Job intelligence
CPS Solution Architect
Collibra
Before relying on the listing: Confirm 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.
Fast read
Opportunity DNA
This opportunity needs a closer read before drawing a strong conclusion, especially around the salary benchmark is still shallow.
The range is usable, but the comparable sample is still too shallow for a strong relative-pay call.
Geographic eligibility is restricted to a country or region.
Some access and qualification signals are clear, but the overall entry path is neither unusually open nor unusually restrictive.
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
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
- Compensation
- Work arrangement
- Location eligibility
- Employment type
What to verify next
- 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 salary benchmark is still shallow: Pay is disclosed, but the current comparison pool is too small for a strong relative-pay conclusion.
- Location rules could change the fit: Geographic eligibility is restricted to a country or region.
Questions worth asking before you invest more time
- 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 states usable structured compensation, but the current role sample is still too small for a reliable disclosure-rate comparison.
Compensation counts only when amount, ISO currency and supported pay period are all known.
At least ten current comparable roles are required before HPJ publishes a disclosure percentage.
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, 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
- What health coverage is included and what costs remain with the employee?
- How much paid leave is provided and what are the carry-over or blackout rules?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- When is the first performance and compensation review after joining?
- Is there a firm application deadline, a rolling review window or no stated closing date?
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
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 AWS, Azure, and Java rather than relying on a keyword-only claim.
- The listing states about 2 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.
At least about 2 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.
AWS
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.
Java
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.
Kubernetes
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.
Linux
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.
Python
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
- 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
CPS Solution Architect at Collibra becomes easier to judge once pay is visible, but the benchmark is still thin, work-location flexibility has usable detail, and the entry path is becoming clearer are viewed together. Here is the current read from the information available.
Pay is visible, but the benchmark is still thin
A usable USD salary is available, but there are not enough comparable current observations for a strong percentile statement yet.
Work-location flexibility has usable detail
The work-location pattern is “Remote with some uncertainty or restrictions”, with Remote Freedom at 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 2 years of experience required · 1 additional stated barrier. Unstated education or experience requirements stay open rather than being assumed.
The visible application effort can be estimated
Provider-mediated application path. The external application may contain additional steps that are not visible from the listing itself.
The listing can be traced to a current source
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
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?
This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
The configured source supplied structured salary fields, a usable currency and a focused comparison value.
The listing was posted about 2 days ago.
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.
- Some compensation may be variable or performance-based. Confirm the guaranteed base amount before comparing headline pay.
- A security-clearance requirement may substantially narrow eligibility.
- At least about 2 years of experience required
Still unknown
- There is not enough comparable salary evidence to establish this job’s current pay position.
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Opportunity Efficiency not assessed
The current pay position is not reliable enough to weigh compensation against the stated barriers.
1 explicit required barrier is visible in the available wording.
The listing states at least about 2 years of required experience.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Current comparable pay position is unavailable.
- Education requirement is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
Still check: At least about 2 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.
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 source provides structured salary information with a comparatively focused range, improving the usefulness of pay comparisons.
The listing was posted about 2 days ago.
Compensation intelligence
How competitive is this pay?
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: High. The configured source supplied structured salary fields, a usable currency and a focused comparison value.
- Range quality: Focused salary range.
Employer compensation communication
Pay transparency at Collibra
Mixed 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
Collibra — 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: Sales (10) · Executive (2) · Customer success (1)
Visible seniority mix: Senior / lead (9) · Leadership (13)
Current employment-type mix: Full time (22) · Contract (1)
Most visible hiring countries in this sample: United States (19) · Australia (2) · Poland (1)
Other current roles from this employer
Senior Sales Compensation Analyst
USA
Leadership · Region-restricted remoteSenior Enterprise AI Account Executive — Deasy Labs
USA
Leadership · Region-restricted remoteUSD 120,000–175,000 / yearManager, Professional Services Federal
USA
Leadership · Region-restricted remoteUSD 128,000–160,000 / yearSenior Customer Engineer - Collibra Public Sector
USA
Leadership · Region-restricted remoteUSD 140,000–175,000 / yearThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
Current disclosed salary medians by currency
- USD 152,500 median · 10 disclosed salaries
Questions worth asking this employer
- What compensation range applies to this role, and which parts of total compensation are fixed versus variable?
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
- What is the expected application and interview timeline if the listing does not state a closing date?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Remote with some uncertainty or restrictions
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.
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?
These are visible conditions worth checking before treating the headline compensation as the whole story:
- Some compensation may be variable or performance-based. Confirm the guaranteed base amount before comparing headline pay.
- A security-clearance requirement may substantially narrow eligibility.
- 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.
Joining Collibra’s CPS Solution Architect Team
At Collibra Public Sector, our Professional Services team relies on Federal Solution Architects to deliver on customer expectations for the services we sell, working directly with customer key projects stakeholders throughout the entire customer journey. Ensuring growth, adoption and renewal, Federal Solution Architects act as customer champions, ensuring customers are onboarded and realizing value rapidly.
Federal Solution Architects are responsible for
- Supporting federal customer engagements by delivering mission-aligned architectural design and execution of Collibra products that adhere to Collibra Public Sector’s Delivery Models, Engagement Processes, Methodologies, and Artifacts, while ensuring compliance with applicable government regulations and security standards (e.g., FedRAMP, FISMA, GovCloud).
- Providing federal agencies with tailored data governance strategies that incorporate best practices, enable knowledge transfer, and drive measurable business and mission outcomes.
- Partnering cross-functionally with Collibra Sales, Customer Engineering, Product, Support, and Executive teams to ensure alignment with federal acquisition cycles and stakeholder priorities.
- Identifying opportunities to expand Collibra’s footprint within agencies by aligning product capabilities to evolving agency mandates, modernization efforts, and compliance requirements.
- Meeting or exceeding utilization goals in support of federal client success, long-term program engagement, and repeatable delivery excellence.
- Contributing to the growth of Collibra’s public sector services and licensing business through account expansion, strategic planning, and customer advocacy.
You have
Required
- 5-10 years of consulting experience supporting U.S. federal agencies with knowledge in the areas of Data Governance, Data Management or Data Quality.
- An understanding of the leading PaaS providers, Data Lakes, Databases, and Integration platforms commonly adopted by federal agencies.
- A minimum of 2 years of experience working with cloud platforms, network-based API integration (REST/JSON), and deployment automation.
- Linux CLI proficiency.
- Hands-on experience with AWS/Azure, Kubernetes, infrastructure and platform.
- Experience with big data technologies such as Spark, and Hadoop.
- Because this role supports the U.S. government business, it is required that this candidate be a U.S. citizen who resides on U.S. soil and holds active security clearance (Secret/TS/TS-SCI).
Preferred
- Familiarity in enterprise security solutions such as LDAP or Kerberos.
- Hands-on experience with Data Quality, Data Pipelines, Data Orchestration, and/or Job Control tools.
- Knowledgeable of at least least two or three of the following: data management processes, including data governance, data stewardship, master data management, data cataloging, and business rules management
- Proficiency in leveraging APIs via Java, Python, or similar scripting language for custom software implementations in Enterprise Linux or Unix environments.
- Experience with data warehousing, ETL, data integration.
- Skilled in developing functional and technical specifications.
- Experienced with Collibra or comparable technologies.
You are
- Preferably located in the Washington, D.C. metro area to support in-person federal customer engagements, with an on-site requirement of up to 50%.
- An effective communicator across business and technical stakeholders and able to tailor to different audiences.
- Always customer-focused and personally hold yourself accountable for the customer’s success.
- Masterful at troubleshooting, navigating, and facilitating resolution of challenging client connectivity and technical software issues.
- Self-starting and interested in learning new software skills to support intricacies of Collibra’s application stack.
- Able to work with business and IT owners to identify and align on solutions to data challenges, advocating for the importance of preserving data governance and quality.
- Able to lead blueprinting, design workshops, and requirements gathering activities.
Measures of success
Within the first 30 days of employment, be able to
- Present the services offering to your manager understanding the different deliverables and the value provided.
- Present the Customer Journey framework to your manager understanding the different phases and roles and responsibilities within each phase.
Compensation for this role
The standard base salary range for this position is $96,000 - $120,000 per year. This position is eligible for additional commission-based compensation. Salary offers are based on a combination of factors, including, but not limited to, experience, skills, and location.
In addition to base salary, we offer a competitive total rewards package, including bonus potential, equity for eligible roles, a Flex Fund monthly stipend, pension/401k plans, and more.
Benefits at Collibra
Collibra recognizes and values that everyone has different needs, interests, and life goals. We built our benefits program with flexibility in mind to support you and your loved ones through a diverse range of circumstances and life events. These flexible offerings sit on a foundation of competitive compensation, health coverage, and time off. Learn more about Collibra’s benefits.
We create inclusion and belonging through how we onboard, meet, connect, engage, and communicate. Learn more about diversity, equity, and inclusion at Collibra.
At Collibra, we’re proud to be an equal opportunity employer. We realize the key to creating a company with a world-class culture and employee experience comes from who we hire and creating a workplace that celebrates everyone.
With this, we proudly consider qualified applicants without regard to race, color, religion, creed, gender, national origin, age, disability, veteran status, sexual orientation, pregnancy, sex, gender identity, gender expression, genetic information, physical or mental disability, HIV status, registered domestic partner status, caregiver status, marital status, veteran or military status, citizenship status or any other legally protected category. If you have a need that requires accommodation, let us know by completing our Accommodations for Applicants form.
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 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.
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: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.