Operational Intelligence Analyst

Job description

About the job

Job summary

The Insolvency Service is a leading government agency which plays a crucial role in providing essential services to the public and to business. The work we do is important to the proper functioning of markets, the economy in general and support for thousands of people each year who are in financial difficulty.

Investigation Services, within the Insolvency Service's Enforcement Group, delivers civil and criminal enforcement activities that supports fair and open markets, maintains confidence in the company and insolvency regimes, and helps reduce the harm caused by fraudulent activity.

Inclusive and diverse teams are important to us. We welcome and encourage applications from everyone, including groups underrepresented in our workforce. The Insolvency Service strives to ensure that the agency is a safe, inclusive, and welcoming place for everybody to bring their true self to work and to help the agency to achieve its diversity objectives. We have 9 active employee network groups available to join or become an ally, these include, Carers Network, Disability network group, Employee Assistance, Representatives, FACES Network Group, LGBT+, Mind Matters, Part Time Workers, The Shed - Men's Network Group and Women's Network Group.

We offer full-time, part-time, job share and flexible ways of working. We value capability, technical skills and experience and we place great emphasis on lifetime development to support our people. We encourage our employees to become more involved in areas they feel strongly about, whether it be for the benefit of the agency, through our Engagement network or in their own local communities via volunteering opportunities.

The Insolvency Service is a great place to work, learn and grow your career!

Job description

As an experienced Intelligence Analyst, you will conduct complex and wide-ranging analysis in support of the Insolvency Service's mission and Investigation and enforcement strategy.

You will work with multiple, large data sources to interpret and inform on threat, presenting data visually in a way that is easy to comprehend. You will provide accurate, clear, and quality tactical and strategic analytical products that add value and recommend new lines of enquiry.

You will work closely with investigation teams; regularly briefing on analytical findings and providing direction and recommendations.

You will be supported through a dedicated analytical line management structure to provide analytical feedback and guidance to enhance your skills, with access to wider team support through forums and appropriate training.

A core function of the role is to produce analysis to an evidential standard for use at Court. Attendance at Court may be required.

Responsibilities

As an Operational Intelligence analyst, you will:

• evaluate and assess intelligence from multiple sources, considering the reliability and suitability of each source
• conduct analysis to support law enforcement objectives using appropriate tools, techniques, and systems
• identify intelligence gaps, patterns, relationships, trends, threats, and opportunities, making inferences and developing recommendations
• produce and present analytical products for intelligence purposes to inform operational decision making
• produce and present evidential analytical products at court
• deliver briefings and presentations, making recommendations to support the decision making and risk management process
• ensure your Continuous Professional Development and capability
• have the ability to assist with ad hoc tactical and strategic taskings and support the wider analytical team where required - this may require more proactive work; using innovative methods and identifying trends to amplify impact against some of the greatest problems affecting the Insolvency Service

Person specification

The successful candidate will:

• conduct intelligence analysis and assessment, demonstrating the ability to refine and classify questions to ensure customer requirements are met
• negotiate and manage issues impacting deadlines, sustain customer engagement throughout the lifecycle of an assessment and resist pressure from others to exert influence, accounting for your own and others' biases and assumptions throughout your assessments
• plan and prioritise multiple, competing assessments whilst organising intelligence and information and avoiding duplication of effort
• engage with customers timely; prioritising the most important intelligence and information gaps in the collection process
• understand the strengths, weaknesses and biases in sources and seek out new sources of information whilst drawing on experts to support analytical requirements
• employ existing and emerging technology to improve visualisation, analysis and collection methods
• have a good understanding of the use of intelligence, data, information and evidence by law enforcement agencies and the ability to evaluate reliability and relevance
• support and champion analytical objectivity
• think creatively and critically about problems; independently selecting and applying a range of appropriate structured analytical techniques and keeping a full audit trail of their use
• make analytical judgements based on evidence and reason whilst using a range of techniques to robustly test your assessments
• understand the requirements of different customers, championing the need for briefings or written assessments to meet accessibility requirements
• have a willingness to develop and support the continual improvement of the team and analytical function
• have ownership of the quality assurance of the work of other analysts, providing systemic constructive feedback and developmental advice to ensure outputs align with PHIA Common Analytical Standards
• develop and maintain existing networks and relationships with the community as well as contributing to the work of others

Essential Criteria

The successful candidate must have:

• proven experience of conducting intelligence analysis and assessment at a strategic and or operational level.
• completed one of the following intelligence analysis courses:
  • NAP - PHIA New Analyst Programme
  • NIAT - National Intelligence Analysis Training
  • GIAT - Government Intelligence Analyst Training
  • DIAM - Defence Intelligence Analyst Module
  • Intelligence analyst (level 4) apprenticeship
• as an alternative to the above, a relevant Government/Military or Law Enforcement equivalent qualification - you will need to be able to evidence that the relevant qualification covered similar material to one of the above courses
• experience gained from performing intelligence analyst functions either within the last 5 years, or currently
• the ability to keep up to date with CPD requirements and evidence your skills once in role through the Professional Development Framework; with your ability based at practitioner level.
• the ability to produce and present evidential analytical products at court.

Desirable Criteria

An understanding of financial crime and money laundering.

Further Information

From 1st October 2026, applicants will be required to meet nationality and residency requirements so that National Security Vetting (NSV) checks can be conducted.

For further information on National Security Vetting please visit the Demystifying Vetting website.

Qualifications

Have completed one of the following intelligence analysis courses:
• NAP - PHIA New Analyst Programme
• NIAT - National Intelligence Analysis Training
• GIAT - Government Intelligence Analyst Training
• DIAM - Defence Intelligence Analyst Module
• Intelligence analyst (level 4) apprenticeship

Or a relevant Government/Military or Law Enforcement equivalent qualification. You will need to be able to evidence that the relevant government/military or law enforcement equivalent qualification covered similar material to one of the above courses.

Behaviours

We'll assess you against these behaviours during the selection process:

• Making Effective Decisions
• Changing and Improving
• Communicating and Influencing

We only ask for evidence of these behaviours on your application form:

• Making Effective Decisions

Technical skills

We'll assess you against these technical skills during the selection process:

• Experience of conducting intelligence analysis within law enforcement, defence, national security and the ability to communicate results of intelligence analysis to influence decision making.

Benefits

Alongside your salary of £35,645, Insolvency Service contributes £10,326 towards you being a member of the Civil Service Defined Benefit Pension scheme. Find out what benefits a Civil Service Pension provides (opens in a new window).

We want you to have a good work-life balance and want to support you in all that you do, so we offer a great benefits package including:

• flexible working arrangements and flexi-time
• full time new entrants to the Civil Service and those Civil Servants on modernised terms and conditions will be entitled to 25 days leave increasing on a sliding scale to 30 days after 5 years' service
• in addition to this you are entitled to 8 public/bank holidays plus an additional day of privilege leave
• competitive maternity, paternity and parental leave
• 5 days paid leave for learning and development
• 5 days paid for volunteering
• a Cycle to work scheme
• staff have access to an employee assistance programme, Workplace Wellness, for confidential, independent support and advice during difficult times in either their professional or personal life

Your pension is a valuable part of your total reward package where the employer makes a significant contribution to the cost of your pension. Your contributions come out of your salary before any tax is taken. This means, if you pay tax, your take-home pay will not be reduced by the full amount of your contribution; and your pension will continue to provide valuable benefits for you and your family if you are too ill to continue to work or die before you retire. For more information, visit www.civilservicepensionscheme.org.uk

Things you need to know

Artificial intelligence

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 (opens in a new window) for more information on appropriate and inappropriate use.

Selection process details

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours, Strengths, Experience and Technical skills.

As part of the sift process, you will be asked to complete:

• CV
• Personal Statement
• Behaviours
  • Behaviour 1 - Making Effective Decisions
• Technical Skills

Should a large number of applications be received, an initial sift may be conducted using the Technical Skills, assessing candidates against the essential criteria. Only those who meet the essential criteria at this stage will proceed to a full assessment of their application. If a candidate does not meet the minimum requirements during the initial sift, the remainder of their application will not be reviewed. Candidates who pass the initial sift may be progressed to a full sift or progressed straight to interview.

Where high volumes of strong applications are expected or received, we may raise the 'benchmark' minimum score required at the sift stage. If a high volume of candidates meet the benchmark score, we may further raise the score required for interview selection. Scores will be applied fairly and consistently. Applicants eligible under a recruitment scheme may, where appropriate, continue to be considered against the agreed 'benchmark' score, to support the purpose of the scheme.

Your CV should provide a clear overview of your employment history, key responsibilities, relevant qualifications, and the skills and experience you've gained throughout your career including any notable achievements.

Note: Your CV will be scored as part of the assessment process and will be assessed against the criteria outlined in the job advert.

Your personal statement should be no more than 500 words and must demonstrate how your personal skills, qualities, and experience align with the requirements of the role. Please ensure your statement references the essential criteria outlined in the person specification, as well as any desirable criteria. This will help provide a clearer basis for scoring and will be particularly useful in the event of tied scores.

If successful at the sift stage, at interview, you will be assessed on the following:

• Behaviours - assessed through:
  • Behaviour 1 - Making Effective Decisions
  • Behaviour 2 - Changing and Improving
  • Behaviour 3 - Communicating and Influencing
• Technical Skills
• Strengths

Expected timeline (subject to change)

Sift - w/c 21/09/2026

Interview - w/c 05/10/2026

Location - MS Teams

Your interview will either be conducted face to face or by video. You will be notified of this if you are selected for interview. Candidates are asked to note the above timetable, exercising flexibility through the recruitment and selection process.

Visa Applicants
To sponsor a candidate under the Skilled Worker visa, a sponsorship licence is required. The Insolvency Service does not currently hold this licence and therefore, cannot legally sponsor Skilled Worker visa applicants.

Hybrid Working

Insolvency Service operates a hybrid working policy subject to business need, giving people the flexibility to choose when and where they work and collaborate with others.

Individuals are expected to work from one of the office locations stated in the advert to connect with their colleagues, as required by their role and business team needs. There is flexibility to split the working week, spending a minimum of 60% in the workplace, which includes the office, site visits, court etc.

Further Information

A reserve list may be held for a period of 12 months from which further appointments can be made.

Any move to Insolvency from another employer will mean you can no longer access childcare vouchers. This includes moves between government departments. You may however be eligible for other government schemes, including Tax Free Childcare; for further information visit the Childcare Choices website.

Reasonable Adjustment

If a person with disabilities is put at a substantial disadvantage compared to a non-disabled person, we have a duty to make reasonable changes to our processes.

If you need a change to be made so that you can make your application, you should:

Contact Government Recruitment Service via [email protected] as soon as possible before the closing date to discuss your needs.

Complete the 'Assistance required' section in the 'Additional requirements' page of your application form to tell us what changes or help you might need further on in the recruitment process. For instance, you may need wheelchair access at interview, or if you're deaf, a Language Service Professional.

If you are experiencing accessibility problems with any attachments on this advert, please contact the email address in the 'Contact point for applicants' section.

If successful and transferring from another Government Department a criminal record check may be carried out.

In order to process applications without delay, we will be sending a Criminal Record Check to Disclosure and Barring Service / Disclosure Scotland on your behalf.

However, we recognise in exceptional circumstances some candidates will want to send their completed forms direct. If you will be doing this, please advise Government Recruitment Service of your intention by emailing [email protected] stating the job reference number in the subject heading.

For further information on the Disclosure Scotland confidential checking service telephone: the Disclosure Scotland Helpline on 0870 609 6006 and ask to speak to the operations manager in confidence, or email [email protected]

New entrants are expected to join on the minimum of the pay band.

Queries and Support

When contacting us or the Government Recruitment Service (GRS) using the contact details at the bottom of this advert, please include the 6-digit Vacancy ID, job title, your full name and, where applicable, your 8-digit Applicant ID in the email subject line. This will help us process your enquiry more efficiently.

Feedback

Feedback will only be provided if you attend an interview or assessment.

Security

Successful candidates must undergo a basic (or equivalent) criminal record check.

Successful candidates must meet the security requirements before they can be appointed. The level of security needed is security check (opens in a new window).

See our vetting charter (opens in a new window).

People working with government assets must complete baseline personnel security standard (opens in new window) checks.

Nationality requirements

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)
• 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)

Working for the Civil Service

The Civil Service Code (opens in a new window) 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 (opens in a new window).

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

The Civil Service also offers a Redeployment Interview Scheme to civil servants who are at risk of redundancy, and who meet the minimum requirements for the advertised vacancy.

Diversity and Inclusion

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

Apply and further information

This vacancy is part of the Great Place to Work for Veterans (opens in a new window) initiative.

The Civil Service welcomes applications from people who have recently left prison or have an unspent conviction. Read more about prison leaver recruitment (opens in new window).

Once this job has closed, the job advert will no longer be available. You may want to save a copy for your records.

Contact point for applicants

Job contact :

• Name : IES Workforce Planning
• Email : [email protected]

Recruitment team

• Email : [email protected]

Further information

A candidate can raise a complaint to the Insolvency Service by emailing the contact point for applicants (as listed on the vacancy advert), if they think that: They have been discriminated against under the Equality Act 2010 there have been procedural irregularities at any stage of the recruitment process All complaints must be received by the contact point for applicants within 24 hours from the date the applicant is advised of their non-success at sift, assessment or interview. Complaints will be considered by an independent third-party outside of recruitment campaign. The decision will be conveyed to the applicant, in writing, within 5 working days of receipt of the complaint. The recruitment process will usually be put on hold until the complaint has been resolved. Complaints may also be made to the Civil Service Commission at any time if the individual believes their application has not been treated in accordance with the recruitment principles (appointment on merit through fair and open competition). However, complaints must first have been raised to the Insolvency Service