Job intelligence
Supply Chain Lead till Ovako i Smedjebacken!
Academic Work Sweden AB
Before relying on the listing: Confirm Compensation with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
There is a useful advantage here: the application route looks comparatively direct. Still, the pay picture is incomplete could change the fit.
A financial comparison will need the approved compensation range.
Regular physical-location attendance is part of the advertised arrangement.
The listing does not make the minimum education or experience threshold clear enough yet.
Sponsorship and relocation support are not clear from the current listing.
The visible path is straightforward and no additional mandatory step is stated in the available listing text.
At least one recent enabled source can still renew this vacancy.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Work arrangement
- Location eligibility
- Application closing time
- Employment type
What to verify next
- Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
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
- The application route looks comparatively direct: The primary route points through an employer, an employer-authorized hiring source or an official employment source, and no extra mandatory step is stated in the listing text.
Trade-offs to weigh
- The pay picture is incomplete: No usable salary range is stated, so a meaningful financial comparison is not possible yet.
- Location rules could change the fit: Regular physical-location attendance is part of the advertised arrangement.
Questions worth asking before you invest more time
- Ask for the approved compensation range before comparing this opportunity financially.
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Confirm the actual minimum experience requirement rather than assuming preferred background is mandatory.
- Ask whether visa sponsorship is available before investing significant time in the application.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Opportunity neighborhood
Keep your options open
These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.
Operations Manager Supply Chain & Sourcing
Y.Berger & Co AB · Landvetter, Västra Götalands län, Sverige
Why it is nearby: Same country · Similar work arrangement · Same employment type
Different angle: Seniority is not explicit
Project Manager
Eccera Professionals AB · Linköping, Östergötlands län, Sverige
Why it is nearby: Same country · Similar work arrangement · Same employment type
Different angle: Seniority is not explicit
Supply Chain Manager | Linköping | Jefferson Wells
Jefferson Wells · Linköping, Östergötlands län, Sverige
Why it is nearby: Same country · Similar work arrangement · Same employment type
Different angle: Seniority is not explicit
Senior People Operations Specialist (m/f/d)
TYTAN Technologies GmbH · Munich, Bayern, Germany
Why it is nearby: Same seniority band · Similar work arrangement · Recently posted
Different angle: Different country
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad Operations & program roles family. It describes visible choice and disclosure, not future demand or career quality.
200 most recent current roles sampled for the disclosure measures below.
Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.
Current sampled roles stating at least four of the five Core Decision Facts.
Requires a numeric amount, explicit ISO currency and supported pay period.
Listings with explicit enough remote, hybrid or on-site evidence to classify.
Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.
Currencies with explicit pay evidence in the sample: USD (110) · EUR (2) · GBP (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.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
Shows the subset with enough stated evidence for a more informed first comparison.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
Uses only roles with a stated employment type.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 1023 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing does not state usable structured compensation. About 57% of the bounded current role sample does.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is mixed but appears in at least half of the current role sample.
This employer’s current visible listings disclose pay materially less often than the current same-role sample.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: current same-currency market context, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
The approved base-pay range is not established in the listing.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- What is the approved base-pay range for this role?
- Is there a bonus, commission or other variable-pay component, and how is it calculated?
- Does the package include equity or another long-term incentive, and what are the vesting terms?
- What retirement or pension contribution does the employer provide?
- What health coverage is included and what costs remain with the employee?
- How much paid leave is provided and what are the carry-over or blackout rules?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- operations manager
- mine manager
- business manager
- metal production manager
- financial markets back office administrator
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- General and Operations Managers 11-1021.00
- Wind Energy Operations Managers 11-9199.09
- Biomass Power Plant Managers 11-3051.04
- Airfield Operations Specialists 53-2022.00
- Industrial Production Managers 11-3051.00
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
operations manager
Usually essential in this ESCO occupation
- energy conservation
- liaise with managers
- corporate social responsibility
- evaluate employees
- establish daily priorities
- supervise daily information operations
- manage supplies
Context-dependent ESCO skills
- promote innovative infrastructure design
- use measurement instruments
- gas consumption
- manage disaster recovery plans
- monitor utility equipment
O*NET · U.S. occupation
General and Operations Managers
O*NET occupation skills
- Active Listening
- Monitoring
- Reading Comprehension
- Speaking
- Coordination
- Critical Thinking
- Management of Personnel Resources
- Social Perceptiveness
Build my private skill preparation brief Your evidence · Practice · Interview questions
Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.
Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.
Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?
These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.
Adjacent current roles to investigate
Vi söker en Talent Acquisition Partner till Toyota Material Handling Europe
Skill Kompetenspartner AB · Mjölby, Östergötlands län, Sverige
same stated country · same employment type · similar work-arrangement evidenceKey Account Manager för kunds räkning
FMCG Partner · Årsta HEADQUARTERS, Stockholms län, Sverige
same stated country · same employment type · similar work-arrangement evidenceController
Bromma stadsdelsförvaltning, Avdelning Ekonomi och stadsmiljö · Stockholm, Stockholms län, Sverige
same stated country · same employment type · similar work-arrangement evidenceAdjacent-family roles are exploration prompts from current HPJ inventory. They are not inferred qualification matches and they do not imply a promotion path.
Career move map
What sits one step away?
This listing is currently read as Senior / lead. Nearby roles one visible seniority step away can help you judge whether to widen the search, stretch upward or compare the responsibilities more carefully.
Broader-entry direction
Project Manager Ssr. - Chile (L)
Acciona IT · Remote — Worldwide
Same employment type · Recently postedSupply Chain Contracts Specialist
MKS Instruments · Remote — Worldwide
USD 71,000–118,000 / year Same employment type · Recently postedStretch direction
Head of Indirect Materials Procurement
Electrolux AB · Stockholm, Stockholms län, Sverige
Same country · Similar work arrangement · Same employment typeDirector Supply Chain & Hardware Operations
Sereact GmbH · Stuttgart Schockenriedstr. 17
Similar work arrangement · Same employment type · Recently postedThese are live roles one visible seniority step away in the same broad occupation family. They can reveal nearby options, but they are not a guaranteed promotion path and do not account for your personal experience.
Skill bridge
What does this role connect to?
Supply Chain is one of the signals this listing shares with skills appearing often across current Operations & program roles opportunities.
Skills named in this listing
Shared with the current career sample
- Supply Chain Seen in 23 sampled listings
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Supply Chain rather than relying on a keyword-only claim.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: People & HR roles, Finance & accounting roles, and Sales roles. This is exploration context, not a qualification match.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 120 sampled listings; 100 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.
Supply Chain
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?
- 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
Supply Chain Lead till Ovako i Smedjebacken! at Academic Work Sweden AB becomes easier to judge once work-location flexibility has usable detail, the visible application effort can be estimated, and the listing can be traced to a current source are viewed together. Here is the current read from the information available.
Work-location flexibility has usable detail
The work-location pattern is “Primarily location-bound”, with Remote Freedom at 18/100. The most important location constraint is regular physical-location attendance is part of the advertised arrangement..
The visible application effort can be estimated
More direct application path. The external application may contain additional steps that are not visible from the listing itself.
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
The brief pulls together the parts of the vacancy that can be compared reliably today. Gaps in the listing remain visible instead of being filled with assumptions.
Analysis evidence coverage
How much analysis can the current evidence support?
Comparable salary data is not available for this job yet.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
Missing compensation is not treated as negative evidence; this dimension simply remains unavailable.
The source posting date is today.
The vacancy has recent enabled provenance through a comparatively direct source lane. This strengthens traceability, not employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
- Recent provenance includes a comparatively direct source lane, improving traceability.
- The current provenance provides a comparatively direct application route.
Visible cautions
- Regular physical-location attendance is part of the advertised arrangement.
Still unknown
- There is not enough comparable salary evidence to establish this job’s current pay position.
- Visa sponsorship is not established by the available listing data.
Pay vs. barriers
Opportunity Efficiency not assessed
The current pay position is not reliable enough to weigh compensation against the stated barriers.
1 explicit Remote Freedom restriction signal is present and is shown separately from qualification requirements.
- Current comparable pay position is unavailable.
- Education requirement is not established.
- Required prior-experience level is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Compensation intelligence
How competitive is this pay?
Comparable salary data is not available for this job yet.
Why this analysis?
- Comparable salary data is not available for this job yet.
- Salary confidence: Not available. No disclosed salary can currently be normalized for comparison. Missing compensation is not treated as low-quality salary evidence.
- Range quality: No disclosed range.
Employer compensation communication
Pay transparency at Academic Work Sweden AB
Limited current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
Academic Work Sweden AB — 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: Software engineering (5) · Operations (4) · Sales (4)
Visible seniority mix: Early-career (9) · Senior / lead (7)
Current employment-type mix: Full time (132) · Part time (19)
Most visible hiring countries in this sample: Sweden (151)
Other current roles from this employer
Sektionschef till Ragn-Sells i Söråker
Sundsvall, Västernorrlands län, Sverige
Seniority not clearly specified · On-site / hybridProduktionsingenjör till till globalt medicintekniskt bolag
Stockholm, Stockholms län, Sverige
Seniority not clearly specified · On-site / hybridTest Engineer for In-House Projekt
Göteborg, Västra Götalands län, Sverige
Seniority not clearly specified · On-site / hybridRedovisningsekonom till etablerat bolag i Linköping
Linköping, Östergötlands län, Sverige
Seniority not clearly specified · On-site / hybridThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
There are not yet five current disclosed salaries in one currency, so an employer pay median would be too thin to be useful.
Questions worth asking this employer
- What compensation range applies to this role, and which parts of total compensation are fixed versus variable?
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Primarily location-bound
Why this score?
- The listing is on-site or hybrid rather than location independent.
Location restrictions detected
- Regular physical-location attendance is part of the advertised arrangement.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
No obvious trade-off appears in the available job details. That does not mean the role has no drawbacks, so the original listing and employment terms are still worth reading carefully.
Application-path intelligence
What can we see about the application process?
More direct application path
The primary route is a direct-employer, employer-authorized hiring or official government source. That can reduce intermediary steps, although the external form may still be lengthy.
Current destination: www.academicwork.se · HTTPS
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
Vill du vara med och forma framtidens hållbara industri? Hos Ovako blir du en del av ett anrikt företag i framkant inom hållbar stålproduktion, med ett koldioxidavtryck som är 80 % lägre än det globala genomsnittet. Som Supply Chain Lead arbetar du både operativt och strategiskt för att säkerställa effektiva flöden och hög leveransprecision. Välkommen med din ansökan!
Om tjänsten
Ovako är en ledande producent av rent, högkvalitativt specialstål för kullager-, transport- och tillverkningsindustrin. Vårt stål tillverkas av 97 % återvunnet material och möjliggör starka och lätta lösningar med ett världsledande lågt koldioxidavtryck. Med cirka 2 500 medarbetare och en omsättning på 900 miljoner euro är Ovako verksamt i över 30 länder. Bolaget är ett dotterbolag till Sanyo Special Steel och en del av Nippon Steel Corporation, en av världens största stålproducenter.
Vårt syfte är tydligt: Tillsammans skapar vi stål för ett hållbart samhälle.
Inom Supply Chain Lead har du en nyckelposition i att säkerställa ett effektivt och välfungerande flöde från stålverk till färdig produkt. Du ansvarar för att optimera kapacitet, leveransprecision och planering, samtidigt som du bidrar till utvecklingen av arbetssätt och processer. Rollen innebär ett nära samarbete med produktion, logistik och försäljning.
Du får en trygg start i rollen genom att arbeta nära erfarna kollegor och följa en strukturerad introduktionsplan som ger dig rätt förutsättningar att lyckas. Rollen innebär ett nära samarbete med produktionen, vilket gör närvaro på plats i Smedjebacken till en viktig del av uppdraget.
Du erbjuds
- En arbetsmiljö som präglas av starkt engagemang och bra teamkänsla
- Stort möjlighet att växa på ett både personligt och professionellt plan. Läs mer om hur Ovako fortsätter att stärka framtidens industri här!
- Marknadsmässig lön med ett generöst förmånspaket
Arbetsuppgifter
- Säkerställa en optimal planering baserad på kapacitet, kundbehov och prognoser, både på kort och lång sikt
- Driva utveckling och ständiga förbättringar av planeringsprinciper
- Arbeta datadrivet med löpande optimering och prioritering i en dynamisk och föränderlig miljö
- Följa upp och utveckla lagerbalanser och flöden för att stärka effektivitet och kapitalbindning
- Bidra till ett effektivt och tvärfunktionellt samarbete mellan produktion, logistik, kvalitet och försäljning
Vi söker dig som
drivs av nyfikenhet, vågar tänka nytt och utmanar gamla mönster. Med din starka analytiska förmåga har du lätt för att omsätta data till konkreta affärsbeslut. Du trivs i en roll med många kontaktytor och har en pedagogisk ådra som gör att du kan få organisationen att förstå och lära sig nya lösningar. För att kvalificera dig för tjänsten har du även:
- En eftergymnasial utbildning inom logistik, Supply Chain, industriell ekonomi, eller motsvarande erfarenhet som bedöms likvärdig
- Förståelse för produktionsplanering, prognoser och lagerstyrning
- Är obehindrad i det svenska och engelska språket
- B-körkort
- Möjlighet att arbeta på plats i Smedjebacken
Det är meriterande om du har
- Erfarenhet från processindustri eller komplex logistikplanering
- Erfarenhet av dataanalys och visualisering
- Erfarenhet av planeringsverktyg, gärna Quintiq
Övrig information:
Startdatum: Enligt överenskommelseArbetstider: 07.00 - 16.00 med möjlighet till flexPlaceringsort: Arbetet sker på plats i Smedjebacken. Om du ansöker från en annan ort ser vi gärna att du i din ansökan beskriver hur du planerar din pendling till arbetsplatsen.
Vår rekryteringsprocess
Denna rekryteringsprocess hanteras av Academic Work och vår kunds önskemål är att alla frågor rörande tjänsten skickas till Academic Work.
Tjänsten kräver uppvisande av belastningsregister. Mer information lämnas i ett senare skede av rekryteringsprocessen.
Vi tillämpar löpande urval och kommer plocka ner annonsen när tillräckligt många kandidater har nått slutskedet i rekryteringsprocessen. Vid ansökan efterfrågas ett CV. Personligt brev använder vi inte som urvalsmetod och behöver därför inte bifogas. Rekryteringsprocessen innehåller två urvalstest: ett personlighetstest och ett test i kognitiv förmåga. Testerna är ett verktyg för att kunna hitta den kandidat med högst potential för tjänsten samt främja jämlikhet, mångfald och en rättvis rekryteringsprocess.
Listing provenance
Where did this job come from?
See where this vacancy came from and whether more than one current source can still support it. Source names help with traceability and attribution; they are not endorsements or guarantees.
The vacancy has recent enabled provenance through a comparatively direct source lane. This strengthens traceability, not employer verification.
- Continuity
- One recent renewable source
- Source-class independence
- One renewable source class
- Last source observation
- Observed very recently
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
- At least one recent enabled source is a direct-employer, employer-authorized or official public source.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
This vacancy is supplied through an official public employment service. The source identifies where the listing was published; it is not an employer endorsement.
Listing source: Arbetsförmedlingen. Destination: www.academicwork.se. The application opens in a new tab so you can keep this report open.