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Open nowPosted today

Senior Analyst, Talent Intelligence

Home Depot1,313 open roles

Where
GEORGIA - VIRTUAL - GA01
Work mode
Remote
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Your applicationOpen nowSenior Analyst, Talent IntelligenceHome Depot · GEORGIA - VIRTUAL - GA01

  1. YouYes, apply to this one.

  2. CV RocketCV written for this posting.

  3. 25 readersRecruiter, hiring manager, skeptic. Round after round.

  4. CV RocketApplied on Home Depot's own form.

The reply lands in your private mailbox

3×more interviews than doing it yourself with ChatGPT.

The clock on this job

Early applications get read.

12.9% of postings close within 7 days. Measured by our own scanner across the market. Home Depot postings stay open a median of 12 days.

Share of postings closed within
  1. 2.2%1 day
  2. 4.7%3 days
  3. 12.9%7 days
  4. 21.0%14 days
  5. 35.6%30 days
  6. 58.5%60 days
This job: posted today

Home Depot median: 12 days open

The posting

With a career at The Home Depot, you can be yourself and also be part of something bigger.

Position Purpose:

At The Home Depot, we're redefining how talent intelligence, technology, and data come together to shape the future of hiring. As a Senior Analyst, Talent Intelligence, you'll play a critical role in building the tools, insights, and experiences that power enterprise talent decisions.

In this role, you'll operate at the intersection of talent acquisition, workforce strategy, analytics, technology, and artificial intelligence, turning talent and market data into actionable intelligence that improves hiring decisions. This role isn't about finding more information. It's about determining what information matters, understanding what it means, and delivering intelligence that helps leaders make better talent decisions. You'll identify information gaps, define the intelligence requirements behind each hiring need, and apply critical thinking and analytical rigor to develop talent intelligence products that help leaders understand the market, evaluate options, and make informed decisions about talent.

You'll go beyond finding and presenting data. You will interpret what the information means, identify the insights that matter, and translate complex findings into clear, compelling intelligence products. From executive-level insights and emerging talent trends, your work will give hiring managers and talent acquisition leaders a sharper view of the talent landscape and help them find and engage the best talent available.

Key Responsibilities:

  • 50% Create and own executive talent candidate generation strategies and build diverse, world-class external talent pools by leveraging tools and methods to identify leadership talent of strategic interest to The Home Depot
  • 50% Manage end to end research projects and talent market scan requests, including search plan development and research and market scan summaries

Direct Manager/Direct Reports:

  • This position typically reports to Manager, Executive Recruiting
  • This position has 0 direct reports

Travel Requirements:

  • Typically requires overnight travel 5% to 20% of the time.

Physical Requirements:

  • Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.

Working Conditions:

  • Located in a comfortable indoor area. Any unpleasant conditions would be infrequent and not objectionable.

Minimum Qualifications:

  • Must be eighteen years of age or older.
  • Must be legally permitted to work in the United States.

Preferred Qualifications:

  • Prior experience in talent intelligence, executive search, talent acquisition, CRM administration, talent operations, workforce planning, or related disciplines.
  • Excellent written and verbal communication skills, particularly the ability to turn complex analysis into concise, executive-ready narratives
  • Comfort presenting findings and analytical judgments to senior stakeholders.
  • Ability to use generative AI thoughtfully as an analytical accelerator while independently validating sources, assumptions, and conclusions.
  • Demonstrated ability to leverage AI technologies (e.g.: Copilot, Gemini, Claude) to improve research, sourcing, data visualization, workflow automation, reporting, and business decision-making.

Minimum Education:

  • The knowledge, skills and abilities typically acquired through the completion of a bachelor's degree program or equivalent degree in a field of study related to the job.

Preferred Education:

  • No additional education

Minimum Years of Work Experience:

  • 2

Preferred Years of Work Experience:

  • No additional years of experience

Minimum Leadership Experience:

  • None

Preferred Leadership Experience:

  • None

Certifications:

  • None

Competencies:

  • Persuades
  • Tech Savvy
  • Communicates Effectively
  • Strategic Mindset
  • Ability to gain consensus, develop and deliver against strategic priorities and timelines
  • Exceptional verbal written and communication skills and ability to operate at all levels of the organization including frequent interaction with Senior Leadership
  • Technically savvy with a thorough understanding of research and sourcing tools functionality and capabilities
  • Ability to use data to drive key and impactful decision-making and quality
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  1. A CV for this posting

    Written against Home Depot's own wording, from every piece of relevant proof in your profile.

  2. 25 readers review it

    Recruiter, hiring manager, skeptic and more read every draft, round after round. You get the best round.

    The review screen in CV Rocket: how each CV was read, round by round.

  3. We apply on Home Depot's form

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    An application in CV Rocket: every answer filled in on the employer's form.

  4. Every reply, sorted

    Home Depot's answer lands in your private mailbox, and we classify it on arrival: interview, question, rejection.

    The CV Rocket inbox: each employer reply classified as an interview, an action or a rejection.

  5. Reply with AI

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3×

more interviews than doing it yourself with ChatGPT.

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  • How it was written, and how the review scored it
  • When we applied, and how long after the posting went up
  • Which posting, which company, which city
  • Who got the interview, and who heard nothing

That is how we know which CVs get called.

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The numbers game

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