Position Role : Support Armed Forces Recruiting (AFR) delivery of the future Recruitment Operating Model (ROM) and the cut over of candidates, as the key interlocker between the current and future suppliers and stakeholders; predominantly focused on all aspects of officer recruitment. Responsibilities : 1. Strategic Liaison for tS Officer Recruiting Pipeline. Army’s lead day-to-day link with AFR, MSHQ, and sS counterparts, ensuring coherence of tS officer recruiting pipeline model and standards - acting as a central integrator across the Defence recruiting landscape. 2. Defence Level Assessment Standards and Data Coherence. Lead the consolidation and interpretation of officer assessment data, supporting the definition of MOD acceptable criteria for officer candidate suitability. Influence future tS recruiting policy and standards through evidence based analysis. 3. Development of tS-Aligned Officer Assessment Metrics. Shape the evolution of officer assessment and eligibility metrics across sS, ensuring alignment with the emerging AFR Leadership Competency Assessment and Defence Aptitude Assessment frameworks. 4. Integration of Specialist Assessment Pathways. Map and harmonise specialist officer assessment processes across Defence, defining opportunities for coherence and ensuring future pathways meet the needs of a modern, agile force. 5. Modernisation of Non‑Traditional Entry (NTE) Routes. Support the AFR and Team Serco review of non‑traditional entry methods, identifying opportunities to modernise officer access routes and integrate them into the tS assessment framework. 6. Leadership of Army Recruiting Transition Working Groups. Coordinate and drive assess focused Army Recruiting Transition Working Groups and associated workstreams, ensuring momentum, tS alignment, and delivery against programme timelines. 7. Cross-Defence Stakeholder Engagement. Build and maintain effective relationships across the Army, AFR, MSHQ, Defence HR, and other Services to ensure coherent delivery of officer recruiting transformation and recruiting transition objectives. 8. Senior-Level Influence and Briefing. Provide authoritative updates and recommendations on AFR officer recruiting coherence to 1*, 2*, and 3* audiences, influencing strategic decisions across Army Recruiting and wider Defence.