Job intelligence
Associate Director, AP Editorial Quality, STEM
College Board
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
One strong reason to look closer: location flexibility looks unusually broad. An important detail is still open: confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
Current comparable position is around the 7th 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
- Advertised location
- 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.
Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.
Decision levers
What could make or break the fit?
Reasons to look closer
- 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.
Chief of Staff to the CEO
Mozilla · Canada, Germany, UK, USA
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
About 272% higher advertised midpoint
Strategic Alliance Director
Socure · USA
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
About 135% higher advertised midpoint
Associate Director, Paid Search B2B
Wpromote · USA
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
About 42% higher advertised midpoint
Global Director - General Ledger
CAI · USA
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
About 82% higher advertised midpoint
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 Executive leadership 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 (69) · EUR (4) · CAD (1) · CHF (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.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Shows the subset with enough stated evidence for a more informed first comparison.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Uses only roles with a stated employment type.
Only same-currency opportunities with usable annualized pay enter this comparison. Other currencies are not converted or treated as lower.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 1790 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 38% 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 limited in the current role sample.
This employer’s current visible listings disclose pay materially more often than the current same-role sample.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: 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?
- What retirement or pension contribution does the employer provide?
- What health coverage is included and what costs remain with the employee?
- How much paid leave is provided and what are the carry-over or blackout rules?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
- When is the first performance and compensation review after joining?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- chief operating officer
- brokerage firm director
- chief executive officer
- gambling manager
- animal facility manager
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Chief Executives 11-1011.00
- Chief Sustainability Officers 11-1011.03
- Fashion Designers 27-1022.00
- General and Operations Managers 11-1021.00
- Sales Managers 11-2022.00
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
chief operating officer
Usually essential in this ESCO occupation
- establish collaborative relations
- marketing management
- make strategic business decisions
- financial statements
- ensure lawful business operations
- integrate strategic foundation in daily performance
- track key performance indicators
Context-dependent ESCO skills
- financial management
- implement operational business plans
- apply import strategies
- assume responsibility for the management of a business
- analyse financial performance of a company
O*NET · U.S. occupation
Chief Executives
O*NET occupation skills
- Judgment and Decision Making
- Complex Problem Solving
- Critical Thinking
- Coordination
- Management of Financial Resources
- Management of Personnel Resources
- Speaking
- Systems Evaluation
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.
Skill bridge
What does this role connect to?
The available listing text does not contain enough recognized skill language for a useful skill bridge yet.
Application edge
- The listing mentions extra application steps. Review those requirements before starting so you can prepare the requested material in one pass.
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; 76 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.
Prepare for a stated application step
An assessment, test or work-sample 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
Associate Director, AP Editorial Quality, STEM at College Board becomes easier to judge once compensation has enough depth for comparison, work-location flexibility has usable detail, and the visible application effort can be estimated are viewed together. Here is the current read from the information available.
Compensation has enough depth for comparison
The annualized midpoint sits near the 7th percentile within 486 comparable USD salary observations. Treat that as current advertised-pay context rather than a forecast of take-home or total compensation.
Work-location flexibility has usable detail
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 · 1 visible process step. 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?
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 listing was posted about 11 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
- 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 7 / 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 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.
Compensation intelligence
How competitive is this pay?
Below many comparable disclosed salaries
The annualized midpoint is below the 25th percentile boundary of the current comparable sample.
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?
- This score reflects the current advertised-pay distribution for comparable active jobs in the same currency. It measures pay position, not overall job quality.
- 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 College Board
Very strong 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
College Board — 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: Executive (4)
Visible seniority mix: Leadership (4)
Current employment-type mix: Full time (4)
Other current roles from this employer
Associate Director, History and Social Science Sourcing
Remote — Worldwide
Leadership · Worldwide remoteSenior Engineering Director
Remote — Worldwide
Leadership · Worldwide remoteAssociate Director, Instructional Impact
Remote — Worldwide
Leadership · Worldwide remoteThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
There are not yet five current disclosed salaries in one currency, so an employer pay median would be too thin to be useful.
Questions worth asking this employer
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
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.
Chief of Staff to the CEO
Mozilla · Canada, Germany, UK, USA
Region-restricted remoteWhy comparable: Same seniority band · Similar work-location arrangement · Same employment type
VP of People (Remote, US)
Maze · USA
Region-restricted remoteWhy comparable: Same seniority band · Similar work-location arrangement · Same employment type
Director, Strategic Partnerships
Flex · USA
Region-restricted 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
- An assessment, test or work-sample 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.
Associate Director, AP Editorial Quality, STEM
College Board– AP&I
Location:This is a fully remote role. Candidates who live near CB offices have theoptionof being fully remote or hybrid (Tuesday and Wednesday in office). All CB employeesare required tooccasionally travel to meet in person for business purposes.
Role Type: This is a full-time or part-time term position that will last for2years from the start date.
About the Team
AP® is a rigorous academic program built on the commitment, passion, and hard work of students and educators from secondary schools and higher education. With 40+ courses in a wide variety of subject areas, AP provides willing and academically prepared high school students with the opportunity to study and learn at the college level. The AP program is rapidly expanding its development of instructional and assessment products under the leadership of the growing Assessment Production team. The team consists of professionals withexpertisein a variety of domains that are integral to the production of AP Exam content.
To support the continued production of high-quality teacher- and student-facing materials, the AP Program is looking to fill the role ofAssociate Director, AP Editorial Quality, STEM.
About the Opportunity
As Associate Director, AP Editorial Quality, STEM you will ensure all AP assessment materials are consistent in style and reflect thehigh levelof quality AP teachers and students expect from the College Board. You should have editorialexpertiseand a keen eye for detail, as well as the demonstrated ability to manage competing priorities, work independently on tight deadlines, and collaborate cross-functionally in a production environment.
As part of the AP Assessment Production team, your impact will be significant.You will edit and proofread AP Exams and instructional assessment resources across 40+ courses, applying and helping to shape the AP Exam style. You will work closely with content experts to ensure all AP assessment materials are clear, consistent, and error-free. You will serve as an expert on all editorial matters and be accountable for the editorial quality and accuracy of all reviewed publications.
As Associate Director, AP Editorial Quality, STEM you will be an integral member of the cross-functional team building and delivering AP Exams. You’llhelp refine style, ensure accuracy and clarity, and support the growth of editorial capabilities within the organization. With a strong command of language and a passion for educational access, this is your chance to make a meaningful, lasting impact.
In this role, you will:
Conduct editorial reviews of AP Exam items, exam forms, and associated materials (70%)
Serve as a principal STEM-focused editor and copyeditor in the production of AP assessment items, forms, and associated materials
Serve as global editor and copyeditor of AP assessment items and associated materials across all subjects
Ensure all content is clear, concise, consistent, grammatically correct, and faithful to the stylistic conventionsestablishedfor each course
Work closely with content experts to ensure assessment items are error-free
Apply general AP assessment style guidelines;absorb and navigate complexity across multiple resource sets and course-specific conventions to make sound editorial judgment calls
Fact-check and verify citations and source information as needed
Become a proficient user of a variety of authoring and content management platforms
Work with content experts to ensure that all AP Exams adhere to defined specifications for layout and presentation
Exhibit curiosity and exercise independent editorial judgment on style issues, drawing on precedent, exemplars, and cross-course conventions to resolve ambiguity
Complete iterative reviews of AP Exams as they are revised
Proofread AP Exams and support publications and/or systems that need cross-checking and/or integration
Perform rigorous "copy-to-copy" comparisons
Ensure the above reviews result in error-free assessments and related materials of the highest quality
Support the quality and accuracy of editorial resources and reviews for all AP courses, with an emphasis on AP STEM courses (30%)
Collaborate with the Director, AP Editorial Quality and other Associate Directors, AP Editorial Quality, STEM to update andmaintaincourse-specific style sheets and digital formatting guidelines
Take ownership of strategic editorial projects, such as exemplar items, style sheets, and task models, working autonomously from incomplete inputs to polished, exemplar-quality output with minimal oversight
Proactively investigate exemplars developed by other editors to replicate the standard of quality expected across AP editorial products
Support the development and refinement of relevant editorial resources for all STEM courses
Work closely with members of the Editorial team to refine andmaintainan in-house assessment style guide
Monitor workflow, prioritize projects, and adhere to deadlines
Lead educational opportunities for members of the Editorial team to support generalist editors in completing STEM editorial tasks
Participate in educational opportunities, trainings, and professional development for all members of the Editorial team
Help ensure internal subject matter expert satisfaction with editorial services provided in support of AP STEM courses
Make informed, independent decisions on content and style issues; escalate issues and steer to higher-level resolution when needed
Engage in regular coaching and feedback sessions, with a commitment to continuous quality improvement
Contribute to a culture of continuous improvement byidentifyinginefficiencies and proposing smarter, more effective editorial practices, including the continued exploration of innovative technologies in editorial processes
About You
- Expertisein editing with 4+ years of copyediting, proofreading, and editing experience, preferably in a STEM-related field and preferably with secondary or postsecondary content
A bachelor’s degree, preferably in a STEM-related field
Knowledge of theChicago Manual of Styleand other professional style guides,and extensive,demonstratedexperience in the application of professional style guides
Experience working in a variety of content management systems and technical platforms
Strong organizational, time, and task management skills and the ability to move forward multiple projects in concert while meeting timelines, both independently and as a member of the team
Excellent interpersonal and communication skills
A growth mindset and flexibility when working through ambiguity and shifting priorities in a dynamic, collaborative setting
The ability to travel 3-5 times per year or <15% to College Board offices or on behalf of College Board business
All roles at College Board require:
A passion for expanding educational and career opportunities and mission-driven work
Curiosity and enthusiasm for emerging technologies, with a willingness to experiment with and adopt new AI-driven solutions and comfort with learning and applying new digital tools independently and proactively.
Clear and concise communication skills, written and verbal
A learner's mindset and a commitment to growth: welcoming diverse perspectives, giving and receivingtimely, respectful feedback, and continuously improving through iterative learning and user input.
A drive for impact and excellence: solving complex problems, making data-informed decisions, prioritizing what matters most, and continuously improving through learning, user input, and external benchmarking.
A collaborative and empathetic approach: working across differences, fostering trust, and contributing to a culture of shared success
Authorization to work in the United States
About Our Process
Application review will begin immediately and will continue until the position is filled.This role is expected to accept applications for a minimum of 5 business days.
Whilethehiring processmay vary, it generallyincludes:resume and application submission, recruiter phone/video screen, hiring manager interview, performance exercise such as live coding, a panel interview, a conversation with leadership and reference checks.
What We Offer
AtCollegeBoard, we offer more than a paycheck: we provide a meaningful career, a supportive team, and a comprehensive package designed to help you thrive.We’rea self-sustaining nonprofit that believes in fair and competitive compensation grounded in your qualifications, experience, impact, and the market.
A Thoughtful Approach to Compensation
The hiring range for this role is $56,000-$95,000.
Your exact salary will depend on your location, experience, and how your background compares to others in similar roles at the College Board.
We aim to make our best offer upfront, rooted in fairness, transparency, and market data.
We adjust salaries by location to ensure fairness, no matter where you live.
You’llhave open, transparent conversations about compensation, benefits, and whatit’slike to work atCollegeBoard throughout your hiring process. Check outourcareers pageformore.
Originally 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 in the current source window
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
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.