People Analytics Lead - Recruiting

About the role

In this role, you will own the end-to-end recruiting analytics process, creating dashboards and reporting infrastructures that the recruiting leadership relies on for decision-making. Your work will involve building models that translate hiring targets into actionable pipeline metrics, allowing leaders to identify issues early.

You will also ensure that talent data is reliable and decision-grade, defining core recruiting metrics and creating a single source of truth. Collaboration with recruiting and finance teams will be crucial to improve processes and remove bottlenecks, making your analytical insights directly impactful.

The salary range for this position is between $210,000 and $260,000 per year, depending on location.

Skills that matter here

• SQL: This role requires strong SQL skills to write complex queries and debug data issues.
• data modeling: You will build maintainable models and pipelines that support recruiting analytics.
• analytics: Your analytical capabilities will be essential for translating hiring stages into clear metrics.
• AI: You will leverage AI to enhance data analysis and streamline workflows.

Who this role suits

• You have a background in analytics and a proven track record of creating useful dashboards.
• You are proactive, anticipating the needs of leadership and providing data-driven insights.
• You are comfortable using AI tools and know when to apply them effectively.
• You value collaboration and can work well with various teams to improve processes.

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.