Job intelligence
Software Engineer II- Data
OSC Global
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
The role stands out because location flexibility looks unusually broad. Before going further, confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
Current comparable position is around the 58th percentile.
No material geography, office-attendance or timezone restriction is visible in the available wording.
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.
Part of the application route can be assessed, but the full external process may contain additional steps.
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
5 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
- Compensation
- Work arrangement
- Location eligibility
- Application closing time
- Employment type
Core evidence complete
All five core facts are stated. Other details can still matter, so continue with the qualification, mobility, employer and application checks below.
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
- Location flexibility looks unusually broad: The available wording supports high Remote Freedom without a material geography, office-attendance or timezone restriction showing up.
Trade-offs to weigh
No major trade-off is stated clearly in the information available here. Employment terms outside the listing may still matter.
Questions worth asking before you invest more time
- 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.
Desenvolvedor(a) Full-Stack Pleno — Node/Next.js + .NET
Inspira Rede de Educadores · Remote — Worldwide
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
QA Engineer | Offshore
Photon Interactive UK Limited · Remote — Worldwide
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Web Frontend Engineer - JS, CSS, React, Flutter
Canonical · Anywhere
Why it is nearby: Similar work arrangement · Same employment type · Recently posted
About 52% lower advertised midpoint
Different angle: Seniority is not explicit
Software Engineer
PolicyMe · Canada
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 Software engineering 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 (26) · EUR (10) · GBP (2) · 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.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Shows the subset with enough stated evidence for a more informed first comparison.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Only same-currency opportunities with usable annualized pay enter this comparison. Other currencies are not converted or treated as lower.
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 2890 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing states usable structured compensation. About 20% of the bounded current role sample does the same.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is uncommon in 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: advertised pay range, 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.
Usable advertised compensation is available.
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
- 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?
- 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
- software developer
- embedded systems software developer
- industrial mobile devices software developer
- ICT application developer
- IoT developer
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Software Developers 15-1252.00
- Computer Programmers 15-1251.00
- Software Quality Assurance Analysts and Testers 15-1253.00
- Computer Systems Analysts 15-1211.00
- Computer Systems Engineers/Architects 15-1299.08
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
software developer
Usually essential in this ESCO occupation
- develop software prototype
- technical drawings
- create flowchart diagram
- utilise computer-aided software engineering tools
- define technical requirements
- analyse software specifications
- use software design patterns
Context-dependent ESCO skills
- cyber attack counter-measures
- Common Lisp
- Jenkins (tools for software configuration management)
- Assembly (computer programming)
- collect customer feedback on applications
O*NET · U.S. occupation
Software Developers
O*NET occupation skills
- ProgrammingPhrase in listing
- Critical Thinking
- Judgment and Decision Making
- Active Learning
- Reading Comprehension
- Systems Analysis
- Active Listening
- Complex Problem Solving
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
Product Sales Specialist - Pet Health
Tribe Wellness Sales, Inc. · Remote — Worldwide
same seniority band · same employment type · similar work-arrangement evidenceProduct Launch Manager
onXmaps · Remote — Worldwide
same employment type · similar work-arrangement evidenceProduct Analyst
Homeaglow · Remote — Worldwide
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 Mid-career. 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
Frontend Developer Intern
ParetoLabs · Zürich
Recently postedStretch direction
Salesforce Developer
Fullbay · Remote — Worldwide
USD 151,466–185,545 / year Similar work arrangement · Same employment type · Recently posted Advertised midpoint is about 38% higherSenior Software Engineer, Site Reliability Engineering
Thumbtack · USA
USD 179,400–272,800 / year Similar work arrangement · Same employment type · Recently posted Advertised midpoint is about 85% higherThese 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?
Azure is one of the signals this listing shares with skills appearing often across current Software engineering roles opportunities.
Skills named in this listing
Shared with the current career sample
- Azure Seen in 25 sampled listings
- Python Seen in 46 sampled listings
Additional signals in this listing: Agile · Databricks · Generative AI · Machine Learning
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Agile, Azure, and Databricks rather than relying on a keyword-only claim.
- The listing mentions extra application steps. Review those requirements before starting so you can prepare the requested material in one pass.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Data & AI roles, Cybersecurity roles, and Product 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; 115 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.
Agile
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.
Azure
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.
Databricks
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.
Generative AI
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.
Machine Learning
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.
Power BI
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.
Prepare for a stated application step
A background or pre-employment screening step is explicitly mentioned.
Prepare for a stated application step
A drug or substance screening step is explicitly mentioned.
Questions worth resolving before you rely on the opportunity
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
Decision analysis
What the listing really tells you
The headline alone does not tell the whole story for Software Engineer II- Data at OSC Global. The clearest decision context comes from compensation has enough depth for comparison, remote flexibility can be weighed properly, and the visible application effort can be estimated.
Compensation has enough depth for comparison
Among 19 current comparable salaries in USD, the normalized annual midpoint is around the 58th percentile. This compares advertised pay in the same currency and does not include every element of total compensation.
Remote flexibility can be weighed properly
The work-location pattern is “Highly location-flexible”, with Remote Freedom at 96/100.
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.
Source continuity adds useful context
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
This read combines the structured details currently available for pay, flexibility, qualifications, mobility, application effort and source continuity. Missing facts are left open for you to verify.
Analysis evidence coverage
How much analysis can the current evidence support?
Uses the explainable High Pay Score within the job’s current occupation/seniority/currency comparison sample.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
The salary is source-provided and normalizable, but the advertised range is broad enough to reduce comparison precision.
The source posting date is today.
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
- The available work-location evidence indicates strong location flexibility.
Visible cautions
No specific caution is supported by the currently available evidence. This does not prove that none exists.
Still unknown
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Pay and barrier context available
The current pay position can be viewed alongside the stated barriers, but the available detail does not support a stronger conclusion.
Comparable disclosed-pay evidence places this job at about 58 / 100 within its current occupation/seniority sample.
- 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.
The annualized salary midpoint is at or above about 58% of the current comparable disclosed-salary sample.
The observable Remote Freedom evidence is strong and contains few explicit restriction signals.
Still check: 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.
Explainable opportunity highlight
Why this opportunity stands out
These are supported signals from the current listing and comparison sample—not a guarantee that this is the best job for you.
The observable work-location signals indicate unusually strong location flexibility.
The source posting date is today.
Compensation intelligence
How competitive is this pay?
Within the current market range
The annualized midpoint is above the current comparable median but remains within the sample’s middle-to-upper range.
The highlighted band is the middle 50% of the current comparable sample after the outlier guard. The dark marker is this job’s annualized salary midpoint.
Why this analysis?
- The comparison sample is still limited, so treat this as an early directional pay signal.
- Salary confidence: Medium. The salary is source-provided and normalizable, but the advertised range is broad enough to reduce comparison precision.
- Range quality: Broad but usable range.
Employer compensation communication
Pay transparency at OSC Global
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
OSC Global — 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
Highly location-flexible
Why this score?
- The source describes the role as open worldwide or globally.
Flexibility signals detected
- Worldwide or global remote eligibility is explicitly indicated.
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.
Current alternatives
Better-paying alternatives
These current roles show a materially higher annualized salary midpoint in the same broad occupation and currency. Similar seniority, country, work arrangement, employment type and recency are preferred where possible; higher pay alone does not make an alternative a better fit.
Software Engineering LMTS / PMTS - Software Factory
Salesforce · Remote — Worldwide
USD 172,500–344,700 / year Worldwide remoteWhy comparable: Same seniority band · Similar work-location arrangement · Same employment type
Check: The alternative has a broad advertised salary range.
Software Engineer, Core Platform
Cribl · Remote — Worldwide
USD 150,000–175,000 / year Worldwide remoteWhy comparable: Same seniority band · Similar work-location arrangement · Same employment type
Frontend Engineer
Parsons Corporation · Remote — Worldwide
USD 103,500–181,100 / year Worldwide remoteWhy comparable: Same seniority band · Similar work-location arrangement · Same employment type
Alternatives are drawn from the current inventory rather than presented as application recommendations. A pay difference needs to be meaningful—about 3% or more at the midpoint—and different currencies are not compared.
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: himalayas.app · HTTPS
Visible application steps or requirements
- A background or pre-employment screening step is explicitly mentioned.
- A drug or substance screening step 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.
Position Overview
This position supports the identification, documentation, and integration of data assets within the Enterprise Data Management (EDM) environment. The Data Engineer II assists with developing and maintaining data pipelines, preparing and validating data for business use, and implementing data management practices using established tools, standards, and procedures. Working under the guidance of senior team members, this position contributes to data migration, data quality, and cloud data platform initiatives while gaining experience with enterprise data engineering practices and technologies.
Major Activities (Typical Duties/Responsibilities)
- Assist in creating and maintaining data models, data mappings, and data relationship diagrams based on established standards.
- Support the development, implementation, and maintenance of data pipelines and data integration processes.
- Analyze and validate source data for completeness, accuracy, and relevance, escalating issues as appropriate.
- Collaborate with business stakeholders and team members to gather, document, and clarify data requirements.
- Perform routine data quality checks, testing activities, and validation procedures using established methods and tools.
- Assist with configuring and administering cloud-based data services and environments under direction from senior engineers.
- Apply data security, governance, and data handling practices in accordance with organizational standards and regulatory requirements.
- Prepare and maintain technical documentation, process documentation, and status reports.
- Participate in troubleshooting data-related issues and support continuous improvement activities.
- Perform work safely and in compliance with environmental obligations using the core functions and core elements of the Integrated Safety Management System/Environmental Management System (ISMS/EMS).
- Perform other duties as appropriate and assigned.
Knowledge/Skills/Abilities
- Working knowledge of data engineering concepts including relational databases, data models, ETL/ELT processes, data quality, and data lifecycle management.
- Working knowledge of SQL and scripting/programming languages used for data engineering tasks.
- Familiarity with cloud-based data platforms and services.
- Understanding of data security, governance, and compliance requirements and the ability to apply established controls in daily work.
- Familiarity with data quality validation, testing methodologies, and troubleshooting techniques.
- Understanding of flowcharts, data flow diagrams, and system integration concepts.
- Working knowledge of Nuclear Quality Assurance (NQA-1) requirements or similar regulated environments is preferred.
- Communicates technical information clearly to team members and stakeholders.
- Takes responsibility for assigned work and appropriately escalates issues, risks, or blockers.
- Demonstrates attention to detail and ability to follow established standards, processes, and procedures.
- Ability to research, organize, and analyze information with guidance from senior team members when needed.
- Works effectively both independently on assigned tasks and collaboratively as part of a team.
- Demonstrates strong organizational, documentation, and follow-up skills.
- Effectively manages multiple priorities in a fast-paced environment.
- Displays professionalism and collaborates effectively with employees, customers, and business partners.
- Demonstrates willingness to learn new technologies, tools, and data engineering practices.
- Proficient in Microsoft Office products and standard business software applications.
- Handles confidential and sensitive information appropriately.
Physical Abilities
- Sufficient fine motor skills for the use of computers, calculators with an ability to withstand repetitive keyboarding for extended periods of time.
- Visual and communications ability adequate to perform the essential functions of the job.
- Ability to kneel, bend and twist at the waist on an occasional basis.
- Ability to reach below shoulder height with regular frequency (desk position) and at or above shoulder height on occasion.
- Ability to push, pull, carry, and lift objects weighing up to 10 pounds on a regular basis, and greater weights on an occasional basis.
- Ability to travel by vehicle or aircraft, and ability to safely operate a motor vehicle.
Minimum Requirements
- Bachelor's Degree and 2 or more years of experience, or an equivalent combination of education, training and experience.
- Ability to pass a background and drug screening.
- Must have identification compliant with the Real ID Act at time of hire.
- Must be able to obtain Department of Energy PIV badge.
Preferred Qualifications
- Experience developing and maintaining data pipelines using Databricks, including Delta Lake, notebooks, workflows, and data transformation processes.
- Experience programming in Python for data engineering, automation, data quality validation, and data integration activities.
- Experience supporting modern cloud-based analytics and data engineering platforms, such as Azure Data Lake Storage, Azure Data Factory, Microsoft Fabric, or similar technologies.
- Knowledge of AI-ready data curation practices, including data profiling, cleansing, normalization, metadata management, data quality monitoring, and preparation of structured and unstructured data for machine learning and generative AI use cases.
- Experience supporting implementation of data governance, data cataloging, lineage, and data stewardship practices.
- Familiarity with designing and optimizing data sets for consumption by analytics, reporting, business intelligence, and AI/ML solutions.
- Experience working with large-scale structured, semi-structured, and unstructured data sources.
- Experience developing or supporting enterprise reporting solutions using legacy and modern reporting technologies, including platforms such as SSRS, Power BI, Tableau, or Crystal Reports.
- Experience with SQL Server, Oracle, or other enterprise relational database management systems.
- Familiarity with data warehousing, dimensional modeling, and master data management concepts.
- Experience working in regulated, security-conscious, or highly governed environments.
- Knowledge of Agile methodologies, DevOps practices, and version control tools such as Git or Azure DevOps.
Pay Range: $94,714.00-149,575.00
Benefits: OSC Technical Solutions offers excellent benefits for eligible employees. Benefits include paid holidays, paid time off, 401k with employer match, dental, vision, health insurance plans through the Federal Employee Health Benefits (FEHB) program, as well as life and disability benefits.
OSC Technical Solutions does not discriminate, and the company provides equal employment opportunity for all employees and applicants without regard to race, religion, color, sex, gender, sexual orientation, national origin, citizenship status, age, marital status, pregnancy or parenthood, handicap or disability, genetics, veteran status or any other legally protected characteristic. OSC Technical Solutions adheres to all federal, state and local laws regarding equal employment opportunity and will not discriminate against you in violation of these laws. OSC Technical Solutions reserves the right to apply CIRI Shareholder preference to qualified Shareholders in employment and advancement opportunities.
OSC Technical Solutions participates in E-Verify. We will provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS), with information from each new employee's Form I-9 to confirm work authorization.
Reasonable Accommodation:
OSC Technical Solutions will provide reasonable accommodations, according to applicable state and federal laws, to all qualified individuals with physical or mental disabilities. In compliance with the ADA Amendments Act (ADAAA), if you have a disability and would like to request an accommodation in order to apply for a position with OSC Global, LLC or any of its subsidiaries, please email .
Important Employment Notice: Federal Contract & RCW 49.44.240:
Due to our status as a federal contractor operating within the State of Washington, all applicants and employees must adhere to federal law, which classifies cannabis as a Schedule I controlled substance.
While Washington State’s RCW 49.44.240 (which generally prohibits employers from discriminating against an applicant based on their lawful use of cannabis off-site and during working hours) is state law, it does not supersede federal requirements.
Zero-Tolerance Policy and Disqualification
- Prohibition: The use, possession, or distribution of cannabis is strictly prohibited for all employees, regardless of state law.
- Testing: Applicants will be subject to pre-employment drug screening that includes testing for cannabis.
- Disqualification: A positive test result for cannabis will result in immediate disqualification from consideration for employment, as mandated by our federal contract obligations.
All applicants must be able to comply with all federal regulations, including those concerning controlled substances, as a condition of employment.
In compliance with Homeland Security Presidential Directive 12 (HSPD-12) and Department of Energy (DOE) Hanford Field Office (HFO) direction, employees issued initial badges on or after September 1st, 2025, are required to obtain and maintain a HSPD-12 Personal Identity Verification (PIV) Credential. To obtain this credential, new employees must successfully complete and pass a federal background check investigation. This investigation encompasses multiple areas of eligibility and includes a declaration of illegal drug activities, including use, supply, possession, or manufacture within the last year. This includes marijuana and cannabis derivatives, which are still considered illegal under federal law, regardless of state laws.
Salary: Pay Range: $94, 714.00 – $149, 575Originally posted on Himalayas
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.
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 today
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.
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.
Listing source: Himalayas. Destination: himalayas.app. The application opens in a new tab so you can keep this report open.