Job intelligence
Affärsutvecklingschef, Atea Logistics
Telin Rekrytering & Konsult
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
There is a useful advantage here: the application route looks comparatively direct. Still, the pay picture is incomplete could change the fit.
A financial comparison will need the approved compensation range.
Regular physical-location attendance is part of the advertised arrangement.
The listing does not make the minimum education or experience threshold clear enough yet.
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
- Advertised location
- 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?
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
- 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.
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.
- 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.
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.
Technical Project Manager
Swedium Global Services AB · Solna, Stockholms län, Sverige
Why it is nearby: Same country · Similar work arrangement · Same employment type
Different angle: Seniority is not explicit
Kvalitetskoordinator, Atea Logistics
Telin Rekrytering & Konsult · Växjö, Kronobergs län, Sverige
Why it is nearby: Same country · Similar work arrangement · Same employment type
Different angle: Seniority is not explicit
Operations Manager, Offer Operations
Joko · Paris
Why it is nearby: Similar work arrangement · Same employment type · Recently posted
Different angle: Seniority is not explicit
Billing Operations Manager
Elevenlabs · London
Why it is nearby: Similar work arrangement · Same employment type · Recently posted
Different angle: Seniority is not explicit
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 Operations & program 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 (112) · EUR (2) · GBP (1) · PLN (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.
Shows the subset with enough stated evidence for a more informed first comparison.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Uses only roles with a stated employment type.
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 1110 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 58% 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.
This employer’s current visible listings disclose pay materially less often than the current same-role sample.
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?
- 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?
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
- operations manager
- mine manager
- business manager
- metal production manager
- financial markets back office administrator
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- General and Operations Managers 11-1021.00
- Wind Energy Operations Managers 11-9199.09
- Biomass Power Plant Managers 11-3051.04
- Airfield Operations Specialists 53-2022.00
- Industrial Production Managers 11-3051.00
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
operations manager
Usually essential in this ESCO occupation
- manage supplies
- follow company standards
- ensure equipment maintenance
- operations management
- ensure equipment availability
- liaise with managers
- energy conservation
Context-dependent ESCO skills
- manage maintenance operations
- analyse internal factors of companies
- advise on utility consumption
- inspect material
- apply change management
O*NET · U.S. occupation
General and Operations Managers
O*NET occupation skills
- Active Listening
- Monitoring
- Reading Comprehension
- Speaking
- Coordination
- Critical Thinking
- Management of Personnel Resources
- Social Perceptiveness
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
Finance Manager
Arkane Cloud · Lyon
same seniority band · same employment type · similar work-arrangement evidenceKey Account Manager - B2B (w/m/d)
Enpal · Berlin
same seniority band · same employment type · similar work-arrangement evidenceAccount Manager - B2B (w/m/d)
Enpal · Berlin
same seniority band · 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.
Skill bridge
What does this role connect to?
The available listing text does not contain enough recognized skill language for a useful skill bridge yet.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: People & HR roles, Finance & accounting roles, and Sales 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; 103 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.
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
The headline alone does not tell the whole story for Affärsutvecklingschef, Atea Logistics at Telin Rekrytering & Konsult. The clearest decision context comes from the location rules are clear enough to judge, the visible application effort can be estimated, and source continuity adds useful context.
The location rules are clear enough to judge
The work-location pattern is “Primarily location-bound”, with Remote Freedom at 18/100. The most important location constraint is regular physical-location attendance is part of the advertised arrangement..
The visible application effort can be estimated
More direct application path. The external application may contain additional steps that are not visible from the listing itself.
Source continuity adds useful context
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
The brief pulls together the parts of the vacancy that can be compared reliably today. Gaps in the listing remain visible instead of being filled with assumptions.
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 14 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.
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 Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Current comparable pay position is unavailable.
- Education requirement is not established.
- 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.
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 Telin Rekrytering & Konsult
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.
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
Telin Rekrytering & Konsult — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
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: Operations (2)
Current employment-type mix: Full time (6) · Part time (1)
Most visible hiring countries in this sample: Sweden (7)
Other current roles from this employer
Trafikledare till Widéns Åkeri i Jönköping
Jönköping, Jönköpings län, Sverige
Seniority not clearly specified · On-site / hybridKvalitetskoordinator, Atea Logistics
Växjö, Kronobergs län, Sverige
Seniority not clearly specified · On-site / hybridEkonomi- och hyresadministratör till Glebes i Kalmar
Kalmar, Kalmar län, Sverige
Seniority not clearly specified · On-site / hybridDistributionselektriker till Oskarshamn Energi
Oskarshamn, Kalmar län, Sverige
Seniority not clearly specified · On-site / hybridThese 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?
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
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: web103.reachmee.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.
Vill du leda och utveckla en affär där tjänster, försäljning och leverans hänger ihop – och samtidigt bidra till att forma framtidens Atea Logistics?
Nu söker Atea Logistics en affärsdriven och trygg Affärsutvecklingschef till en nyckelroll inom bolaget. Du får stort inflytande över utvecklingen av verksamhetens tjänsteerbjudande, möjlighet att stärka samarbetet med Ateas säljbolag i Norden och Baltikum samt driva organisationens fortsatta utveckling mot en mer proaktiv och lönsam affär.
Om tjänsten
Rollen är nyinrättad och syftar till att stärka den kommersiella verksamheten inom Atea Logistics. Som en central leverantör inom Atea-koncernen arbetar man nära säljbolagen i Norden och Baltikum.
Uppdraget omfattar affärs- och tjänsteutveckling, indirekt försäljning och nära samverkan med verksamhetens olika funktioner. Målet är att vidareutveckla tjänsteportföljen, identifiera nya affärsmöjligheter och skapa ännu bättre förutsättningar för säljbolagen att möta sina kunders behov.
Du rapporterar till VD Oskar Aspengren och ingår i Atea Logistics ledningsgrupp. Rollen kombinerar strategisk utveckling med operativ handlingskraft och innebär ett nära samarbete med ledningsgruppen, produktionen och säljorganisationerna i koncernens olika länder.
Du leder och utvecklar verksamheten genom andra ledare. I din organisation ingår Customer Relations och LCM Service Offering. En viktig del i uppdraget blir att vidareutveckla organisation, kompetenser och arbetssätt – och att skapa förutsättningar för ett mer proaktivt kund- och utvecklingsarbete.
Placering är företrädesvis i Växjö, men för rätt person kan även Stockholm vara en möjlig bas. Rollen förutsätter regelbunden närvaro i Växjö, cirka 2–3 dagar varannan vecka.
Resor förekommer regelbundet i tjänsten, främst inom Norden och Baltikum.
Arbetsuppgifter och ansvarsområden
Som Affärsutvecklingschef ansvarar du för att utveckla Atea Logistics kommersiella erbjudande och omsätta nya idéer, affärsmöjligheter och tjänster i konkreta resultat. Du arbetar både strategiskt och verksamhetsnära och har en central roll i samspelet mellan försäljning och leverans.
Dina huvudsakliga ansvarsområden är att:
· Utveckla och förvalta tjänsteportföljen utifrån marknadens och säljbolagens behov samt identifiera nya affärsmöjligheter och affärsmodeller.
· Vidareutveckla paketeringen av tjänster och öka andelen värdeskapande erbjudanden kopplade till hårdvara, bland annat inom livscykeltjänster, återbruk och konfigurering.
· Stärka relationerna med säljbolagen i Norden och Baltikum, involveras tidigt i affärsdialogerna och skapa förutsättningar för ökad indirekt försäljning.
· Leda och vidareutveckla Customer Relations och LCM Service Offering med fokus på kompetens, samarbete, effektivitet och ett mer proaktivt arbetssätt.
· Identifiera möjligheter till effektivisering, digitalisering och automatisering samt bättre tillvarata verksamhetens befintliga data.
· Ta fram affärskalkyler och beslutsunderlag, driva beslutade initiativ samt följa upp lönsamhet och resultat inom tjänsteaffären.
Kvalifikationer
Vi söker en erfaren ledare med stark affärsförståelse och förmåga att kombinera strategisk affärsutveckling med operativt genomförande. Du har erfarenhet av försäljning, försäljningsledning, affärsutveckling eller en liknande kommersiell ledarroll, gärna från en större verksamhet med komplexa affärer och flera samverkande funktioner.
Vi söker dig som har:
· Dokumenterad ledarerfarenhet och god förmåga att utveckla medarbetare, organisation och arbetssätt.
· Erfarenhet av affärs- och resultatstyrning, budgetansvar samt att driva förändrings- och utvecklingsinitiativ.
· Förståelse för indirekt försäljning och hur affärer utvecklas genom andra säljorganisationer.
· God förståelse för hela värdekedjan, kundernas behov och förmåga att balansera kommersiella möjligheter med verksamhetens leveransförmåga.
· Mycket god förmåga att kommunicera på svenska och engelska, både muntligt och skriftligt.
Erfarenhet från IT-, teknik- eller tjänstebranschen är meriterande, liksom erfarenhet av att utveckla tjänsteportföljer och affärsmodeller. Relevant akademisk utbildning är meriterande, men vi värderar dokumenterad erfarenhet och personlig lämplighet högre än formell utbildning.
Personliga egenskaper
Du är en trygg, tydlig och handlingskraftig ledare med starkt affärsdriv och god förmåga att bygga relationer. Du skapar förtroende, engagerar människor och främjar samarbete, samtidigt som du har förmågan att ta plats och stå för din uppfattning även i utmanande situationer.
Vi tror att du kombinerar pondus och integritet med ödmjukhet, nyfikenhet och ett prestigelöst förhållningssätt. Du är strukturerad och lösningsorienterad, vågar fatta svåra beslut och har förmågan att både sätta riktning och omsätta idéer i handling. Du motiveras av att utveckla såväl människor som affärer och trivs i en organisation där samarbete och ansvarstagande är avgörande.
Ansökan
Vill du veta mer om tjänsten är du välkommen att kontakta rekryteringskonsult Göran Lindahl på 070-972 88 00 eller goran@telinrekrytering.se för en inledande konfidentiell dialog.
Urval och intervjuer sker löpande. Som en del av rekryteringsprocessen genomförs tester, referenstagning och bakgrundskontroll för slutkandidater.
Om Atea
Atea är en ledande nordisk och baltisk leverantör av IT-infrastruktur och tillhörande tjänster. Koncernen har verksamhet i Sverige, Norge, Danmark, Finland, Estland, Lettland och Litauen och hjälper verksamheter att utveckla, använda och hantera IT på ett effektivt och hållbart sätt.
Atea Logistics har en central funktion i koncernens värdekedja. Verksamheten stödjer säljbolagen med bland annat produktförsörjning, konfigurering, logistik och tjänster genom IT-utrustningens livscykel. Här finns en kombination av etablerade processer, bred kompetens och en tydlig ambition att utveckla erbjudanden och samarbeten framåt.
Atea TP2B – vår vision
Atea arbetar för att vara ”The Place To Be” för medarbetare, kunder och partners. Företagskulturen präglas av laganda, delaktighet och viljan att utmana och förbättra. Tillsammans skapar medarbetarna förutsättningar för utveckling, ansvarstagande och en attraktiv arbetsplats.
Vi lever efter våra värderingar – Varje dag: Vi skapar gemenskap och delaktighet, vi vågar utmana och förbättra, vi tar ansvar.
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: web103.reachmee.com. The application opens in a new tab so you can keep this report open.