Lead Talent Acquisition Analyst

Responsibilities:

Data Architecture & Strategy

• Design and own the TA data architecture ecosystem, ensuring seamless integration between our ATS, HRIS, and Clinical Recruiting analytics.

• Build, maintain, and scale robust data pipelines and automated dashboards that serve as the "single source of truth" for TA metrics globally.

• Establish governance standards for data cleanliness, compliance (GDPR, EEOC, etc), and TA reporting methodologies across the organization.


Capacity & Predictive Modeling

• Develop sophisticated recruiter capacity and workload models to ensure the TA team is optimally staffed to meet fluctuating business hiring demands.

• Architect predictive hiring models (e.g., time-to-fill forecasting, offer acceptance curves, and funnel conversion yield ratios) to identify potential hiring bottlenecks before they impact the business.

• Partner with Finance and Workforce Planning to align headcount budgets, attrition forecasts, and hiring plans into a cohesive operational model.


Executive Storytelling & Insights

• Translate complex datasets into compelling, executive-ready narratives and presentations for the Head of Talent Acquisition, Executive Team, and Business Unit Leaders.

• Lead quarterly and annual business reviews (QBRs/ABRs) for the TA organization, delivering actionable insights rather than just raw numbers.

• Act as an internal consultant, proactively identifying trends, anomalies, or inefficiencies in the hiring funnel and recommending data-driven interventions to TA leadership.

Qualifications:

• 7+ years of experience in data analytics, business intelligence, or workforce planning, with at least 3+ years specifically focused on Talent Acquisition/HR analytics at an enterprise scale.

• Technical Expertise: Advanced proficiency in Excel or SQL is required. Strong experience building enterprise-grade data models in Tableau, Power BI, or Visier is a plus.

• Storytelling Mastery: Exceptional communication and presentation skills. You have a proven track record of distilling technical data into clear, concise, and persuasive presentations for executive-level audiences.

• Financial & Operational Acumen: Proven experience building complex capacity models and headcount forecasting frameworks from scratch, preferably in a fast-paced or scaling environment.

• Systems Knowledge: Deep familiarity with modern ATS data structures and talent CRM platforms. Direct experience with Lever or Ashby is highly preferred, though expertise with other enterprise systems (e.g., Greenhouse, Workday, Gem, etc) is also acceptable.