人才分析师专员（全程远程）
Talent Analyst Specialist (Fully Remote)
Luxury Presence 正在打造房地产的 AI 增长平台。公司获得 Bessemer Venture Partners 和其他顶级投资机构的支持，是一家 C 轮融资公司，年经常性收入已达到 1 亿美元。超过 90,000 名房地产专业人士使用我们的产品来运营和扩展他们的业务，其中包括美国《华尔街日报》Real Trends 排名前 100 的经纪人中超过 30% 的人。
人才分析专家
远程（菲律宾） | 汇报对象：人力资源副总裁
关于该职位
我们快速招聘，每个季度都在扩大规模。这只有在做招聘决策的人能清晰看到情况时才可行。哪些渠道能带来优秀候选人？哪些offer会停滞？人员编制计划如何与预算对齐？我们的雇主品牌实际上向市场传达了什么？
这个职位将建立这种清晰度。你将从零开始建立人才分析职能，设定我们招聘系统运行的数据标准，并设计帮助优秀候选人说“是”的材料。你既是分析师，又是系统负责人，也是品牌建设者，当管理层想要了解招聘的真实答案时，他们会来找你。
这项工作之所以困难，是因为有充分的理由。人才数据分散在 ATS、HRIS、招聘工具、财务模型以及比任何人都愿意承认的更多电子表格中，而它们之间彼此并不一致。你将决定什么是优质数据，让组织保持这一标准，并将其转化为人们周一早上真正打开的报告。你还将负责我们对候选人的讲述，你会知道这个故事是否有效，因为你会对其进行衡量。
你将负责的工作
人才分析
- 在 Luxury Presence 建立人才分析职能，从指标定义到招聘人员和领导每周使用的仪表盘
- 定义重要的人才 KPI，包括招聘周期、管道转化率、来源质量、offer 接受率和招聘质量，并设定我们自己要遵守的目标
- 自动化报告，使其能够自动刷新，没有人会在周五手动重新制作一份演示文稿
- 向管理层提供带有建议的分析，而不仅仅是一张图表
数据治理
- 在整个人才工具栈中制定并实施数据质量标准
- 负责字段定义、所需数据和命名规范，然后进行审计以确保其准确性
- 与负责我们系统和集成的团队合作，从源头上弥补差距，而不是在下游进行修补
- 让我们的人才数据值得信赖
查看英文原文
Luxury Presence is building the AI growth platform for real estate. Backed by Bessemer Venture Partners and other top investors, we're a Series C company that has hit $100M in annual recurring revenue. More than 90,000 real estate professionals, including over 30% of the WSJ Real Trends top 100 agents in the United States, use us to run and grow their business.
Talent Analyst Specialist
Remote (Philippines) | Reports to: VP of People
ABOUT THE ROLE
We hire fast, and we're getting bigger every quarter. That only works if the people making hiring decisions can see clearly. Which channels produce great candidates. Where offers stall. How headcount plans track against budget. What our employer brand actually says to the market.
This role builds that clarity. You'll stand up the talent analytics function from the ground up, set the data standards our hiring systems run on, and design the collateral that helps strong candidates say yes. It's part analyst, part systems owner, part brand builder, and you'll be the person leadership comes to when they want a real answer about hiring.
The work is hard for a good reason. Talent data lives across an ATS, an HRIS, sourcing tools, a finance model, and more spreadsheets than anyone wants to admit, and none of them fully agree with each other. You'll decide what good data looks like, get the organization to hold that standard, and turn it into reporting people actually open on a Monday morning. You'll also own the story we tell candidates, and you'll know whether that story is working because you'll be measuring it.
WHAT YOU’LL OWN
Talent Analytics
- Build the talent analytics function at Luxury Presence, from metric definitions through to the dashboards recruiters and leaders use every week
- Define the talent KPIs that matter, including time to fill, pipeline conversion, source quality, offer acceptance, and quality of hire, and set the targets we hold ourselves to
- Automate reporting so it refreshes itself and nobody spends Friday rebuilding a deck by hand
- Bring analysis to leadership with a recommendation attached, not just a chart
Data Governance
- Develop and implement data quality standards across the full talent tool stack
- Own field definitions, required data, and naming conventions, then run the audits that keep them honest
- Partner with the teams who own our systems and integrations to close gaps at the source rather than patching them downstream
- Make our talent data trustworthy enough that Finance and leadership plan from it without checking it twice
Workforce Planning
- Partner with Finance to track and forecast headcount, and keep one source of truth for approved, open, and filled roles
- Build the workforce analytics that connect hiring activity to plan, budget, and capacity
- Surface variances early, with enough context for leaders to act on them
Employer Brand and Talent Collateral
- Manage the full lifecycle of our employer branding assets, from creation through refresh and retirement
- Design the collateral that moves candidates, including department and company one-pagers and offer decks
- Lift offer acceptance by 20% or more through sharper collateral, better candidate messaging, and a clearer picture of where we lose people
- Keep our external story accurate and current as the company grows
WHAT WE’RE LOOKING FOR
Skills and Experience
- 4+ years in talent analytics, people analytics, recruiting operations, or business analytics, ideally at a high-growth company
- Strong command of ATS and HRIS data, with hands-on experience in tools like Greenhouse, Ashby, Lever, or Workday
- Real analytical depth, including SQL, advanced spreadsheet modeling, and dashboard building in a BI tool
- A track record of defining data standards and getting people to actually follow them
- Experience partnering with Finance on headcount planning and forecasting
- Design sense to match the analytics. You can build a one-pager or an offer deck that looks as good as it reads
Attributes
- AI-forward. You reach for AI and automation before you reach for manual work, and you're building that reflex into the systems you own
- High ownership. You see a gap in the data and close it without waiting to be asked
- Comfortable with ambiguity. This function doesn't exist yet in the shape we need, and you'll define it
- Unreasonably high standards for quality, in both the numbers and the design
- Low ego and easy to work with across People, Finance, and the hiring managers who depend on you
OTHER DETAILS
- Fully remote
- Open to Philippine residents only
- Schedule: 12:00 AM to 9:00 AM, Tuesdays through Saturdays (PHT)
- Must own a laptop or desktop
- Must have a valid government ID
- Must have an existing bank account or willing to open one if hired
- Must have a stable internet connection that is at least 25 mbps and have a back-up connection
- Live in area where there is stable power supply that is not interrupted by constant power outages
Join us in shaping the future of real estate
The real estate industry is in the midst of a seismic shift, and the future belongs to those who break new ground. As one of the fastest-growing companies in the proptech and marketing sectors, Luxury Presence challenges the status quo of what technology can do for real estate agents, leaders, and brokerages.
We're a team of agile and tenacious innovators working collaboratively to drive the industry forward. Together, we build game-changing products that empower modern real estate entrepreneurs to dominate their markets. From award-winning web design to agile SEO solutions to cutting-edge AI tools, we deliver tech that anticipates market shifts and keeps our clients ahead of their competition.
Founded in 2016 by Stanford Business School alum Malte Kramer, Luxury Presence has grown to a global team ranked on the Inc. 5000 fastest-growing companies list three years in a row. We're backed by world-class investors, including Bessemer Venture Partners, NextEquity Partners, Toba Capital, and Switch Ventures, and have raised $89 million to date.
More than 18,000 real estate businesses rely on our platform, including 30% of the Wall Street Journal RealTrends top agents and teams. Additionally, many of the industry's most powerful brokerages rely on Luxury Presence as a trusted business partner.
Every year since 2020, Luxury Presence has ranked on BuiltIn's Best Place to Work lists. HousingWire named our founder and CEO a 2024 Tech Trendsetter, we've received several Tech100 Awards, and we just scored an Inman Innovation Award for Best AI-Powered Platform.
Luxury Presence is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, or national origin.