Job intelligence
Senior Applied Data Scientist / ML Engineer
WorkWave
Before relying on the listing: Confirm Compensation and Application closing time with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
The available details do not point to a single standout advantage yet. The clearest issue to weigh is the pay picture is incomplete.
A financial comparison will need the approved compensation range.
Geographic eligibility is restricted to a country or region.
The listing does not make the minimum education or experience threshold clear enough yet.
Work authorization, sponsorship or relocation wording may materially limit who can take the role.
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
3 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Work arrangement
- Advertised location
- Employment type
What to verify next
- Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
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
Nothing stands out strongly enough yet to call a clear advantage. The role may still be attractive for reasons the listing does not spell out.
Trade-offs to weigh
- The pay picture is incomplete: No usable salary range is stated, so a meaningful financial comparison is not possible yet.
- Location rules could change the fit: Geographic eligibility is restricted to a country or region.
- Sponsorship could be a hard constraint: The listing says sponsorship is unavailable or that work authorization is required without sponsorship.
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.
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.
Senior AI Engineer, Agentic Platform
WorkWave · UK
Why it is nearby: Same seniority band · Same country · Similar work arrangement
Senior ML Data Scientist - Women’s Health
ŌURA · USA
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Different angle: Different country
Senior Machine Learning Engineer, Personalization
Spotify · USA
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
Different angle: Different country
(Senior) AI Engineer (m/f/d) – Remote
MAIA · Berlin
Why it is nearby: Same seniority band · Similar work arrangement · Same employment type
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 Data & AI 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 (40) · EUR (15) · GBP (5) · CAD (2). 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.
Uses only roles where a country is known. Roles without country evidence are excluded from this denominator.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
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.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
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 1209 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 31% 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.
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: current same-currency market context.
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 explicitly unavailable
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?
- Does the package include equity or another long-term incentive, and what are the vesting terms?
- What health coverage is included and what costs remain with the employee?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- When is the first performance and compensation review after joining?
- What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
- Is there a firm application deadline, a rolling review window or no stated closing date?
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
- Data Scientists 15-2051.00
- Computer and Information Research Scientists 15-1221.00
- Social Science Research Assistants 19-4061.00
- Atmospheric and Space Scientists 19-2021.00
- Bioinformatics Scientists 19-1029.01
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
data scientist
Usually essential in this ESCO occupation
- statisticsPhrase in listing
- think abstractly
- apply research ethics and scientific integrity principles in research activities
- integrate gender dimension in research
- promote the participation of citizens in scientific and research activities
- communicate with a non-scientific audience
- implement data quality processes
Context-dependent ESCO skills
- Hadoop
- unstructured data
- apply blended learning
- teach in academic or vocational contexts
- digital curation
O*NET · U.S. occupation
Data Scientists
O*NET occupation skills
- Mathematics
- Critical Thinking
- Reading Comprehension
- Complex Problem Solving
- Programming
- Active Learning
- Speaking
- Active Listening
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
Lead Platform Engineer
Kraken · Manchester, UK
same stated country · same seniority band · same employment typeForward Deployed Engineer - Software Engineer - United Kingdom
Elevenlabs · UK
same stated country · same employment type · similar work-arrangement evidenceSenior Software Engineer - Enterprise AI
Spotify · USA
same seniority band · 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
AI Data Analyst - Merchant Acquisition
Paynada · Remote — Worldwide
Similar work arrangement · Same employment type · Recently postedData Engineer
MicroSourcing · Remote — Worldwide
Similar work arrangement · Same employment type · Recently postedStretch direction
Analytics Engineer
Alma · France
Similar work arrangement · Same employment type · Recently postedSr. Director of Machine Learning
hims & hers · USA
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?
AWS is one of the signals this listing shares with skills appearing often across current Data & AI roles opportunities.
Skills named in this listing
Shared with the current career sample
- AWS Seen in 33 sampled listings
- Large Language Models Seen in 40 sampled listings
- Python Seen in 85 sampled listings
- Snowflake Seen in 26 sampled listings
Combinations also appearing together
- Python + SQL appeared together in 61 sampled listings
- Large Language Models + Python appeared together in 34 sampled listings
- AWS + SQL appeared together in 28 sampled listings
Application edge
- If these skills match your background, prepare one concrete example that shows how you used AWS, Large Language Models, and Python 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: Software engineering roles and Product 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; 115 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.
AWS
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Large Language Models
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Python
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Snowflake
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.
SQL
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Questions worth resolving before you rely on the opportunity
- Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
- Application closing time: Is there a firm application deadline, a rolling review window or no stated closing date?
- Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?
Decision analysis
What the listing really tells you
A closer look at Senior Applied Data Scientist / ML Engineer at WorkWave points most strongly to the location rules are clear enough to judge, international mobility has concrete clues, and the visible application effort can be estimated. Those signals shape the practical upside and the questions still worth asking.
The location rules are clear enough to judge
The work-location pattern is “Limited location freedom”, with Remote Freedom at 52/100. The most important location constraint is geographic eligibility is restricted to a country or region..
International mobility has concrete clues
Sponsorship explicitly unavailable. These details help frame the practical questions to ask; they are not immigration advice or a guarantee of eligibility.
The visible application effort can be estimated
Provider-mediated application path. The external application may contain additional steps that are not visible from the listing itself.
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
This read combines the structured details currently available for pay, flexibility, qualifications, mobility, application effort and source continuity. Missing facts are left open for you to verify.
Analysis evidence coverage
How much analysis can the current evidence support?
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.
At least one enabled source recently observed the vacancy. The source chain is traceable, but this is not independent employer verification.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
No standout strength is supported strongly enough to list here. That is not a negative rating.
Visible cautions
- Geographic eligibility is restricted to a country or region.
- The listing contains work-authorization language that may limit where the employer can hire.
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Still unknown
- There is not enough comparable salary evidence to establish this job’s current pay position.
Pay vs. barriers
Opportunity Efficiency not assessed
The current pay position is not reliable enough to weigh compensation against the stated barriers.
2 explicit Remote Freedom restriction signals are present and are 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.
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?
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 WorkWave
Good current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
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
WorkWave — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Sales (5) · Data & AI (3) · Operations (3)
Visible seniority mix: Senior / lead (8) · Leadership (6)
Current employment-type mix: Full time (16)
Most visible hiring countries in this sample: United States (11) · United Kingdom (5)
Other current roles from this employer
Senior AI Engineer, Agentic Platform
UK
Senior / lead · Region-restricted remoteApplied Data Scientist / Machine Learning Engineer (Decision Intelligence)
USA
Seniority not clearly specified · Region-restricted remoteTechnical Product Manager - AI & Data Analytics
USA
Leadership · Region-restricted remoteSales Enablement Program Manager
USA
Leadership · Region-restricted remoteThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
Current disclosed salary medians by currency
- USD 97,500 median · 11 disclosed salaries
Questions worth asking this employer
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
- What is the expected application and interview timeline if the listing does not state a closing date?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Limited location freedom
Why this score?
- The role is remote but the source identifies a country or regional restriction.
Location restrictions detected
- Geographic eligibility is restricted to a country or region.
- The listing contains work-authorization language that may limit where the employer can hire.
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 job text explicitly indicates sponsorship is unavailable or that work authorization is required without sponsorship.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
These are visible conditions worth checking before treating the headline compensation as the whole story:
- This is remote work with a geographic restriction, not a worldwide-remote vacancy.
Application-path intelligence
What can we see about the application process?
Provider-mediated application path
The current application path comes through a publisher or aggregator. The destination may still lead to an employer-authorized hiring system, but that is not clear enough to assume.
Current destination: jobicy.com · HTTPS
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
We are looking for a product-minded applied data scientist or engineer to turn raw operational data into products that measurably improve how our customers make decisions and run their businesses. Which label you carry matters less to us than whether customers end up better off.
This is not a research-only role, nor a service-oriented internal analytics position—and it is not a role for a model builder alone. We want an owner: someone who frames the problem, learns the domain, builds the data when it doesn't exist, ships the model, and stays with it until customers are acting on it and can measure the reward. The road runs through data engineering; deployment and testing are part of delivery, not a handoff. You understand that great models are not just accurate in notebooks—they are usable, explainable, and measurable inside a real product.
Whether you came to this work through statistics, software, analytics, or data engineering, you have a strong bias toward shipping.
What You'll Do
From Raw Data to Better Decisions
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Own the Outcome: Take an ambiguous customer problem, decide whether ML is even the right answer, build it, and stay with it until customers are acting on it.
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Learn the Domain: Get fluent in the semantics of how our customers operate—what a route, a crew, or a service history actually means. A model that is accurate but wrong about the domain creates nothing.
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Build the Data You Need: When the features don't exist, create them in Snowflake and dbt rather than waiting for someone else to.
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Make the Value Legible: Decide how a prediction reaches the customer so they understand it, trust it, and act on it—then report realised impact back to Product and the business in numbers that hold up.
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Measure Honestly: Define offline and online evaluation for model quality, drift, and reliability, and design the A/B tests or causal analyses that prove a feature improved customer outcomes.
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Ship and Operate: Deployment, testing, versioning, monitoring, and drift detection. Delivery is part of the job, not a handoff.
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Embed with Product: Partner with Product Managers and Software Engineers to put ML inside real product workflows—and say clearly when ML isn't the answer.
Prove It and Make It Felt
Deliver
Who We Are
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The Owner: You measure your work by whether customers made better decisions, not by whether the model shipped.
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Closer to the Data and the Customer: You'd rather spend a week understanding what the data means than a week tuning a model. You know the domain is the hard part.
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A Multi-Disciplinary Operator: You'll chase down the data yourself when it isn't ready, and build the pipeline if that's what delivery requires. You prioritise usability, "Time to Insight," and customer trust as much as you do code efficiency.
We know that great talent comes from many backgrounds. If you have shipped a model you are proud of, we want to hear from you!
HOW WE WORK
We build with coding agents. You set direction and targets, review output critically, and build the harnesses—scaffolding, context, tests, review loops—that make the next model faster to ship. The leverage is in the verification: the backtests, eval scaffolding, and data checks that make generated work safe to trust.
What You'll Bring
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Experience: 5+ years in applied data science, ML engineering, or data engineering that included owning models in production—including at least one model you built and shipped into a real product. B2B SaaS experience is a strong plus.
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Technical Core: Strong Python and applied ML libraries for tabular problems (scikit-learn, XGBoost or LightGBM, statsmodels or Prophet). Solid SQL expertise is required.
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ML & Modeling Depth: Depth in supervised learning, forecasting, ranking, recommendation, or optimisation. You have modelled messy operational data, not benchmark datasets.
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Data & Delivery: You build the data you need and ship what you build—dbt and Snowflake modelling, feature pipelines, deployment, monitoring, and drift detection. We're on AWS.
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Measurement & Narrative: You've quantified the business impact of a model you shipped—adoption, outcome, ROI—and presented it to people who were never going to read your notebook.
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Communication & Collaboration: Excellent communication skills with the ability to explain complex technical trade-offs clearly to product, engineering, and non-technical business stakeholders.
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Working With Agents: You've used coding agents on real modelling or engineering work, you can tell correct output from merely plausible output, and you invest in the scaffolding that makes the next model faster to ship.
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Decision Intelligence: Experience with decision intelligence, forecasting, customer behaviour modelling, workforce/route optimisation, or operational intelligence products.
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Leadership: Prior experience as a senior or lead scientist or engineer responsible for guiding technical direction.
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LLM / Agentic AI: LLM or agentic workflows shipped into a product.
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Location: Remote (UK-based) with flexible working options.
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Right to Work: Applicants must currently have the legal right to work in the UK. We are unable to offer visa sponsorship now or in the future for this position.
Bonus Points For:
LOCATION & RIGHT TO WORK
Compensation
Additional Information
WHAT YOU SHOULD KNOW ABOUT US
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Laid back but focused: We offer a flexible, collaborative work environment and a passion for developing innovative, best-in-class solutions that directly contribute to the success of our customers.
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Impact-driven: We care deeply and deliver services and solutions that make a real difference in the lives of our clients and their businesses.
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Trust & Inclusion: We openly accept others as they are and build strong partnerships based on trust and mutual respect.
RELAX, WE'VE GOT YOU COVERED
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Competitive company pension scheme with employer match.
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Generous holiday allowance / flexible time off plus UK bank holidays.
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Enhanced maternity, paternity, and parental leave policies.
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Ongoing learning resources.
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Comprehensive Employee Assistance Programme (EAP) providing free 24/7 mental health, legal, and financial guidance.
EQUAL OPPORTUNITY
WorkWave is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees in accordance with the Equality Act 2010.
Don't meet every single requirement? Studies show that women and underrepresented groups are less likely to apply for jobs unless they meet every qualification. If you feel you could make a great impact in this role, we encourage you to apply anyway!
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 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.
Source confidence is about traceability and continuity. It is separate from application safety and should not be read as an employer reputation rating.
The vacancy is supplied by an external job publisher. Source information helps show where the listing came from; it is not a guarantee about the employer or vacancy.
Listing source: Jobicy. Destination: jobicy.com. The application opens in a new tab so you can keep this report open.
