If you would like to work for a dynamic, fast-growing organisation then we would love to hear from you!
Sales, Admissions & Marketing
This position is perfect for a Web Developer who is looking to take the next step in their career. In this role you will be our key web development resource and you will work closely with the Digital Transformation Manager, the wider Marketing team and with colleagues across the business to ensure that we are maximizing our opportunities online.
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University Pathways Coordinator & International Market Manager (Africa)
This is a great opportunity for somebody who is quite new in the further/higher education industry and is interested to obtain global experience. We are seeking a candidate who will be based in London so that they can work closely with the Director of Recruitment and the Programme Management team to understand this course inside out and become a specialist in the division.
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OET Test Day – Venue Manager/Venue Manager
This is an excellent opportunity for someone with experience managing test days. Our new exam centre in central York provides global candidates with an important step in their future career. If you are looking to be a part of that journey click below...
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At British Study Centres we accept students of a variety of ages and backgrounds. We are required and committed to ensuring that we are following guidelines to effectively safeguard them.
Our safer recruitment process will include the following:
- Interview stage
British Study Centres desires applicants to have a general knowledge of safeguarding issues and the ability to create effective rapport with pupils, earning their respect and trust but maintaining proper professional boundaries. Please ensure that you familiarise yourself with our Safeguarding Children and Adults at Risk Policy. A safeguarding question will be asked at interview stage.
Some roles at BSC are exempt from the Rehabilitation of Offenders Act 1974 and therefore applicants are required to declare any convictions, cautions, reprimands and final warnings that are not protected (i.e. that are not filtered out) as defined by the Rehabilitation of Offenders Act 1974 (Exceptions) Order 1975 (as amended in 2013).
We recognise the contribution that ex-offenders can make as employees and volunteers and welcome applications from them. A person’s criminal record will not, in itself, debar that person from being appointed to this post. Any information given will be treated in the strictest confidence. Suitable applicants will not be refused posts because of offences which are not relevant to, and do not place them at or make them a risk in, the role for which they are applying.
It is important that applicants understand that failure to disclose all convictions, cautions, reprimands or final warnings that are not protected could result in an employment offer being withdrawn, disciplinary proceedings or dismissal.
At interview, candidates will be asked to clarify their employment history. Any gaps of employment must be explained and the reason of ending employment will be questioned.
Qualifications which are required for a role, should be brought to interview so that we can verify the original document.
All candidates must provide proof of eligibility for employment and therefore submit appropriate documentation evidencing their permission to work.
We may request references of employment or otherwise (including current employment) as provided in the application. If applicable references will ask the referee specifically to comment on the applicant’s suitability for working with children. Appointment will be offered subject to satisfactory references, which may involve further references to be sought in addition to the two required.
In providing the information requested during the recruitment process, please note that the Company promotes equality of opportunity and will take action to ensure that no individual suffers discrimination, directly or indirectly, on the grounds of sex, disability, colour, race, religious beliefs, sexual orientation, age, nationality, ethnic or national origin.
- Privacy Statement
It is important that the information you provide during the recruitment process is complete and accurate. It may be a criminal offence to attempt to obtain employment by deception, and that any misrepresentation, omission of a material fact or deception will be cause for immediate cancellation of consideration for employment, or for possible dismissal if already employed.