Job intelligence
Customer Success Data Analyst
Mitratech
Before relying on the listing: Confirm Compensation with the employer or source. See verification questions
Executive opportunity brief
The decision in one screen
A compact evidence-first read of compensation, flexibility, mobility and what still needs verification. No universal quality score is used.
Fast read
Opportunity DNA
The strongest upside: location flexibility looks unusually broad. The main trade-off: the pay picture is incomplete.
A financial comparison will need the approved compensation range.
No material geography, office-attendance or timezone restriction is visible in the available wording.
Some access and qualification signals are clear, but the overall entry path is neither unusually open nor unusually restrictive.
Sponsorship and relocation support are not clear from the current listing.
The external application journey is not described clearly enough to judge its effort yet.
Current renewable source evidence is limited, so confirm the vacancy is still open before sharing sensitive information.
This fingerprint summarizes what is clear, constrained or still unanswered in the current listing. It is a reading aid, not an overall job score.
Decision evidence check
4 of 5 core facts stated
This checks whether the listing states the facts that commonly change an employment decision. It measures disclosure completeness, not whether the opportunity is good or bad.
Facts already stated
- Work arrangement
- Advertised location
- Application closing time
- Employment type
What to verify next
- Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
Advertised location is not proof of work authorization, sponsorship, or legal eligibility. Unknown information is not a negative score; verify those questions separately.
Decision levers
What could make or break the fit?
Reasons to look closer
- Location flexibility looks unusually broad: The available wording supports high Remote Freedom without a material geography, office-attendance or timezone restriction showing up.
Trade-offs to weigh
- The pay picture is incomplete: No usable salary range is stated, so a meaningful financial comparison is not possible yet.
Questions worth asking before you invest more time
- Ask for the approved compensation range before comparing this opportunity financially.
- Confirm whether a degree is actually required, preferred, or replaceable with equivalent experience.
- Ask whether visa sponsorship is available before investing significant time in the application.
- Verify that the vacancy is still active on the authoritative employer or application destination before sharing sensitive information.
These questions come from details the listing leaves open. An unanswered point is not treated as a disadvantage.
Opportunity neighborhood
Keep your options open
These live roles sit close enough to this opportunity to make useful comparison points. Look across several employers before deciding what pay, flexibility or access trade-offs you are willing to accept.
Customer Success Manager, Elai (UK, EU, or the Americas)
Panopto · Remote — Worldwide
Why it is nearby: Same seniority band · Similar work arrangement · Recently posted
Client Success Manager
Bask Health · North America Only
Why it is nearby: Similar work arrangement · Same employment type · Recently posted
Different angle: Seniority is not explicit
Customer Success Manager DACH (f/m/d)
ecosio · Austria, Croatia, France, Germany, Hungary, Italy, Portugal, Spain, UK
Why it is nearby: Similar work arrangement · Same employment type · Recently posted
Different angle: Seniority is not explicit
Customer Service Representative
Beyond Finance · USA
Why it is nearby: Similar work arrangement · Same employment type · Recently posted
Different angle: Seniority is not explicit
This neighborhood is drawn from current inventory in the same broad occupation. Similarity is based on explicit listing facts; missing details do not count against a job.
Role market context
How much current choice is visible around this kind of work?
This compares the vacancy with current High Paid Job inventory in the broad Customer success & support roles family. It describes visible choice and disclosure, not future demand or career quality.
200 most recent current roles sampled for the disclosure measures below.
Distinct employers in the bounded current sample, not an estimate of all employers hiring in the market.
Current sampled roles stating at least four of the five Core Decision Facts.
Requires a numeric amount, explicit ISO currency and supported pay period.
Listings with explicit enough remote, hybrid or on-site evidence to classify.
Missing deadline evidence remains unknown and is not interpreted as an open-ended application window.
Currencies with explicit pay evidence in the sample: USD (51) · GBP (6) · EUR (3) · AUD (2). Raw amounts across different currencies are not compared.
This describes current visible High Paid Job inventory in the same broad occupation family. Percentages use a bounded recent sample and are not a forecast, a complete labor-market census or an employer-quality measure.
Constraint opportunity lab
What changes the size of the current opportunity pool?
Each line applies one stricter evidence-based constraint to the same bounded current role-family sample. It helps you see the trade-off in visible choice without deciding which trade-off is right for you.
Counts only affirmative or possible sponsorship evidence, or relocation explicitly offered. Unknown is not treated as no.
A much stricter subset: only listings with explicit worldwide-remote evidence remain.
Shows the subset with enough stated evidence for a more informed first comparison.
Requires amount, explicit ISO currency and a supported pay period. Missing pay evidence remains unknown.
Counts roles explicitly classified as worldwide remote, region-restricted remote or remote with restrictions still unclear.
Includes roles whose seniority is genuinely unspecified rather than assuming they belong to another level.
Uses only roles with a stated employment type.
These are counterfactual filters over a bounded sample of current HPJ inventory in the same broad occupation family. They show how visible choice changes when one evidence-based constraint is applied; they do not tell you which constraint you should choose or predict hiring outcomes. The calculation uses the 200 most recent current roles from 942 visible roles in this broad family.
Salary transparency context
Is pay disclosure typical for this kind of role?
This listing does not state usable structured compensation. About 33% of the bounded current role sample does.
Compensation counts only when amount, ISO currency and supported pay period are all known.
Pay disclosure is limited in the current role sample.
This employer’s current pay-disclosure rate is broadly similar to the current same-role sample.
This compares salary-disclosure behavior in current visible listings. It does not compare raw salary amounts across currencies, infer undisclosed pay as zero, or rate employer quality.
Private offer & negotiation lab
Turn an offer into evidence, not guesswork
Enter an annual base offer and, if you want, your own target. HPJ compares only within one explicit currency and never chooses a target for you.
Negotiation evidence available: current same-currency market context, strong decision evidence.
Enter an annual base offer to compare it with explicit same-currency evidence. HPJ will not suggest a target for you.
Review the full package · 10 terms
Mark what is confirmed, what needs clarification and what you want to prioritize. These choices and notes stay in this browser.
The approved base-pay range is not established in the listing.
Variable compensation is mentioned; verify amount, formula, target and eligibility.
Equity or long-term incentive language is mentioned; verify grant type, vesting and valuation basis.
Retirement or pension benefits are mentioned; verify employer contribution and vesting.
Health-benefit language is mentioned; verify coverage, dependants and employee cost.
Paid-leave language is mentioned; verify the exact entitlement and carry-over rules.
A work-arrangement signal is available; verify schedule details before relying on it.
Relocation support not established
Sponsorship not established
A review cycle is mentioned; verify timing and whether compensation can change at that review.
Questions worth taking into the offer conversation
- What is the approved base-pay range for this role?
- Is there a bonus, commission or other variable-pay component, and how is it calculated?
- Does the package include equity or another long-term incentive, and what are the vesting terms?
- What retirement or pension contribution does the employer provide?
- What health coverage is included and what costs remain with the employee?
- How much paid leave is provided and what are the carry-over or blackout rules?
- If relocation is relevant, what expenses, timing and repayment conditions are covered?
- What exact sponsorship or work-authorization conditions apply to this role?
Occupation intelligence
What broader career references connect to this role?
HPJ uses broad comparison families for current-market analysis. External taxonomy results are reference candidates for that broad family, not a declaration that this vacancy has been authoritatively classified into a specific occupation.
European occupation references
- customer service representative
- client relations manager
- train attendant
- railway passenger service agent
- customer contact centre information clerk
This service uses the ESCO classification of the European Commission.
U.S. occupation references
- Customer Service Representatives 43-4051.00
- Sales Representatives of Services, Except Advertising, Insurance, Financial Services, and Travel 41-3091.00
- Bill and Account Collectors 43-3011.00
- Order Clerks 43-4151.00
- New Accounts Clerks 43-4141.00
This site incorporates information from O*NET Web Services by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). O*NET® is a trademark of USDOL/ETA.
Career reference research
Skills worth investigating
Official occupational context, paired with exact phrases visible in this vacancy. It is not a skills test or an applicant-fit score.
ESCO · European occupation
customer service representative
Usually essential in this ESCO occupation
- customer service
- ensure client orientation
- knowledge base
- have computer literacy
- manage schedule of tasks
- apply conflict management
- create solutions to problems
Context-dependent ESCO skills
- data mining methods
- carry out active selling
- relationship marketing
- speak different languages
- facilitate official agreement
O*NET · U.S. occupation
Customer Service Representatives
O*NET occupation skills
- Active Listening
- Service Orientation
- Speaking
- Reading Comprehension
- Critical ThinkingPhrase in listing
- Complex Problem Solving
- Time Management
- MonitoringPhrase in listing
Build my private skill preparation brief Your evidence · Practice · Interview questions
Plan how you might demonstrate or investigate occupational skills. These are broad-family reference examples, not confirmed vacancy requirements. Nothing you enter is sent to High Paid Job.
Private to this browser. Up to 20 reference skills; not a qualification assessment or hiring prediction.
Useful next question: Which of these occupational reference skills does the hiring manager actually expect for this specific role, and what evidence would demonstrate them?
These skills belong to one reference occupation selected for HPJ’s broad career family, not a verified classification of this vacancy. Text overlap only means a phrase appears in the available listing text; it does not establish an employer requirement, your proficiency, or a qualification gap. A missing mention is unknown, not a deficit.
Adjacent current roles to investigate
Operations Manager, Offer Operations
Joko · Paris
same employment typeKey Account Manager - B2B (w/m/d)
Enpal · Berlin
same employment typeAccount Manager - B2B (w/m/d)
Enpal · Berlin
same employment typeAdjacent-family roles are exploration prompts from current HPJ inventory. They are not inferred qualification matches and they do not imply a promotion path.
Career move map
What sits one step away?
This listing is currently read as Mid-career. Nearby roles one visible seniority step away can help you judge whether to widen the search, stretch upward or compare the responsibilities more carefully.
Broader-entry direction
Junior Business Central Support Engineer (D365)
Infinity Group · Remote — Worldwide
Similar work arrangement · Same employment type · Recently postedFinTech Operations Graduate (Customer Support)
Lendable · Chatham
Same employment type · Recently postedStretch direction
Customer Success Account (CSA) - Security Identity
Concentrix · Remote — Worldwide
Similar work arrangement · Same employment type · Recently postedStaff Technical Support Engineer (Web App)
Horizon3 · Anywhere in the World, 🇺🇸 United States of America
Similar work arrangement · Same employment type · Recently postedThese are live roles one visible seniority step away in the same broad occupation family. They can reveal nearby options, but they are not a guaranteed promotion path and do not account for your personal experience.
Skill bridge
What does this role connect to?
Excel is one of the signals this listing shares with skills appearing often across current Customer success & support roles opportunities.
Skills named in this listing
Shared with the current career sample
- Excel Seen in 10 sampled listings
- Salesforce Seen in 27 sampled listings
Combinations also appearing together
- Excel + Salesforce appeared together in 4 sampled listings
Additional signals in this listing: Power BI · Tableau
Application edge
- If these skills match your background, prepare one concrete example that shows how you used Excel, Power BI, and Salesforce rather than relying on a keyword-only claim.
- The listing states about 3 years of required experience. Check that the dates and scope in your application make that experience easy to verify.
If the named skills are genuinely transferable in your own experience, the occupation map also points to adjacent current families worth researching: Sales roles and Operations & program roles. This is exploration context, not a qualification match.
Skill signals come from explicit text mentions. A mention is not automatically a requirement, and absence from the current top-skill list does not make a skill rare or unimportant. The current career comparison draws on 120 sampled listings; 77 contain a recognized skill signal.
Application Decision Lab
Turn the listing into a preparation plan
Separate what the listing actually states from what you still need to prepare or verify. Your selections and short notes stay in this browser and are never submitted to High Paid Job.
At least about 3 years of experience required
The available wording contains an explicit minimum/required years-of-experience signal. Preferred years are tracked separately and never promoted into the required minimum.
Excel
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Power BI
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Salesforce
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Tableau
This skill or technology is explicitly mentioned in the available listing text. A mention is not automatically a mandatory requirement; prepare a concrete example only if it is relevant to your experience.
Questions worth resolving before you rely on the opportunity
- Compensation: What is the approved compensation range, and what portion is guaranteed base pay rather than variable compensation?
- Work authorization / sponsorship: If sponsorship or work authorization matters to you, what exact immigration or employer-sponsorship conditions apply to this role?
- Application process: What interview, assessment, portfolio, reference or screening stages are part of the hiring process?
Decision analysis
What the listing really tells you
For Customer Success Data Analyst at Mitratech, the most useful clues right now are work-location flexibility has usable detail and qualifications reveal more than the job title alone. Looking at them together makes the trade-offs easier to see.
Work-location flexibility has usable detail
Location flexibility can be assessed here: Highly location-flexible, with a Remote Freedom reading of 96/100.
Qualifications reveal more than the job title alone
At least about 3 years of experience required · 1 additional stated barrier. Unstated education or experience requirements stay open rather than being assumed.
How this analysis is assembled
This read combines the structured details currently available for pay, flexibility, qualifications, mobility, application effort and source continuity. Missing facts are left open for you to verify.
Analysis evidence coverage
How much analysis can the current evidence support?
Comparable salary data is not available for this job yet.
Measures observable location flexibility and explicit restrictions; it does not determine whether remote work is personally desirable.
Missing compensation is not treated as negative evidence; this dimension simply remains unavailable.
The listing was posted about 35 days ago. Verify that it is still accepting applications.
There is not enough source history yet to describe how well this listing can be traced across current feeds.
There is no universal opportunity score because pay, flexibility and access matter differently to different people. Compare Jobs lets you weight the evidence around your own priorities.
Decision checklist
What is supported, uncertain or worth checking?
This checklist separates supported strengths, visible cautions and missing evidence. It is not an overall recommendation or guarantee that the job is suitable for you.
Supported strengths
- The available work-location evidence indicates strong location flexibility.
Visible cautions
- The listing was posted about 35 days ago. Verify that it is still accepting applications.
- At least about 3 years of experience required
Still unknown
- There is not enough comparable salary evidence to establish this job’s current pay position.
- Visa sponsorship is not established by the available listing data.
- Current source provenance is insufficient for a stronger traceability assessment.
- The directness of the application route is not established.
Pay vs. barriers
Opportunity Efficiency not assessed
The current pay position is not reliable enough to weigh compensation against the stated barriers.
1 explicit required barrier is visible in the available wording.
The listing states at least about 3 years of required experience.
- Current comparable pay position is unavailable.
- Education requirement is not established.
This section weighs pay context against clearly stated barriers without collapsing unlike requirements into one universal score. Degree, experience, licensing, clearance and location limits remain separate, and missing qualification details stay unknown.
Beyond the headline
Not enough evidence for a hidden-value finding
Potential hidden value appears only when several distinct non-pay advantages are actually supported. Missing requirements or benefits are never counted as positives.
The observable Remote Freedom evidence is strong and contains few explicit restriction signals.
Still check: At least about 3 years of experience required
Hidden Value is an experimental evidence summary, not an investment-style score or guarantee of employability. It only uses explicit current listing evidence and does not infer that an unmentioned qualification is unnecessary.
Compensation intelligence
How competitive is this pay?
Comparable salary data is not available for this job yet.
Why this analysis?
- Comparable salary data is not available for this job yet.
- Salary confidence: Not available. No disclosed salary can currently be normalized for comparison. Missing compensation is not treated as low-quality salary evidence.
- Range quality: No disclosed range.
Employer compensation communication
Pay transparency at Mitratech
Limited current pay transparency
This score uses the employer’s current visible listings and combines how often pay is disclosed with how useful those ranges are. Bonus, equity and benefit mentions are shown separately and do not raise the score.
This pattern comes from the employer’s current visible vacancies. It describes hiring and pay transparency in those listings, not employee satisfaction or a permanent judgement of the employer.
Current employer intelligence
Mitratech — current opportunity snapshot
Employer Evidence Profile
How often this employer’s current visible sampled vacancies state decision-critical information. These percentages describe evidence coverage, not employer quality.
Current sampled listings with advertised compensation evidence.
Current sampled listings whose work arrangement is clearer than unknown.
Current sampled listings with a supported country signal.
Current sampled listings with an explicit closing time.
Current sampled listings with a usable posting date.
Current sampled listings that explicitly indicate confirmed, possible or unavailable sponsorship evidence.
Current sampled listings with an explicit relocation signal.
Low coverage means the current visible listings state the information less often. It does not prove that the employer lacks the policy, benefit or support.
Common current occupation families: Software engineering (2) · Marketing (1) · Finance Accounting (1)
Visible seniority mix: Mid-career (1) · Senior / lead (2) · Leadership (1)
Current employment-type mix: Full time (4)
Other current roles from this employer
Associate Product Marketing Manager – GRC
USA Only
Seniority not clearly specified · Region-restricted remoteSenior Software Engineer - AI/ML
Senior / lead · On-site / hybridDirector of Operational Finance
Remote — Worldwide
Leadership · Worldwide remoteSenior Software Engineer - AI/ML
Remote — Worldwide
Senior / lead · Worldwide remoteThese are other current vacancies visible from the same employer, not endorsements or evidence of future hiring plans.
There are not yet five current disclosed salaries in one currency, so an employer pay median would be too thin to be useful.
Questions worth asking this employer
- What compensation range applies to this role, and which parts of total compensation are fixed versus variable?
- If work authorization matters to you, what sponsorship policy applies to this specific role and location?
- If a move is required, is relocation assistance available for this position?
These questions are prompted by missing or thin evidence in the employer’s current visible vacancies. Missing evidence is not treated as a negative judgement.
This employer snapshot uses the employer’s current visible listings. Remote and sponsorship rates use only vacancies with explicit evidence, while missing information stays unknown. Salary medians are shown separately by currency and need at least five disclosed salaries. Zero confirmed sponsorship means none was explicitly found in this sample, not that sponsorship is unavailable.
This snapshot describes the employer’s current visible vacancies—things such as pay disclosure and work arrangement. It is not an employee-satisfaction or hiring-quality rating, and different currencies stay separate.
Work-location intelligence
Remote Freedom
Highly location-flexible
Why this score?
- The source describes the role as open worldwide or globally.
Flexibility signals detected
- Worldwide or global remote eligibility is explicitly indicated.
Remote Freedom measures observable location flexibility only. Unknown work-location information remains unscored. Timezone wording is penalized only when it appears restrictive; general collaboration across time zones is not treated as a restriction. A score does not guarantee legal work eligibility, payroll availability or visa sponsorship.
International applicant intelligence
Visa & relocation signals
Sponsorship status is shown only when the listing provides clear enough wording. Employer history or headquarters location is not used to guess an answer.
The available listing details do not contain a clear enough sponsorship statement.
The available listing details do not contain a clear enough relocation statement.
Tradeoff check
What’s the catch?
No obvious trade-off appears in the available job details. That does not mean the role has no drawbacks, so the original listing and employment terms are still worth reading carefully.
Application-path intelligence
What can we see about the application process?
Application path not classified
The available provenance is not specific enough to characterize how direct the application route is.
No additional required application step is clear in the available listing text. This does not mean the external application is one-click or friction-free.
Application effort is estimated from visible listing and source details. Optional steps are kept separate from mandatory ones, and the external form may contain additional requirements that are not visible here.
Application safety context
Application safety check
Limited application-safety evidence
There is not enough observable application-safety evidence to make a stronger statement. Missing evidence is not treated as a negative signal, and source traceability is evaluated separately.
Evidence checked: Listing wording
Before you share money or sensitive information
- Confirm the vacancy on the employer’s official careers site when practical, especially if a recruiter contacts you outside the listed application path.
- Check that recruiter email domains and application destinations are consistent with the employer or an identifiable recruiting provider.
- Do not pay application, processing, training or equipment fees merely to be considered for a job.
- Do not send cryptocurrency, gift cards, online-banking credentials or PINs as part of an application.
- Treat unusually fast offers or interviews conducted only through informal messaging channels as reasons to verify the employer independently.
This is a limited safety screen, not employer verification and not a fraud determination. Never send money, cryptocurrency, passwords or sensitive banking credentials merely because a listing appears on a job platform.
Original listing details
The section below comes from the listing source. The decision sections above use the job’s structured pay, location, qualification, mobility and application details to give you additional context.
At Mitratech, we are a team of innovators focused on building world-class products that simplify operations in the Legal, Risk, Compliance, and HR functions. We are a close-knit, globally dispersed team that thrives in an ecosystem that supports individual excellence and takes pride in its diverse, inclusive work culture, centered on great people practices, learning opportunities, and having fun! Our culture is the ideal blend of entrepreneurial spirit and enterprise investment, enabling the chance to move at a rapid pace with some of the most complex, leading-edge technologies available.
For over 35 years, the experts at Mitratech have been focused on solving complex needs. Today, we serve 20,000 client companies of all sizes globally, representing 30% of the Fortune 500 and over 500,000 users in over 160 countries.
As we continue to grow, we’re always looking for resourceful, enthusiastic, and fresh perspectives. Join our global team and see what makes Mitratech a truly exceptional place to work!
Due to business and compliance requirements, this position is open only to candidates residing in MEXICO. Applications from candidates located outside this region will not be reviewed.
Job Overview
The primary purpose of this role is to provide operational support to the Customer & Partner Success organization through data-driven reporting on customer health and product usage.
By leveraging internal and external databases and reporting solutions, this role is critical in optimizing visibility into customer health, product adoption, and engagement. Responsibilities include creating, analyzing, fulfilling contractual and ad hoc customer reporting, and distributing meaningful usage reports (both standardized and bespoke) that provide insight into customer behavior and how customers engage with our platform.
This role supports Customer Success Managers, Account Managers, and leadership by monitoring customer and usage data, building and refining health-score and KPI frameworks, and delivering the metrics that inform QBR/EBR conversations and account strategy.
This position requires a keen eye for detail, a passion for analytics, and a talent for turning data into a clear story. The ideal candidate is adept at prioritization and has excellent communication and problem-solving skills, and is comfortable working in a fast-paced, frequently changing environment. This role works closely with Customer Success, Sales Operations, Marketing, and Product teams to ensure the organization has the reporting, analytics, and insights it needs to drive customer retention and growth.
Essential Duties & Responsibilities:
- Design, build, and maintain standardized and ad hoc reports and dashboards that track customer health, product adoption, feature usage, and engagement across the customer base
- Partner with Customer Success, Sales Operations, Product Management, and Marketing to define, refine, and operationalize the KPIs and health-score metrics used to guide account strategy
- Aggregate and analyze usage data from internal platforms and external tools to identify adoption trends, at-risk accounts, expansion opportunities, and whitespace
- Prepare and deliver customer-facing reporting packages (e.g., QBR/EBR decks, usage summaries, scorecards) that translate raw data into a clear business narrative for Customer Success Managers and their accounts
- Maintain a working knowledge of the platform(s) and services used across the customer base to ensure reporting accurately reflects real usage and configuration
- Own the accuracy, documentation, and governance of customer and usage data fields within Salesforce (SFDC) and other internal systems, ensuring data reaches the right teams and workspaces
- Support bulk data uploads, data cleanup, and ongoing maintenance of customer records tied to usage and reporting needs, as needed
- Field and triage inbound reporting and data requests from Customer Success, Sales, and Product teams, routing to the appropriate function when outside scope
- Provide monthly updates on reporting-related goals, KPIs, and project status
- Attend industry events as needed
- Perform other work-related duties as assigned
Requirements & Skills:
- 3+ years of experience in data/reporting analysis, business intelligence, or a related analytical role, ideally supporting Customer Success or Account Management
- Demonstrated ability to translate raw usage and account data into clear, decision-ready insights
- Strong organizational skills and the ability to build clear, repeatable reporting processes
- Self-motivated professional with a strong work ethic, integrity, and values
- Ability to read, analyze, and interpret data from multiple systems and provide meaningful insights
- Outstanding written and verbal communication skills, with the ability to present data to non-technical audiences
- Proficient in Microsoft Office Suite (with emphasis on Excel), internet navigation, and online meeting delivery software (e.g., WebEx, Zoom)
- Able to effectively navigate difficult conversations around data and account health
- Ability to self-organize and efficiently manage multiple priorities with a keen sense of urgency
- Critical thinking and independent problem-solving ability, while also knowing when to escalate to a manager
- Acute sense of prioritization and follow-through; high attention to detail and accuracy
-
Preferred Qualifications
- 5+ years of experience in data analytics, reporting, or customer/partner support
- Experience with CRM (preferably Salesforce), Gainsight, and QuickSight or similar BI tools
- Experience building dashboards or reports in tools such as Tableau, Power BI, or Looker
- Knowledge and/or experience in related HCM industries (e.g., payroll administration, insurance providers, HR consulting, PEO business models)
- BA/BS degree in Business, Analytics, Statistics, or a related field
Education:
- Education Requirements
- BA / BS degree in Business, Analytics, Statistics, or a related field or experience
We are an equal-opportunity employer that values diversity at all levels. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, national origin, age, sexual orientation, gender identity, disability, or veteran status.
Originally posted on Himalayas