Business Data Analyst

Role overview & primary responsibilities • Role supports (VP, Go-to-Market Recruiting) and his leadership team by producing reporting, analysis, and executive summaries on hiring activity across go-to-market functions. Emphasis on not just pulling data but providing insights and recommendations. • Main outputs: weekly executive-level reports (P5 leadership), summaries for hiring leaders, trend analysis (time-to-fill, open requisitions, hires by location), and insights to inform hiring decisions. High-visibility deliverables directed to senior leadership. • Expected mix of work: heavy data analysis (Tableau, Power BI, Excel pivot tables) and operational understanding of recruiting processes; some meetings with recruiting leaders and HRBPs to provide context. • Bonus skill: strong executive presentation and PowerPoint design ability for C-suite audiences Data sources, tools & reporting mechanics • Primary ATS: SmartRecruiters; reporting also pulled from Tableau and Power BI (multiple platforms feed a consolidated Excel template). Candidate pipeline and status information often needs aggregation from 3–4 sources into one template. • Reports: some automated, many currently manually pulled and consolidated. The role should aim to automate recurring reports and standardize timing to avoid point-in-time discrepancies. • Data accuracy: generally approximate with timing issues causing minor discrepancies (plus or minus a few requisitions). The analyst will need to understand operating rhythms and occasionally validate statuses with stakeholders. Experience requirements • Preferred background: combination of data/analytics and HR/talent acquisition experience. Minimum ~5 years of relevant analytics or business-operations experience is suggested; more experience preferred if candidate lacks direct TA background. Familiarity with recruiting/talent analytics is strongly preferred. • Technical skills: strong Excel proficiency, experience with Tableau and Power BI, ability to navigate ATS (SmartRecruiters), and ability to create executive-level presentations. • No recruiting close‑loop responsibilities (no direct recruiting required); familiarity with recruiting processes and the ATS is sufficient. Interview process & timeline • Two video interviews — one with Justin and a final 30-minute interview with Jeff or a senior director on Jeff’s team. Keep interviews short (around 30 minutes each) and schedule quickly to respect candidate availability. • Interview focus: candidate’s experience producing reporting for leaders, examples of translating data into actionable insights and business partnering (not just technical Excel skills). Candidates should be prepared to discuss operaing rhythms for learning data structures and driving insight-driven decisions. No pre-work is expected. • Team is distributed across Pacific, Texas, UK, and other locations. No strict working‑hours requirement; candidates should work their regular local hours and be flexible for periodic syncs with distributed leadership. Location is open. ======================================== Duties: What you get to do in this role: Data & Reporting: Build and maintain dashboards, reports, and trackers to monitor hiring progress, pipeline health, and key metrics. Proactively analyze recruiting data to identify bottlenecks, forecast hiring needs, and provide actionable insights to leadership. Develop and deliver weekly executive reporting for HR Business Partners, business leaders, and Talent Acquisition leadership. Operational Support: Partner with recruiters, HR, Finance, and business leaders to ensure alignment on hiring priorities and timelines. Track and manage updates on requisition status, offer approvals, and candidate movement across multiple systems. Executive Presentations: Create executive-ready presentations summarizing hiring progress, insights, and recommendations for leadership meetings. Ensure data storytelling is clear, concise, and aligned with business priorities. Insights & Continuous Improvement: Develop recommendations to optimize processes and improve reporting capabilities. Support capacity modeling for large-scale hiring initiatives. Communication & Stakeholder Management: Prepare executive-ready summaries, dashboards, and presentations for leadership updates. Act as a liaison between Talent Acquisition and cross-functional teams to ensure smooth execution of hiring plans. Skills: In order to qualify for and be successful in this role, you should have: Business operations, recruiting analytics, or talent acquisition support roles. Proven ability to manage data and reporting in fast-paced, high-volume environments. Strong analytical and problem-solving skills; proficiency in Excel, data visualization tools (Power BI/Tableau), and ATS reporting. Excellent communication skills with the ability to present complex data in a clear, concise manner. Highly organized, detail-oriented, and agile in adapting to changing priorities. Familiarity with recruiting systems. Experience supporting large-scale hiring programs in tech or enterprise environments.