About the role

Talent Acquisition (TA) operates in an environment where hiring targets, headcount plans, and role priorities shift on a weekly — sometimes daily — basis. This role exists to make sure the TA function, its executive partners, and its front-line hiring managers always have accurate, current, and decision-ready data at their fingertips. The analyst will own the reporting layer that translates a complex workforce plan into daily hiring signal, and will be the go-to person for turning ambiguous business questions into clear numbers.

This is a support role by design. Success looks like TA leaders and hiring managers walking into every meeting knowing the numbers and their meaning.

What you'll do

• Own the TA Looker footprint. Maintain, audit, and continuously improve the existing suite of Looker dashboards covering pipeline, funnel conversion, time-to-fill, source performance, recruiter productivity, and workforce plan attainment.

• Build new dashboards on demand. As the workforce plan and org priorities shift, stand up new views quickly — often within days — that answer the specific question leadership is asking that week.

• Keep the data current. Refresh, validate, and reconcile data on a frequent cadence. When numbers move, know why before anyone else asks.

• Translate the workforce plan into hiring signal. Partner with workforce planning to convert a complex, multi-layered headcount model into daily targets, gap reports, and forward-looking projections that recruiters and managers can act on.

• Deliver insights, not just data. Move beyond "here's the number" to "here's what it means and what I'd watch next." Surface trends, anomalies, and risks proactively.

• Speak to numbers with clarity and confidence. Present findings to executives and defend the methodology; also break the same numbers down for a front-line manager who needs to know what to do tomorrow morning.

• Be the trusted analytical partner to TA leadership, recruiters, and hiring managers — responsive, service-oriented, and calm under a shifting set of asks.

What you'll bring

• 3–6 years in a data analyst or BI analyst role, with meaningful time supporting Talent Acquisition, HR, Workforce Planning, or a high-velocity operations function.

• Expert-level Looker. Comfortable in LookML, building Explores, tuning models, and managing a shared dashboard footprint — not just consuming Looker but shaping it.

• Strong SQL. Able to write, read, and debug complex queries against a modern data warehouse without hand-holding.

• Lived experience with high-volume hiring. You've worked somewhere that hires hundreds or thousands of people a year and you understand what breaks at that scale.

• Comfort with complexity and change. You've supported a business model where the plan shifts weekly and you didn't lose your bearings. You know how to prioritize when everything is urgent.

• Executive presence with numbers. You can walk a CEO or COO through a dashboard and hold your ground when the numbers get challenged, without getting defensive or vague.

• Service orientation. You understand this is a support function. You take pride in making your partners look prepared and informed. You don't need to be the face of the decision to feel ownership of it.

• Clear written and verbal communication. You can write a two-sentence Slack answer for a recruiter and a one-page narrative for the exec team — and know when each is called for.

Nice to have

• Experience with Greenhouse (or comparable enterprise ATS) as a data source.

• Exposure to workforce planning tooling (Visier, Anaplan, Pigment, or homegrown).

• Familiarity with dbt, Redshift, or similar modern data stack tooling.

• Prior experience in a mission-driven or education organization, or another environment where hiring is tied directly to service delivery (schools open, shifts staffed, patients seen).