Role fit · Data & BI
Operational data shaped into reporting leaders can use.
Clean and validate, model, build the dashboard, automate the refresh, then explain the result.
Why this fits
The full path is covered, not just the dashboard at the end of it: cleaning and validating operational data, defining what each KPI means, building the report, automating the refresh, and presenting the result to people who do not work in the data.
What I bring
Designs and maintains Power BI and Tableau dashboards tracking 8+ recruiting KPIs — including time-to-hire, offer acceptance rate, and recruiter performance — across 50,000+ candidate records.
Automated ETL pipelines with Python and SQL, cutting manual reporting effort by approximately 40% and shortening turnaround on recurring business reports.
Cleans, validates, and preprocesses large operational datasets, then applies trend and regression analysis to surface patterns for non-technical stakeholders.
Produces weekly MIS reports and consolidated business reviews used as decision support in leadership meetings.
Acts as the bridge between technical teams and business stakeholders, translating analysis into executive-level briefings.
Evidence
8+ recruiting KPIs
Time-to-hire, offer acceptance rate, and recruiter performance among them — each defined with the HR, Sales, and Operations teams that use them.
50,000+ candidate records
Cleaned and validated before anything was reported on them, so the reporting had a base it could stand on.
~40% less manual reporting effort
After automating the weekly reporting cycle with Python and SQL. Measured by me, before and after — not independently audited.
The dashboards
- Time-to-hire
Where is the hiring process losing time?
Defined as Elapsed time across the stages of a hire, agreed with the teams so the same stage boundaries applied to every role.
Decision Which stage to look at first when hiring slows down.
- Offer acceptance rate
Are the offers being made the right ones?
Defined as Offers accepted against offers made, over a period agreed with the business rather than a rolling default.
Decision Whether the problem is sourcing or the offer itself.
- Recruiter performance
How is the team performing, fairly compared?
Defined as Activity and outcome measures read together, so volume alone does not stand in for effectiveness.
Decision Where support or rebalancing is needed across the team.
Data flow
Read as text
- Source — Operational recruiting data, extracted on a schedule rather than by hand.
- Clean — Duplicates, gaps, and inconsistent values resolved before anything is measured.
- Validate — Totals checked against a second source, and known figures reconciled.
- Model — Measures built to the definitions agreed with the teams that use them.
- Report — Dashboards and a weekly MIS pack, refreshed automatically.
- Decide — Read in leadership meetings, where the reporting has to answer a question.
Relevant work
No case studies are published yet. What is in preparation, and the work itself on Experience.
Roles this suits
- Data Analyst
- Business Intelligence Analyst
- MIS Analyst
- Reporting Analyst
- Operations Analyst