Job intelligence
Lead Legal Counsel - Project Finance
Stegra AB
Before relying on the listing: Confirm Compensation 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.
Fast read
Opportunity DNA
What stands out most is that the application route looks comparatively direct. The biggest counterweight is that the pay picture is incomplete.
A financial comparison will need the approved compensation range.
Regular physical-location attendance is part of the advertised arrangement.
One or more material qualification requirements are stated and may narrow the realistic applicant pool.
Sponsorship and relocation support are not clear from the current listing.
The visible path is straightforward and no additional mandatory step is stated in the available listing text.
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
4 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
- Location eligibility
- Application closing time
- Employment type
What to verify next
- Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
Unknown information is never converted into a negative score. The questions above exist to prevent missing evidence from being mistaken for a favorable term.
Decision levers
What could make or break the fit?
Reasons to look closer
- The application route looks comparatively direct: The primary route points through an employer, an employer-authorized hiring source or an official employment source, and no extra mandatory step is stated in the listing text.
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: Regular physical-location attendance is part of the advertised arrangement.
- The experience requirement raises the entry bar: The listing appears to require at least about 8 years of experience.
Questions worth asking before you invest more time
- Ask for the approved compensation range before comparing this opportunity financially.
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- 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.
Opportunity neighborhood
Keep your options open
These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.
(Senior) Legal Counsel (m/w/d)
Octopus Energy Group · München (DE)
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Senior Counsel, EU Policy/Regulatory
Openai · London, UK
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Different angle: Different country
Patent Attorney
Volvo Car Corporation · Gothenburg, Västra Götalands län, Sverige
Why it is nearby: Same country · Similar work arrangement · Same employment type
Different angle: Seniority is not explicit
Senior Legal Counsel (f/m/d)
Awin · London
Why it is nearby: Same seniority band · Similar work arrangement · Recently posted
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad Legal & compliance roles family. It describes visible choice and disclosure, not future demand or career quality.
200 most recent current roles sampled for the disclosure measures below.
Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.
Current sampled roles stating at least four of the five Core Decision Facts.
Requires a numeric amount, explicit ISO currency and supported pay period.
Listings with explicit enough remote, hybrid or on-site evidence to classify.
Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.
Currencies with explicit pay evidence in the sample: USD (144) · PHP (1) · CAD (1). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Shows the subset with enough stated evidence for a more informed first comparison.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Uses only roles with a stated employment type.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 380 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing does not state usable structured compensation. About 73% of the bounded current role sample does.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is mixed but appears in at least half of the current role sample.
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.
Negotiation evidence available: current same-currency market context, strong decision evidence.
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.
The approved base-pay range is not established in the listing.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
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?
- 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?
- When is the first performance and compensation review after joining?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- legal service manager
- mergers and acquisitions analyst
- scopist
- lawyer linguist
- legal administrative assistant
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Paralegals and Legal Assistants 23-2011.00
- Legal Secretaries and Administrative Assistants 43-6012.00
- Legal Support Workers, All Other 23-2099.00
- Lawyers 23-1011.00
- Compliance Managers 11-9199.02
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
legal service manager
Usually essential in this ESCO occupation
- advise on legal services
- advise on drafting policies
- legal case management
- make strategic business decisions
- strategic planning
- provide legal advice
- manage a team
Context-dependent ESCO skills
- advice on security risk management
- consumer law
- negotiate lawyer's fee
- negotiate in legal cases
- corporate law
O*NET · U.S. occupation
Paralegals and Legal Assistants
O*NET occupation skills
- Writing
- Active Listening
- Reading Comprehension
- Speaking
- Critical Thinking
- Active Learning
- Complex Problem Solving
- Judgment and Decision Making
Build my private skill preparation brief Your evidence · Practice · Interview questions
Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.
Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.
Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?
These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.
Adjacent current roles to investigate
(Senior) Finance Manager (all genders)
Klim · Berlin, Germany
same seniority band · same employment type · similar work-arrangement evidenceWerkstudent (m/w/d) – Finance & Beratung (unternehmerisch, leistungsbasiert)
Kevin Kehr · Hamburg
same employment type · similar work-arrangement evidenceInternal Auditor
Alan · Anywhere in France
same employment type · similar work-arrangement evidenceAdjacent-family roles are exploration prompts from current HPJ inventory. They are not inferred qualification matches and they do not imply a promotion path.
Career move map
What sits one step away?
This listing is currently read as Senior / lead. Nearby roles one visible seniority step away can help you judge whether to widen the search, stretch upward or compare the responsibilities more carefully.
Broader-entry direction
Litigation Paralegal - Personal Injury | Philippines
HireHawk · Remote — Worldwide
Same employment type · Recently postedCounsel, Commercial Contracts
MRO Corp · Remote — Worldwide
USD 121,000–163,000 / year Same employment type · Recently postedStretch direction
Director, Senior Employment Counsel (Global)
Scopely · GB - London
Similar work arrangementSenior Corporate Counsel – Legal Transactions
Five9 · USA
USD 119,000–221,000 / year Same employment type · Recently postedThese are live roles one visible seniority step away in the same broad occupation family. They can reveal nearby options, but they are not a guaranteed promotion path and do not account for your personal experience.
Skill bridge
What does this role connect to?
This listing names several concrete skills, but they do not currently overlap with the most frequently surfaced skill labels in the sampled Legal & compliance roles opportunities.
Skills named in this listing
Shared with the current career sample
The recognized skills in this listing do not overlap with the current top-skill list for this occupation sample.
Additional signals in this listing: Stakeholder Management
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Stakeholder Management rather than relying on a keyword-only claim.
- The listing states about 8 years of required experience. Check that the dates and scope in your application make that experience easy to verify.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Finance & accounting roles and Operations & program roles. This is exploration context, not a qualification match.
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. The current career comparison draws on 120 sampled listings; 43 contain a recognized skill signal.
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.
At least about 8 years of experience required
The available wording contains an explicit minimum/required years-of-experience signal. Preferred years are tracked separately and never promoted into the required minimum.
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.
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?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
- Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?
Decision analysis
What the listing really tells you
Lead Legal Counsel - Project Finance at Stegra AB becomes easier to judge once remote flexibility can be weighed properly, qualifications reveal more than the job title alone, and the application route gives a few useful clues are viewed together. Here is the current read from the information available.
Remote flexibility can be weighed properly
The work-location pattern is “Primarily location-bound”, with Remote Freedom at 18/100. One practical limit to notice is regular physical-location attendance is part of the advertised arrangement..
Qualifications reveal more than the job title alone
At least about 8 years of experience required · 1 additional stated barrier. Unstated education or experience requirements stay open rather than being assumed.
The application route gives a few useful clues
More direct application path. The external application may contain additional steps that are not visible from the listing itself.
The listing can be traced to a current source
The opportunity currently has 1 renewable source path across 1 source classes. Multiple independent paths can strengthen continuity, but they are not a substitute for checking the application destination.
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?
Comparable salary data is not available for this job yet.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
Missing compensation is not treated as negative evidence; this dimension simply remains unavailable.
The listing was posted about 3 days ago.
The vacancy has recent enabled provenance through a comparatively direct source lane. This strengthens traceability, not 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
- Recent provenance includes a comparatively direct source lane, improving traceability.
- The current provenance provides a comparatively direct application route.
Visible cautions
- Regular physical-location attendance is part of the advertised arrangement.
- At least about 8 years of experience required
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.
Pay vs. barriers
Opportunity Efficiency not assessed
The current pay position is not reliable enough to weigh compensation against the stated barriers.
1 explicit required barrier is visible in the available wording.
The listing states at least about 8 years of required experience.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Current comparable pay position is unavailable.
- Education requirement 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: At least about 8 years of experience required
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?
Comparable salary data is not available for this job yet.
Why this analysis?
- Comparable salary data is not available for this job yet.
- 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 Stegra AB
Only 1 current listing from this employer is indexed. At least three are required before employer-level pay transparency is summarized.
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
Stegra AB — current opportunity snapshot
Only 1 current listing from this employer is visible. At least three are needed before an employer pattern is shown.
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
Primarily location-bound
Why this score?
- The listing is on-site or hybrid rather than location independent.
Location restrictions detected
- Regular physical-location attendance is part of the advertised arrangement.
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.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
No obvious trade-off appears in the available job details. That does not mean the role has no drawbacks, so the original listing and employment terms are still worth reading carefully.
Application-path intelligence
What can we see about the application process?
More direct application path
The primary route is a direct-employer, employer-authorized hiring or official government source. That can reduce intermediary steps, although the external form may still be lengthy.
Current destination: career.stegra.com · HTTPS
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
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.
At Stegra, we’re not just building a plant, we’re proving that sustainable industry is possible. And to do that, we need people like you.
Join a team where safety comes first. Where we support each other, learn as we go, and make space for everyone to grow and contribute. This is your chance to be part of something big - while being closer to nature and leading a balanced, purposeful life.
Role Overview
Stegra is seeking a highly experienced and strategic Lead Legal Counsel – Project Finance to join our Legal team and take a leading role in supporting the company's large-scale project debt financing, together with related corporate and compliance work. This role will play a critical part in shaping and executing our debt financing strategy, ensuring compliance, and safeguarding the company’s legal and commercial interests across all debt-related matters.
Reporting to the Head of Legal – Corporate Finance & Company Secretary, and working closely and with support from the Corporate Finance Legal Counsel, you will take primary day-to-day ownership of the legal workstreams underpinning the company's large project financing package, including its ECA and public funding arrangements, multi-tranche lender structures, and security package.
This is an opportunity for an experienced, commercially-minded lawyer who wants to take ownership of a sophisticated and high-profile project finance capital stack, working directly with senior stakeholders on some of the company's most important legal and financial matters. The role carries substantial responsibility and autonomy, with significant scope to shape how project finance legal support is delivered as the company scales.
As Stegra continues to grow, the role offers significant exposure to a broad range of legal and finance matters, close collaboration with internal and external senior stakeholders and executive leadership, and the opportunity to mentor more junior members of the legal team on project finance matters.
Key Responsibilities
As a fast-growing company with cross-over functions between teams, the scope of this role will evolve, however, core responsibilities include:
· Legal Strategy for Debt Financing: Developing, implementing, and maintaining the legal strategy for the company's project and corporate debt financing, in close collaboration with the finance and executive leadership teams.
· Document Negotiation & Drafting: Leading the drafting, negotiation, and execution of legal documentation related to debt financing, including loan agreements, intercreditor agreements, security documents, engagement letters, and other financing-related contracts.
· Stakeholder Coordination: Acting as a primary legal point of contact for debt financing activities, coordinating with internal stakeholders (finance, tax, project delivery, treasury) and external parties (lenders, law firms, consultants, and regulatory bodies).
· Compliance Oversight: Ensuring ongoing compliance with debt-related legal obligations, covenants, and regulatory requirements, and coordinating internal processes to monitor compliance and reporting duties under financing agreements.
· Risk Management: Identifying and mitigating legal risks related to financing structures, securities, and credit support instruments, and providing legal guidance to support informed, risk-based decision-making.
Additional Responsibilities:
· Overseeing covenant compliance processes across multiple lending tranches.
· Coordinating the direct agreement workstream with project counterparties, including EPC, O&M and offtake counterparties, and supporting intercreditor arrangements and multi-party lender coordination.
· Liaising efficiently with lenders' counsel, ECA counsel, technical advisers, insurance advisers, and other external specialists under tight drawdown deadlines.
· Building and maintaining strong relationships with internal stakeholders (finance, tax, treasury, project delivery) and external parties (lenders, investors, law firms, ECAs, and regulatory bodies) on financing-related matters.
· Preparing summaries and reports on financing status, risks, and compliance for internal stakeholders and management.
· Assisting in the preparation of board materials and approvals related to debt financing.
· Supporting the Head of Legal in developing scalable legal processes, templates, and playbooks for the company's project debt financing operations as it grows.
· Providing guidance and oversight to more junior legal team members working on project finance matters, as needed.
Minimum Qualifications
· We are looking for candidates who meet the following criteria:
· A Master of Laws (LL.M. or equivalent) with strong academic credentials.
· Minimum 8 years of relevant legal experience at a leading law firm, within project finance, banking and finance, or capital markets. Relevant in-house experience is also a merit.
· Demonstrated ability to independently lead complex transactional workstreams, from term sheet to complete documentation through drafting, negotiation, and execution, with minimal supervision.
· Strong analytical and drafting skills, with a commercial mindset and sound judgment on risk-based decision-making.
· Effective communication and stakeholder management skills across both legal and finance functions, including engagement with senior leadership.
· Demonstrated ability to manage and organize high-volume transactional document sets, maintain accurate tracking of open items and workstream status, and coordinate effectively across multiple external advisers simultaneously, particularly under deadline-driven transaction timelines.
· A collaborative team player, comfortable working across related financing disciplines and supporting the development of more junior colleagues.
· Fluency in English (written and spoken); additional languages are a plus.
What Will Set You Apart
· Substantial experience in project finance, structured finance, or capital-intensive projects.
· Familiarity with export credit agency (ECA) or public funding financing structures.
· Familiarity with project finance security structures, including pledges, assignments of contract rights, and direct agreements, and with intercreditor or coordination agreement mechanics in multi-tranche lending structures.
· Experience negotiating directly with lenders, ECAs, and their counsel on complex, multi-party financings.
· Experience in corporate or equity financing transactions and M&A, providing broader context across the company's financing activities.
· Experience with company secretarial or corporate governance matters.
· Prior experience mentoring or supervising junior legal team members.
Personal Qualities
We value people who take initiative, build trust, and contribute to a collaborative workplace. You are curious, open to challenging established approaches, and treat others with respect. You are proactive, adaptable, results-driven, and able to prioritize and work independently with full ownership of your responsibilities, while also being ready to guide and support more junior colleagues.
As a person you are likely independent, resilient, proactive and organized. You like to solve complex problems, work in a highly complex environment and have the ability to thrive in a fast-paced and evolving business environment.
Our Stockholm Office
Our modern Stockholm office is located on Norra Stationsgatan, close to Karolinska University Hospital in central Stockholm. Here, you’ll find a bright, collaborative workspace where cross-functional teams connect, share ideas, and drive progress. Whether you're visiting regularly or working hybrid, you'll be part of a vibrant office culture with easy access to the city’s energy and amenities.
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.
The vacancy has recent enabled provenance through a comparatively direct source lane. This strengthens traceability, not 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.
- At least one recent enabled source is a direct-employer, employer-authorized or official public source.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
This vacancy is supplied through an official public employment service. The source identifies where the listing was published; it is not an employer endorsement.
Listing source: Arbetsförmedlingen. Destination: career.stegra.com. The application opens in a new tab so you can keep this report open.