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Job intelligence

International Data Acquisition Manager

Socure

Location: UK Work arrangement: Region-restricted remote Employment: Full Time Posted: October 25, 2026 Freshness: Very fresh Source check: Observed in the past 3 days
Disclosure3 of 5 core facts statedReview uncertainties
Last source observationObserved in the past 3 daysObservation is not employer confirmation.
Application destinationjobicy.comReview the application route and source evidence in the full report below.

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

Executive opportunity brief

The decision in one screen

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

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

Fast read

Opportunity DNA

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

PayNot disclosed

A financial comparison will need the approved compensation range.

FlexibilityLocation limits visible

Geographic eligibility is restricted to a country or region.

Entry pathHigher entry bar

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

MobilityNot established

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

ApplicationSome process detail

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

TraceabilityCurrent source traceable

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

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

Decision evidence check

3 of 5 core facts stated

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

Facts already stated

  • Work arrangement
  • Location eligibility
  • Employment type

What to verify next

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

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

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

Trade-offs to weigh

  • The pay picture is incomplete: No usable salary range is stated, so a meaningful financial comparison is not possible yet.
  • Location rules could change the fit: Geographic eligibility is restricted to a country or region.
  • The experience requirement raises the entry bar: The listing appears to require at least about 5 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.

Salary transparency context

Is pay disclosure typical for this kind of role?

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

This listingUsable pay not stated

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

Current same-role sampleInsufficient evidence

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

Current employer pattern75%

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

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

Private offer & negotiation lab

Turn an offer into evidence, not guesswork

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

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

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

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

Review the full package · 10 terms

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

Base payVerify

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

Bonus / commissionVerify

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

Equity / long-term incentivesVerify

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

Retirement / pensionVerify

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

Health benefitsVerify

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

Paid leaveVerify

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

Work arrangementKnown

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

RelocationVerify

Relocation support not established

Visa / work authorizationVerify

Sponsorship not established

Review timingVerify

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

Questions worth taking into the offer conversation

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

Skill bridge

What does this role connect to?

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

Skills named in this listing

ProcurementSQL

Shared with the current career sample

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

Application edge

  • If these skills match your background, prepare one concrete example that shows how you used Procurement and SQL rather than relying on a keyword-only claim.
  • The listing states about 5 years of required experience. Check that the dates and scope in your application make that experience easy to verify.

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

Application Decision Lab

Turn the listing into a preparation plan

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

Explicit requirement

At least about 5 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.

Listing mention

Procurement

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

Listing mention

SQL

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?
  • Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
  • Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
  • Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?

Decision analysis

What the listing really tells you

Useful decision context

International Data Acquisition Manager at Socure becomes easier to judge once the location rules are clear enough to judge, the entry path is becoming clearer, and the application route gives a few useful clues are viewed together. Here is the current read from the information available.

The location rules are clear enough to judge

Location flexibility can be assessed here: Remote with some uncertainty or restrictions, with a Remote Freedom reading of 62/100. One practical limit to notice is geographic eligibility is restricted to a country or region..

The entry path is becoming clearer

At least about 5 years of experience required · 1 additional stated barrier. Only requirements actually stated in the listing are counted; anything left unsaid remains unresolved.

The application route gives a few useful clues

Provider-mediated 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

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

Analysis evidence coverage

How much analysis can the current evidence support?

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

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

Remote Freedom evidence62 / 100

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

Salary evidence qualityNo usable disclosed salary evidence

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

Listing freshnessVery fresh

The listing was posted about 1 days ago.

Source provenance evidenceEstablished source evidence

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

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

Decision checklist

What is supported, uncertain or worth checking?

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

Supported strengths

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

Visible cautions

  • Geographic eligibility is restricted to a country or region.
  • This is remote work with a geographic restriction, not a worldwide-remote vacancy.
  • At least about 5 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.

Qualifications & access

What qualifications are explicitly stated?

Some explicit entry barriers stated

EducationEducation requirement not established
Required experience evidenceAt least about 5 years of experience required
Explicit required barriers1
Explicit access signals0

Explicit requirements worth checking

  • At least about 5 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.

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

Pay vs. barriers

Opportunity Efficiency not assessed

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

Explicit stated barriers

1 explicit required barrier is visible in the available wording.

Required experience evidence

The listing states at least about 5 years of required experience.

Location-freedom constraints

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

Evidence gaps that could change this interpretation
  • Current comparable pay position is unavailable.
  • 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 5 years of experience required · The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.

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

Compensation intelligence

How competitive is this pay?

No High Pay Score yet

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

Why this analysis?

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

Employer compensation communication

Pay transparency at Socure

Good 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.

80/100
80%
Salary disclosure75% · 9 of 12 sampled listings
Range qualityMostly focused or specific pay information
Bonus wording1 current listings
Equity wording1 current listings
Benefits wording0 current listings
Evidence strengthStronger

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

Socure — current opportunity snapshot

Current opportunities visible12
Salary disclosure75%
Remote-policy evidence coverage100% · 12 of 12 sampled listings
Remote share of known arrangements83%
Worldwide-remote share0%
Known hiring countries2
Sponsorship evidence coverage8% · 1 of 12 sampled listings
Explicit sponsorship outcomes0 confirmed · 0 possible · 1 unavailable
Pattern sample12 of 12 · 100% coverage
Current role-family breadth4
Stated closing-date coverage0%
Relocation evidence coverage0% · 0 explicitly offered
Posted within 7 days67% of listings with a known posting date

Employer Evidence Profile

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

Compensation75% of sampled current listings

Current sampled listings with advertised compensation evidence.

Work arrangement100% of sampled current listings

Current sampled listings whose work arrangement is clearer than unknown.

Location83% of sampled current listings

Current sampled listings with a supported country signal.

Application timing0% of sampled current listings

Current sampled listings with an explicit closing time.

Posting date100% of sampled current listings

Current sampled listings with a usable posting date.

Sponsorship8% of sampled current listings

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

Relocation0% of sampled current listings

Current sampled listings with an explicit relocation signal.

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

Common current occupation families: Software engineering (4) · Sales (3) · Legal (1)

Visible seniority mix: Senior / lead (6) · Leadership (4)

Current employment-type mix: Full time (12)

Most visible hiring countries in this sample: United States (9) · United Kingdom (1)

Other current roles from this employer

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

Current disclosed salary medians by currency

  • USD 180,000 median · 9 disclosed salaries

Questions worth asking this employer

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

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

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

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

Work-location intelligence

Remote Freedom

62/100

Remote with some uncertainty or restrictions

62%

Why this score?

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

Location restrictions detected

  • Geographic eligibility is restricted to a country or region.

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

International applicant intelligence

Visa & relocation signals

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

Visa sponsorshipSponsorship not established

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

RelocationRelocation support not established

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

Tradeoff check

What’s the catch?

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

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

Application-path intelligence

What can we see about the application process?

Provider-mediated application path

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

Current destination: jobicy.com · HTTPS

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.

Why Socure?

Socure is building the identity trust infrastructure for the digital economy — verifying 100% of good identities in real time and stopping fraud before it starts. The mission is big, the problems are complex, and the impact is felt by businesses, governments, and millions of people every day.

We hire people who want that level of responsibility. People who move fast, think critically, act like owners, and care deeply about solving customer problems with precision. If you want predictability or narrow scope, this won’t be your place. If you want to help build the future of identity with a team that holds a high bar for itself — keep reading.

As an International Data Acquisition Manager at Socure, you will be instrumental in expanding and managing our global data assets to power Socure’s identity verification, fraud prevention, and compliance solutions. Your primary focus will be sourcing, evaluating, onboarding, and managing third-party data providers across international markets, with a strong emphasis on data quality, operational scalability, and regulatory compliance.

Reporting to the Head of Data Acquisition and Strategy, you will collaborate closely with the Product, Data Science, Engineering, Legal, Compliance, and external data partners. Together, you will identify and operationalize data sources to enhance product performance, broaden geographic reach, and drive Socure’s international growth.

This role is especially critical as Socure deepens its international investments, building in-region capabilities and expanding its product support in the EU, UK, LATAM, and other key markets.

What You'll Do

Vendor and Data Management

  • Support the evaluation, onboarding, and ongoing management of third-party data vendors across multiple international markets and product lines, ensuring alignment with business priorities and needs.

  • Assist in preparing RFIs, RFPs, diligence materials, and vendor assessments to evaluate provider capabilities, data quality, compliance posture, operational fit, and commercial value.

  • Maintain clear, auditable documentation regarding purchased data, vendor status, usage rights, contractual constraints, and performance across the data acquisition lifecycle.

  • Help manage renewals and identify new vendors to improve product quality, expand coverage, and enhance cost efficiency.

Collaboration and Internationalization Strategy

  • Research and evaluate new international data sources aligned with Socure’s strategic priorities, particularly for identity verification, fraud prevention, KYC/eKYC, Document Verification, and compliance use cases.

  • Develop a deep understanding of Socure products and international scenarios to assess the relevance, incremental value, and risks of potential data sources.

  • Partner with Product, Data Science, Engineering, Legal, Compliance, and Procurement to align on priorities, plan integrations, and ensure effective operationalization of new data sources.

  • Contribute to data acquisition that promotes inclusivity, coverage, and fairness in identity verification across diverse populations and regions.

  • Represent the Data Acquisition team in cross-functional meetings, clearly communicating findings, trade-offs, and recommendations to technical and non-technical stakeholders.

Data Quality and Integration

  • Assist in due diligence for prospective data sources, including data quality assessments, overlap and coverage analysis, compliance reviews, and performance testing.

  • Support structured evaluations and proof-of-concept testing for new vendors and datasets using evidence-based methods to determine business value and product impact.

  • Monitor and report on data quality metrics, vendor performance, feed reliability, and issues such as drift, schema changes, or outages; help coordinate remediation as necessary.

  • Work with internal technical teams to plan integrations, including understanding schemas, APIs, delivery models, and operational dependencies.

Operational Excellence

  • Manage day-to-day operations across the international data acquisition lifecycle, including vendor communications, issue resolution, documentation, and follow-up on action items.

  • Track and document cost, usage, and value metrics for acquired datasets, supporting budgeting, renewals, prioritization, and vendor decisions.

  • Identify opportunities to streamline processes, improve evaluation frameworks, and scale the team’s operating model as international data needs expand.

What You Bring

  • 5+ years of experience in data acquisition, vendor management, procurement, partnerships, data operations, or a related field.

  • Experience evaluating or managing third-party data providers, ideally across multiple markets or jurisdictions.

  • Strong analytical skills with the ability to assess data quality, business value, and operational trade-offs.

  • Working knowledge of regulatory and privacy frameworks impacting data acquisition and usage, including UK GDPR, EU GDPR, and other relevant data protection requirements.

  • Excellent organizational skills and attention to detail, including experience maintaining structured documentation and evaluation records.

  • Strong written and verbal communication skills, with the ability to collaborate across technical and non-technical teams.

  • Ability to manage shifting priorities and work effectively in a fast-paced, cross-functional environment.

Preferred Qualifications

  • Experience working with data vendors in identity verification, fraud prevention, financial services, regtech, or compliance-related markets.

  • Familiarity with international identity, KYC/eKYC, or watchlist-related data ecosystems.

  • Knowledge of global data landscapes, including government, credit bureau, mobile network, utility, electoral, or equivalent data sources used in various countries.

  • Familiarity with data integration concepts, including APIs, batch delivery, schemas, and operationalizing external data feeds.

  • Experience using SQL or similar tools for data analysis, profiling, or evaluation.

  • Experience working with UK and European market data providers or supporting products in the UK and internationally.

Socure is an equal opportunity employer that values diversity in all its forms within our company. We do not discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
If you need an accommodation during any stage of the application or hiring process—including interview or onboarding support—please reach out to your Socure recruiting partner directly.

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Listing provenance

Where did this job come from?

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

Current source evidenceEstablished source evidence

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

Continuity
One recent renewable source
Source-class independence
One renewable source class
Last source observation
Observed in the past 3 days

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

  • 1 enabled source recently observed this vacancy.

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

JobicyPublisher source

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

Continue to applicationOpens in a new tab

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