Job intelligence
Systemutvecklare IT med inriktning mot Arbetsflöden
Trafikverket
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
The strongest upside: the application route looks comparatively direct. The main trade-off: the pay picture is incomplete.
A financial comparison will need the approved compensation range.
The work arrangement can be assessed, although it is not among the most flexible patterns detected.
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
- Advertised location
- 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?
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
- 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.
Questions worth asking before you invest more time
- Ask for the approved compensation range before comparing this opportunity financially.
- Confirm which countries employees may work from and whether payroll-country, timezone or office-attendance restrictions apply.
- 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.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing does not state usable structured compensation, and the current role sample is still too small for a reliable disclosure-rate comparison.
Compensation counts only when amount, ISO currency and supported pay period are all known.
At least ten current comparable roles are required before HPJ publishes a disclosure percentage.
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: 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?
Skill bridge
What does this role connect to?
The available listing text does not contain enough recognized skill language for a useful skill bridge yet.
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.
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.
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
Systemutvecklare IT med inriktning mot Arbetsflöden at Trafikverket becomes easier to judge once the location rules are clear enough to judge, the application route gives a few useful clues, and source continuity adds useful context are viewed together. Here is the current read from the information available.
The location rules are clear enough to judge
Location flexibility can be assessed here: Remote with some uncertainty or restrictions, with a Remote Freedom reading of 68/100.
The application route gives a few useful clues
More direct application path. The external application may contain additional steps that are not visible from the listing itself.
Source continuity adds useful context
The opportunity currently has 1 renewable source path across 1 source classes. Multiple independent paths can strengthen continuity, but they are not a substitute for checking the application destination.
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?
This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
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 5 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
No specific caution is supported by the currently available evidence. This does not prove that none exists.
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.
- 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?
This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
Why this analysis?
- This title does not yet fit a reliable comparison family, so a pay percentile is not shown.
- 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 Trafikverket
Limited current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
Trafikverket — 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: Finance Accounting (1)
Visible seniority mix: Senior / lead (1)
Current employment-type mix: Full time (16)
Most visible hiring countries in this sample: Sweden (16)
Other current roles from this employer
Senior controller i Verksgemensam styrning
Ort enligt annonsen, Stockholms län, Sverige
Senior / lead · Remote — restrictions unclearSystemtekniker inom analys och BI-plattformar
Ort enligt annonsen, Dalarnas län, Sverige
Seniority not clearly specified · Remote — restrictions unclearRegional Direktör, Planering Norra regionen
Ort enligt annonsen, Norrbottens län, Sverige
Seniority not clearly specified · On-site / hybridServiceinriktad handläggare till Trafikverkets kundservice
Ort enligt annonsen, Dalarnas län, Sverige
Seniority not clearly specified · On-site / hybridThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
There are not yet five current disclosed salaries in one currency, so an employer pay median would be too thin to be useful.
Questions worth asking this employer
- What compensation range applies to this role, and which parts of total compensation are fixed versus variable?
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Remote with some uncertainty or restrictions
Why this score?
- The role is remote, but the exact applicant-location restrictions are not clear.
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: trv.heroma.se · HTTPS
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Basic application-safety context available
The current application destination has a basic transport-safety signal such as HTTPS. This does not verify the employer, vacancy, recruiter or application process.
Evidence checked: Source provenance · Application destination · Listing wording
Observable transport-safety signals
- The available application destination uses HTTPS.
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
Vill du vara med och utveckla smarta digitala lösningar som förenklar och effektiviserar myndighetens verksamhet? Vi söker en systemutvecklare med fokus på automationsutveckling till vårt team.
I rollen får du arbeta med att utveckla och vidareutveckla automationer som stödjer verksamhetens processer. Du blir samtidigt en viktig del i att bygga upp våra interna förmågor och tjänster kring automationsplattformen, exempelvis självbetjäning och gemensamma tekniska komponenter som gör det enklare för verksamheten att använda automation som tjänst.
ArbetsuppgifterDu blir en del av sektionen Automatisering och Digitalisering i en sektion med 16 engagerade medarbetare som arbetar tillsammans på olika orter mellan Göteborg och Gävle. Vi ansvarar för utveckling och förvaltning av digitala lösningar som stödjer Trafikverkets verksamhet och arbetar nära produktägare, verksamhetsspecialister och andra utvecklingsteam. Vi tillhör tåget Data- och Analyståget och uppdragen ingår i tåget.
Vi arbetar enligt agila principer och tillämpar bland annat samarbete, kunskapsdelning och kontinuerlig förbättring är en naturlig del av vårt arbetssätt. Rollen kombinerar systemutveckling, automation och teknisk utveckling av vår automationsplattform. Det innebär att du både får bygga konkreta automationer och vara med och utveckla de gemensamma tjänster och förmågor som gör att organisationen kan använda automation på ett effektivt och hållbart sätt.
Du får möjlighet att arbeta med tekniker inom RPA, integration, AI, intelligent dokumenthantering och agentbaserad automation i en miljö där säkerhet, kvalitet och långsiktig förvaltning är centrala delar.
Som systemutvecklare kommer du bland annat att:
- utveckla, testa och vidareutveckla automationer, främst med UiPath Automation Suite
- omsätta verksamhetens behov och processer till robusta och förvaltningsbara automationslösningar
- arbeta med integrationer mot olika system, API:er och datakällor
- bidra till utveckling av gemensamma komponenter, ramverk och tekniska lösningar för automation
- vara med och utveckla interna tjänster och självbetjäningslösningar kopplade till automationsplattformen
- bidra till plattformens tekniska utveckling och etablering av nya förmågor
- arbeta tillsammans med produktägare, processägare, arkitekter och andra tekniska kompetenser
- bidra till test, dokumentation, livscykelhantering och förvaltning av utvecklade lösningar
- Incidenthantering av utvecklade automationer
Jag som chef tror på att ge människor förtroende, ansvar och utrymme att använda sin kompetens, ta egna initiativ och hitta egna lösningar. För mig handlar ledarskap om att skapa rätt förutsättningar för att du ska lyckas, utan att detaljstyra. Jag vill finnas där som stöd och bollplank när du behöver mig, samtidigt som du får möjlighet att utveckla din självständighet. Jag vill uppmuntra dig att våga prova nya idéer, anta utmaningar och fortsätta utvecklas. Vi ska kunna lära av både framgångar och misstag.
Vad kan vi erbjuda dig
Hos Trafikverket får du möjlighet att arbeta i en samhällsviktig verksamhet där digitalisering och automation bidrar till att utveckla framtidens infrastruktur. Du blir en del av ett engagerat team med hög kompetens och får arbeta med modern systemutveckling, komplexa integrationer och kontinuerlig förbättring i en agil miljö.
KvalifikationerVem är du?
Vi söker dig som är analytisk och lösningsorienterad, med ett intresse för att förstå både tekniken och verksamhetens behov. Du är nyfiken på hur automation och digitalisering kan bidra till smarta och effektiva lösningar. Med ett strukturerat arbetssätt och fokus på kvalitet tar du ansvar för ditt arbete och driver det självständigt framåt. Du trivs i ett tvärfunktionellt team där samarbete och kunskapsutbyte är en naturlig del av arbetet. Genom din goda kommunikativa förmåga kan du omsätta verksamhetens behov till fungerande tekniska lösningar. Samtidigt vill du utvecklas inom nya teknikområden och bidra till teamets gemensamma mål.
Vi söker dig som har
- relevant högskole- eller universitetsutbildning om minst 180hp (120 p) med inriktning systemvetenskap alternativt annan utbildning i kombination med relevant erfarenhet i närtid som bedöms likvärdig
- mångårig och aktuell erfarenhet av systemutveckling i Uipath
- erfarenhet av automatisering av verksamhetsprocesser
- erfarenhet av API:er och databaser
- goda kunskaper i svenska och engelska i tal och skrift
Det är meriterande om du har erfarenhet av
- UiPath Automation Suite
- AI-stödd systemutveckling och programmering av AI-agenter
- Machine Learning och MLOps
- Intelligent Document Processing och Document Understanding
Valbara placeringsorter för denna tjänst är Göteborg, Örebro, Borlänge eller Gävle.
I denna rekrytering kan webbaserade tester och/eller arbetsprov förekomma som en del i urvalet. Inledande intervjuer sker digitalt via Skype och är planerade att genomföras under vecka 50.
Vill du ha en flexibel vardag? I den här rollen har du möjlighet att jobba på distans upp till två dagar i veckan. #LI-Hybrid
För att undvika att du missar viktig information om din ansökan behöver du se till att hålla dig uppdaterad via Min karriärsida! Vi använder främst mail (från mejladress: noreply@heroma.se) för att göra utskick och kallelser. Kolla din inkorg och även skräppost/SPAM regelbundet under denna tid för att vara säker på att du får all information från oss! Du kan med fördel även lägga till den mejladressen i dina mejlkontakter.
AnsökanDe frågor som du får besvara när du skickar in din ansökan kommer att ligga till grund för det första urvalet vi gör. Om det inte står något annat i annonsen vill vi att du bifogar ditt CV. Vi har slutat begära in personligt brev eftersom vi inte har med det som del av urvalsunderlaget. Om du har skyddade personuppgifter ska du kontakta ansvarig chef för rekryteringen så att din ansökan blir hanterad enligt särskilda rutiner. Du hittar namn och kontaktuppgifter till chefen i annonsen.
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 current source window
This records when High Paid Job last observed the vacancy in source evidence. It confirms source presence, not that the employer edited the vacancy at that time.
- 1 enabled source recently observed this vacancy.
- 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: trv.heroma.se. The application opens in a new tab so you can keep this report open.
