# People Analytics Lead - Recruiting

**Company**: Notion
**Location**: San Francisco, California
**Work arrangement**: hybrid
**Experience**: senior
**Job type**: full-time
**Salary**: $225,000 - $275,000 per year
**Category**: Human Resources
**Industry**: Technology

**Apply**: https://jobs.ashbyhq.com/notion/6597b600-7781-46e6-b70a-a9af4fb2b61b?utm_source=yubhub.co&utm_medium=jobs_feed&utm_campaign=apply
**Canonical**: https://yubhub.co/jobs/job_f2b124ec-d32

## Description

You'll be Recruiting's dedicated people analytics partner , owning the data, shaping the strategy, and in the room where decisions get made.

The core of the role is building trusted recruiting analytics infrastructure (funnel + stage conversion, pipeline aging, time-to-fill, offer acceptance, sourcing channel quality, and recruiter capacity) and making it self-serve for recruiters and leaders.

You'll own the stack end-to-end , from raw data in Ashby and Snowflake to clear insights that hold up in a pipeline review.

You're the person who turns workforce signals into recruiting strategy , bringing a point of view.

This role may be based in either our San Francisco or New York City offices.

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.

## Skills

### Required
- SQL
- data modeling
- quantitative modeling
- AI
- Notion

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Source: [Apply at jobs.ashbyhq.com](https://jobs.ashbyhq.com/notion/6597b600-7781-46e6-b70a-a9af4fb2b61b?utm_source=yubhub.co&utm_medium=jobs_feed&utm_campaign=apply)