Workforce Intelligence Engineer

Crusoe is on a mission to accelerate the abundance of energy and intelligence. As the only vertically integrated AI infrastructure company built from the ground up, we own and operate each layer of the stack — from electrons to tokens — to power the world's most ambitious AI workloads. When you join Crusoe, you join a team that is building the future, faster.

We're in the midst of the greatest industrial revolution of our time. The demand for AI compute is boundless, and power is a bottleneck. We're solving that — with an energy-first approach that makes AI infrastructure better for the world and faster for the people innovating with AI.

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 services.

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.

About the Role:

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.

What You’ll Be Working On:

• 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.

What You’ll Bring to the Team:

• Foundational 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 start.

• Data 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 one.

• Working 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 languages.

• Exposure 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 plus.

• AI-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 operates.

• Data 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 guidance.

• Curiosity 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 place.

• Self-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 momentum.

Bonus Points

• Some exposure to owning or contributing to a data engineering stack without heavy scaffolding

• Familiarity 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 similar

• Full-stack or front-end development experience sufficient to ship internal tooling end-to-end

• Comfort with enterprise data privacy and security requirements for HR data — PII handling, access control

Benefits

• Competitive compensation and equity packages

• Restricted Stock Units

• Paid time off, paid holidays & leave of absence programs

• Comprehensive health, dental & vision insurance

• Employer contributions to HSA account

• Paid parental leave

• Paid life insurance, short-term and long-term disability

• Professional development & tuition reimbursement

• Mental health & wellness support

• Commuter benefits (parking & transit)

• Cell phone stipend

• 401(k) Retirement plan with company match up to 4% of salary

• Volunteer time off

• Global travel insurance & emergency assistance

• Daily meals allowance

• Additional perks & programs specific to location

Compensation Range

Compensation will be paid in the range of up to $125,000 - $150,000 + Bonus. Restricted Stock Units are included in all offers. Compensation to be determined by the applicant’s knowledge, education, and abilities, as well as internal equity and alignment with market data.

Crusoe is an Equal Opportunity Employer. Employment decisions are made without regard to race, color, religion, disability, genetic information, pregnancy, citizenship, marital status, sex/gender, sexual preference/ orientation, gender identity, age, veteran status, national origin, or any other status protected by law or regulation.