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Job intelligence

Project Support Specialist II (LATAM)

Precision Medicine Group

Location: LATAM Work arrangement: Region-restricted remote Employment: Full Time Posted: November 4, 2026 Freshness: Posted today Source check: Observed today
Disclosure3 of 5 core facts statedReview uncertainties
Last source observationObserved todayObservation is not employer confirmation.
Application destinationjobicy.comReview the application route and source evidence in the full report below.

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.

Compensation positionPay not disclosed
Work flexibilityRegion-restricted remoteBased only on stated location/work-arrangement evidence.
Decision evidence3 of 5 core facts knownThis listing states about the same number of core decision facts as the median role in the current sample.
Mobility evidenceSponsorship not establishedUnknown evidence is not treated as unavailable.
Current alternatives908 current same-family rolesCurrent HPJ inventory, not the whole labor market.
Negotiation readinessNegotiation evidence available: current same-currency market context.Use the private Offer & Negotiation Lab below if an offer arrives.
Watch closely: Comparable advertised compensation is incomplete

Fast read

Opportunity DNA

What stands out most is that a non-degree route is clearly stated. The biggest counterweight is that the pay picture is incomplete.

May appeal in aAlternative credential path
PayNot disclosed

A financial comparison will need the approved compensation range.

FlexibilityLocation limits visible

Geographic eligibility is restricted to a country or region.

Entry pathMixed requirements

Some access and qualification signals are clear, but the overall entry path is neither unusually open nor unusually restrictive.

MobilityConstraint visible

Work authorization, sponsorship or relocation wording may materially limit who can take the role.

ApplicationSome process detail

Part of the application route can be assessed, but the full external process may contain additional steps.

TraceabilityCurrent source traceable

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

  • A non-degree route is clearly stated: Equivalent experience accepted

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.

Questions worth asking before you invest more time

  • Ask for the approved compensation range before comparing this opportunity financially.
  • 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.

US- Escalation Manager (Customer Support)

PointClickCare · USA

BRL from 30,000 / year Region-restricted remote 4/5 core facts

Why it is nearby: Same seniority band · Similar work arrangement · Same employment type

Lead Customer Success Manager - West

Tines · USA

Salary not disclosed Region-restricted remote 3/5 core facts

Why it is nearby: Same seniority band · Similar work arrangement · Same employment type

Customer Success Engineer, Australia

ExtraHop · Australia

Salary not disclosed Region-restricted remote 3/5 core facts

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 Customer success & support roles family. It describes visible choice and disclosure, not future demand or career quality.

Current visible roles908

200 most recent current roles sampled for the disclosure measures below.

Employers represented154

Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.

Decision-ready disclosure35%

Current sampled roles stating at least four of the five Core Decision Facts.

Compensation stated35%

Requires a numeric amount, explicit ISO currency and supported pay period.

Work arrangement stated81%

Listings with explicit enough remote, hybrid or on-site evidence to classify.

Stated closing time36%

Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.

Disclosure comparison: This listing states about the same number of core decision facts as the median role in the current sample. This listing: 3/5 · sample median: 3.0/5.

Currencies with explicit pay evidence in the sample: USD (50) · GBP (6) · EUR (5) · CAD (3). 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.

Require explicit sponsorship or relocation support 0 / 200 0%

Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.

Require worldwide remote evidence 23 / 200 12%

A much stricter subset: only listings with explicit worldwide-remote evidence remain.

Require at least four Core Decision Facts 70 / 200 35%

Shows the subset with enough stated evidence for a more informed first comparison.

Require usable compensation disclosure 70 / 200 35%

Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.

Require a remote-listed arrangement 92 / 200 46%

Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.

Stay around the same seniority band 164 / 200 82%

Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.

Keep the same employment type 139 / 144 97%

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 908 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 35% of the bounded current role sample does.

This listingUsable pay not stated

Compensation counts only when amount, ISO currency and supported pay period are all known.

Current same-role sample35%

Pay disclosure is limited in the current role sample.

Current employer pattern38%

This employer’s current pay-disclosure rate is broadly similar to 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.

Advertised annualized payNot usable / not disclosedListing evidence only.
Current comparable medianUSD 90,00049 current sampled roles
Current upper quartileUSD 107,596Current HPJ inventory context, not a salary recommendation.

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.

Base payVerify

The approved base-pay range is not established in the listing.

Bonus / commissionVerify

Variable compensation is mentioned; verify amount, formula, target and eligibility.

Equity / long-term incentivesVerify

Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.

Retirement / pensionVerify

Retirement or pension benefits are mentioned; verify employer contribution and vesting.

Health benefitsVerify

Health-benefit language is mentioned; verify coverage, dependants and employee cost.

Paid leaveVerify

Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.

Work arrangementKnown

A work-arrangement signal is available; verify schedule details before relying on it.

RelocationVerify

Relocation support not established

Visa / work authorizationVerify

Sponsorship not established

Review timingVerify

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.

HPJ comparison familyCustomer success & support roles
Adjacent families worth exploringSales roles · Operations & program roles

European occupation references

This service uses the ESCO classification of the European Commission.

U.S. occupation references

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

customer service representative

Usually essential in this ESCO occupation
  • customer servicePhrase in listing
  • ensure client orientation
  • knowledge base
  • have computer literacy
  • manage schedule of tasks
  • apply conflict management
  • create solutions to problems
Context-dependent ESCO skills
  • data mining methods
  • carry out active selling
  • relationship marketing
  • speak different languages
  • facilitate official agreement

O*NET · U.S. occupation

Customer Service Representatives

O*NET occupation skills
  • Active Listening
  • Service Orientation
  • Speaking
  • Reading Comprehension
  • Critical ThinkingPhrase in listing
  • Complex Problem Solving
  • Time Management
  • Monitoring
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.

customer serviceESCO · Essential · Exact phrase in listing
ensure client orientationESCO · Essential · Listing mention unknown
knowledge baseESCO · Essential · Listing mention unknown
have computer literacyESCO · Essential · Listing mention unknown
manage schedule of tasksESCO · Essential · Listing mention unknown
apply conflict managementESCO · Essential · Listing mention unknown
create solutions to problemsESCO · Essential · Listing mention unknown
data mining methodsESCO · Optional · Listing mention unknown
carry out active sellingESCO · Optional · Listing mention unknown
relationship marketingESCO · Optional · Listing mention unknown
speak different languagesESCO · Optional · Listing mention unknown
facilitate official agreementESCO · Optional · Listing mention unknown
Active ListeningO*NET · Skills · Listing mention unknown
Service OrientationO*NET · Skills · Listing mention unknown
SpeakingO*NET · Skills · Listing mention unknown
Reading ComprehensionO*NET · Skills · Listing mention unknown
Critical ThinkingO*NET · Skills · Exact phrase in listing
Complex Problem SolvingO*NET · Skills · Listing mention unknown
Time ManagementO*NET · Skills · Listing mention unknown
MonitoringO*NET · Skills · Listing mention unknown

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

Operations & program roles

Lead - Supply Chain

Lux Decor Collection · Remote — Worldwide

same seniority band · same employment type · similar work-arrangement evidence

Adjacent-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

Mid-career

Customer Support Associate

Sourcefit · Remote — Worldwide

Similar work arrangement · Same employment type · Recently posted

Stretch direction

These 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?

Excel is one of the signals this listing shares with skills appearing often across current Customer success & support roles opportunities.

Skills named in this listing

ExcelGoogle Cloud

Shared with the current career sample

  • Excel Seen in 9 sampled listings
  • Google Cloud Seen in 7 sampled listings

Application edge

  • If these skills match your background, prepare one concrete example that shows how you used Excel and Google Cloud rather than relying on a keyword-only claim.
  • The listing states about 2 years of required experience. Check that the dates and scope in your application make that experience easy to verify.
  • Equivalent experience is explicitly accepted. If that is your route, make the relevant experience easy to connect to the stated qualification.

If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Sales roles and Operations & program 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; 79 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.

Explicit requirement

At least about 2 years of experience required

The available wording contains an explicit minimum/required years-of-experience signal. Preferred years are tracked separately and never promoted into the required minimum.

Education evidence

Equivalent experience accepted

The listing explicitly indicates that equivalent professional experience can substitute for the stated degree path. Prepare concrete evidence showing that equivalency.

Listing mention

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.

Listing mention

Google Cloud

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.

Eligibility evidence

Work authorization condition stated

The listing explicitly states a work-authorization condition. Verify that condition against your own status before relying on the opportunity.

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?
  • 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

Rich decision context

A closer look at Project Support Specialist II (LATAM) at Precision Medicine Group points most strongly to work-location flexibility has usable detail, qualifications reveal more than the job title alone, and sponsorship and relocation signals are visible. Those signals shape the practical upside and the questions still worth asking.

Work-location flexibility has usable detail

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..

Qualifications reveal more than the job title alone

Equivalent experience accepted · At least about 2 years of experience required · 1 additional stated barrier · 1 stated access pathway. Only requirements actually stated in the listing are counted; anything left unsaid remains unresolved.

Sponsorship and relocation signals are visible

work-authorization wording is present. 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.

The listing can be traced to a current source

1 recent enabled source can currently renew this vacancy across 1 source classes. That improves traceability, although it does not verify the employer itself.

How this analysis is assembled

This read combines the structured details currently available for pay, flexibility, qualifications, mobility, application effort and source continuity. Missing facts are left open for you to verify.

Analysis evidence coverage

How much analysis can the current evidence support?

50%Partial analysis evidence coverage
50%
Current-sample pay positionInsufficient comparable salary sample

Comparable salary data is not available for this job yet.

Remote Freedom evidence52 / 100

Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.

Salary evidence qualityNo usable disclosed salary evidence

Missing compensation is not treated as negative evidence; this dimension simply remains unavailable.

Listing freshnessPosted today

The source posting date is today.

Source provenance evidenceEstablished source evidence

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

  • Alternative to a degree is stated

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.
  • At least about 2 years of experience required

Still unknown

  • There is not enough comparable salary evidence to establish this job’s current pay position.
  • Visa sponsorship is not established by the available listing data.

Qualifications & access

What qualifications are explicitly stated?

Some explicit entry barriers stated

EducationEquivalent experience accepted
Required experience evidenceAt least about 2 years of experience required
Explicit required barriers1
Explicit access signals1

Explicit accessibility signals

  • Alternative to a degree is stated: The listing explicitly accepts equivalent professional experience as an alternative to the stated degree path.

Explicit requirements worth checking

  • At least about 2 years of experience required: The available wording contains an explicit minimum/required years-of-experience signal. Preferred years are tracked separately and never promoted into the required minimum.

Qualification signals come from explicit listing wording. Anything not mentioned remains unknown, so silence is never treated as proof that a degree, experience, licence or other requirement is unnecessary.

Pay vs. barriers

Opportunity Efficiency not assessed

The current pay position is not reliable enough to weigh compensation against the stated barriers.

Explicit access pathway evidence

1 explicit access signal is present, such as stated degree flexibility or early-career access wording.

Explicit stated barriers

1 explicit required barrier is visible in the available wording.

Required experience evidence

The listing states at least about 2 years of required experience.

Location-freedom constraints

2 explicit Remote Freedom restriction signals are present and are shown separately from qualification requirements.

Evidence gaps that could change this interpretation
  • Current comparable pay position is unavailable.

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.

Alternative to a degree is stated

The listing explicitly accepts equivalent professional experience as an alternative to the stated degree path.

Still check: At least about 2 years of experience required · The current application path is provider-mediated rather than directly classified as an employer-authorized or official route.

Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.

Compensation intelligence

How competitive is this pay?

No High Pay Score yet

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 Precision Medicine Group

Mixed current pay transparency

This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.

49/100
49%
Salary disclosure38% · 18 of 48 sampled listings
Range qualityMostly focused or specific pay information
Bonus wording18 current listings
Equity wording0 current listings
Benefits wording23 current listings
Evidence strengthStronger

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

Precision Medicine Group — current opportunity snapshot

Current opportunities visible48
Salary disclosure38%
Remote-policy evidence coverage100% · 48 of 48 sampled listings
Remote share of known arrangements100%
Worldwide-remote share6%
Known hiring countries16
Sponsorship evidence coverage0% · 0 of 48 sampled listings
Explicit sponsorship outcomes0 confirmed · 0 possible · 0 unavailable
Pattern sample48 of 48 · 100% coverage
Current role-family breadth8
Stated closing-date coverage6%
Relocation evidence coverage0% · 0 explicitly offered
Posted within 7 days23% of listings with a known posting date

Employer Evidence Profile

How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.

Compensation38% of sampled current listings

Current sampled listings with advertised compensation evidence.

Work arrangement100% of sampled current listings

Current sampled listings whose work arrangement is clearer than unknown.

Location92% of sampled current listings

Current sampled listings with a supported country signal.

Application timing6% of sampled current listings

Current sampled listings with an explicit closing time.

Posting date100% of sampled current listings

Current sampled listings with a usable posting date.

Sponsorship0% of sampled current listings

Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.

Relocation0% of sampled current listings

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: Healthcare (15) · Sales (4) · Executive (4)

Visible seniority mix: Mid-career (2) · Senior / lead (30) · Leadership (13)

Current employment-type mix: Full time (47)

Most visible hiring countries in this sample: United States (16) · Mexico (4) · Slovakia (4) · United Kingdom (4)

Other current roles from this employer

These are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.

Current disclosed salary medians by currency

  • USD 117,250 median · 18 disclosed salaries

Questions worth asking this employer

  • What compensation range applies to this role, and which parts of total compensation are fixed versus variable?
  • If work authorization matters to you, what sponsorship policy applies to this specific role and location?
  • If a move is required, is relocation assistance available for this position?
  • What is the expected application and interview timeline if the listing does not state a closing date?

These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.

This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.

This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.

Work-location intelligence

Remote Freedom

52/100

Limited location freedom

52%

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.

Visa sponsorshipSponsorship not established

The available listing details do not contain a clear enough sponsorship statement.

RelocationRelocation support not established

The available listing details do not contain a clear enough relocation statement.

Work authorization wording detected: The listing appears to state a work-authorization requirement. Verify the exact jurisdiction and whether sponsorship changes that requirement on the original listing.

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’re expanding across Mexico, Brazil, Argentina, Colombia, Chile, and Peru, and we’re looking for a Project Support Specialist to join our growing team!

The Project Support Specialist II (PSS II) serves as a member of the project team providing cross-functional support with the goal of making a positive impact on the studies to which they are assigned. The PSS II is a solid team member who can execute, with some oversight, all core responsibilities consistently across several studies using independent judgment and critical thinking. The PSS II effectively collaborates with their cross-functional team members and will take on new or expanded responsibilities when appropriate and with proper training. The PSS II prioritizes their work and collaborates with the project team to ensure a consistent understanding of the timing for completion of work products.

Essential functions of the job include but are not limited to:

  • Manages the meeting lifecycle including scheduling internal and external meetings, preparing, and circulating agendas, taking meeting minutes, circulating, and updating meeting minutes based on team member input, and filing meeting agendas and minutes in the Trial Master File.
  • Assists with creation and maintenance of the project timeline in MS Project or similar system. Collects updates from team members, captures and documents these updates, and ensures updates are communicated to the cross-functional study team.
  • Performs an array of activities and tasks in clinical systems applicable to their role and project scope..
  • Manages study-specific training lifecycle by collecting, tracking, and loading training materials, assigning team members to appropriate training, and documenting completion of study-specific training in appropriate systems. Manages the maintenance of training records and files records in the Trial Master File.
  • Identifies gaps in training by reviewing team member training compliance on a defined periodic basis and engages appropriate team members to ensure training completeness. Escalates to the Project Manager as needed.
  • Establishes a study-level Share Point site or similar shared working space and ensures appropriate access to study team, sponsors, and others as appropriate.
  • Creates project-specific email boxes and maintains appropriate access to study team members.
  • Manages user access to study systems by submitting user requests to the Helpdesk or similar, by reviewing team member access on a defined periodic basis, and documenting access reviews. Ensure rapid removal of system access for team members no longer affiliated with the study.
  • Orders study supplies and addresses queries on study supplies.
  • Prepares study binder materials and works with vendor to ensure proper binder creation and shipping to study sites. Works with vendor to obtain project-related cost estimates. Ensures vendor quotes align with invoices for completed binders and consults directly with Project Manager to approve vendor payments.
  • Maintains various study trackers as needed and directed by the Project Manager, Clinical Trial Manager, or other project leader.
  • Manages the addition and removal of project team members in the finance system, including assignment of team members to specific tasks for time tracking.
  • Reviews and approves weekly time reporting by team members. Identifies and escalates time reporting concerns to the Project Manager.
  • With oversight by the Safety Lead, supports the distribution and tracking of IND Safety Reports/SUSARS/CIOMS according to the procedures defined by the study team in the project plan, as applicable.
  • Manages the translation of site level documents, as applicable, per local and regional standards through document collection, tracking, vendor collaboration, engagement of stakeholders to evaluate translation completeness and vendor payments.
  • Supports the management of project-specific vendors by assisting with development of the Vendor Management Plan, providing vendors with project trainings and access to systems, tracking vendor issues and overseeing vendor invoicing and payments.
  • Manages the preparation, distribution, and the reconciliation of study material during applicable phases of the study (Operations Manual, ISF, patient cards, etc.) as applicable.
  • Supports the Project Manager with the production of various study plans, reports and updates (e.g., PM plan, country/site initiation, activation, recruitment) including preparing initial drafts, managing the collection of team member input, and finalizing content.
  • Collects data and maintains monthly Key Performance Indicators (KPIs) and project health data. Circulates data to the Project Manager and internal team members as appropriate.
  • Collects functional team input for the quarterly inspection readiness review.
  • May support team leaders with the production of various study reports and updates (e.g., country/site initiation, activation, recruitment).
  • Supports the Project Manager in the creation and maintenance of the Sponsor-facing study story board.
  • Supports the Project Manager in tracking out of scope work. Prepares, with guidance, materials required for the submission of change orders.
  • Performs other duties as assigned by the Project Manager.

Qualifications:

Minimum Required:

  • 4-year college degree or international equivalent; or equivalent experience ideally in a business, scientific or healthcare discipline
  • Minimum 2 years relevant experience or demonstrated competencies in the key requirements of the role.

Other Required:

  • Fluency in the Microsoft Office package of programs (Outlook, Word, Excel, and PowerPoint).
  • Customer service demeanor; demonstrate flexibility, teamwork, and a keen attention to detail.
  • Ability to communicate both verbally and in writing at the English proficiently (Professional level).

Competencies:

  • Working knowledge of ICH-GCP, Precision SOPs, and regulatory guidance.
  • Demonstrates solid interpersonal skills.
  • Exhibits strong self-motivation, is detail-oriented and able to work and plan independently as well as in a team environment.
  • Strong written and verbal communication skills

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Precision Medicine Group is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, age, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status or other characteristics protected by law.

If you are an individual with a disability and require a reasonable accommodation to complete any part of the application process or are limited in the ability or unable to access or use this online application process and need an alternative method for applying, you may contact Precision Medicine Group at myHR@precisionmedicinegrp.com.

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Candidates must be legally authorized to work in the country of employment without employer sponsorship.

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