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(749) HHS Meetings and Event Manager

Arlo Solutions

Location: USA Work arrangement: Region-restricted remote Employment: Full Time Posted: October 20, 2026 Freshness: Aging listing Source check: Observed in the current source window
Disclosure3 of 5 core facts statedReview uncertainties
Last source observationObserved in the current source windowObservation is not employer confirmation.
Application destinationjobicy.comReview the application route and source evidence in the full report below.

Before relying on the listing: Confirm Compensation and Application closing time with the employer or source. See verification questions

Executive opportunity brief

The decision in one screen

A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.

Compensation positionPay not disclosed
Work flexibilityRegion-restricted remoteBased only on stated location/work-arrangement evidence.
Decision evidence3 of 5 core facts known
Mobility evidenceSponsorship not establishedUnknown evidence is not treated as unavailable.
Current alternativesCurrent role context limitedCurrent HPJ inventory, not the whole labor market.
Negotiation readinessNegotiation evidence is limited. Use the lab primarily to organize what must be clarified rather than to infer a market value.Use the private Offer & Negotiation Lab below if an offer arrives.
Watch closely: Comparable advertised compensation is incomplete

Fast read

Opportunity DNA

The available details do not point to a single standout advantage yet. The clearest issue to weigh is the pay picture is incomplete.

PayNot disclosed

A financial comparison will need the approved compensation range.

FlexibilityLocation limits visible

Geographic eligibility is restricted to a country or region.

Entry pathHigher entry bar

One or more material qualification requirements are stated and may narrow the realistic applicant pool.

MobilityNot established

Sponsorship and relocation support are not clear from the current listing.

ApplicationSome process detail

Part of the application route can be assessed, but the full external process may contain additional steps.

TraceabilityCurrent source traceable

At least one recent enabled source can still renew this vacancy.

This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.

Decision evidence check

3 of 5 core facts stated

This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.

Facts already stated

  • Work arrangement
  • Advertised location
  • Employment type

What to verify next

  • Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
  • Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?

Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.

Decision levers

What could make or break the fit?

Reasons to look closer

Nothing stands out strongly enough yet to call a clear advantage. The role may still be attractive for reasons the listing does not spell out.

Trade-offs to weigh

  • The pay picture is incomplete: No usable salary range is stated, so a meaningful financial comparison is not possible yet.
  • Location rules could change the fit: Geographic eligibility is restricted to a country or region.

Questions worth asking before you invest more time

  • Ask for the approved compensation range before comparing this opportunity financially.
  • Confirm the actual minimum experience requirement rather than assuming preferred background is mandatory.
  • Ask whether visa sponsorship is available before investing significant time in the application.

These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.

Salary transparency context

Is pay disclosure typical for this kind of role?

This listing does not state usable structured compensation, and the current role sample is still too small for a reliable disclosure-rate comparison.

This listingUsable pay not stated

Compensation counts only when amount, ISO currency and supported pay period are all known.

Current same-role sampleInsufficient evidence

At least ten current comparable roles are required before HPJ publishes a disclosure percentage.

Current employer pattern0%

Employer-level comparison is withheld until enough current employer listings are available.

This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.

Private offer & negotiation lab

Turn an offer into evidence, not guesswork

Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.

Advertised annualized payNot usable / not disclosedListing evidence only.
Current comparable medianInsufficient same-currency sampleAt least 10 observations required.
Current upper quartileNot publishedCurrent HPJ inventory context, not a salary recommendation.

Negotiation evidence is limited. Use the lab primarily to organize what must be clarified rather than to infer a market value.

Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.

Review the full package · 10 terms

Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.

Base payVerify

The approved base-pay range is not established in the listing.

Bonus / commissionVerify

Variable compensation is mentioned; verify amount, formula, target and eligibility.

Equity / long-term incentivesVerify

Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.

Retirement / pensionVerify

Retirement or pension benefits are mentioned; verify employer contribution and vesting.

Health benefitsVerify

Health-benefit language is mentioned; verify coverage, dependants and employee cost.

Paid leaveVerify

Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.

Work arrangementKnown

A work-arrangement signal is available; verify schedule details before relying on it.

RelocationVerify

Relocation support not established

Visa / work authorizationVerify

Sponsorship not established

Review timingVerify

A review cycle is mentioned; verify timing and whether compensation can change at that review.

Questions worth taking into the offer conversation

  • What is the approved base-pay range for this role?
  • Is there a bonus, commission or other variable-pay component, and how is it calculated?
  • Does the package include equity or another long-term incentive, and what are the vesting terms?
  • What retirement or pension contribution does the employer provide?
  • What health coverage is included and what costs remain with the employee?
  • How much paid leave is provided and what are the carry-over or blackout rules?
  • If relocation is relevant, what expenses, timing and repayment conditions are covered?
  • What exact sponsorship or work-authorization conditions apply to this role?

Skill bridge

What does this role connect to?

The listing contains useful skill signals, while the current occupation sample is still too thin for a broader comparison.

Skills named in this listing

ProcurementProject ManagementStakeholder Management

Shared with the current career sample

The occupation sample is still too thin for a reliable shared-skill comparison.

Application edge

  • If these skills match your background, prepare one concrete example that shows how you used Procurement, Project Management, and Stakeholder Management rather than relying on a keyword-only claim.
  • A degree requirement is stated. Verify the exact field, level and equivalency wording before treating your education as a match or mismatch.
  • The listing mentions extra application steps. Review those requirements before starting so you can prepare the requested material in one pass.

Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant.

Application Decision Lab

Turn the listing into a preparation plan

Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.

Explicit requirement

Degree requirement stated

The listing appears to state a degree as a required or mandatory qualification. Verify the exact field and equivalency rules in the authoritative application.

Listing mention

Procurement

This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.

Listing mention

Project Management

This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.

Listing mention

Stakeholder Management

This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.

Application step

Prepare for a stated application step

An assessment, test or work-sample step is explicitly mentioned.

Application step

Prepare for a stated application step

A portfolio or work sample is explicitly mentioned.

Questions worth resolving before you rely on the opportunity

  • Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
  • Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
  • Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
  • Degree equivalency: Is the stated degree requirement strict, or can directly relevant professional experience or another credential satisfy it?

Decision analysis

What the listing really tells you

Useful decision context

(749) HHS Meetings and Event Manager at Arlo Solutions becomes easier to judge once remote flexibility can be weighed properly, qualifications reveal more than the job title alone, and the visible application effort can be estimated are viewed together. Here is the current read from the information available.

Remote flexibility can be weighed properly

The work-location pattern is “Remote with some uncertainty or restrictions”, with Remote Freedom at 62/100. The most important location constraint is geographic eligibility is restricted to a country or region..

Qualifications reveal more than the job title alone

Degree requirement stated · 1 additional stated barrier. Only requirements actually stated in the listing are counted; anything left unsaid remains unresolved.

The visible application effort can be estimated

Provider-mediated application path · 2 visible process steps. The external application may contain additional steps that are not visible from the listing itself.

The listing can be traced to a current source

1 recent enabled source can currently renew this vacancy across 1 source classes. That improves traceability, although it does not verify the employer itself.

How this analysis is assembled

Built from the pay, location, qualification, mobility, application and source details available for this vacancy. Anything the listing leaves unresolved stays unresolved.

Analysis evidence coverage

How much analysis can the current evidence support?

50%Partial analysis evidence coverage
50%
Current-sample pay positionInsufficient comparable salary sample

This title does not yet fit a reliable comparison family, so a pay percentile is not shown.

Remote Freedom evidence62 / 100

Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.

Salary evidence qualityNo usable disclosed salary evidence

Missing compensation is not treated as negative evidence; this dimension simply remains unavailable.

Listing freshnessAging listing

The listing was posted about 18 days ago. Verify that it is still accepting applications.

Source provenance evidenceEstablished source evidence

At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.

There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.

Decision checklist

What is supported, uncertain or worth checking?

This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.

Supported strengths

No standout strength is supported strongly enough to list here. That is not a negative rating.

Visible cautions

  • Geographic eligibility is restricted to a country or region.
  • The listing was posted about 18 days ago. Verify that it is still accepting applications.
  • This is remote work with a geographic restriction, not a worldwide-remote vacancy.
  • Degree requirement stated

Still unknown

  • There is not enough comparable salary evidence to establish this job’s current pay position.
  • Visa sponsorship is not established by the available listing data.

Qualifications & access

What qualifications are explicitly stated?

Some explicit entry barriers stated

EducationDegree requirement stated
Required experience evidenceExperience requirement not established
Explicit required barriers1
Explicit access signals0

Explicit requirements worth checking

  • Degree requirement stated: The listing appears to state a degree as a required or mandatory qualification. Verify the exact field and equivalency rules in the authoritative application.

Qualification signals come from explicit listing wording. Anything not mentioned remains unknown, so silence is never treated as proof that a degree, experience, licence or other requirement is unnecessary.

Pay vs. barriers

Opportunity Efficiency not assessed

The current pay position is not reliable enough to weigh compensation against the stated barriers.

Explicit stated barriers

1 explicit required barrier is visible in the available wording.

Location-freedom constraints

1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.

Evidence gaps that could change this interpretation
  • Current comparable pay position is unavailable.
  • Required prior-experience level is not established.

This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.

Beyond the headline

Not enough evidence for a hidden-value finding

Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.

Still check: Degree requirement stated · The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.

Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.

Compensation intelligence

How competitive is this pay?

No High Pay Score yet

This title does not yet fit a reliable comparison family, so a pay percentile is not shown.

Why this analysis?

  • This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
  • Salary confidence: Not available. No disclosed salary can currently be normalized for comparison. Missing compensation is not treated as low-quality salary evidence.
  • Range quality: No disclosed range.

Employer compensation communication

Pay transparency at Arlo Solutions

Limited current pay transparency

This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.

0/100
0%
Salary disclosure0% · 0 of 7 sampled listings
Range qualityNo disclosed salary ranges
Bonus wording0 current listings
Equity wording0 current listings
Benefits wording0 current listings
Evidence strengthModerate

This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.

Current employer intelligence

Arlo Solutions — current opportunity snapshot

Current opportunities visible7
Salary disclosure0%
Remote-policy evidence coverage100% · 7 of 7 sampled listings
Remote share of known arrangements100%
Worldwide-remote share0%
Known hiring countries1
Sponsorship evidence coverage0% · 0 of 7 sampled listings
Explicit sponsorship outcomes0 confirmed · 0 possible · 0 unavailable
Pattern sample7 of 7 · 100% coverage
Current role-family breadth4
Stated closing-date coverage0%
Relocation evidence coverage0% · 0 explicitly offered
Posted within 7 days14% of listings with a known posting date

Employer Evidence Profile

How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.

Compensation0% of sampled current listings

Current sampled listings with advertised compensation evidence.

Work arrangement100% of sampled current listings

Current sampled listings whose work arrangement is clearer than unknown.

Location100% of sampled current listings

Current sampled listings with a supported country signal.

Application timing0% of sampled current listings

Current sampled listings with an explicit closing time.

Posting date100% of sampled current listings

Current sampled listings with a usable posting date.

Sponsorship0% of sampled current listings

Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.

Relocation0% of sampled current listings

Current sampled listings with an explicit relocation signal.

Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.

Common current occupation families: Marketing (1) · Data & AI (1) · Healthcare (1)

Visible seniority mix: Senior / lead (2) · Leadership (5)

Current employment-type mix: Full time (7)

Most visible hiring countries in this sample: United States (7)

Other current roles from this employer

These are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.

There are not yet five current disclosed salaries in one currency, so an employer pay median would be too thin to be useful.

Questions worth asking this employer

  • What compensation range applies to this role, and which parts of total compensation are fixed versus variable?
  • If work authorization matters to you, what sponsorship policy applies to this specific role and location?
  • If a move is required, is relocation assistance available for this position?
  • What is the expected application and interview timeline if the listing does not state a closing date?

These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.

This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.

This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.

Work-location intelligence

Remote Freedom

62/100

Remote with some uncertainty or restrictions

62%

Why this score?

  • The role is remote but the source identifies a country or regional restriction.

Location restrictions detected

  • Geographic eligibility is restricted to a country or region.

Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.

International applicant intelligence

Visa & relocation signals

Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.

Visa sponsorshipSponsorship not established

The available listing details do not contain a clear enough sponsorship statement.

RelocationRelocation support not established

The available listing details do not contain a clear enough relocation statement.

Tradeoff check

What’s the catch?

These are visible conditions worth checking before treating the headline compensation as the whole story:

  • This is remote work with a geographic restriction, not a worldwide-remote vacancy.

Application-path intelligence

What can we see about the application process?

Provider-mediated application path

The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.

Current destination: jobicy.com · HTTPS

Visible application steps or requirements

  • An assessment, test or work-sample step is explicitly mentioned.
  • A portfolio or work sample is explicitly mentioned.

Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.

Application safety context

Application safety check

Basic application-safety context available

The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.

Evidence checked: Source provenance · Application destination · Listing wording

Observable transport-safety signals

  • The available application destination uses HTTPS.
Before you share money or sensitive information
  • Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
  • Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
  • Do not pay application, processing, training or equipment fees merely to be considered for a job.
  • Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
  • Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.

This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.

Original listing details

The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.

Company Summary

Arlo Solutions (Arlo) is an information technology consulting services company that specializes in delivering technology solutions. Our reputation reflects the high quality of the talented Arlo Solutions team and the consultants working in partnership with our customers. Our mission is to understand and meet the needs of both our customers and consultants by delivering quality, value-added solutions. Our solutions are designed and managed to not only reduce costs, but to improve business processes, accelerate response time, improve services to end-users, and give our customers a competitive edge, now and into the future.

Position Description:

Arlo Solutions is seeking a Meeting and Events Manager to lead day-to-day delivery of Acquisition Workforce Training Conference and Industry Day Events Support Services for the HHS Assistant Secretary for Financial Resources (ASFR), Office of Acquisition (OA). Reporting to the Arlo Project Manager, the Meetings and Events Manager runs the contract's event portfolio from planning through closeout, including the annual two-day hybrid AWF Training Conference and Senior Procurement Executive Awards Ceremony, a two-day HHS-wide Industry Day, and smaller Industry Roundtables and Reverse Industry Days. Each large event is expected to draw about 500 on-site and 1,200 virtual attendees. The role combines junior project management with hands-on event leadership. It requires a polished professional who can engage confidently with senior Government officials, executive leadership, speakers, and industry partners. This position is designated as Key Personnel.


Location:
Remote

Clearance: None

Responsibilities and/or Success Factors:

Contract and Project Management

  • Manage day-to-day contract performance under the direction of the Project Manager, coordinating all Arlo event resources, including event coordination and virtual event support, strategic communications, graphic design, and copy editing.
  • Develop and maintain integrated event plans that cover schedules, milestones, responsibilities, dependencies, risks, decisions, logistics, and contingency procedures.
  • Lead kickoff and planning meetings with the COR and Government event leads, and maintain action and decision logs, meeting minutes, and status trackers.
  • Track deliverable due dates against the PWS schedule, including the Comprehensive Industry Day Plan, event-specific run-of-show documents, registration launch, readiness reviews, assessment tools, and post-event summaries.
  • Identify risks, issues, and potential scope changes early, and escalate them to the Project Manager and COR with recommended solutions.

Stakeholder and Government Engagement

  • Serve as the primary day-to-day event liaison to the COR, Government event leads, OA leadership, and ASFR staff, representing Arlo professionally in meetings, briefings, and on-site operations.
  • Deliver event status briefings with written status reports and respond promptly to ad hoc Government requests for information.
  • Provide dedicated support to senior leadership, VIPs, keynote speakers, and special guests, including arrival coordination, green room management, schedule management, and speaker readiness.
  • Support agenda, theme, session, and speaker coordination without performing inherently governmental selection or decision functions, and without making commitments or incurring costs on behalf of the Government unless expressly authorized.

Event Planning and Execution

  • Oversee event logistics, including venue and room requirements, registration, accessibility needs, audiovisual and IT requirements, and virtual and hybrid platform setup.
  • Manage the online event management platform (Stova preferred), including registration, speaker and session management, live streaming, two-way Q&A and polling, recordings, and post-event surveys.
  • Manage technical rehearsals, dry runs, site walkthroughs, and final readiness reviews ahead of each event.
  • Serve as the central on-site coordination point among HHS leadership, attendees, speakers, vendors, and venue staff, maintaining the master schedule and run of show and resolving issues in real time.
  • Manage run-of-show requirements for the Senior Procurement Executive Awards Ceremony, including award sequencing, recipient staging, presenter coordination, scripts, and procurement of Government-approved commemorative items for approximately 15 awardees.

Team, Vendor, and Cost Oversight

  • Coordinate staff assignments for Arlo personnel and HHS volunteers during events, and provide daily direction to event support staff in coordination with the Project Manager.
  • Serve as liaison with AV and production vendors, photographers, videographers, banquet teams, and other subcontractors, validating deliverables and resolving service issues.
  • Obtain a minimum of three quotes for purchases wherever possible, monitor on-site additions and changes that may create incremental costs, and document authorized changes.

Reporting, Quality, and Closeout

  • Contribute event content to Monthly Program Status Reports and the Annual Progress Report, and prepare progress reports ahead of each status meeting.
  • Develop and deploy Government-approved participant assessments, compile results, and lead post-event briefings with the COR and Government stakeholders.
  • Prepare post-event summaries, lessons learned, and after-action reports, and track outstanding follow-up actions through closure.
  • Ensure all work products meet PWS standards for accuracy, clarity, timeliness, and format, are Section 508 conformant, and are editable and transferred to the Government-designated repository.

Minimum Qualifications Including Certificates:

  • Bachelor's degree in business, communications, hospitality, public administration, or a related field.
  • Five or more years of experience planning and executing large-scale in-person, virtual, and hybrid events, including at least two years in a lead or management role.
  • Demonstrated project management skills, including scheduling, risk and issue tracking, stakeholder management, and deliverable management.
  • Experience interacting professionally with senior executives, Government officials, or similarly high-level stakeholders.
  • Hands-on experience with event management platforms such as Stova, Cvent, or comparable tools.
  • Strong written and verbal communication skills and the ability to manage multiple priorities under tight deadlines.
  • Eligibility to work in the United States and ability to successfully complete an HHS background investigation.

Desired Qualifications:

  • Experience supporting Federal agencies, particularly HHS or acquisition-focused organizations.
  • CMP (Certified Meeting Professional), CAPM, or PMP certification.
  • Familiarity with Federal contracting principles, including COR technical direction, scope boundaries, and inherently governmental functions.
  • Working knowledge of Section 508 accessibility requirements.

AAP Statement

We are proud to be an Affirmative Action and Equal Opportunity Employer and as such, we evaluate qualified candidates in full consideration without regard to race, color, religion, sex, sexual orientation, gender identity, marital status, national origin, age, disability status, protected veteran status, and any other protected status.

Listing provenance

Where did this job come from?

See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.

Current source evidenceEstablished source evidence

At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.

Continuity
One recent renewable source
Source-class independence
One renewable source class
Last source observation
Observed in the current source window

This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.

  • 1 enabled source recently observed this vacancy.

Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.

JobicyPublisher source

The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.

Continue to applicationOpens in a new tab

Listing source: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.