General terms
Working arrangement:
Based at the Club’s Academy in Bradford, West Yorkshire (BD10 0NR).
Work environment:
Indoor v Outdoor: Office, classroom and meeting spaces, with regular time spent pitch side
and around academy training areas during sessions.
Physical Demands: Mostly office and classroom-based. Requirement to be able to access
and move freely around the academy grounds. #
Volume and Pace: Busy, supportive youth sport environment operating under football
academy regulations.
Liaison and Collaboration: Positive daily interaction within a Multi-Disciplinary Team (MDT) as
well as maintaining clear, professional communication with players, parents and guardians.
Safeguarding and Culture: Regulated environment requiring adherence to Club Safeguarding
policies, professional boundaries, and Equality, Diversity & Inclusion (EDI) standards.
Working days and times: Standard office hours with the flexibility to work evenings and
weekends as needed.
Contract:
Full-time/Part-time, Permanent.
Uniform:
Bradford City AFC branded staff kit.
Probationary period:
Appointments are conditional on the successful completion of a 3-month probationary
period. The Club reserves the right to extend this period if necessary
General information
Support:
If you have questions about our hiring process, email [email protected]
using the subject line ‘Recruitment Support’ so we can get back to you quickly.
We are committed to being an inclusive employer. If you require any reasonable adjustments
or accommodations due to a disability, neurodivergence, or health condition, please let us
know how we can best support you during the application or interview stage.
Safeguarding:
Safeguarding is a fundamental part of everything we do at Bradford City AFC. We are fully committed to safeguarding and promoting the welfare of children, young people, and adults at risk, and we expect all staff, coaches, volunteers, and contractors to share this commitment and actively promote their welfare at all times.As part of our safer recruitment processes, this role involves working directly with children within an elite football environment. Therefore, appointments are subject to the following:
• Employment is strictly conditional upon the return of a satisfactory Enhanced DBS
Disclosure with Children’s Barred List check.
• This post is exempt from Section 4(2) of the Rehabilitation of Offenders Act 1974.
Applicants are required to disclose all convictions, cautions, reprimands, and final
warnings, including those considered ‘spent’ under the provisions of the Act.
• Any offer of employment is conditional upon receiving at least two satisfactory
professional references (one of which must be your current or most recent employer)
and proof of right to work in the UK. Having a criminal record will not automatically bar an applicant from working with us; every case is assessed individually based on the nature of the role and the background details disclosed.
Right to Work:
Any job offer will be conditional on you demonstrating the right to live and work within the UK,
as required by the Immigration, Asylum and Nationality Act 2006. If an employment offer is
made, you will be asked to provide official evidence of your entitlement before starting.
Data Protection:
All information that you provide will be held in the strictest confidence and processed in line
with our Privacy Policy. By submitting an application, your data will be managed securely in
accordance with these guidelines