Talent Analyst Specialist

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