The interview process consisted of two remote stages, including a contracts exercise following a successful first interview. The initial interview with the reporting manager felt fairly relaxed and conversational rather than heavily competency-based. Unlike the first interview, the final stage did not feel as relaxed or comfortable. Bell seems to place considerable emphasis on candidates with technology skills or a technical background. However, it was mentioned during the interview that their contracts team currently lacks strong technology or IT expertise. There appears to be an expectation of a very high standard from candidates, while at the same time, the company states that they are open to people learning and developing in the role. The compensation package offered is fairly standard and basic. The overall process lasted close to a month, which felt quite lengthy and somewhat time-consuming. It is also worth noting that the company does not offer an annual or performance-based bonus, despite highlighting strong company revenues - reportedly £1B in January 2026. Instead the organisation places significant emphasis on promoting a friendly and engaging culture, which they view as the primary incentive for joining, rather than offering stronger financial rewards in the current economic climate. Personally, this raised some concerns about how employee contributions are recognised and rewarded.

Interviewed with the Head of commercial and the General Counsel, as well as a test of a document review to show both understanding of key terms and attention to detail in order to address common and key mistakes done within contracts reviews