Careers

The criteria for selection are outlined in the ‘About the Person’ section of the advert. We strongly encourage you to review this section and ensure you have the required experience/qualifications so you can clearly outline in your CV how you meet the criteria.

We are unable to share salaries unless it is an Industrial Placement, Apprentice or Graduate role. Each role is graded and has a broad salary band. Until we understand the skill and level of the candidate, we are unable to confirm where they would sit within the salary banding. However, throughout the process the Talent Acquisition team will look to understand your current salary package, your considerations and aspirations.

Visa sponsorship is when a UK employer offers you a job and issues a Certificate of Sponsorship (CoS). This certificate allows you to apply for a UK work visa and confirms your role meets the required skill and salary rules.

You will need sponsorship if you are a non‑UK, non‑Irish national (including most EU/EEA citizens unless you already hold settled/pre‑settled status).

You do NOT need sponsorship if you:

• Are an Irish citizen
• Have Indefinite Leave to Remain
• Have settled/pre‑settled status
• Are on a Graduate Visa

For Skilled Worker roles in 2026 you can find the minimum salary here: https://www.gov.uk/skilled-worker-visa/your-job

The role must match an approved occupation code and meet skill thresholds. https://www.gov.uk/government/publications/skilled-worker-visa-eligible-occupations/skilled-worker-visa-eligible-occupations-and-codes

For most Skilled Worker visas you must meet an approved English language level, usually equivalent to B1–B2 depending on the route.

Your recruiter will guide you through the process, but you can also find more information here: https://www.gov.uk/check-uk-visa

Alternatively, refer to your offer letter and onboarding documents.

We are only able to accept applications through the Bentley Careers website. You have the option to apply for a specific vacancy or register your interest by joining our talent community. By applying through the careers website your details are stored safely, in line with our data protection policy. Access is restricted to the Talent Acquisition team and relevant Hiring Manager. This also means we are able to retain your details on file and contact you should a suitable opportunity arise in the future.

We are unable to accept applications after the closing date. This is to allow the recruitment process to progress to the next stage and to ensure we do not have candidates at different stages with delays.

Job alerts allow you to receive notifications when a new vacancy that meets your criteria is advertised. By signing up for job alerts you are ensuring that you do not miss out on a suitable opportunity.

To sign up for job alerts, once you have created an account, click Options at the top right-hand side of the page and select Job Alerts from the drop-down list. Tick the box against “Receive new job posting notifications.” Click “Create new job alert,” entering key words and/or location. Confirm by selecting “Create Alert.” Your preferences will be saved.

We use marketing campaigns for two purposes. Firstly, to inform candidates of vacancies that may match their skillset. Secondly, to keep candidates informed about life at Bentley and support them in preparing for any future assessments.

To sign up for marketing emails, when you create an account, tick the box against “Hear more about career opportunities”.

You can track the progress of your application through the Bentley careers website. Login through the My Profile button using the email address and password created at application stage. If you have forgotten your password, you can click on the Forgot My Password link and you will receive a link to reset your password. Once you have logged in, navigate to Jobs Applied and click on the arrow to open. Here you will be able to see each vacancy you have applied for and the status of your application.

To protect the candidate’s privacy in line with data protection legislation, we are only able to discuss an application with the candidate who has applied.

When withdrawing your application, if you have been in discussions or invited to assessment, please contact your Talent Acquisition Advisor to advise them of your decision to withdraw. If you are at application stage, you can withdraw your application through the Bentley careers site. Follow the process for tracking your application status. When you have identified the vacancy you wish to withdraw from under Jobs Applied, click on the vacancy. Your application will open up and you will see the option to Withdraw Application on the bottom left-hand side of the page.

You can delete your profile through the Bentley careers website. Follow the process for tracking your applications. When you are logged into your Candidate Profile page, navigate to Search Options and Privacy and open the section using the arrow. Click on the data privacy statement, select Revoke and then select Delete All Data. This action will permanently delete your account and all applications will be withdrawn.

Your details will be stored safely on our applicant tracking system in line with our data protection and data retention policies. By registering your interest, the Talent Acquisition team will be able to compare new vacancies against your experience and contact you if a suitable role arises.

If your application is unsuccessful, you can log into your account to update your details and apply for other vacancies of interest. If you have signed up for job alerts and/or marketing emails, the Talent Acquisition team may also contact you if a suitable role comes up.

Applications are not reviewed until the advert has closed. Once the advert has closed, the next step is for the Talent Acquisition Advisor to complete an initial review of the applicants based on how they meet the criteria outlined in the ‘About the Person’ section. The shortlisted applicants are then reviewed and approved by the Hiring Manager.

Our timescales for reviewing and responding to applications vary depending on the number of vacancies the Talent Acquisition team is looking after. Timescales may also be impacted if the Talent Acquisition team have a high volume of applications to review or the Talent Acquisition Advisor or Hiring Manager is on holiday. We will respond to all applications, whether successful or not.

All members of the Talent Acquisition team can see applications. Hiring Managers see them at shortlist stage. The Talent Acquisition team and all Hiring Managers are GDPR trained. They know that applications must remain confidential and should only be shared with those involved in the assessment and selection process. GDPR training is mandatory and completed on an annual basis.

The Talent Acquisition team and Hiring Manager collaborate to make recruitment decisions. The Hiring Manager has the final decision.

The Talent Acquisition team work as a business partner to the business areas/departments. They play an active part in the recruitment process, ensuring both the candidate and Hiring Manager receive a best-in-class experience. Your Talent Acquisition Advisor will be your sole point of contact once you reach shortlist stage and will be responsible for keeping you up to date with progress, advising on next steps, sharing feedback and answering any questions you may have.

The Hiring Manager is responsible for communicating the role and candidate specification to the Talent Acquisition team, determining a candidate’s suitability through the CV review and the assessment process and answering any role-specific questions the candidate may have.

We are unable to share the name of the Hiring Manager at application stage. Alongside protecting the Hiring Managers privacy, this also supports ensuring a fair and objective process.

We would recommend that you research Bentley. This can be done through our corporate website, our careers website and through our Bentley LinkedIn page. In preparation for your assessment, we highly recommend that you review our values and behaviours as they form the basis of the interview. Researching and practicing the STAR technique to answering interview questions is also recommended. Your Talent Acquisition Advisor will provide you with an overview of the assessment format and will be on hand to support you leading up to your assessment.

Following your assessment, the assessors will independently score the evidence they have collected and then come together to review and calibrate the scores. We score between 1 and 5 and look for a candidate to achieve an overall score of 3.5 or above to progress their application.

At the end of the assessment, we will let you know the timescale for feedback. There are many inter-dependencies including assessor availability and candidate availability. We complete all candidate assessments before coming to a decision.

Due to the high volume of applications, we are unable to provide feedback at application stage. In most cases, a candidate’s application is unsuccessful because their experience does not meet the selection criteria outlined in the ‘About the Person’ section.

At assessment/interview we will give you feedback. Your Talent Acquisition Advisor will be in touch by telephone to share the outcome, your scores, areas of strengths and recommended areas of development; this will include any recommendations about your interview technique.

Yes, you can apply and be considered for other vacancies. We look at candidates impartially and do not consider prior assessment/interview scores when reviewing new applications.

Your Talent Acquisition Advisor will maintain contact following offer to check that you are happy with the contract details and (if applicable) to guide you through your resignation from your current employment. Our People & Culture team will also be in touch to gather your onboarding documents and your Line Manager will keep in touch so you can start to build a relationship and network of support within Bentley.

The background check is initiated at offer stage and the content varies depending on the role. The comprehensive background check consists of a self-declaration form, qualification check and internal checks conducted by the Bentley People & Culture, Audit, Security, Group Central Investigation and if applicable VW Group HR.

Additionally, a check is conducted by Control Risks, a VW Group appointed provider. The background checks can take between 2 and 3 weeks to complete. The data collected during the background check is transferred to your personnel file for storage.

For all candidates, at assessment/interview or offer stage we complete a right to work check. This is a legal requirement before we can employ a candidate and involves a check of your passport and /or an online digital check through the government website.

For future talent roles, apprentice, undergraduate and graduate, we will collect proof of your qualifications to ensure that you meet the criteria for the qualification you have selected. There are also additional personal and professional related checks for specific roles. Candidates will be informed of the check requirements and timescales during the recruitment process.