We believe in a more human recruiting process that puts people first. It’s built on honest conversations, clear expectations, meaningful feedback, and respect for your time.
Meet your hiring team
Our Talent Acquisition team is here to make your experience fair, straightforward and supportive. We’re led by Jodie Shaw, who sets our strategy and makes sure our approach is consistent and inclusive. James da Silva recruits for private bankers, assistants and executives, while Vania Murphy supports hiring for teams across all our other business areas.
Our tips for success
Some tips from the talent team on what we look for, and how your application and interview can show you at your best.
Your application
Show us what excites you about the role and be specific about what you’ve achieved – especially recently.
Your interview
Be open, curious, honest about your expectations and knowledgeable about Weatherbys.
Show us the real you
Be authentic, listen as well as speak and show clarity of thought.
Show us what excites you about the role
We appreciate applicants who understand the opportunity and can explain why it feels right for them. Spend a moment reading the job advert and tell us what stands out.
Highlight your most recent experience
Your latest two to three years of experience matter most because they show what you can do today. Make this clear in your CV and be ready to talk about it.
Be specific about what you’ve achieved
Clear examples help us understand your impact. Think about where you solved a problem, improved a process or supported a customer and tell us what changed because of your work.
Keep your application clear and easy to read
For CVs, plain English is more effective than jargon and long paragraphs. Use simple language, short sections, and headings that make your experience easy to follow. Make your skills and achievements easy to identify, don’t bury them in long tranches of text.
Tell us why you’re thinking about a move
We usually ask why you’re exploring new opportunities. Be open about what you’re looking for next, whether it’s development, variety, stability or a new challenge.
Know a little about Weatherbys
You don’t need to be an expert but knowing who we are and what we do shows you’ve prepared and taken care with your application. We’re a people‑first organisation with a long history so bring curiosity about what makes us different.
Be open about salary expectations and notice period
Sharing this early helps us plan the process and make sure we’re aligned.
Ask meaningful questions
Interviews are two‑way and an opportunity for you to find out if this is the right next step for you. Questions specific to your role, or that help you are more useful than generic questions.
Be authentic
We want to understand your strengths, your style and what matters to you. Authenticity helps us create the right match for you and for the team.
Consider your communication style
We look for clarity, thoughtfulness and the ability to listen as well as speak. These traits stand out as strongly as technical experience.
Supporting everyone
Disability Confident
We’re part of the Government’s Disability Confident scheme, committed to :
- Inclusive and accessible recruitment with options to apply in different formats.
- Communicating vacancies more widely to reach more diverse audiences.
- Interviewing all disabled applicants who meet the minimum criteria for a job.
- Providing reasonable adjustments during the recruitment process and throughout employment.
- Supporting existing employees who acquire a disability or long-term health condition to stay in work.
Reasonable adjustments
We want to make adjustments that remove barriers for you if you have a disability or long-term health condition so you can apply, be interviewed and assessed fairly. If you need any adjustments to take part in the recruitment process, please tell us at any stage. We’ll work with you to make sure the process is accessible and fair.
AI and your application
We use AI tools for some administrative tasks. It frees up more time to get to know you and your career goals. However, every application is reviewed by an experienced talent partner with a deep understanding of the business. Every decision is made by a person and every conversation is with a member of our talent team or a hiring manager. At Weatherbys, AI does not screen, shortlist or reject any candidate, rank applicants or score CVs. All our AI tools are used in line with our stringent data protection policies.
Using AI in your application
Over-reliance on generative AI can result in generic applications that lack individuality, which we value highly. If you choose to use AI in your application, it should enhance your voice, not mask it.
What to expect when you join
Our success is built on strong human relationships. You can expect a warm welcome from your team and colleagues from the wider business as you begin to build connections and develop your long-term growth plan with us.
- Face-to-face welcome
A catch up with your manager to discuss the training plan set, a welcome to Weatherbys induction and lunch, and, within 6 months, a meeting with our CEO Quentin Marshall and other new joiners. - Online resources
Access to our Welcome to Weatherbys pack on our learning platform, Thrive and to Elearns, so you can take on new knowledge at the time and pace you choose. - Welcome gifts
In your first week, we’ll also ply you with Weatherbys or Arkle merchandise, including pen, notebook and a choice of rucksack or gilet. - Ongoing support
Regular check-ins with your manager, including probation review at one, three and six months, and new starter surveys at one and six months.
Every single person in Weatherbys is a member of one of our Creating Connections groups, an initiative launched by our CEO. Each group is led by a member of the Board and is made up of a diverse mix of people from across Weatherbys Banking Group, from those who’ve just joined to those who’ve been here for years; those who are at the beginning of their career, to senior team members. We get together regularly to build relationships, share ideas and develop ways we can work together to grow our business.
How we hire FAQs
We aim to respond to all applications within five working days. After interviews, we also try to come back to you within five working days. If there’s going to be a delay, we’ll let you know so you’re not left wondering.
Our hiring steps vary by role, but most follow this simple flow:
- Application review
- Short phone or video call
- Psychometric assessment using Saville Assessments. Some roles will also include a practical skills test
- Interview with the hiring manager, typically competency based
- Second stage interview – in person
- Offer and onboarding
We keep the process clear and avoid unnecessary steps.
Read the job advert carefully. Think about your recent achievements and what you learned from them. Bring questions about the work, the team and what matters to you. We’re interested in who you are and how you think. We want to understand the authentic you.
Yes. If you need any adjustments to take part in the recruitment process, please tell us when you apply or at any stage before the interview. We’ll work with you to make sure the process is fair and accessible.
For interviews, yes. We provide clear, constructive feedback that helps you understand our decision. For applications, we give updates even if you are not moving forward.
For most roles we hire directly. When we do use agencies, we work with a small, approved list. We do not accept speculative agency CVs.
We agree your start date, send an offer letter and contract, complete pre‑employment checks, and guide you through onboarding. You’ll receive all the information you need before you join.
Before you join us, we complete a set of standard pre‑employment checks through our third‑party provider. These usually include confirming your right to work, identity, address, employment history, education, and basic background checks such as criminal record, financial integrity, directorships, and relevant fraud‑prevention checks.
Some roles also require social media screening or additional checks where the role is regulated. For certified and senior management positions, we complete enhanced checks such as regulatory references, FCA checks, sanctions screening, and a higher‑level criminal record check.
We’ll explain exactly which checks apply to your role when we make an offer, and we’ll support you through the process.
Yes. If a role wasn’t the right match at the time, we still encourage you to apply for future opportunities that suit your skills and experience.