Workforce Intelligence Engineer

People Science & Workforce Intelligence Technical Engineer

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 and 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, product ionize, 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 Big Query, 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 product ionize 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…