Fraud Defence: Intelligence Officer (Whistleblowing/Human Intelligence)

As an Intelligence Officer (Whistleblowing/Human Intelligence) within MOD Fraud Defence’s Confidential Hotline, you will support the lawful, safe and effective handling of individuals who raise concerns, provide sensitive information, or disclose suspected fraud, corruption, criminality, misconduct or unethical behaviour across Defence.

You will support the wider counter-fraud and corruption work of MOD by receiving, assessing, recording and disseminating information provided by whistleblowers, human intelligence sources and other reporting parties. The role contributes directly to MOD’s ability to identify harm, protect individuals, support appropriate investigative or management action, and improve counter-fraud and corruption maturity.

The role involves managing sensitive engagement with a range of Defence and external partners, including Ministry of Defence Police, Service Police, contractors, senior civil servants and other stakeholders across MOD.

This position is advertised at 37 hours per week.

A permanent position has arisen within MOD Fraud Defence’s Confidential Hotline Team, based at either RAF Wyton (Cambridgeshire) or Main Building (London)

The post holder will act as a Intelligence Officer (Whistleblowing/Human Intelligence), supporting the receipt, assessment and management of information provided by whistleblowers and other individuals who report allegations of criminality, misconduct, fraud, corruption or unethical behaviour involving MOD employees, Service personnel, contractors or Defence activity.

The role is demanding and highly sensitive. It requires sound judgement, discretion, resilience and the ability to work lawfully and safely with individuals who may be vulnerable, distressed, concerned about confidentiality, or at risk of detriment as a result of raising a concern.

The post holder will be responsible for supporting the safe, effective receipt, evaluation, assessment, recording and dissemination of source material and whistleblowing information. This includes maintaining accurate records, assessing risk, protecting confidentiality, supporting appropriate duty of care considerations, and ensuring that information is handled in accordance with relevant legislation, policy and Fraud Defence procedures.

The successful candidate will report to the Fraud Defence Confidential Hotline Manager.

The successful candidate will:

• Act as a first point of contact for the Confidential Hotline, engaging professionally and sensitively with whistleblowers, sources and reporting parties.
• Support the lawful and safe delivery of whistleblowing and Human Intelligence activity in accordance with applicable legislation, relevant Codes of Practice and Fraud Defence Standard Operating Procedures.
• Receive, assess and evaluate allegations of fraud, corruption, criminality, misconduct, unethical behaviour or other wrongdoing across Defence.
• Assess source material and intelligence to identify value, risk, credibility, sensitivity and appropriate dissemination routes.
• Disseminate relevant information to appropriate Defence, law enforcement, investigative or management recipients, ensuring that handling conditions and confidentiality requirements are properly considered.
• Support the welfare, health, safety and security considerations associated with individuals providing information to the Confidential Hotline.
• Maintain accurate, timely and comprehensive records of source material, including contact reports, risk assessments, handling decisions and dissemination activity.
• Maintain an up-to-date understanding of relevant policy, guidance and legislation applicable to whistleblowing, source handling, intelligence management, fraud, information handling and disclosure.
• Provide support in relation to serious duty of care issues, escalating concerns appropriately and in accordance with agreed procedures.
• Liaise with and advise Defence customers where necessary, ensuring that Confidential Hotline procedures are followed and relevant legal, policy and disclosure obligations are considered.
• Provide clear, accurate and appropriate advice to potential whistleblowers on policy, process, confidentiality, protections and indicative timescales.
• Support the Head of the Confidential Hotline and wider Fraud Defence leadership in achieving departmental objectives.
• Progress and update Confidential Hotline cases from initial receipt through to conclusion, including regular liaison with MOD stakeholders and partner organisations.

This job is broadly open to the following groups:

• UK nationals
• nationals of the Republic of Ireland
• nationals of Commonwealth countries who have the right to work in the UK
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities with settled or pre-settled status under the European Union Settlement Scheme (EUSS) (opens in a new window)
• nationals of the EU, Switzerland, Norway, Iceland or Liechtenstein and family members of those nationalities who have made a valid application for settled or pre-settled status under the European Union Settlement Scheme (EUSS)
• individuals with limited leave to remain or indefinite leave to remain who were eligible to apply for EUSS on or before 31 December 2020
• Turkish nationals, and certain family members of Turkish nationals, who have accrued the right to work in the Civil Service

Further information on nationality requirements (opens in a new window)

This vacancy is using Success Profiles (opens in a new window), and will assess your Behaviours and Experience.

Behaviours

We’ll assess you against these behaviours during the selection process:

• Making Effective Decisions
• Communicating and Influencing
• Working Together
• Delivering at Pace

Application stage

At sift, candidates will be assessed against the following:

• Candidates will be required to provide CV details, including job history, qualification details and previous skills and experience.
• Candidates must provide a personal statement, in no more than 500 words, demonstrating experience relevant to the role. Information on skills and experience will be used to sift for both interview and final selection.
• In no more than 250 words, candidates must provide an example of the behaviour Making Effective Decisions.

Interview stage

At interview, candidates will be assessed against the following behaviours:

• Communicating and Influencing
• Working Together
• Delivering at Pace

Timetable

• Advert closes 13th October 2026
• Sift to take place w/c 14th October 2026
• Invite to interviews w/c 14th October 2026
• Interviews are expected to take place w/c 26th October 2026

All dates are indicative and subject to change.

Further information:

The Civil Service embraces diversity and promotes equal opportunities. As such, we run a Disability Confident Scheme (DCS) for candidates with disabilities who meet the minimum selection criteria.

As a result of the changes to the UK immigration rules which came into effect on 1 January 2021, the Ministry of Defence will only offer sponsorship for a skilled worker visa under the points-based system, where a role has been deemed to be business critical. This role does not meet that category, and we will not sponsor a visa. It is therefore NOT open to applications from those who will require sponsorship under the points-based system.

Should you apply for this role and be found to require sponsorship, your application will be rejected and any provisional offer of employment withdrawn.

The Ministry of Defence requires all candidates who are successful at interview to declare any outside interests. These declarations will be discussed with successful candidates following the interview process and before a formal offer of employment is made, as some outside interests may not be compatible with MOD civilian roles. This will not, in the majority of cases, prevent employment in MOD, but it is a measure that must be taken to ensure that appropriate mitigations can be put in place to manage any potential, perceived or actual conflicts of interest from the first day of employment.

The Ministry of Defence adopts a zero-tolerance approach to unacceptable behaviours, which includes bullying, harassment, sexual harassment, discrimination, and victimisation. You will not be eligible and will not be considered for this post if you have been dismissed from a role for such unacceptable behaviours within the last five years. This will also apply if you resign or otherwise leave a role but, because of an adverse decision, would have been dismissed for gross misconduct had you continued in that employment. Pre-employment checks will be carried out.

Feedback will only be provided if you attend an interview or assessment.