Applying for a role at MASS?

Life at MASS is exciting and rewarding and we pride ourselves in creating an environment where everyone can thrive. Our work is complex, but it challenges you in new and exciting ways. We offer great benefits, we value a work/life balance and you’ll be supported throughout your career with us.

Once you submit your application, it will be reviewed by our Talent Acquisition team.  They will look at your application, CV and any covering letter you have attached, checking to make sure it’s suitable for the requirements for the role.

After the initial review of your application and CV, our Talent Acquisition team will send the hiring manager a shortlist, made up of candidates who meet most of the requirements laid out in the job advert.

The hiring manager will look at all shortlisted applications to see which ones best fit in terms of skills and experience. This will form a shortlist of candidates invited to an interview.

This usually takes around two weeks, after which we’ll update you on your application.

Our recruitment process has two or three stages depending on the role. The first stage will be with a member of our Talent Acquisition team to talk through your experience and background.

The second and third stages of the interviews will be with the hiring manager and some of the wider team. The interview will be a mix of technical and competency questions which will be used to assess your skills and experience. You also have the opportunity to understand more about the role, the business and whether it’s right for you.

You might be asked to prepare a presentation or complete a task as well, which will form part of the interview.

Remember to talk to our Talent Acquisition team if you need any reasonable adjustments made for your interview.

Interviews can be daunting but you’ve made it to the interview stage, so you’re in a good position. Before your interview, read the job description or job advert and think about examples of where you’ve done something similar.

The competency questions, sometimes also referred to as behavioural or situational questions, will be looking for real-life examples that display a behaviour, experience or skill. When you’re answering them, try and be as specific as possible but don’t worry about giving too much detail. A simple way to structure your answers might be to use “CAR” – Context, Action and Results.

A member of our Talent Acquisition team will be in touch to let you know what happens next. We usually provide you with an update within 2 days after each interview stage.