About us

NinjaOne unifies IT to simplify work for nearly 40,000 customers in 140+ countries

The NinjaOne Unified IT Operations Platform delivers endpoint management, autonomous patching, backup, and remote access in a single console to improve efficiency, increase resilience, and reduce spend. By automating IT and managing all endpoints, organizations give employees a great technology experience at work.

NinjaOne is obsessed with customer success and has retained a 98% customer satisfaction score for more than 5 years.

About the Role

As a Senior Analyst, Talent Acquisition Analytics & Systems at NinjaOne, you’ll build the business intelligence, capacity modeling, and technical solutions that support our global hiring strategy. You will report to the Senior Manager, TA Operations & Analytics.

In this hands-on role, you will turn recruiting and workforce data into reliable insights that help leaders anticipate hiring needs, deploy recruiting resources effectively, and improve hiring performance. You will build dashboards, develop analytical data models, automate reporting, and strengthen the connections between our data, systems, and business decisions.

You will partner closely with TA leadership, TA Operations, HRIS, Finance, and Business Systems Engineering to establish a scalable analytical foundation for Talent Acquisition. Success requires technical depth, sound business judgment, and the ability to translate open-ended questions into practical solutions and clear recommendations.

Location - This is a hybrid role based out of our Austin, TX office.

*Onsite interviews may be required for this role

The ideal candidate has: worked with Greenhouse, Dayforce, and SQL, building dashboards in Power BI, Tableau, Looker, or a comparable BI platform, and using APIs, scripting, and approved automation tools to streamline data preparation and reporting. Knowing data modeling, data transformation, and data quality controls that specifically relate to talent acquisition will help you.

What You’ll be Doing

Build business intelligence and advanced analytics

Design, develop, and maintain dashboards that provide visibility into hiring demand, recruiting performance, pipeline health, and progress against hiring plans.
Establish consistent metric definitions, reporting logic, and analytical methods across regions and functions.
Analyze recruiting funnel performance, conversion rates, time in stage, source effectiveness, offer acceptance, and hiring outcomes to identify opportunities for improvement.
Develop self-service reporting that gives leaders timely access to trusted information.
Translate findings into clear recommendations that support operational and strategic decisions.

Develop capacity models and hiring forecasts

Build and maintain capacity models that connect hiring demand, recruiter workload, productivity, requisition complexity, and expected hiring timelines.
Develop hiring forecasts and scenario analyses to help leaders evaluate priorities, resource requirements, and delivery risks.
Assess tradeoffs across internal recruiting capacity, contract recruiters, and agency support.
Incorporate relevant workforce planning inputs, including approved headcount, anticipated attrition, geography, and historical hiring performance.
Monitor actual results against assumptions and refine models as business needs and recruiting conditions change.

Create reliable analytical data foundations

Use SQL and other technical tools to combine, transform, and reconcile data from recruiting, HR, workforce planning, and related business systems.
Build and maintain reusable analytical datasets and data models that support consistent reporting and analysis.
Establish validation checks to identify missing information, inconsistent definitions, and data discrepancies.
Investigate data quality issues and partner with system and process owners to resolve their underlying causes.
Document data sources, business rules, calculations, and dependencies so analytical solutions can be maintained and scaled.