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We're a company with a clear purpose – we create better outcomes

That's something we're always striving to do – for our colleagues, customers, communities and the environment. And we're a company going through our own transformation. We're improving, growing, developing and putting our people first.

Part of the fabric of UK society, we help millions of people every day. We work with everyone from central and local government – including education, transport, health, welfare and the environment – to household names across the private sector.

We're striving to become an even more diverse, inclusive and responsible business, so we need people from all walks of life, with different skills and experiences, and a passion to help us keep getting better.

Two colleagues stood in front of a table brainstorming together and one has a prosthetic leg

We're offering more flexibility, a chance to expand your horizons, make an impact and be yourself. You'll find roles all over the world that will allow you to help shape our future.

We welcome applications from anyone with the skills and experience we need. Displaying the right values and behaviours is more important than your background.

Meet our people

Hear from Rachel about how working at Capita, as a pensions administrator, has offered her the chance to grow a more rewarding career.

Listening to our colleagues

Open communication is important to us as a company and we make sure that our employees have the opportunity to ask questions and share their ideas. One of the most successful ways we do this is through our ‘Ask Jon’ portal – where employees can ask our CEO Jon Lewis a question directly.

In May 2019, we recruited two employees to our Board of Directors. We’re the first FTSE 250 company in 30 years to do this. We did it because we recognise that our people are the ones who know our business best, so it's important that we make sure their voices are heard and we communicate in an open, clear and honest way.

Developing our people

When you succeed, we succeed. We’re growing our expertise by developing skills, providing learning opportunities, supporting our managers and developing everyone’s potential.

Group of diverse colleagues sat together in a discussion

Our induction programme and mandatory training educate and empower people to be effective as soon as they join us. We offer technical, management and graduate programmes, as well as apprenticeships, to build our capabilities and grow and nurture talent.

We’ve also created a performance, learning and development centre, called Capita Academy. It’s all about strengthening our people’s performance and potential, so that they can make an impact, shape our future and expand their horizons.

Capita Academy provides a framework which supports people’s developmental needs, strengthens our business, and shares knowledge and expertise to help everyone succeed.

Providing rewards and benefits

As well as standard benefits, we've got voluntary ones too, designed to suit your lifestyle and support your financial, social, physical and mental wellbeing. Here are some of the benefits on offer:

  • voluntary health, dental and vision benefits
  • company matched pension and life assurance
  • the option to buy extra leave
  • employee assistance programmes
  • season ticket loans
  • discounted gym memberships
  • cycle to work scheme
  • flexible and home working (depending on the role)
  • 15 weeks' fully paid maternity, adoption and shared parental leave
  • paid time to volunteer in your community
  • discounts on leisure, travel, technology, fashion and food.

Many of our offices also provide extra perks, such as free fruit deliveries, lunch clubs, onsite gyms, and yoga classes. Search our live vacancies to see what jobs are on offer in your area.

Creating a better environment

We can only create better outcomes with the right people alongside us. That’s why we're continuously embedding responsible, sustainable and inclusive business practices through our people plans, community engagement and environmental programmes. At the heart of this is ensuring that we’re creating an open, honest working environment where everyone can be themselves and be respected for the value they bring. 

Wheelchair user sat at a desk taking notes whilst on the phone

We do everything we can to make sure that we create an inclusive culture that reflects the diversity around us – of our colleagues, our clients, their customers, and the communities we work in. We were the first UK business to receive the Good Business Charter accreditation, in recognition of our commitment to being a genuinely responsible business.

For our colleagues, we have a range of networking groups that represent every strand of diversity and which provide a place for people to connect and learn from each other. These include the Family Network, the Capita Ability Network, Rainbow Alliance (LGBTQ+), Embrace (Race and Ethnicity) and the Multi-Faith Network. We’ve also partnered with The Youth Group to understand the most effective ways of supporting young people currently out of work, whether that’s through employment, internships, mentoring or career development training.

We are also proud to be a Disability Confident Committed employer, playing a leading role in changing attitudes for the better. There are 7.7 million working age people in the UK who have a disability and we are committed to making sure the process of finding and accessing opportunities to develop their careers with Capita is fair and accessible for everyone. We welcome the opportunity to discuss flexibility requirements and any reasonable adjustments required with our applicants.

Supporting you with the details that matter

We want to support you in every way possible to fulfil your potential with us in a safe and supportive working environment. You can find our equal opportunities statement and COVID declaration here, as well as more information about how to contact us if you need any adjustments or changes made to help you find and apply for jobs with us.

When working flexibly isn’t just a perk, but a necessity 

Alex Dewinter, Head of Operational Improvement within the Capita Public Service division, talks about his experiences of flexible working, as someone who lives with a chronic illness and disability. 

Photograph of Alex Dewinter, Head of Operational Improvement at Capita

With 20 percent of the working population having a medical issue or disability – such as learning disabilities, mental health conditions, cancer or HIV – it’s vital that employers are able to offer reasonable adjustments in the workplace. These adjustments can vary depending on the individual, but include considering access to the workplace, changing equipment, offering flexible hours, working from home and adjusting performance targets. Alex Dewinter, Head of Operational Improvement, lives with HIV. “Often, having a conversation in terms of employment around HIV will lead to people saying ‘I'm sorry to hear that’ but the thing is I'm not looking for sympathy, I'm just looking for a bit of understanding that I may have some additional needs, or that my needs may not make as much sense because I haven't turned up in a wheelchair,” explains Alex. “The wider challenge with non-apparent or hidden disabilities, is that it's easy to make those adjustments or allowances when you can see why you're doing it, but when you can’t, it can lead to problems or difficulties.” 

Making adjustments 

For Alex, making his employer aware of what they need to do to get the best work from him is vital. “I want to be productive and I want to perform the best I can at work. There are certain little things that will just make things a lot easier and because HIV is recognised as a disability, you're entitled to reasonable adjustments in the workplace. So you are better protected. I’d love to say that you can live with HIV and not think it impacts you in the workplace, but it's a chronic, fluctuating condition. So I would always say to people, why soldier through something when, by having some very straight forward adjustments, your life will be better, and you will enjoy work more.” 

Support from the top down 

Throughout his career, Alex has had mixed reactions to his condition from various employers and has had to have very difficult conversations with previous employers because of their failure to comply with the law. Many people in his position prefer not to raise their concerns and often avoid disclosing their disability, and sadly many choose to resign over requesting what they are entitled to ask for. Based on his previous experiences, he didn’t have high expectations of Capita, but rather thought that if he prepared for the worst, he was more likely to be surprised. Alex joined Capita as a contractor for 10 months before moving into a permanent position for the past two years. “We agreed from the start as part of my recruitment that I was going to work four days a week and that I had flexibility to primarily be based at home, which was a great start,” says Alex. “Within my first six weeks of being an employee, there was an LGBT forum in London, so I went there, and I got to meet Jon Lewis (Capita CEO) and Rachel Ford (Chief of Staff). It was great to see the chief executive coming to an LGBT forum to say hi and meet everyone. There are other network groups too, including the Capita Ability Network for employees with disabilities. Capita doesn't necessarily have to do those things and it's good that it does, but the difference is that, unlike other organisations, it tries to make sure that there’s someone from the leadership level on those groups as well, who sponsor the network. So there’s a genuine commitment to that. And then there’s the employee representatives (employee directors) on the board. Again, that tells me that Capita really is trying to be more accessible.” 

As part of the Capita Ability Network, Alex has an advocate to guide him through all sorts of things and, with engaged, knowledgeable people discussing various things in the network, he believes it’s useful for Capita to have that thinking about policies, processes or recruitment having an informed voice of the community. If you’re new to an organisation or you haven’t worked with a line manager for long, or perhaps you’re not comfortable reaching out to an HR manager, this sort of support is invaluable. “This forum really benefits the people here and undoubtedly makes Capita a better place to work,” adds Alex. 

Flexible working for all 

There’s no doubt that Covid-19 has made a huge difference to the way all businesses operate – including Capita. It’s also had a big impact on people like Alex. He’s always advocated for a blend of home and office working as that helps him be at his most productive. Now, because other employees are able to do the same, he’s no longer asking for something that is exceptional. “Covid-19 has been an absolute game changer. And I hope it gives people more confidence to say ‘Well, now I want to take this and extend it. Because the benefits of the technology we have now don’t require us to be sitting together to get something done.’ There's a huge amount of work that can be done, at whatever time that suits in the day, in whatever location. It can only be a good thing and is reassuring to see that quite a few employers are saying, actually, we're going to look at a blended approach to work,” says Alex. 

We're transforming ourselves as a business, and we're always looking for people who'll live our values and help shape our future. Learn why it’s a great time to join us at Capita and discover the breadth of opportunities here. 

Making changes to support you through the application process

You can apply to any of our vacancies online via our recruitment system, called Workday. When you select the ‘Apply’ button on a job advert, you will need to create an account. You will then be asked to complete a number of fields within the application form including your contact details and upload a copy of your CV, unless you were instructed that you don’t need to include a CV in the advert.

The online application form provides a responsive interface with the ability to zoom in and is compatible with:

  • common screen readers
  • focus indication and keyboard support for non-mouse users
  • speech-to-text software for hands-free users
  • colour and contrast enhancements provided by assistive technology.

The assessment process that follows your application depends on the role you have applied for, but the process may include the following steps:

Telephone screening call: this is usually the first stage of the process after your application. You will be contacted by one of our Sourcing team to discuss the role you’ve applied for, your CV and any questions you have about the role. It is generally conducted over the phone but can be conducted over video interview if preferred.

HireVue or MS Teams interview: these are both online, web-based video interview platforms. We use these tools to conduct face to face video interviews and assessments, which might include competency-based interviews, presentations and informal role discussions with different interviewers associated with the role you applied for.

Arctic Shores behavioural assessment: this is a gamified assessment programme created by our partner, Arctic Shores. The assessment typically takes around 45 minutes to complete, but there is no time limit overall. Some levels require that you respond within a certain amount of time, but this is made clear as it occurs. It includes 8 web-based visual tasks that you will navigate with controls using both hands. Although the assessment contains audio accompaniments, these do not form any part of the tasks.

Across the 8 tasks you’ll be asked to attempt some activities involve number and letter recognition, emotional expression recognition, response time and accuracy, memory, decision-making, and hand-eye coordination.

We want to make sure our assessment process is as accessible for you as possible, so if you have a condition that you believe may impact your ability to complete any of the type of tasks mentioned above, please let us know and we will do our best to accommodate any adjustments to the process you may need. If you’re unsure about anything, please just ask.

We want to make sure our assessment process is as accessible for you as possible, so if you have a condition that you believe may impact your ability to complete any of the type of tasks mentioned above, please let us know and we will do our best to accommodate any adjustments to the process you may need. If you’re unsure about anything, or have any specific queries that you would like to speak to a member of our resourcing team about, please email and we will get back to you.

Equal Opportunities

We’re an equal opportunity employer, which means we’ll consider all suitably qualified applicants regardless of gender identity or expression, ethnic origin, nationality, religion or beliefs, age, sexual orientation, disability status or any other protected characteristic. We recruit and develop our people based on merit and their passion for creating better outcomes, and we’re committed to creating an inclusive environment for all employees.


At Capita, our policy on visitors and meetings continues to be ‘virtual first’ to protect our colleagues and manage the risk of Covid-19. As such, interviews and background checks will continue to take place online where possible to reduce the need for face-to-face engagement. If your application is successful, you may be asked to attend an in-person ‘right to work check’ in line with government requirements. As restrictions ease, Capita has kept in place some important additional precautions to support safe working in our offices. This means that social distancing (the two-metre rule) is still in place, and all colleagues and visitors are required to wear face masks when moving around our sites. The welfare of our people is of paramount importance to us, and we’re doing everything we can to keep our colleagues and customers safe during this time.