If you’ve applied for a job at Credicorp, you’ll go through six steps. We tell candidates this up front because surprises in a hiring process are usually a bad sign, and because the structure helps the candidate prepare for the right things rather than guessing. This is the public version.
Step 1 — application screening (3-5 days)
You apply via the careers page with a CV and a short cover paragraph. A human reads it. The screening question is whether the application demonstrates the must-haves for the role and whether the cover paragraph reads like a thoughtful response to the actual job (vs a generic statement). Most rejections happen at this step; we send a personal explanation, not a template.
Step 2 — 30-minute screening call (within 1 week)
A 30-minute call with the hiring manager or a senior colleague on the team. The agenda: what’s the role really about (because the job ad is necessarily compressed), what’s your situation, are the basics of the offer (salary band, location flexibility, start window) compatible. No technical assessment in this call. The honest aim is mutual fit assessment before either side commits to a real interview.
Step 3 — written exercise or take-home (3-5 days, your timeline)
For most roles, a short take-home exercise — typically 2-4 hours of work, with a 5-7 day window to return it. Engineering roles get a small code task. Operations roles get a written scenario. Customer-support roles get a written response to a sample customer message. We pay £150 for the exercise, by bank transfer, regardless of outcome — because asking for 2-4 hours of skilled work without paying for it is exploitative, and the £150 makes it a real exchange.
Step 4 — structured interview (90 minutes)
A 90-minute interview with the hiring manager + one other team member. Structured: you’ll know the 4-6 areas we’re assessing in advance, and we’ll have prepared the same questions for every candidate at this stage. Roughly 60% “talk us through your exercise + tell us how you’d extend it”, 30% “walk us through one piece of work you’re proud of”, 10% questions from you.
Step 5 — reference + values conversation (1 week)
If we’re proceeding, we ask for 2 work references (the manager who knows your work best, plus one colleague). We always call references — they’re not a formality. In parallel, a 45-minute conversation with someone NOT on the hiring panel about how you’d approach typical Credicorp situations: a customer in difficulty, a tricky team disagreement, a deadline that’s slipping. We’re looking for the way you think about people, not for the right answer.
Step 6 — offer (1-3 days)
If we’re making an offer, you’ll get it in writing within 3 days of the values conversation. The offer covers salary, start date, hours, location flexibility, holiday, pension, and any role-specific details. We give 14 days to consider. We do not do exploding offers — if you need longer, ask.
The two things we’ll always tell you
If we’re rejecting your application: why (specifically), at the step it happens. If we’re delaying: what’s blocking us and when we expect to be back to you.
Current openings on the careers page. Questions about the process — write to careers@credicorp.co.uk.
