People Analytics Lead - Recruiting

About the role

This role centers on owning the end-to-end recruiting analytics function. You will be responsible for creating and maintaining the dashboards and reporting infrastructure that recruiting leadership uses for critical decisions. This includes tracking funnel health, conversion rates, time-to-fill, offer acceptance, and interviewer effectiveness, ensuring these resources are real-time, self-serve, and reliable.

A key part of the position involves building headcount and velocity models. You will translate hiring targets into pipeline mathematics, identifying the volume needed at each stage, estimated closing times, and roles that are falling behind schedule. This work directly supports leadership in identifying potential issues early and guiding their prioritization efforts.

Success in this role means transforming talent data into a decision-grade asset. You will define core recruiting metrics, document them thoroughly, and work towards establishing a single, trusted source of truth for the team. Additionally, you will present clear analysis and recommendations during pipeline reviews and quarterly business reviews, focusing on identifying bottlenecks and suggesting next steps.

The estimated base salary for this role ranges from $210,000 to $260,000 per year, specifically for positions based in San Francisco or New York City.

Skills that matter here

• SQL: You will write complex queries and debug data issues to build maintainable models and pipelines.
• data modeling: You will apply strong judgment to create and maintain reliable data structures that others can trust.
• analytics: You will build and maintain dashboards and reporting infrastructure for recruiting leadership, covering metrics like funnel health and conversion rates.
• AI: You will leverage AI to accelerate query iteration, quality assurance for metrics, and drafting insight narratives.

Who this role suits

• A person who can translate complex data into clear, actionable insights for leadership.
• Someone who thrives on building and maintaining robust data infrastructure that others rely on daily.
• An individual with a proactive mindset, anticipating questions and preparing analysis before it's requested.
• A professional who uses AI as a daily tool to enhance productivity while ensuring data integrity.

From the employer

What You'll Achieve:

• Own recruiting analytics end-to-end: Build and maintain the dashboards and reporting infrastructure Recruiting leadership relies on (funnel health, conversion rates by stage, time-to-fill, offer acceptance, pipeline aging, interview/interviewer effectiveness, and recruiter capacity) — real-time, self-serve, and trusted.

• Build headcount + velocity models: Translate hiring targets into pipeline math (volume needed by stage, ETA to close, roles trending behind plan) and tie it to recruiter capacity and prioritization — so leaders see issues early and know what to do about them.

• Make talent data decision-grade: Define core recruiting metrics and their definitions, document them, and build toward a single source of truth the team can align on.

• Bring signal to pipeline leadership reviews: Show up to pipeline reviews and QBRs with crisp analysis and a recommendation (where the bottleneck is, what changed, what to test next), not just a slide deck.

• Improve the recruiting system: Use data to spot where process, calibration, or prioritization is creating drag — and partner with Recruiting and Finance to fix it.

• Use AI as leverage in your first 90 days: Use AI to accelerate query iteration, metric QA, and insight narratives (e.g., draft + test SQL approaches, anomaly checks, and concise readouts) while keeping the underlying logic and definitions clean and auditable.

Skills You'll Need to Bring:

• Proven ability to build analytics that gets used: You’ve shipped dashboards/models that teams rely on to run real weekly decisions — not one-off reports.

• Strong SQL + data modeling judgment: You can write complex queries, debug data issues, and build maintainable models/pipelines that other people can trust.

• Quantitative modeling for recruiting problems: You can translate hiring stages into clear funnel math and capacity views, and you know how to stress-test assumptions.

• Strategic partner instincts: You anticipate the questions leaders will ask, show up with the analysis, and can say what the data implies for decisions.

• AI-fluent, with good taste: You use AI as a daily multiplier (analysis, QA, drafting narratives) and know when to rely on it vs. when to go to first principles.

• Build in Notion: You’re comfortable structuring knowledge and workflows in Notion (databases, views, documentation) so your work is easy for others to find, trust, and build on.

What the Company Offers:

• Highly competitive cash compensation, equity, and benefits.
• Estimated base salary range for this role is $210,000 - $260,000 per year for roles based in San Francisco or New York City.