Workforce Intelligence Engineer

If you want to do the most meaningful work of your career, help our customers and partners advance their AI strategies, and be part of a high-performing team that believes in each other, come build with us at Crusoe Crusoe’s People Science & Workforce Intelligence team builds the systems, models, and tooling that power how the company understands and acts on its workforce This role is the technical engine enabling that work — and an opportunity to grow into full ownership of it You’ll be a core contributor to our workforce intelligence technical stack: the data pipelines, models, and AI-powered applications that turn raw HR system data into something the business can act on You’ll work alongside a senior consultant who currently owns this function and who will assist with transferring domain knowledge and providing technical mentorship Day to day, you’ll take on real ownership of building and maintaining technical solutions — balancing greenfield development with keeping production systems healthy and current You’ll also develop the judgment to triage technical work: knowing what to build yourself, what to scope through Crusoe’s central IT organization, and what to solve with a vendor The senior consultant will help you build that muscle, but you’ll be executing independently from the start A growing and genuinely exciting part of this role is agent development Crusoe is actively investing in AI-powered workforce tooling — systems that automate high-friction HR workflows, surface intelligence from people data, and write back to HR platforms with minimal human intervention You’ll use AI-assisted development to compress build cycles, moving from problem to working solution faster than traditional engineering timelines allow, then partner with IT to host, productionize, and scale what’s worth scaling This is an area where someone earlier in their career can contribute meaningfully and build a differentiated skillset fast What makes this role unusual is that the technical work and HR domain expertise are equally load-bearing High performance culture, job architecture, mobility, organizational design, and workforce planning are domains where the data is structurally complex, the business logic is nuanced, and shallow domain knowledge produces wrong answers You don’t need to have seen every scenario, but you need enough grounding in HR systems and data to hit the ground running and learn the rest quickly alongside the senior consultant People Data Engineering: Contribute to and take growing ownership of our data engineering stack: dbt models in BigQuery, staging layers from sources like Rippling, Ashby, and Visier, and event-grain models that capture workforce changes with the fidelity HR analytics requires. You’ll work with the senior consultant to understand the existing architecture and take on increasing accountability for its quality, maintenance, and scalability over time AI Agent Development: Design and deploy agentic systems that automate high-friction HR workflows and surface actionable workforce intelligence — from intelligent classification and matching to multi-step agents that interact with HR platforms. You’ll use AI-assisted development tools (Cursor, Claude Code, or equivalent) to move fast, prototype in the open, and scale your output beyond what traditional solo engineering allows. This is an area of active investment and real greenfield opportunity Partnership with IT: Serve as the technical liaison between People Science and Crusoe’s central IT organization for work that extends beyond our data stack. Triage the technical backlog, determine what gets built in-house versus scoped through IT versus solved with a vendor, and drive delivery once the call is made. When solutions are ready to scale, partner with IT to productionize them — hosting, infrastructure, security, and long-term maintenance Custom Internal Tooling: Scope and build purpose-built solutions where commercial HR products fall short — from rapid prototypes that validate a direction quickly to production-quality tools that replace vendor contracts Workforce Intelligence and Executive Storytelling: Build the pipelines and data products that surface workforce intelligence to leadership — headcount, attrition, performance distributions, compensation equity signals, org health metrics. Translate complex, multi-source analyses into clear narratives that drive decisions at the executive level. You’re not just building the model; you’re responsible for what leadership does with it Benefits Health & wellbeing: Comprehensive health benefits designed to support your overall wellness Time away: Paid time off for vacations, family bonding, and unexpected needs 401(k) match: Build your financial future with our 401(k) matching program Mental wellness: Resources and support for your emotional wellbeing and navigating life’s challenges We’re looking for problem-solving, opportunity-finding teammates with a sense of urgency, who believe in the scale of our ambition and thrive on a path not fully paved — people who want to grow their careers alongside a team of experts across energy, manufacturing, data center construction, and cloud servicesData storytelling and communication: You can translate a technical analysis into something a non-technical stakeholder can act on. You’re developing the skill of knowing what to lead with and how to frame a finding for a leadership audience — and you’re eager to sharpen that with the senior consultant’s guidanceCuriosity and coachability: You take ownership of your work, seek feedback actively, and apply it quickly. You’re comfortable operating independently while also knowing when to pull in a more experienced partner rather than spinning in placeData engineering fundamentals with room to grow: You have hands‑on experience writing production SQL, working with dbt or a similar transformation framework, and thinking about data modeling — grain, lineage, schema design. You don’t need to have owned a full stack independently, but you should be able to contribute meaningfully to one from day oneWorking software engineering ability: You’ve written code that runs in production - pipelines, API integrations, scheduled jobs, or lightweight applications. You have a solid coding foundation, and you’re comfortable learning new patterns and languagesAI-assisted development as a working style: You use tools like Cursor, Claude Code, or equivalent to move faster than traditional engineering timelines — building functional prototypes rapidly, iterating in the open, and scaling your own output beyond what solo engineering typically allows. This isn’t a nice-to-have; it’s how this role operatesSelf-directed execution: You navigate ambiguity, form a point of view, build something, and learn from it. You don’t wait to be told exactly what to do, and you work well across organizational boundaries without losing momentumExposure to AI/agent development: You’ve experimented with or built LLM-powered tools — even if you haven’t yet shipped a production agent. You understand the basics of how these systems work and you’re genuinely excited to go deeper. Prior experience with RAG, tool‑calling, or multi‑step agent frameworks is a strong plusFoundational HR domain expertise: You’ve worked in or alongside HR systems — HRIS, ATS, compensation or performance platforms — and you understand how HR processes translate into data. You know the basics of how an org structure is modeled, what an effective date means, and why HR data requires different handling than product or financial data. The senior consultant will deepen your domain knowledge, but you need enough fluency to ask the right questions and build things correctly from the startSome exposure to owning or contributing to a data engineering stack without heavy scaffoldingFamiliarity with GCP and modern data stack tooling (dbt, Sigma or equivalent)Experience at the API or data layer of HR platforms: Rippling, Ashby, Workday, Greenhouse, Visier, or similarFull-stack or front‑end development experience sufficient to ship internal tooling end-to-endComfort with enterprise data privacy and security requirements for HR data — PII handling, access control #J-18808-Ljbffr Crusoe Energy Systems