Careers at Council

Council employs a dedicated team of almost 900 people - from child care staff to accountants; from maintenance crews to IT specialists. See how you could join a skilled and enthusiastic team serving the local community.

Great People Great Workplace

"Be part of something greater"

Meet Our People

Working for us is about more than just a job, it’s about the community we serve.

Working in diverse roles, our staff contribute to making our city vibrant, engaging and connected so the community and its visitors can enjoy all Liverpool has to offer.

We contribute to improving the lives of this generation and generations to come, whether we’re shaping policy or handling enquiries, we all share the common goal of being a part of something bigger and contributing to the changing needs of our local community both now and into the future.

We are committed to encouraging diversity in the workplace and developing a culture that is inclusive, respectful and promotes diversity of thought, age and gender.

Working together

You will be part of a productive, effective and harmonious workplace environment, where your full potential can be realised.

Great employee benefits

You can enjoy a range of Great Employee Benefits. We aim to support you both personally and professionally and help you balance your unique needs and career aspirations through a range of employee benefits:

  • Council offers a variety of leave options, including part-time, job share and changes to start and finish time, as well as purchased additional annual leave;
  • Salary sacrifice arrangements for superannuation, child care (Council run child care centres), and novated lease of a vehicle;
  • Commitment to learning and development for continued growth, including study assistance;
  • Health and Wellbeing; and
  • Generosity Day – employees are able to do a one-day volunteer placement, paid by Council based on standard work hours, once per calendar year.

Health and Wellbeing

Our Health and Wellbeing Program offers a range of resources to motivate and assist managing your physical health and wellbeing:

  • Reimbursement of fees for health and fitness related activities;
  • Fitness passport;
  • Employee Assistance Program;
  • Influenza Vaccination Program.

Grow your career

Our People Achieving Framework is an achievement and development practice between  a leader and an employee throughout the year. The practice begins with planning and setting goals to support employees’ work achievements, professional development, and work towards career goals supported by an individual Achievement and Development Plan, and continuous conversations and feedback.

At the heart of Council’s People Achieving practice are visible behaviours underpinned by our six Values, which are:


Our Hiring Process

Found a job you want to apply for? Carefully review the job advertisement and position description to determine if the role is right for you.

The position description will help you understand the responsibilities and tasks required in the job.

Cover Letter

Your application must include a cover letter. A cover letter is a brief introduction about yourself and your relevant skills, qualifications and experience.


Your application must include an up to date copy of your resume. The resume should provide all the relevant information about your education, employment history, achievements and abilities.

Selection criteria

To be considered for the job, you will need to address the selection criteria questions which will be shown once you commence your application. You will need to write at least one to two paragraphs explaining how you have demonstrated the particular criteria being asked for.

It is important to provide evidence to back up your claims. Use actual examples of what you have done, how well you did it, what you achieved, and how it relates to the requirements of the job you are applying for.

The STAR technique can help you form your answer.

  • Situation: Must be specific and actual. It is important that the example provided lets the Selection Committee know ‘why’ the action took place. The situations or tasks from which actions result are often created by changes in work procedures, job responsibilities, etc.
  • Task: The purpose of the task must be realistic and specific.
  • Action: The “what” and “how”. Actions are what people say and do. They are steps taken in completing a task, how someone lays out work or interacts with others.
  • Result: Outcome or what happened as a result of the action. It is essential that the Selection Committee understand whether the ‘actions’ taken were effective in changing or somehow effecting the identified situation.

Submitting your application

Submit your application by the advertised closing date. Late applications may not be accepted.

Applicants who do not meet the essential criteria will not be considered.

If your application progresses through initial shortlisting, the next stage(s) will involve face to face interview, sometimes combine with a practical exercise.

The interview may involve a single interview panel consisting of three or more assessors. The interview will include a series behaviour-based questions designed around the selection criteria to enable you to demonstrate how you have successfully meet the requirements of the role.

You can prepare for the interview by reviewing the position description and reflecting on how you’ve demonstrated these capabilities in the workplace or through your studies.

Reference Checks

If you’re being considered for the role, we will contact you to obtain 2 referees. Ideally, your referees should be your current and previous supervisors who can discuss your suitability for the role based on the job requirements.

Reference checks will be completed prior to offering you employment.

Pre-employment medical assessment

All preferred applicants are required to attend a pre-employment medical assessment. The medical will take place at one of Council's chosen providers, and will be conducted at the Council's expense.

Working with Children check

If required, a working with children check will be conducted in accordance with the Child Protection (Working with Children) Act 2012 for applicants applying for a position at council, which has been identified as child-related role.

You will be asked to provide a Working With Children Check (WWCC) number at the time of application. This number will be confirmed at the time of interview.

For information on how to apply for a WWCC number please refer to the Office of the Children's Guardian website.

Offer of Employment

If successful, you will be offered the role verbally, followed by a written ‘Letter of Offer’ via email explaining your terms and conditions of employment.

Eligibility Lists

Candidates who are assessed as meeting the requirements for the role but aren’t successful in their application may also be offered a placement on the eligibility list for similar future vacancies.

Unsuccessful Applicants

Unsuccessful interviewed applicants will be advised via email. Applicants may contact the chairperson of the selection panel for post-assessment feedback.