Senior Data Analyst

Success Academy Charter Schools•New York, NY

6d•$140,000 - $150,000

About The Position

Talent Acquisition (TA) operates in an environment where hiring targets, headcount plans, and role priorities shift on a weekly — sometimes daily — basis. This role exists to make sure the TA function, its executive partners, and its front-line hiring managers always have accurate, current, and decision-ready data at their fingertips. The analyst will own the reporting layer that translates a complex workforce plan into daily hiring signal, and will be the go-to person for turning ambiguous business questions into clear numbers. This is a support role by design. Success looks like TA leaders and hiring managers walking into every meeting knowing the numbers and their meaning.

Requirements

3–6 years in a data analyst or BI analyst role, with meaningful time supporting Talent Acquisition, HR, Workforce Planning, or a high-velocity operations function.
Expert-level Looker. Comfortable in LookML, building Explores, tuning models, and managing a shared dashboard footprint — not just consuming Looker but shaping it.
Strong SQL. Able to write, read, and debug complex queries against a modern data warehouse without hand-holding.
Lived experience with high-volume hiring. You've worked somewhere that hires hundreds or thousands of people a year and you understand what breaks at that scale.
Comfort with complexity and change. You've supported a business model where the plan shifts weekly and you didn't lose your bearings. You know how to prioritize when everything is urgent.
Executive presence with numbers. You can walk a CEO or COO through a dashboard and hold your ground when the numbers get challenged, without getting defensive or vague.
Service orientation. You understand this is a support function. You take pride in making your partners look prepared and informed. You don't need to be the face of the decision to feel ownership of it.
Clear written and verbal communication. You can write a two-sentence Slack answer for a recruiter and a one-page narrative for the exec team — and know when each is called for.

Nice To Haves

Experience with Greenhouse (or comparable enterprise ATS) as a data source.
Exposure to workforce planning tooling (Visier, Anaplan, Pigment, or homegrown).
Familiarity with dbt, Redshift, or similar modern data stack tooling.
Prior experience in a mission-driven or education organization, or another environment where hiring is tied directly to service delivery (schools open, shifts staffed, patients seen).

Responsibilities

Own the TA Looker footprint. Maintain, audit, and continuously improve the existing suite of Looker dashboards covering pipeline, funnel conversion, time-to-fill, source performance, recruiter productivity, and workforce plan attainment.
Build new dashboards on demand. As the workforce plan and org priorities shift, stand up new views quickly — often within days — that answer the specific question leadership is asking that week.
Keep the data current. Refresh, validate, and reconcile data on a frequent cadence. When numbers move, know why before anyone else asks.
Translate the workforce plan into hiring signal. Partner with workforce planning to convert a complex, multi-layered headcount model into daily targets, gap reports, and forward-looking projections that recruiters and managers can act on.
Deliver insights, not just data. Move beyond "here's the number" to "here's what it means and what I'd watch next." Surface trends, anomalies, and risks proactively.
Speak to numbers with clarity and confidence. Present findings to executives and defend the methodology; also break the same numbers down for a front-line manager who needs to know what to do tomorrow morning.
Be the trusted analytical partner to TA leadership, recruiters, and hiring managers — responsive, service-oriented, and calm under a shifting set of asks.