People Analytics Lead - Recruiting

About the role

This position centers on end-to-end ownership of recruiting analytics. The individual will be responsible for creating and maintaining dashboards and reporting tools that recruiting leadership uses for critical decisions, covering areas like funnel health, conversion rates, and time-to-fill metrics. The goal is to provide real-time, self-serve, and reliable data for strategic planning.

A key part of the role involves developing headcount and velocity models. This includes translating hiring targets into pipeline math, estimating closure times, and identifying roles that are falling behind schedule. The successful candidate will also connect these models to recruiter capacity and prioritization, enabling leaders to anticipate issues and take timely action.

The role also focuses on improving the overall recruiting system. This means using data to pinpoint inefficiencies in processes, calibration, or prioritization, and then collaborating with the Recruiting and Finance teams to implement solutions. Success in this role requires not just data analysis but also the ability to drive actionable improvements based on those insights.

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

Skills that matter here

• SQL: This role requires strong SQL skills to write complex queries, debug data issues, and build maintainable data models and pipelines.
• data modeling: The candidate must have sound judgment in data modeling to create reliable and trustworthy models and pipelines for recruiting data.
• analytics: The role demands a proven ability to build analytics that are actively used by teams for weekly decision-making, not just one-off reports.
• AI: The role expects the use of AI as a daily tool to accelerate query iteration, quality assurance for metrics, and drafting insight narratives.

Who this role suits

• Someone who can build analytics tools that are consistently used for real-time decision-making.
• An individual who can anticipate leadership questions and proactively provide data-driven answers and recommendations.
• A person comfortable structuring knowledge and workflows within Notion to ensure their work is accessible and reliable for others.
• A strategic thinker who can translate complex hiring stages into clear quantitative models and stress-test assumptions.

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.