Senior Engineer (Specialist) in DATA COLLECTION AND PUBLICATION (DCP)
- Bank of England
- Leeds, West Yorkshire
- Oct 09, 2026
Job Description
Senior Engineer (Specialist) in Data Collection And Publication (DCP), Technology Directorate
Permanent
Leeds or London
This is a Lead engineering role within the Data Collection Platforms team. The team is responsible for the Bank's strategic data collection platform, as well as several other systems critical to the Bank's mission. Whilst we are looking for someone with relevant experience, we do not expect new joiners to have skills across our entire technology stack and will support you to fill technical gaps.
As a Senior Engineer, you'll help build, improve, and operate technology that supports the Bank's critical services. You'll bring a software development background and practical DevOps or SRE experience to work across cloud platforms and traditional on-premises systems. You'll take ownership of technical work, collaborate with colleagues, and help make our services more reliable, secure, and supportable.
A Day in the Role
You'll contribute to the continual improvement of our technology estate, from cloud-hosted applications with infrastructure as code (IaC) and automated delivery to traditional VM-based on-premises systems. You'll design, develop, test, and operate software and automation; provision and configure Azure infrastructure with Terraform; and build or improve CI/CD pipelines using the platform best suited to the work.
You'll take work from design through deployment and support, collaborate on technical decisions and code reviews, and help diagnose and resolve service issues. You'll document your work so that colleagues can understand, operate, and maintain it. Throughout, you'll apply a security-first mindset and focus on quality, reliability, and continuous improvement.
Role Requirements
We're looking for an engineer with 5 years of experience in software development, DevOps, SRE, or platform engineering. You won't need to know every part of our technology estate when you join; we'll support you in developing skills in areas where you have less experience.
Minimum Criteria
Candidates should have the following skills and experience:
- A professional background in software development, with hands-on experience building, testing, reviewing, and maintaining software.
- Practical DevOps, SRE, or platform engineering experience, applying software engineering principles to automate delivery and improve service operations.
- Strong practical experience with Azure and Terraform, and experience implementing CI/CD pipelines. Familiarity with GitHub Actions is useful; candidates should understand how CI/CD platforms differ and be able to transfer their knowledge to the platform used by the team.
- Hands-on experience deploying, configuring, or supporting Windows-based systems, together with working knowledge of Linux. Candidates should be comfortable working across both environments; deep expertise in both is not required.
- Experience using Git for source control and collaborative development, and writing clear, concise technical documentation.
Essential Criteria
Candidates should demonstrate:
- The ability to deliver maintainable software and automation using appropriate engineering practices, including automated testing, peer review, and controlled delivery.
- The ability to take ownership of technical work through design, implementation, deployment, and support, balancing delivery with operability and maintainability.
- Practical operational judgement: monitoring service health, responding to incidents, investigating causes, and contributing to lasting reliability improvements.
- An understanding of observability, including relevant metrics, logs, traces, and actionable alerting to diagnose service issues.
- A security-first approach throughout design, development, deployment, and operation.
- Clear communication and effective collaboration across development and operations, including sharing knowledge and contributing constructively to technical reviews.
- The ability to manage competing priorities, exercise sound judgement, and improve systems and ways of working.
Desirable Criteria
Additional experience in the following areas would be beneficial:
- Experience deploying and operating containerised workloads in production using Kubernetes or a comparable orchestration platform.
- Experience designing, developing, deploying, or operating microservices or API-based distributed systems, including handling resilience and failure scenarios.
- Experience implementing or improving production observability with Azure Monitor or a comparable platform, and using service-level indicators or objectives to guide reliability improvements.
- Experience designing, developing, or operating services backed by relational databases, including writing and optimising SQL.
- Software development experience delivering production backend services using modern technologies such as C#, Java, Python, or Go.
- Experience automating and operating Windows workloads in Azure using infrastructure as code and CI/CD, or administering Linux systems in production.
How This Role Fits into the Wider Bank
This is a Senior Engineer role within the Data Collection Platforms team. The team is responsible for the Bank's strategic data collection platform, as well as several other systems critical to the Bank's mission.
More broadly, this role contributes to the Bank's mission by helping to modernise and secure its technology estate. You'll be part of a team that builds resilient, scalable infrastructure to support critical services across the organisation, helping to ensure the Bank remains agile, secure, and future-ready.
Our Approach to Inclusion
The Bank values diversity, equity and inclusion. We play a key role in maintaining monetary and financial stability, and to do that effectively, we believe we need a workforce that reflects the society we serve.
At the Bank of England, we want all colleagues to feel valued and respected, so we're working hard to build an inclusive culture which supports people from all backgrounds and communities to be at their best at work. We celebrate all forms of diversity, including (but not limited to) age, disability, ethnicity, gender, gender identity, race, religion, sexual orientation and socioeconomic status. We believe that it's by drawing on different perspectives and experiences that we'll continue to make the best decisions for the public.
We welcome applications from individuals who work flexibly, including job shares and part time working patterns. We've also partnered with external organisations to support us in making adjustments for candidates and employees in the recruitment process where they're needed.
From 1st October 2026, we expect all our colleagues to spend a minimum of 50% of their working time in the office per month. This is to capitalise on the benefits of working together in person across teams, while maintaining the flexibility offered by home working. Subject to that minimum requirement, individuals and managers should work together to find what works best for them and their team.
Finally, we're proud to be a member of the Disability Confident Scheme. If you wish to apply under this scheme, you should check the box in the 'Candidate Personal Information' under the 'Disability Confident Scheme' section of the application.
The Bank values diversity and inclusion - we want to reflect the society we serve better, we want the best people to work for us and we want our workplace to be inclusive. We value all forms of diversity, including but not limited to age, disability, ethnicity, gender, gender identity, race, religion and sexual orientation. One way we support diversity and inclusion is through our staff run networks.
We are fully committed to having a diverse and inclusive working environment, and are open to considering how the role might be carried out with flexible working.
As part of our commitment to expand our presence across the UK, this role can be based in either our London or Leeds office. Should you wish to work from one of our hubs (Cardiff/Newcastle/Glasgow/Belfast), you will need to confirm that this is possible with the hiring manager before applying.
Where a role can be carried out from home, we are working towards colleagues spending at least half of their time in the office, so that we can all benefit from working together in person, while maintaining the flexibility offered by home working. We expect colleagues to spend a minimum of 50% of their working time in the office per month. Subject to that minimum requirement, individuals and managers should work together to find what works best for them and their team.
Salary and Benefits
We encourage flexible working, part-time working, and job-share arrangements. Part-time salary and benefits are pro-rated as appropriate.
- London salary: £61,440 - £69,120
- Leeds salary: £55,280 - £62,190
The benefits package currently includes:
- A non-contributory, career-average pension, currently providing a guaranteed retirement benefit of 1/80th of annual salary for every year worked. Through the flexible benefits programme, there is an option to increase accrual to 1/65th or decrease it to 1/105th in exchange for salary. The Bank may vary standard accrual rates and dial-up or dial-down rates, or withdraw the dial-up and dial-down options, at any time.
- A discretionary performance award based on the current award pool.
- An 8% benefits allowance, which can be taken as salary or used to purchase flexible benefits.
- 26 days' annual leave, with the option to buy up to 12 additional days through flexible benefits.
- Private medical insurance and income protection.
Flexible Working
This role is open to flexible working patterns, which may include:
- Adapting your calendar to accommodate personal commitments, such as school runs, exercise, or appointments.
- Spreading the 50% in-office attendance expectation across the month to accommodate different working patterns.
- Working from abroad, subject to approval and policy.
The Bank of England welcomes applications from all candidates, but as a UK Visas and Immigration (UKVI) approved sponsor, we have a responsibility to comply with the Immigration Rules and guidance. As such, our ability to employ individuals who require sponsorship for immigration purposes is limited. The Bank cannot guarantee that you and / or the role you are applying for will be eligible for sponsorship and that any application made to UKVI will be successful. Eligibility will therefore be considered on a case by case basis.
The Bank of England is the central bank of the United Kingdom. Sometimes known as the “Old Lady” of Threadneedle Street, the Bank was founded in 1694 with a founding charter that stated its purpose was to “promote the public good and benefit of our people”.
The Bank of England’s purpose today reflects that vision first articulated by our founders. Our mission: to promote the good of the people of the United Kingdom by maintaining monetary and financial stability.
Workplace Initiatives
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Program for parents returning to work after Parental Leave? |
We have a returner's session they can attend and our Parent's Network also run a separate returners session. |
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Leadership development programs? |
Yes |
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Mentoring programs? |
Yes |
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Coaching programs? |
Yes |
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Employee-led diversity networks? |
Yes |
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Internal women’s networking groups? |
Yes |
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Open to discussing flexible work arrangements at interview stage? |
Yes |
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No. of weeks paid maternity leave at full salary: |
26 weeks |
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Minimum weeks tenure required to be eligible for paid maternity leave: |
26 weeks service at the Qualifying week (15th week before due date) |
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No. of weeks paid paternity leave at full salary: |
2 weeks |
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Minimum tenure required to be eligible for paid paternity leave: |
26 weeks service at the Qualifying week (15th week before due date) |
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Gender pay gap reporting information 2019 (UK): |
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Mean pay gap: |
20.20% |
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Median pay gap: |
23% |
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Mean bonus (performance award) gap: |
21% |
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Median bonus (performance award) gap: |
22% |
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Signatory of the UK Women in Finance Charter? |
Yes |
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Targets to raise the number of women in leadership? |
Yes |
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Targets to raise the number of BAME individuals in leadership? |
Yes |
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Listed in the Bloomberg Diversity & Inclusion Index? |
No |
Returner Programme
We recognise that there is a large untapped talent pool of experienced professionals on a career break, including many high-calibre women who have taken time out of their careers for a variety of different reasons. As part of our inclusion agenda, the Bank is partnering with Women Returners, a specialist return-to-work organisation, to run the Bank of England Career Returners Programme to attract and support returning professionals, with coaching and training support provided by Women Returners and the possibility of a permanent role at the end of the programme.
Applicants will have to go through a short assessment process in order to gain a role. Applicants must have had a career break of two or more years to be eligible for the programme. All returners who gain a position will receive coaching support from Women Returners to help them transition back in to the workplace. The returners will be taking on real live budgeted vacancies – they are not specifically created roles. Flexible working options will be available, though we would ask that all returners attend the full induction.
Testimonials
" I had never thought about working in the public sector. I genuinely can’t remember why I decided to go to the Career Returners launch event at the Bank but it was literally life changing. I realised there was a place where I could work in financial services and still be able to care for my children. This was hugely different from when I was in investment banking. I was also very impressed by the level and quality of people in the Bank. I doubt I wouldn’t be working today if it was not for the programme – it is as simple as that."
"I’m not sure I would have come back to work in the City if I hadn’t have found something like this. Having young children and a long commute, I knew I wouldn’t find the flexibility I needed in the investment banking industry that I used to work in. Finding this scheme gave me the prospect of working part-time and flexibly without giving up on interesting and challenging work."
Working for The Bank of England
As a place of work, the Bank feels different from other organisations. The atmosphere is relaxed but professional, research-driven and connected to real events in the economy. While organisations in the private sector are focused primarily on profits, our objectives are the quality of our thinking and analysis.
Whichever area you join, it’s likely you’ll work on high-impact projects. The issues we deal with on a daily basis are often in the news, and affect everyone in the country. For many of our people, contributing to the public good is one of the most rewarding aspects of working here.
Our historic building is located in the heart of the City and combines rich tradition with up-to-date facilities. Just as important, a strong culture of support exists in the organisation.
The Bank is a member of the Disability Confident scheme. This means that applicants who declare a disability and who meet the minimum requirements of the job description are fast-tracked to the first stage of assessment.
The Bank also encourages Diversity of Thought, which inspires colleagues in every area to share different ways of thinking, working and achieving success. The aim of this is to promote creativity and encourage diverse approaches by inviting people with different backgrounds, skills or talents to present their thoughts and ideas.
In order to promote and support diversity in all its forms, we also have a number of Employee Networks:
LGBT+ AND ALLIES NETWORK
The LGBT+ and Allies Network is fully inclusive and open to every member of staff. This includes people who may not identify as LGBT+ themselves, but who actively support their LGBT+ colleagues, and promote a working environment where everyone – regardless of sexual orientation or gender identity – feels safe and confident to be themselves.
We are a Stonewall Diversity Champion and participate in the Workplace Equality Index most years. In 2018, we moved up 101 places in the index – a huge improvement in one year. Working with Stonewall, we are committed to improving LGBT+ diversity and inclusion even further.
DISABILITY NETWORK
The key objective of the Disability Network is to identify and remove barriers so that people with disabilities can achieve their full potential at the Bank. As well as supporting individuals with specific employment issues, the network organises events for all employees to raise awareness of the full range of disabilities and the challenges facing those who live with them.
MENTAL HEALTH NETWORK
This network is focused on improving people’s understanding of mental health issues. As well as highlighting the support available to colleagues, it organises and sponsors events to combat the stigma around mental health. In doing so, it aims to ensure that anyone affected by mental health issues – either directly or indirectly – feels more inclined to open up and seek help earlier.
WOMEN IN THE BANK NETWORK
The Women in the Bank Network aims to ensure that all women can flourish in the workplace. It’s open to everyone, regardless of gender, focusing on identifying and tackling issues that can hold women back in their professional development and job satisfaction.
Although we still have a way to go, our efforts to address the imbalance between male and female employees have already achieved considerable success. Of around 1300 staff here, 43% are women with 33% at Governor level.
BEEM NETWORK
BEEM was established to inform, inspire, advocate and promote Black, Asian and Minority Ethnic (BAME) related matters in the Bank. As well as ensuring BAME staff experience the same performance reviews, rates of pay and development opportunities as non-BAME colleagues, BEEM is committed to addressing the imbalance of BAME representation at a senior management level.
MUSLIM NETWORK
The Muslim Network connects and supports Muslim colleagues throughout the Bank, ensuring no one ever has to compromise their religious obligations or spiritual needs in order to excel in their professional role. As part of this, the network also organises events and activities to mark important Islamic celebrations and bring people together throughout the year.
JEWISH NETWORK
The Jewish Network is here to support all Jewish colleagues across the Bank, and help them celebrate and raise awareness of their shared faith. The network is proud of its inclusivity and welcomes members from all denominations and beliefs, including Orthodox, Conservative, Progressive, Cultural and Atheist Jews, as well as those who are not affiliated.
CHRISTIAN UNION
The Christian Union is open to Christians of any (or no) denominational background, as well as colleagues who don’t consider themselves Christians but are interested in finding out more about the Christian faith. Its members regularly come together to study the Bible, pray, talk and socialise, with a focus on their faith and how it influences their work and everyday lives.
CARERS NETWORK
Whether it involves looking after someone with chronic illness, disability or mental health issues, an elderly relative or young children as part of a family, being a carer can be tremendously rewarding. But it’s also extremely demanding. The Carers Network provides the information, advice and support colleagues need to balance that responsibility with a successful career.