Technology Research Analyst

Description

Turn your experience in talent acquisition technology or staffing into research that helps industry leaders make better decisions.

SIA is seeking a Technology Research Analyst to investigate the technologies, business models, and market developments reshaping staffing and workforce solutions. You will produce insightful research, analyze survey findings and market data, engage with technology providers and industry executives, and present your conclusions through reports, conferences, webinars, and client conversations.

This role is particularly well suited to someone with experience at a talent acquisition technology vendor or within the technology function of a staffing firm who enjoys asking thoughtful questions, working with data, and translating complex subjects into clear, practical insights.

About the role

Reporting to SIA’s Vice President of Research, you will focus primarily on talent acquisition technology while also contributing to our staffing technology research portfolio. Research topics will include platform models, online job advertising, candidate fraud detection, digital workforce providers, sourcing automation and front-to-back technologies staffing firms use to operate and compete.

Key responsibilities

• Produce independent and collaborative research. Research and write clear, evidence-based reports that help executives understand market developments, evaluate opportunities, and make strategic decisions.
• Develop survey-based insights. Contribute to questionnaire design, respondent outreach, survey administration, data cleaning and validation, and interpretation of results.
• Analyze data and communicate findings visually. Create accurate, well-designed charts and tables that make findings accessible and meaningful to executive audiences.
• Build expertise and industry relationships. Monitor technology developments, conduct vendor briefings and product demonstrations, and exchange market observations with staffing executives, technology providers, and other industry participants.
• Support SIA’s clients and prospective clients. Respond to research inquiries, discuss findings, gather feedback, and help clients apply SIA’s insights to their businesses.
• Present research to executive audiences. Speak at SIA conferences, webinars, and client briefings. Develop compelling presentations and contribute to relevant conference programming, with opportunities to moderate discussions.

Required experience and capabilities

• At least three years of relevant professional experience, with five or more preferred.
• Experience in staffing, talent acquisition, or workforce solutions is highly desirable, ideally gained at a technology provider or in a technology-focused role within a staffing firm. Familiarity with recruitment platforms, front- and back-office staffing software, AI-enabled solutions, and other workforce technologies would be valuable.
• Strong analytical skills, including proficiency in Microsoft Excel and the ability to organize, validate, analyze, and interpret data.
• Ability to work independently on market sizing, survey interpretation, and basic statistical analysis, clearly explaining methods, assumptions, and limitations.
• Excellent business writing, including demonstrated ability to produce clear, concise, well-structured analysis for business decision-makers. You can distinguish important findings from background detail and explain both what the evidence shows and why it matters.
• Effective data visualization, including ability to select appropriate charts and tables and produce polished, accurate visuals that strengthen a report’s analysis and narrative.
• Executive communication and relationship skills, including comfort presenting to senior business audiences, asking substantive questions, and discussing findings with clients and technology providers.
• Research judgment, curiosity, and ownership, including ability to evaluate sources critically, distinguish evidence from assertions, and develop objective conclusions. You are comfortable learning new subjects, incorporating feedback, collaborating across time zones, and managing projects and deadlines with increasing independence.

Additional experience that would be valuable

The following are helpful but not required:

• Experience designing and managing surveys or producing published industry research.
• Advanced statistical analysis, company financial analysis, or experience with visualization tools.
• Familiarity with Python for data analysis and automation or Plotly and Dash for creating visualizations and interactive research tools.
• Practical AI capability, including demonstrated use of AI tools and AI-assisted or agent-based workflows to improve the quality, speed, or consistency of your work.

What success looks like in your first year

You will have established credibility with SIA clients, technology providers, and colleagues through the quality of your insights and interactions.

You will be independently delivering major research reports while contributing effectively to collaborative projects and survey-based research.

You will have introduced repeatable applications of AI that improve your own productivity and create practical benefits for the wider research team without compromising quality.

Working arrangements and travel

This is a US-based remote position, with a strong preference for candidates residing on the West Coast. We will only consider candidates who reside in the following states: CA, WA, NV, AZ, CO. The role requires availability during Pacific Time business hours, including consistent late-afternoon collaboration with an Australia-based research colleague. Expect a few business trips per year for conferences and other professional activities. Occasional international travel may be required, generally no more than once per year.

This position is exempt under the Fair Labor Standards Act and is not eligible for overtime pay.

Pay Transparency Disclosure:

The estimated salary range for this position is $100,000 to $120,000.

The final salary offering will take into account a wide range of factors, including experience, accomplishments and location. The salary range provided should not be considered as a salary limit or cap. In addition to base salary, Crain also offers competitive benefits including retirement plan savings contributions and bonus opportunities based on individual and company performance.

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Brand Overview:

Founded in 1989, Staffing Industry Analysts (SIA) is the global advisor on staffing and workforce solutions. Our proprietary research covers all categories of employed and non-employed work including temporary staffing, independent contracting and other types of contingent labor. SIA’s independent and objective analysis provides insights into the services and suppliers operating in the workforce solutions ecosystem, including staffing firms, managed service providers, recruitment process outsourcers, payrolling/compliance firms and talent acquisition technology specialists such as vendor management systems, online staffing platforms, crowdsourcing and online work services. We also provide training and accreditation with our unique Certified Contingent Workforce Professional (CCWP) program.

Known for our award-winning content, data, support tools, publications, executive conferences and events, we help both suppliers and buyers of workforce solutions make better-informed decisions that improve business results and minimize risk. As a division of the international business media company, Crain Communications Inc., SIA is headquartered in Mountain View, California, with offices in London, England.

www.staffingindustry.com

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About Crain Communications: 

Crain Communications is a leading business news and information company with a portfolio of 24 media brands that provide indispensable coverage and data for professionals globally and across sectors, including advertising, automotive, finance, healthcare, staffing, and workforce solutions. Many of Crain’s brands are the most influential media properties in the industries and communities they serve, including Ad Age, Automotive News, Pensions & Investments, Modern Healthcare, Staffing Industry Analysts, as well as Crain’s regional business brands. For more than a century, our dedication to deep sector expertise and journalistic integrity has enabled us to provide trusted insights across all our platforms, empowering today’s business leaders to make industry-shaping decisions. To learn more about Crain Communications, visit crain.com.

Environmental Demands 

Where you work matters. The job posting will provide specific information on where and when your amazing work would be performed. Employee work location is determined by the needs of the specific team and may include on-site, hybrid or remote.  Employee work location is subject to change.

• An “in-office” role would require the employee to come into the office most days with occasional flexibility to work remotely if tasks can be performed elsewhere and if the manager approves.  
• A “remote” role would allow an employee to work from a home office that is in one of the states Crain does business in. We can only employ a remote / "work from home" employee if they reside in one of these states: AZ, CA, CO, FL, GA, IL, MD, MA, MI, MN, NV, NY, NC, OH, OR, TN, TX, VA, WA, WI, and Washington, DC.
• A “hybrid” role would be a mix of in-office and remote work. There may be a specified schedule for coming into the office or it could be at the discretion of the employee with the manager’s approval, subject to change. 
• Employees who live within a reasonable commute distance from a Crain office are expected to work on-site 3 days per week.

Many positions will also include work done in “the field.” Depending on the role, this may include conducting in-person interviews, attending work-related events, meeting with sources or clients. Specifics will be noted in the job posting but are subject to change as a role evolves.   Employees may be exposed to adverse environmental conditions, specifically during field work. Other typical job functions are performed under conditions such as those found in general office work.  

Travel to cover news stories/events, meetings with clients, and to our geographically separated offices may be required.  It is the nature of many positions to experience non-standard working hours and be on-call when needed for responding to email, meeting with clients, attending work-related events, story development or breaking news. Most employees perform work Monday through Friday, although early-morning, evening or weekend shifts may be required.   Work schedule and travel requirements are subject to change as a role and needs evolve over time.  

Physical Demands 
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of many Crain jobs and are subject to change. 

Physical activities will include frequent in-person or virtual interactions.  For most positions, it is essential to be able to remain at a desk/computer workstation for prolonged periods, perform computer-related tasks, and create/maintain documents within filing systems.  Must have close visual acuity to perform an activity, such as preparing and analyzing reports and information, transcribing, viewing a computer terminal, or extensive reading.  The typical physical requirements are light work—exerting up to 25lbs of force occasionally and/or up to 10lbs of force frequently and may include climbing, pushing, standing, hearing, walking, reaching, grasping, kneeling, stooping, and repetitive motion.  Some positions will have additional physical requirements, including exerting up to 50lbs of force to move and/or carry equipment, supplies, files, or other materials as the role requires.  

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential job functions and meet the environmental and physical demands of the role. 

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities  The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)