At Reward Gateway, we believe in equal opportunity and providing our employees with a workplace where everyone feels they belong. We’re committed to finding and welcoming the best talent within the locations we operate, creating a world-class candidate experience, and providing a fair and inclusive recruitment process. We welcome applicants from all groups of society to apply and we partner with different network groups to help us on our mission to make the world a better place to work for everyone.
We passionately believe that the more diverse our team is, the more we will delight our customers and the better and better RG will become. Our colleagues’ talent, dedication and drive are the secrets of our success and we want more of all that. We’ll engage with you from the off to ensure you enjoy the best possible candidate experience. First and foremost, we promise to ensure that there is equality of opportunity for all and everyone is treated fairly.
We take time to plan each recruitment project. When you have your interview, you can expect to be interviewed by a gender balanced interview panel and along the way you’ll get to meet a number of different people from our team. In your application, please feel free to note which pronouns you use and if you have any accessibility requirements that can help us support your application.
We only select on the basis of merit - regardless of gender, race, religion, marital status, sexuality, disability or age. And we respect your privacy. Your application is treated in the strictest confidence. Our selection methods ensure we get an objective assessment of every candidate and give you every opportunity to showcase your strengths. It all makes for a seamless, straightforward candidate journey that we think you'll like.
Taking time off for interviews can be a hassle, so we’ll do our best to keep them to a minimum. We’ll try and limit in-person interviews to just two, although you're welcome anytime! It's a great way for you to check us out and to know if our opportunity is right for you.
If you have a condition that requires reasonable adjustments to any part of the selection process (including testing) please let the Talent Acquisition team know before the assessments begin.
We like to start the conversation with a telephone or video call wherever possible. You’ll get a message or an email to set up a time that's convenient for you, and allows one of our Talent Acquisition team to determine if you could be a good match for us, tell you more about the role and what we can offer you!
Whether virtually or in one of our offices, this is your opportunity to meet the hiring manager or people from the team and usually a member from another part of the business. We’ll ask you questions around some of the competencies in the role, which is your time to shine! For some roles we may hold group assessment centres, but we’ll let you know in advance and when applying you can see what the process will be.
We know interviews can make you feel nervous and so by sharing what to expect before the interview we hope you can feel properly prepared and can focus on showing your best rather than worrying about what to expect. The tasks are always role specific and we like all of our applicants' tasks to be anonymous so we can keep the process fair.
To give you a chance to really make your skill set shine, the final stage interview usually consists of a practical task to complete. We want to give you the best chance of success so you might also find that we send you some questions in advance. If you’ve not met them yet, you’ll also meet the hiring manager. They’ll be accompanied by one or two new people in the process who will have a senior leader role within the department and a person from another team that you’re likely to work closely with. We do this to provide a balanced and fair interview panel.
We sometimes use different types of psychometric and ability assessments for different roles at RG. These can include aptitude or technical assessments, as well as numerical and verbal reasoning assessments.
We'll call you to let you know if you're successful! And then within 48 hours we'll follow up with a formal offer via email and a statement of our Terms and Conditions of Employment. We will also call you with feedback if you haven’t made it and add you to our talent pool if you’d like to hear about future roles. We are passionate about providing a world-class candidate experience and giving feedback to you is something we are committed to doing.
As an equal opportunity employer, we’re part of Ban the Box. It’s a campaign to increase opportunities for people with convictions to compete for jobs. It encourages ‘fair chance recruitment’ practices across all of our locations. This means for a majority of our roles you may find that there are no background checks.
However, we may have to carry out background checks on things like your right to work in specific locations, your qualifications, employment history and references. We may also carry out credit and criminal record checks if you have been successful in the recruitment process and are offered a permanent position.
We try to fill our vacancies without the help of agencies or partners. When we can’t, we'll only use agencies that we trust and that are on our preferred supplier list. Only agencies on our list, who mirror our Diversity and Inclusion practices, can provide us with CVs requested by our in-house Talent Acquisition team. We’re sorry but we can’t accept any speculative CVs from agencies not on our list. If you're interested in providing recruitment services to RG, please email us at email@example.com. We'll keep your details for consideration as and when we need to. Thank you.
The TA team is here to help you have the best candidate experience with RG. We're here to answer any other questions you may have about any stage of our application process, we can give you lots of information around what tests you may need to do and how best to prepare. Just ask anyone in the team below or email firstname.lastname@example.org.
We’re always looking at ways to improve our recruitment process and your candidate experience. So if you have any feedback or suggestions on how we can make it better, please email our Chief People Officer, Nebel Crowhurst at email@example.com. She’d love to hear from you.