Screened for how they turn data into decisions, not just dashboards.
Why STACK IT
Most agencies optimize for volume. We optimize for the one hire who’s right, vetted by people who understand the work.
We screen for how a candidate frames a question, interrogates data, and communicates an answer, not how many BI tools they list. No one reaches you without two of our recruiters signing off.
Fake profiles, proxy interviews, and AI-assisted answers are everywhere in tech hiring. We meet each candidate face-to-face on video and screen for AI patterns, so who you interview is who shows up.
Good analysts learn your business, and that context is the value. We align trajectory, growth, and total comp so your hire stays and keeps getting sharper about your data.
Success-based and non-exclusive, no upfront fees, no retainers. We invoice on your hire’s first day, not before.
The payoff
Hiring well costs less than you think, and a strong hire changes far more than the work in front of them.
Answers in hours, not weeks.
A strong analyst gets to the number fast and explains it.
Dashboards people actually use.
Clear metrics and definitions make the data worth checking.
Decisions backed by evidence.
The right analysis turns opinions into a defensible call.
One definition everyone agrees on.
Governed metrics end the argument over whose number is right.
Leaders see what’s happening now.
Self-serve analytics put the answer a click away.
How we screen
We screen for how data analysts actually think. Every shortlist is judged against the same five criteria that predict whether someone delivers in your codebase.
Pulls, joins, and shapes data confidently in SQL, and sanity-checks results instead of trusting the first number that appears.
Frames the real question, picks the right method, and knows the difference between correlation, causation, and coincidence.
Builds dashboards and reports that are accurate, readable, and honest, in Power BI, Tableau, Looker, or similar.
Turns analysis into a clear recommendation a non-technical stakeholder can act on, without drowning them in caveats.
Validates inputs, documents assumptions, and flags when the data can’t answer the question, rather than forcing it.
Proof it works
Discover what changed once the right hire joined our clients’ team.
A SaaS team was guessing at why users left. The analyst we placed built cohort dashboards and a churn breakdown that pinpointed the drop-off, and the fixes it pointed to cut monthly churn by 31%.
Automated a fintech’s manual monthly board reporting in a BI tool, turning a multi-day spreadsheet grind into a refreshable dashboard.
Built a governed metric layer for a healthcare provider, ending the recurring argument over whose numbers were right.
Real technical screening, a calibrated shortlist in days, and candidates vetted for fit, not just resumes. Let’s start your search.
Specializations
Whatever your team runs on, we screen for the people who do the work right.
Confident querying and clean models that make the data answerable.
Reports and dashboards that are accurate, readable, and actually used.
KPIs, ad hoc analysis, and the story behind the numbers.
The cost of waiting
An empty seat doesn’t delay work, it redistributes it. The longer the search drags, the more it costs.
Every week a role stays open, the cost lands on the team you already have.
Speed isn’t a nice-to-have. It’s the difference between a gap and a setback.
Time to fill this role
How you hire
Two models, one standard of quality. Bring on the data analysts you need the way that fits your timeline and budget.
Permanent
Best when you’re building the team for the long term.
Contract
Best when you need delivery capacity now, without adding headcount.
Not sure which fits? Compare permanent vs. contract
FAQ
The questions teams usually ask before starting a search with us.
We check whether they can go from raw data to a decision, not just run a dashboard. We walk through analyses a candidate has delivered, probe how they wrote and validated their own queries, and have them explain the insight to a non-technical stakeholder. Communication is as much the test as the SQL.
Yes. A strong analyst turns numbers into decisions that product, finance, and ops can act on. We score communication alongside technical skill, because an insight nobody understands never gets used.
Both work. One-off analyses and reporting build-outs can fit contract, while an analyst embedded in a team’s decisions is usually a permanent hire. We will tell you which fits.
You will typically see a first vetted candidate within 24 to 48 hours and a calibrated shortlist within about five business days. For pay expectations by level, we benchmark against recent placements.
Permanent hires are success-based: you pay only when someone starts, with no upfront fee, backed by our 90-day guarantee. Contract runs on a transparent hourly rate. We will walk you through the specifics on an intro call.
Still have a question? Talk to a recruiter
Bill 190 compliant by default.
Every search keeps your hiring audit-ready in Ontario.
Start a search
Share the role and we’ll reply within one business day with a calibrated shortlist of three to five data analysts, screened for your stack and your team.
