Talent Analyst Specialist (Fully Remote)

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