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General Information

Salary
£63,343 - £70,725
Working Pattern
Full Time
Vacancy Approach
External
Location
London
Region
London
Closing Date
09-Feb-2026
Post Type
Permanent
Civil Service Grade
Grade 7
Number of jobs available
1
Reserve List
12 Months
Job ID
14100

Descriptions & requirements

Job description

Judicial Appointments Commission Job Description – Technical Lead (Lead Software Engineer) (G7) 

Summary

The Judicial Appointments Commission (JAC) plays a pivotal role in the justice system, identifying candidates for judicial office up to and including the High Court of England and Wales. We receive thousands of applications each year. To manage this volume and support the end-to-end selection process, the JAC has developed an online recruitment platform and continues to enhance its digital services.

We are seeking an experienced Technical Lead (Lead Developer) to take ownership of the technical direction of our digital platform. This role is critical in ensuring the delivery of secure, scalable, and user-focused services. You will lead development activities, mentor developers, and work closely with product and business teams to deliver high-quality solutions that meet organisational objectives.

This role is strategically important to JAC’s digital transformation, ensuring technical governance, secure-by-design principles, and alignment with Government Digital Strategy. It will also reduce reliance on external contractors, improving value for money and resilience.

About the Role

This is a new role, which will shape the technical delivery of the JAC’s digital service in order to ensure we are delivering the best possible service for both operational users and end users - judicial candidates.

As Technical Lead, you will: 

  • Provide technical leadership and set coding standards for the development team. 
  • Own the architecture and design of complex systems, ensuring best practices and maintainability. 
  • Lead on technical decision-making, balancing innovation with stability and security. 
  • Collaborate with Product Owner, Business Analysts, and wider stakeholders to translate business needs into technical solutions. 
  • Manage and mentor developers, fostering a culture of continuous improvement and knowledge sharing. 
  • Oversee code reviews, testing strategies, and deployment processes. 
  • Ensure compliance with accessibility, security, and performance standards. 
  • Act as the primary point of contact for technical queries and escalations. 
  • Provide technical design authority and enforce coding standards, testing strategies, and documentation practices. 
  • Champion secure engineering and ensure compliance with Secure by Design principles, e.g. through overseeing security rules management, penetration test remediation processes and undertaking threat modelling.
  • Maintain a comprehensive library of support documentation (architectural diagrams, system overview, security and compliance, development guidelines, coding standards etc.)
  • Lead technical governance, reporting to the Digital Board and contributing to roadmap planning. 

About the JAC

The Judicial Appointments Commission (JAC) is an independent public body, established in April 2006, to select judges in the courts and tribunals, and non-legal tribunal members. The JAC selects judicial candidates through fair and open competition, encouraging a wide range of quality candidates to apply for the posts that it advertises.

The JAC is responsible for designing, planning, and running recruitment campaigns to select judicial office holders up to and including High Court judges. We have a statutory duty to select solely on merit, while keeping our selection processes open to the widest range of applicants. We launch a new campaign for judicial posts every one to two weeks. These range from high volume campaigns for ‘entry level’ posts, attracting upward of 2,000 applicants, to small campaigns for senior roles, attracting a handful of highly qualified people.

You can find out more about the JAC on our website.

Main Responsibilities 

As a G7 Technical Lead, you will: 

  • Lead and manage the development team, setting priorities and ensuring delivery against agreed timelines. 
  • Drive technical modernisation through tasks such as refactoring, dependency management, adopting improved patterns etc, alongside managing technical debt using modern pay-down patterns.
  • Deliver and oversee core DevOps practices in particular around Continuous Integration and Continuous Deployment.
  • Define and maintain technical standards, ensuring high-quality code and robust solutions. 
  • Drive architectural decisions, including around database design and maintain system integrity across multiple projects. 
  • Take ownership of coding on some work tickets.
  • Manage, mentor, and coach developers, supporting their professional growth. 
  • Engage with stakeholders to understand requirements and provide technical guidance. 
  • Ensure compliance with government digital service standards and security best practices. 
  • Manage relationships with external suppliers and contractors where necessary. 
  • Contribute to strategic planning for digital services and future technology adoption. 

The duties/responsibilities listed above for the post is not intended to be exhaustive. The job holder is expected to accept reasonable alterations and additional tasks of a similar level that may be necessary.

Essential Skills and Experience 

  • Proven experience in leading development teams and delivering complex digital services. 
  • Strong technical expertise in web development frameworks and cloud-based architectures. 
  • Excellent knowledge of and expertise working with Firebase/Firestore, as the core technology of the JAC platform.
  • Proven experience of using client-side JavaScript (in modern web browsers) as well as server-side JavaScript (Node.js), alongside excellent knowledge of TypeScript.
  • Strong Experience of working with serverless architecture, in particular Google Cloud, and/or Single Page Applications, such as Vue.js or React. 
  • Familiarity with Government Digital Service (GDS) standards.
  • Good knowledge of testing strategies, in particular unit integration, E2E testing, as well as behaviour driven development and test driven development practices.
  • Excellent understanding of software engineering principles, testing, and deployment. 
  • Ability to adapt communication skills to effectively engage technical and non-technical teams, as well as communicate to distinct audiences (for example, Board Members, Senior Leaders etc)
  • Knowledge of accessibility, security, and performance standards in public sector digital services. 

Desirable

  • Background in public sector or regulated environments.
  • Experience in mentoring and developing team capability.

What we can offer you

We offer a range of benefits including an attractive annual leave allowance, flexible and hybrid working opportunities, and choice of pension schemes. We actively encourage all staff to undertake learning and development as part of their personal objectives and have a range of networks to support and promote inclusivity, wellbeing, and dignity at work among other things.

Recruitment process details

Behaviours

We’ll assess you against these behaviours during the recruitment process:

  • Leadership
  • Communicating and Influencing
  • Managing a Quality Service
  • Delivering at Pace

 

In addition to these behaviours, your experience and technical knowledge will be assessed during the recruitment process in accordance with the knowledge, experience, and skills section of this job description.

Application process

To apply for this role, you will need to provide:

  • Your CV
  • A statement of suitability detailing why you are interested in the role and how you meet the knowledge, experience and skills outlined in the job description (500 words max)
  • Written evidence of the following three behaviours: Leadership, Communicating and Influencing, and Managing a Quality Service (250 words max for each)

Use of Artificial Intelligence (Al)

You must ensure that any evidence submitted as part of your application, including your CV, statement of suitability and behaviour examples, are truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own.

Sift

Applications will be sifted based on the CV, statement of suitability and written evidence of three behaviours: Leadership, Communicating and Influencing, and Managing a Quality Service

Interview

Interviews are expected to take place early to mid-March 2026. They will either be in person at 102 Petty France, London, SW1H 9AJ, or undertaken remotely via MS Teams. Arrangements will be confirmed to all those shortlisted.

At interview, we will assess you against four behaviours: Leadership, Communicating and Influencing, Delivering at Pace and Managing a Quality Service.

We will also ask you about your experience, and technical knowledge of client-side JavaScript and server-side JavaScript (Node.js), as well as serverless architecture, in particular Google Cloud, Firebase/Store, and/or Single Page Applications, such as Vue.js or React.

You can find out more about the Civil Service’s recruitment framework here: https://www.gov.uk/government/publications/success-profiles

Applicants invited for interview will also undertake a short technical test either in advance or on the day of the interview. Further details will be provided if you are invited to interview.

Reserve List

As well as appointing one candidate we may place other candidates on a reserve list for future vacancies for up to 12 months.

Office Attendance

JAC staff are currently working in a hybrid way with a minimum of 2 days per week in the office in line with Government Policy. Applicants for this role should note that they may be required to attend the office or a JAC interview more regularly on occasion, in line with business need.

Applicants are welcome to contact the hiring manager, or JAC recruitment team, if they have any questions about how the team manages this hybrid way of working.

Further Information

If after reading this job description you require any further information about the role, please contact Robert Aldridge, Head of Operations and Digital and hiring manager: robert.aldridge@judicialappointments.gov.uk.

If you have any questions about the recruitment campaign, or any terms and conditions relating to the role, please contact the JAC recruitment team: recruitment@judicialappointments.gov.uk

 

Additional Information

Working Arrangements & Further Information

The MoJ offers Hybrid Working arrangements where business need allows. This is an informal, non-contractual form of flexible working that blends working from your base location, different MoJ sites and / or from home (please be aware that this role can only be worked in the UK and not overseas). All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity.

Some roles will not be suitable for Hybrid Working. Similarly, Hybrid Working will not suit everyone’s circumstances. Arrangements will be discussed and agreed with the successful candidate(s) and subject to regular review.

For nationally advertised role: all successful candidates will be appointed to the nearest viable office nearest to their home postcode and on its respective pay scale.  This will be at either a HQ building (subject to desk allocation, a Justice Collaboration Centre (JCC) or a Justice Satellite Office (JSO) – See Map. All employees will be expected to spend a minimum of 60% of their working time in an office, subject to local estate capacity). 

For current MoJ employees, your base location will need to be changed to the nearest viable office (to your home postcode), either at a HQ building, JCC or JSO within the National Office Network and moved its location’s respective pay scale (any legacy arrangements/locations will need to be amended).

Some of MoJ’s terms and conditions of service are changing as part of Civil Service reform. The changes will apply to staff joining MoJ who are new to the Civil Service. Staff joining MoJ from other civil service employers will transfer onto the new MoJ terms if they are already on 'modernised' terms in their current post or onto 'unmodernised' MoJ terms if they are on 'unmodernised' terms at their current post. Details will be available if an offer is made.

MoJ candidates who are on a specialist grade, will be able to retain their grade on lateral transfer.

All candidates who are currently in receipt of Mark Time / Pay Protection should ensure they are familiar with the new policy on permanent and temporary promotion which can be found on the employee intranet.

Flexible working hours

The Ministry of Justice offers a flexible working system in many offices. Standard full time working hours are 37 hours per week. MoJ welcomes part-time, flexible and job-sharing working patterns, where they meet the demands of the role and business needs. All applications for part-time, flexible and job-sharing working patterns will be considered in accordance with the MoJ’s Flexible Working policy.

Benefits

The MoJ offers a range of benefits:

Annual Leave

Annual leave is 25 days on appointment and will increase to 30 days after five years’ service.

There is also a scheme to allow qualifying staff to buy or sell up to three days leave each year. Additional paid time off for public holidays and 1 privilege day. Leave for part-time and job share posts will be calculated on a pro-rata basis.

Pension

The Civil Service offers a choice of pension schemes, giving you the flexibility to choose the pension that suits you best.

Training

The Ministry of Justice is committed to staff development and offers an extensive range of training and development opportunities.

Networks

The opportunity to join employee-run networks that have been established to provide advice and support and to enable the views of employees from minority groups to be expressed direct to senior management. There are currently networks for employees of minority ethnic origin, employees with disabilities, employees with caring responsibilities, women employees, and lesbian, gay, bisexual and transgender employees.

Support

  • A range of ‘Family Friendly’ policies such as opportunities to work reduced hours or job share.
  • Access to flexible benefits such as voluntary benefits, retail vouchers and discounts on a range of goods and services.
  • For moves to or from another employer or moves across the Civil Service this can have implications on your eligibility to carry on claiming childcare vouchers. You may however be eligible for alternative government childcare support schemes, including Tax Free Childcare. More information can be found on www.GOV.UK or Childcare Choices. You can determine your eligibility at https://www.childcarechoices.gov.uk/.
  • Paid paternity, adoption and maternity leave.
  • Free annual sight tests for employees who use computer screens.

Working for the Civil Service

The Civil Service Code sets out the standards of behaviour expected of civil servants.

We recruit by merit on the basis of fair and open competition, as outlined in the Civil Service Commission's recruitment principles. Should you feel that the recruitment process has breached the recruitment principles you are able to raise a formal complaint in the following order

As a Disability Confident employer, MoJ are committed to providing everyone with the opportunity to demonstrate their skills, talent and abilities, by making adjustments throughout all elements of the recruitment process and in the workplace. MoJ are able to offer an interview to disabled candidates who meet the minimum selection criteria, except in a limited number of campaigns.

For more information on applying for a role as a candidate with a disability or long-term condition, please watch our animated videos.

You will be able to request reasonable adjustments to the recruitment process within the application form. If you need additional help completing the application form, please contact the TBS Recruitment Enquiries Team.

Diversity & Inclusion

The Civil Service is committed to attract, retain and invest in talent wherever it is found. To learn more please see the Civil Service People Plan and the Civil Service Diversity and Inclusion Strategy.

A Great Place to Work for Veterans

The "Making the Civil Service a Great Place to work for veterans" initiative includes a guaranteed interview scheme to those who meet the minimum criteria to provide eligible former members of the Armed Forces with opportunities to secure rewarding jobs. Allowing veterans to continue to serve their country, and to bring highly skilled individuals with a broad range of experience into the Civil Service in an environment, which recognises and values your previous service in the Armed Forces.
For further details about the initiative and eligibility requirements visit: https://www.gov.uk/government/news/making-the-civil-service-a-great-place-to-work-for-veterans

Redeployment Interview Scheme

Civil Service departments are expected to explore redeployment opportunities before making an individual redundant. The MoJ is committed, as part of the Redeployment Interview Scheme, to providing opportunities to those who are 'at risk of redundancy'.

MoJ is able to offer an interview to eligible candidates who meet the minimum selection criteria, except in a limited number of campaigns. Candidates will not be eligible for the Redeployment Interview Scheme if they are applying on promotion.

Civil Service Nationality Rules

This job is broadly open to the following groups:

  • UK nationals
  • nationals of the Republic of Ireland
  • nationals of Commonwealth countries who have the right to work in the UK
  • nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window) https://www.gov.uk/settled-status-eu-citizens-families
  • nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
  • individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
  • Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window) https://www.gov.uk/government/publications/nationality-rules

Reserve list

A reserve list may be held for up to 12 months from which further appointments may be made for the same or similar roles.

Contact Information

MoJ:

If you require any assistance please call 0345 241 5359 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Please quote the job reference - 14100

HMPPS

If you require any assistance please call 0345 241 5358 (Monday to Friday 8am - 6pm) or e mail moj-recruitment-vetting-enquiries@resourcing.soprasteria.co.uk

Please quote the job reference

Application form stage assessments

Behaviours
Behaviours Application Form Question Word Limit
250
Leadership
Communicating and Influencing
Managing a Quality Service
Experience
We will assess your experience for this role via the following methods
CV or Work History, Experience Questions, Statement of Suitability
Experience Questions Application Form Question Word Limit
250
Statement of Suitability
Guidance for the Statement of Suitability
Please use the space below to detail why you are interested in the role and how you meet the knowledge, experience and skills outlined in the job description.

You must ensure that any evidence submitted as part of your application, including your CV, statement of suitability and behaviour examples, are truthful and factually accurate. Please note that plagiarism can include presenting the ideas and experiences of others, or generated by artificial intelligence, as your own.
Evidence of Experience
CV or Work History, Experience Questions, Statement of Suitability

Interview stage assessments

Interview Dates
Interviews are expected to take place early to mid-March 2026. They will either be in person at 102 Petty France, London, SW1H 9AJ, or undertaken remotely via MS Teams. Arrangements will be confirmed to all those shortlisted.
Behaviours
Leadership
Communicating and Influencing
Managing a Quality Service
Delivering at Pace
Experience
Your Experience for this role will be assessed at interview. To learn more about Experience and how they are assessed please click here.
We will assess your experience for this role via the following methods
Experience Questions
Technical
Technical knowledge of client-side JavaScript and server-side JavaScript (Node.js),
Serverless architecture, in particular Google Cloud, Firebase/Store, and/or Single Page Applications, such as Vue.js or React.

Other Assessments

Which assessment methods will be used?
Technical Test
Level of security checks required
DBS Standard

Use of Artificial Intelligence (Al)

Artificial Intelligence can be a useful tool to support your application, however, all examples and statements provided must be truthful, factually accurate and taken directly from your own experience. Where plagiarism has been identified (presenting the ideas and experiences of others, or generated by artificial intelligence, as your own) applications may be withdrawn and internal candidates may be subject to disciplinary action.  Please see our candidate guidance for more information on appropriate and inappropriate use.