Job intelligence
Group Financial Controller
Opima
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
What stands out most is that the application route looks comparatively direct. The biggest counterweight is that the pay picture is incomplete.
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.
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Why it is nearby: Same country · Similar work arrangement · Same employment type
Different angle: Seniority is not explicit
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Gina Tricot Sweden · Borås, Västra Götalands län, Sverige
Why it is nearby: Same country · Similar work arrangement · Same employment type
Different angle: Seniority is not explicit
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JobBusters AB · Stockholm, Stockholms län, Sverige
Why it is nearby: Same country · Similar work arrangement · Recently posted
Different angle: Seniority is not explicit
Financial Accountant / Finance Manager (m/w/d)
Tiens · Berlin
Why it is nearby: Similar work arrangement · Same employment type · Recently posted
Different angle: Seniority is not explicit
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad Finance & accounting 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 (78) · EUR (6) · GBP (1) · PLN (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.
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.
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 900 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 43% of the bounded current role sample does.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is limited in the current role sample.
Employer-level comparison is withheld until enough current employer listings are available.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: 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
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Accountants and Auditors 13-2011.00
- Bookkeeping, Accounting, and Auditing Clerks 43-3031.00
- Billing and Posting Clerks 43-3021.00
- Budget Analysts 13-2031.00
- Treasurers and Controllers 11-3031.01
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
accountant
Usually essential in this ESCO occupation
- prepare financial statements
- identify accounting errors
- manage accounts
- prepare trial accounting balances
- attach accounting certificates to accounting transactions
- perform balance sheet operations
- explain accounting records
Context-dependent ESCO skills
- check the production schedule
- perform risk analysis
- manage inventory
- film production process
- disseminate information on tax legislation
O*NET · U.S. occupation
Accountants and Auditors
O*NET occupation skills
- Reading Comprehension
- Active Listening
- Complex Problem Solving
- Critical Thinking
- Judgment and Decision Making
- Writing
- Mathematics
- Speaking
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
Technical Project Manager (TPM) – Electrical Buildings
SkillHuset Sweden AB · Luleå, Norrbottens län, Sverige
same stated country · same seniority band · same employment typeSenior Commodity Manager Procurement & Manufacturing-20571
Finspång · Finspång, Östergötlands län, Sverige
same stated country · same employment type · similar work-arrangement evidenceSenior Insurance Product Specialist & Project Manager - 20474
Stockholm · 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.
Skill bridge
What does this role connect to?
Excel is one of the signals this listing shares with skills appearing often across current Finance & accounting roles opportunities.
Skills named in this listing
Shared with the current career sample
- Excel Seen in 41 sampled listings
- IFRS Seen in 12 sampled listings
Combinations also appearing together
- Excel + IFRS appeared together in 5 sampled listings
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Excel and IFRS 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: Operations & program roles and Legal & compliance 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; 80 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.
Excel
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.
IFRS
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
Group Financial Controller at Opima becomes easier to judge once work-location flexibility has usable detail, the visible application effort can be estimated, and source continuity adds useful context are viewed together. Here is the current read from the information available.
Work-location flexibility has usable detail
Location flexibility can be assessed here: Primarily location-bound, with a Remote Freedom reading of 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.
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?
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 listing was posted about 1 days ago.
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 Opima
Only 1 current listing from this employer is indexed. At least three are required before employer-level pay transparency is summarized.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
Opima — current opportunity snapshot
Only 1 current listing from this employer is visible. At least three are needed before an employer pattern is shown.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
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: gazella.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 ta ett helhetsansvar för koncernredovisning och samtidigt spela en nyckelroll i uppbyggnaden av en växande industrikoncerns finansiella struktur? Opima söker nu en Group Financial Controller till en ny roll där du får kombinera koncernkonsolidering, internkontroll och förvärvsintegration i en entreprenöriell och expansiv miljö.
Opima är en svensk industrikoncern som växer genom förvärv. Koncernen består idag av 16 bolag inom mekaniska verkstäder, industriellt underhåll och automation, med verksamhet i Sverige och Norge och en omsättning på cirka 1,1 miljarder kronor. Tillväxtresan fortsätter med hög förvärvstakt och planer på etablering i Finland samt ytterligare marknader framöver.
Det här är en unik möjlighet för dig som vill bygga upp och utveckla processer snarare än att enbart förvalta befintliga strukturer. Du får stort mandat att skapa koncernövergripande arbetssätt och vara med och forma ekonomifunktionen i takt med att koncernen fortsätter att växa.
Vad Opima erbjuder dig
Hos Opima får du en central roll med hög påverkan i en koncern som befinner sig i en spännande tillväxtfas. Du kommer att arbeta nära CFO, koncernledning och dotterbolagens ekonomifunktioner samtidigt som du får vara en viktig del av koncernens fortsatta utveckling.
Rollen erbjuder en kombination av operativt och strategiskt arbete där du får möjlighet att:
- Ta hem och etablera koncernkonsolideringen internt
- Bygga upp och standardisera koncernens internkontrollramverk
- Arbeta nära förvärvsprocesser och integration av nya bolag
- Bidra till utvecklingen av koncernens finansiella processer och rapportering
- Få stor exponering mot ledning, styrelse och externa revisorer
- Utvecklas i takt med koncernens tillväxt, med möjlighet att på sikt växa in i ett bredare koncernredovisningsansvar
Rollen är placerad i Stockholm och inkluderar resor till dotterbolagen i Sverige och Norge. Ca 2-4 dagar/månad.
Ansvarsområden
Som Group Financial Controller får du en nyckelroll i utvecklingen av Opimas finansiella infrastruktur. Du ansvarar för koncernredovisningen samtidigt som du bygger upp strukturer och arbetssätt som skapar kontroll och kvalitet i en snabbt växande koncern.
Dina huvudsakliga ansvarsområden inkluderar:
- Ansvara för och vidareutveckla koncernkonsolideringen
- Hantera månads-, kvartals- och årskonsolidering
- Upprätta koncernredovisning och underlag till årsredovisning enligt K3
- Hantera elimineringar, internvinster, förvärvsanalyser och koncernmässiga övervärden
- Omräkning av utländska dotterbolag i samband med internationell expansion
- Utveckla rapportpaket, kontoplan och rapporteringsinstruktioner
- Bygga upp och implementera ett koncerngemensamt ramverk för internkontroll
- Kartlägga, dokumentera och följa upp väsentliga processer och kontrollaktiviteter
- Samordna revisionsprocessen för koncernen och dess bolag
- Vara koncernens huvudsakliga kontaktperson gentemot externa revisorer
- Stötta dotterbolagen i kvalificerade redovisnings- och rapporteringsfrågor
- Delta i integrationen av nyförvärvade bolag, inklusive öppningsbalanser och förvärvsanalyser
Kvalifikationer
- Akademisk utbildning inom ekonomi, redovisning eller motsvarande
- Ca 3-5 års relevant erfarenhet inom koncernredovisning och konsolidering
- Dokumenterad erfarenhet av att självständigt ansvara för och genomföra koncernkonsolideringar
- Goda kunskaper inom K3 och förvärvsredovisning
- Erfarenhet av koncernmässiga justeringar och successiv vinstavräkning
- God förståelse för IFRS
- Erfarenhet av internkontroll och processutveckling
- Mycket god systemvana och goda kunskaper i Excel
- Erfarenhet av konsolideringsverktyg
- Flytande svenska och engelska i tal och skrift då kommunikation i arbetet sker på båda språken
Meriterande
- Bakgrund inom revision, exempelvis några års erfarenhet från revisionsbyrå innan övergång till koncernfunktion
- Erfarenhet från förvärvsintensiva eller riskkapitalägda koncerner
- Erfarenhet från tillverkande industri
- Kunskap inom lagerredovisning, kalkylering eller projektredovisning
- Erfarenhet av Monitor eller andra ERP-system
- Kunskaper i finska
Personliga egenskaper
Vi söker dig som trivs i en entreprenöriell miljö där alla processer ännu inte är fullt utbyggda. Du är strukturerad, analytisk och kvalitetsmedveten samtidigt som du har förmågan att omsätta komplexa redovisningsfrågor till praktiska lösningar.
Som person är du självgående, prestigelös och trygg i att driva förändring. Du har lätt för att skapa förtroende i organisationen och kan växla mellan detaljerat analysarbete och dialog med verksamheten. Vidare har du ett naturligt driv att utveckla arbetssätt, skapa struktur och ta ansvar.
Om Opima
Opima är en svensk industrikoncern som växer genom en aktiv buy-and-build-strategi. Idag består koncernen av 16 bolag inom mekaniska verkstäder, industriellt underhåll och automation med verksamhet i Sverige och Norge och en omsättning om cirka 1,1 miljarder kronor.
Koncernen befinner sig i en expansiv fas med fortsatt hög förvärvstakt och ambition att etablera sig på nya marknader. För rätt person innebär detta en möjlighet att komma in i ett skede där mycket fortfarande byggs upp och där du får stort inflytande över hur framtidens koncernfunktion ska utformas.
Ansökan
Ansökningar hanteras löpande. Passar du in på ovanstående profil? Välkommen med din ansökan redan idag! I denna rekrytering samarbetar Opima med Gazella. Har du frågor om tjänsten är du välkommen att kontakta ansvarig rekryterare Andrea Aspling (andrea.aspling@gazella.se) för mer information.
Rekrytering sker i samarbete med Gazella.
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 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.
- 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: gazella.se. The application opens in a new tab so you can keep this report open.