions about our recruitment process. If you have any further questions, please do not hesitate to get in touch. If you’d like to learn more about what it’s like working for a charity like NPC, head over to our ‘What we offer’ page.

What does the application process involve?

We request applicants to apply for a role by sending a copy of their CV and cover letter to our recruitment team via email to We have a two-stage interview process which will incorporate competency based questions and exercises relevant to the role (ie, presentation, written exercise, case study).

How do you support disabled applicants?

NPC values creating a inclusive workplace that brings out the best in all employees regardless of their specialist personal characteristics. We encourage applications from disabled candidates.

We are a Disability Confident employer. If you require any reasonable adjustments within any one of the recruitment stages, please feel confident to contact our recruitment team who will be more than happy to ensure that the required level of support is in place for you.


Do you accept speculative CVs?

We do accept speculative CV’s for our roles within the Research and Consultancy team, which includes the following roles: researcher, consultant, senior consultant and senior consultant M&E. Please email a copy of your CV to along with your covering letter stating the role that you would like to be considered for, why you want to work here and what you would bring to NPC.

Do you offer volunteer placement, internship or work experience opportunities?

We do not generally offer formal placement or work experience opportunities, though we are interested in hearing from enthusiastic people who have the right skills and experience to contribute to our work. Please send your CV to, together with a covering letter outlining why you’re interested in doing a placement or work experience with us and what you would bring to NPC.

Do you sponsor candidates to come and work in the UK?

Unfortunately we cannot sponsor applicants to come and work in the UK. Applicants must be eligible to work in the UK before they apply for a vacancy with us and be able to provide evidence of this.

What is NPC’s approach to flexible working?

We support flexible working in the workplace and we support working from home and part time employees. We treat each request for flexible working on a case by case basis and try to balance your preferred way of working with our client commitments and business needs. Our office space offers meeting rooms, break out areas and quiet zones. We also hot desk which increases engagement across teams and the exchange of ideas. We can provide for reasonable adjustments within the workplace.

What is NPC’s approach to diversity and inclusion?

At NPC, we want to attract the best talent with a diverse range of skills and experience. We recognise the importance of staff diversity in the widest sense and believe that this is very important in helping us achieve our aims. We therefore want to make sure we recruit people who think in different ways and come from diverse backgrounds. We have started a process to better understand our staff diversity, so we can consider how to improve it. In particular, we recognise that our black, Asian, and minority ethnic (BAME) representation is low, and that we need to ensure we are an attractive and inclusive employer for people with disabilities. To do this, we will learn from others to review and, where appropriate, modify our employer brand, recruitment channels, and application and selection process. Every year we run a staff engagement survey. 95% of our staff responded. For the third year running, our overall engagement score—referring to staff who said that ‘taking everything into consideration, NPC is a ‘good’ or ‘very good’ place to work’—exceeded 90%.

What is NPC’s approach to pay?

As the leading think tank and consultancy for the charity sector, we aim to attract staff from the not-for-profit sector, as well as the public and private sectors, and to pay our people accordingly. NPC’s remuneration process is as follows:

  • The board is responsible for setting the chief executive salary.
  • The chief executive sets the salaries of the senior management team.
  • The senior management team, in conjunction with NPC’s HR consultant, sets all other salaries.
  • Pay is reviewed regularly and at least annually.

In setting salaries, the board, chief executive, and management team take into account the following principles:

  • Recruitment and retention: for NPC to achieve its mission and financial sustainability, we require high-calibre staff with a range of skills and disciplines. Remuneration packages take into account the market rates for comparable jobs in relevant markets.
  • Affordability: the impact on NPC’s financial health and overall business plan is always taken into account.
  • Performance: performance targets and objectives are assessed through the annual appraisal process and taken into account in remuneration where it is relevant.
  • Proportionality: the ratio of lowest to highest salary is monitored. As far as it makes business sense, we strive for parity across the organisation, so that employees at comparable levels in different teams receive similar pay.
  • Transparency: NPC follows SORP guidelines and lists in the annual report the number of staff earning £60,000 and above (in bands of £10,000). See our most recent annual report for more details.
  • Living Wage: NPC is an accredited Living Wage employer and does not hire unpaid interns.
  • Staff at all levels have access to the same benefits, including pensions.

How does NPC comply with privacy and data protection rules?

We process all personal data with a high level of confidentiality that is in accordance to the GDPR rules that have been administered. We process personal data relating to those who apply for job vacancies with us or who send speculative job applications to us. We do this for employment purposes, to assist us in the selection of candidates for employment, and to assist in the running of the business. The personal data may include identifiers such as name, date of birth, personal characteristics such as gender, qualifications and previous employment history. We will not share any identifiable information about applicants with third parties without their consent unless the law allows or requires us to do so. The personal data provided during an application process will be retained for a period of at least six months or, if required by law, for as long as is required.