Staff Data Analyst, tem

• Solid SQL skills, used to investigate complex datasets across modern analytics stacks (e.g. dbt, Omni or similar BI tools)
• Good commercial understanding, with an ability to connect analytical findings to revenue and margin outcomes
• Experience developing forecasts or scenario models, and explaining the drivers behind variance from actuals
• Ability to turn ambiguous stakeholder questions into well-defined analytical problems, and to present recommendations clearly to senior stakeholders
• Proven experience building trusted metrics or reporting from messy or inconsistent source data (e.g. CRM, transactional systems)

Desirable

• We're hiring a Staff Data Analyst
• This is not a reporting-only role
• Embedded day to day within our commercial team, you'll be responsible for the core metrics that matter to the business - conversion rate, contracted volume, total sales, and margins - building on the pipeline tracking, forecasting and partner reporting that already exists
• Priorities are set jointly with commercial; performance and development sit with the Analytics Manager, who you'll report into
• As a senior analyst, you'll take ambiguous commercial questions, decide the right approach, and turn analysis into clear recommendations rather than just presenting numbers
• Success isn't measured by dashboards shipped - it's measured by whether stakeholders have metrics they understand and trust, analysis that changes what people do, and a team that can increasingly self-serve the answers it needs
• Monitor the sales pipeline, catching and resolving cases where in-progress and confirmed revenue overlap or deals get double-counted
• Define and report on forecast accuracy against annual targets, setting the standard for how commercial metrics are tracked across the team
• Diagnose CRM data quality issues, such as parent-child asset relationships, that put pipeline and forecast reliability at risk
• Carry out commercial opportunity sizing and partner performance analysis to support sales and leadership decisions
• Identify underperformance, emerging trends and risks in the pipeline before they surface in headline forecast numbers
• Serve as the voice of data for the commercial team, translating complex analysis, including retention and renewal trends, into clear recommendations for senior stakeholders
• Work directly with commercial and sales stakeholders to understand what "good" looks like for their metrics, and translate that into clear, agreed definitions
• Translate complex data into clear, compelling stories that inspire action among non-technical stakeholders
• Increase data adoption across the commercial team so non-technical colleagues can self-serve for routine needs

• Intro call with Talent, 30 minutes
• Behavioural Interview with the Hiring Manager, 60 minutes
• Technical Skills interview with the team, 60 minutes
• Bar Raiser interview with leadership stakeholders, 45 minutes