A diverse slate of candidates does not guarantee a diverse hire, and the gap between the two shows up inside sourcing, screening, and interview data that most companies never actually sit down and look at closely. This role is built to close that gap with evidence, not good intentions.
It is a full-time, fully remote position with no office and no location requirement attached. You will be embedded in the recruiting function itself rather than watching it from the outside as a pure reporting analyst.
Companies open this kind of role once leadership wants representation numbers that hold up under scrutiny, not just a slide for a quarterly deck. That distinction matters for how the job actually gets done day to day. It also means the person in this seat needs enough standing with hiring managers to be taken seriously when a pipeline decision gets questioned, not just enough access to pull the numbers after the fact.
In practice, this means you are inside the hiring process at nearly every stage, not reviewing it after the fact from a dashboard. You source and screen candidates yourself, sit in on interviews, and work directly with hiring managers so you can see where a pipeline narrows unexpectedly. The applicant tracking system is your primary source of truth, and keeping its data clean is not administrative busywork here; it is the foundation everything else gets measured against. You also stay involved through offer negotiation and onboarding, watching for patterns that a purely downstream metrics report would miss entirely.
Say a technical role consistently loses women candidates between the phone screen and the panel interview stage, month after month, without anyone flagging it. Catching that pattern, then working with the hiring manager on what is actually happening in that panel stage, is the kind of problem this role exists to solve, not just document after the fact.
None of this works as a once-a-quarter report. The value comes from staying close enough to the live pipeline that a problem gets caught while there is still time to change the outcome for the roles currently open, not months after they have already closed.
A bachelor's degree in human resources, business administration, or psychology is expected, along with 24 months of experience working inside an applicant tracking system. SHRM-CP or PHR certification is often preferred, though not always a hard requirement depending on the rest of your background.
Comfort with basic statistics helps too, since a lot of the analysis involves spotting whether a gap between groups is large enough to act on or small enough that it is likely just noise in a given hiring cycle. Being able to explain that distinction to a hiring manager who is not a numbers person, without sounding dismissive of their concern, is its own separate skill worth having.
The ATS experience and sourcing skills are must-haves from day one. Certification and deep negotiation experience are more of a bonus; strong candidates without them still get serious consideration if the rest of the background is solid enough to compensate.
Good candidates tend to be equally comfortable with numbers and with people. You need enough conviction to raise an uncomfortable pattern in a meeting where nobody asked to hear it, and enough rapport-building instinct to make a candidate feel genuinely considered rather than processed. People with a straight recruiting background usually pick this up fastest, but analysts from HR operations or people-analytics roles do well too, provided they are willing to get into the actual sourcing and interviewing work rather than only the reporting layer.
Patience matters too. Meaningful shifts in hiring patterns show up over several quarters, not overnight, so the role suits someone willing to track a slow-moving number without losing interest before it moves. It helps to already have a working relationship with how a typical hiring funnel behaves, since spotting an unusual pattern requires first knowing what a normal one looks like.
None of this requires a background specifically in DEI work; plenty of strong candidates come from general recruiting or people-analytics roles and pick up the specific focus quickly once they are in the seat. What they cannot skip is a genuine interest in the subject matter, since going through the motions on this kind of work tends to show up in the quality of the analysis fairly quickly.
This is a full-time role paying $86,000 a year. Remoteroles has the benefits here laid out plainly rather than buried in fine print.
The hiring bonuses are tied to how well roles get filled against target timelines and quality bars, not to headcount alone, so they reward getting the process right rather than just getting it done fast.
Interviews and hiring manager syncs happen on video, so you will need enough overlap with the team's core hours to schedule those live, even though plenty of the sourcing and data work can happen on your own time. Candidate communication runs through the applicant tracking system and email, with hiring manager updates typically delivered through a shared status document that gets reviewed weekly. There is no office attached to the role and no location requirement; you can be anywhere as long as the overlap works for scheduling live conversations.
Send your application along with any examples of how you have used hiring data to catch or correct a gap in a process before. Interviews for this role typically move through a recruiter screen and then a working session with the hiring team, and candidates usually hear back within two weeks either way. A short writing sample describing a metrics finding, even a hypothetical one, is a useful addition if you have one ready to share.