Workforce Intelligence Engineer

Crusoe•Seattle, WA

1d•$145,000 - $175,000•Hybrid

About The Position

Crusoe is seeking a Workforce Intelligence Engineer to join their People Science & Workforce Intelligence team. This role is crucial for building and maintaining the technical systems, models, and tools that enable the company to understand and act on its workforce data. The engineer will be a core contributor to the workforce intelligence technical stack, including data pipelines, models, and AI-powered applications. The position offers significant ownership and the opportunity to grow into full responsibility for the function, with mentorship from a senior consultant. A key aspect of the role involves developing AI-powered workforce tooling to automate HR workflows and surface intelligence from people data. The role requires a blend of technical expertise and HR domain knowledge, focusing on areas like high-performance culture, job architecture, mobility, organizational design, and workforce planning.

Requirements

Foundational HR domain expertise, including experience with HRIS, ATS, compensation or performance platforms, and understanding of how HR processes translate into data.
Basic understanding of organizational structure modeling, effective dates, and the unique handling requirements of HR data.
Hands-on experience writing production SQL.
Experience working with dbt or a similar transformation framework.
Understanding of data modeling concepts including grain, lineage, and schema design.
Production software engineering experience, including writing pipelines, API integrations, scheduled jobs, or lightweight applications.
Solid coding foundation and comfort learning new patterns and languages.
Experimentation with or building of LLM-powered tools.
Understanding of how AI systems work.
Ability to translate technical analysis into actionable insights for non-technical stakeholders.
Developing skill in framing findings for a leadership audience.
Curiosity and coachability; ability to seek feedback and apply it quickly.
Comfort operating independently while knowing when to seek help.
Ability to navigate ambiguity, form a point of view, build, and learn.
Ability to work well across organizational boundaries without losing momentum.

Nice To Haves

Prior experience with RAG, tool-calling, or multi-step agent frameworks.
AI-assisted development as a working style (e.g., Cursor, Claude Code, or equivalent).
Some exposure to owning or contributing to a data engineering stack without heavy scaffolding.
Familiarity with GCP and modern data stack tooling (dbt, Sigma or equivalent).
Experience at the API or data layer of HR platforms like Rippling, Ashby, Workday, Greenhouse, Visier, or similar.
Full-stack or front-end development experience sufficient to ship internal tooling end-to-end.
Comfort with enterprise data privacy and security requirements for HR data, including PII handling and access control.

Responsibilities

Contribute to and take growing ownership of the data engineering stack, including dbt models in BigQuery, staging layers from sources like Rippling, Ashby, and Visier, and event-grain models.
Design and deploy agentic systems that automate high-friction HR workflows and surface actionable workforce intelligence.
Use AI-assisted development tools to move fast, prototype in the open, and scale output.
Serve as the technical liaison between People Science and Crusoe's central IT organization for work extending beyond the data stack.
Triage the technical backlog, determine build vs. buy decisions, and drive delivery.
Partner with IT to productionize solutions, including hosting, infrastructure, security, and long-term maintenance.
Scope and build purpose-built internal tools where commercial HR products fall short.
Build pipelines and data products to surface workforce intelligence to leadership, including headcount, attrition, performance distributions, compensation equity signals, and org health metrics.
Translate complex, multi-source analyses into clear narratives for executive-level decision-making.