Recruitment FAQs

The Almeida’s recruitment process is open to all, and we particularly encourage applications from people of colour and those that identify as D/deaf or disabled, as these groups are currently underrepresented at the Almeida.

Find current vacancies here

Below we have provided information about how we recruit in a fair and inclusive way.

We work hard to ensure our recruitment practices are as inclusive and anti-racist as possible. We welcome any suggestions or ideas on how this can be improved further. You can email these to This email address is being protected from spambots. You need JavaScript enabled to view it.. Please note any feedback provided will have no impact on any current or future recruitment applications.

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Why do you use application forms?
We use them to ensure everyone provides the relevant information in the same format. This helps us eliminate any unconscious biases that can be associated with CVs and covering letters.

Will my references be contacted if I apply?
Your references will usually not be contacted unless we offer you the role, and you have confirmed you are happy for us to do so. However, they may be contacted after interview if you have indicated on the application that this is ok, again we will check this with you first.

Why do you need me to complete an Equal Opportunities Form?
This form is vital to help ensure we are reaching as diverse field of candidates as possible. Your Equal Opportunities Form is not seen by the recruiting manager. This Stonewall leaflet helps to explain why this data is so important and how it’s used.

How long is my application kept?
All applications are kept for 6 months, or 12 months if you reach the interview stage.

How can I find out more information about a vacancy?
If you require further details about a role then please don’t hesitate to get in touch with This email address is being protected from spambots. You need JavaScript enabled to view it. or call 020 7288 4900.

How are applicants shortlisted for interview?
Recruiting managers are required to shortlist candidates with at least one other person to provide a different perspective and reduce the possibility of unconscious bias. When shortlisting, candidates are compared to the person specification, and not to each other.

Managers are also encouraged to blind shortlist, whereby any personal details are removed from the application and to shortlist as many people as they reasonably can. The shortlist should also be reflective of the percentage of minority candidates as have applied. For example if 20% of applicants are from people of colour, this should be reflected in the interview shortlist.

Candidates who declare themselves as D/deaf, disabled or from an ethnic minority background in their Equal Opportunities Form are guaranteed an interview if they meet the essential criteria within the person specification.

When will I know if I’m invited to interview?
We aim to give candidates invited to interview at least 5 days’ notice. Invitations to interview are given over the phone as much as possible. If you need any accommodations to be made to enable you to attend, please don’t hesitate to ask. For example, this might be that you need an early or late appointment time to fit around work, or that you need financial assistance to pay your train fare.

Who will the interview be with?
We aim to let you know who you’ll be meeting with when offering the invite to interview. They are usually conducted with the recruiting manager and at least one other person to counter unconscious bias and to give an alternative perspective. In second round interviews, the additional panel member should be different to the first round. We aim for these panels to be diverse, which may mean a mix of genders and/or ethnicities.

What type of questions will be in the interview?
Questions will relate to the job description and person specification. You will be asked the same questions in the first interview as the other candidates, but it is expected that there will also be a tailored discussion around these questions to get a better understanding of your skills and experiences. You will never be asked for personal information, such as age, religion, disability or sexual orientation.

Can I ask my own questions about the role?
Absolutely, and we would encourage you to come prepared with 2 or 3 questions.

Do you hold group interviews?
Yes, we typically hold them for the first round of all entry-level roles, including internships, as they allows us to meet a larger and more diverse field of candidates. These interviews are not intended to be competitive but to see how you respond to a range of scenarios. To ensure everyone is assessed fairly, there will be 3-4 Almeida staff present.

If you feel that a group interview really isn’t for you, please let us know and we will do our best to accommodate you in an individual interview instead. Please be aware though that we can’t guarantee this for every role.

How are job offers made to the successful individual?
The line manager or a member of the General Management team will usually contact the successful applicant by phone. This will be followed up with a formal offer email. References will not be consulted until the candidate has confirmed that they have accepted the offer, given notice and are happy for the recruiting manager to contact their referees.

Do you offer feedback on unsuccessful applications?
Managers are asked to keep notes on why someone was or wasn’t selected so this can be supplied as feedback if requested by the applicant. However, we are unable to always provide feedback due to the large volume of applications we receive for some roles. All notes are kept for 12 months.