Inland Revenue Graduate Programs & Internships

As part of our application process we request applicants to upload:

• their CV
• their Cover letter

For our Graduate policy Role, we request a short sample of candidates' work that demonstrates their writing ability (e.g. an excerpt of an essay written for a university course) along with a complete academic transcript or a copy of an unofficial transcript if they have not yet graduated 

Once you've applied for a role and have been notified that you're a shortlisted candidate we'll then invite you for an interview with the Hiring Manager.

All Inland Revenue's offers of employment depend on:

• a satisfactory criminal record and tax/child support compliance check
• a signed declaration of fidelity and secrecy acceptance of the Inland Revenue Code of Conduct the outcome of any review of non-appointment

Additional Compensation Benefits 

Our Hauora Hub offers information and guidance to our people on all things health and wellbeing related. In addition to regularly updated events, podcasts, social challenges, helplines and support services, our Hauora Hub also offers a range of discounted health and wellbeing to our IR staff, including health insurance, gym memberships, and eye care, food and nutrition services and more. 

Career Opportunities 

Our performance approach, Whanake (meaning to grow and develop), gives our people a framework to support constructive kōrero with their leaders and key stakeholders. 

At IR we role model a networked approach to working, meaning that you’ll have the opportunity to engage with (and learn from!) key stakeholders and subject matter experts from across the business. We pride ourselves on providing opportunities to learn and develop to all of our people. We are a capability-based organisation, which means that we assess our people for suitability based on how they demonstrate the capabilities that are required for their role – or the role that they are interested in moving to. We don’t look at things like tenure or years of experience! This means that our people can have control over their capability development and drive their progression opportunities in a supportive and encouraging environment. 

To further support this, we have designed our 12 People Capabilities and a series of ‘IR Role Families’ which group together roles with similar capability requirements and outcomes. The purpose of this is to help you:

• understand the capabilities required in your role and what they look like in practice
• think about potential capability development opportunities and;
• support you to explore areas of interest and potential career pathways for you across our wider business

These tools mean that you have a way to understand what is expected of you, choose and focus on development activities that will provide you with the most value and achieve your career goals in a way that is tailored and specific to you.