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If you're unable to find the answer you are looking for, please contact our Recruitment Team Monday to Friday on 0300 373 3000 or by email at

We value every application we receive. We are unable to acknowledge each application due to the large volume that we receive and will only be able to contact successful candidates.

If you would like to check that we have received your application, please email the Recruitment team at

We aim for the recruitment process to be as quick and efficient as possible whilst making sure we hire the right candidate for Network Homes. Therefore if you do not hear from us within two weeks of the closing date, regrettably your application was unsuccessful.

We usually request references covering your last 3 years following a conditional offer. However, we reserve the right to take up references prior to interview stage. If you do not want us to contact your referees prior to interview, please note this in your application.

Please refer to the important information for candidates page for more information.

We are unable to provide feedback if you have not been shortlisted for interview. However, if you have reached interview stage and are unsuccessful we can provide additional feedback on request. Please email us at to request feedback.

We recommend you tailor your CV/Cover Letter to each of the jobs you wish to apply for, and make separate submissions via our website. Each vacancy has a unique reference number with a role profile relevant to that job.

The equality and diversity information that we ask for when you complete an application is used to help us monitor the effectiveness of our recruitment. We do not use it as part of the selection decision and the selection panel do not see this information. This information remains anonymous.

Under the Rehabilitation of Offenders Act 1997, ex-offenders need not provide employers with details of spent criminal records.

However, the Exceptions Order to the Rehabilitation of Offenders Act 1974 recognises that there are certain posts for which it will be necessary for the employer to be aware of all spent and unspent criminal records as part of the recruitment process.

When recruiting to posts which are relevant to these criteria, we may require a satisfactory Standard or Enhanced Disclosure check as part of the recruitment process.

Please refer to the important information for candidates page for more information.

While we are happy to accept speculative CVs, it is your responsibility to monitor our website for suitable opportunities and to apply through the standard process.