Wealthsimple is Canada’s leading financial innovator. The company offers a full suite of simple, sophisticated financial products across managed investing, do-it-yourself trading, cryptocurrency, tax filing, spending and saving. Wealthsimple currently serves more than 4 million Canadians and holds over $125 billion in assets under administration. The company was founded in 2014 by a team of financial experts and technology entrepreneurs, and is headquartered in Toronto, Canada.
We're proud of what we've built — and we're just getting started. Read our Culture Manual and learn more about how we work.
The People Analytics team is a new function. We're standing up the analytical foundation from scratch, and are looking for a Senior level Analytics Developer to join the team to build out this function. You'll be the first members of the People Analytics team, which means you're not inheriting a system: you're designing one. You'll build the pipelines, data models, and quality frameworks that turn raw data into the analytics foundation the business needs. This is a 0-to-1 role that calls for someone who's comfortable with ambiguity, energized by ownership, and serious about doing foundational work well.
What you'll do
Design and build the data pipelines and transformation models that move raw data from source systems into a centralized data warehouse.
Drive the creation of a canonical employee record with a stable, consistent identifier that survives job changes, rehires, and system migrations.
Own the semantic layer for people metrics: define, document, and maintain agreed-upon definitions for core measures so that HR, Finance, and leadership are always working from the same numbers
Bridge the gap between raw sources and business value. Ensure that data models are not just technically sound, but are purposefully built to answer the specific strategic questions for Wealthsimple
Build slowly-changing dimension patterns and dated workforce snapshots that enable accurate point-in-time analysis.
Establish data governance practices that belong in a people analytics function.
Partner with HR business partners, Finance, and People Operations leaders to translate business questions into well-structured data models and durable analytical solutions
Use AI tools to accelerate your work, drafting pipeline code, generating documentation, stress-testing metric logic, and turning technical findings into clear communication for non-technical partners
Skills you bring
Python for pipeline orchestration, data transformation, and scripting
Experience with dimensional modelling, SCD types 1/2/3, and snapshot patterns.
Hands-on experience with dbt or equivalent, including testing documentations and incremental loading patterns.
Pipeline orchestration using Airflow, Prefect, or similar.
Familiarity with cloud data warehousing (Snowflake, BigQuery, or Redshift)
Advanced SQL, including window functions, CTEs, date spine logic.
HR data literacy: employee lifecycle events, job hierarchies, headcount types, and compensation structures
Experience extracting data from various data platforms such as Workday, Ashby, or Greenhouse.
Version control in Git as standard practice.
Nice to have
Experience with identity resolution or entity matching — directly relevant to the golden record problem
Familiarity with survey data platforms such as Qualtrics, Glint, or Culture Amp
Exposure to workforce planning or headcount forecasting models
Experience in a regulated or compliance-heavy environment, including familiarity with GDPR, CCPA, EEO reporting requirements
Who you are
You're energized by building from scratch, you don't need a well-paved road to do good work, and you're not waiting for perfect requirements before you start
You possess a "product owner" mindset. You don’t just deliver a table. You ensure the end-user understands the data, trusts it, and can use it to make decisions
You take documentation seriously and hold a high bar for data quality without being precious about it. You ship, iterate, and improve rather than waiting for perfection before anything goes to production
You bridge technical and non-technical worlds naturally.
You think about privacy the way a good engineer thinks about security, as a design constraint, not an obstacle
You're pragmatic about AI tools. You use them to move faster and document more thoroughly, and you know where they add value and where they don't
🌸 Top-tier health benefits and life insurance
📈 Long-term group savings with employer match, through Wealthsimple for Business
🌴 20 vacation days, 4 wellness days, and unlimited sick and mental health days per year
✈️ 90 days away: work outside Canada for up to 90 days per year
👥 Employee resource groups, including Rainbow (2SLGBTQ), Women of WS, and Black at WS
🌎 We are a hybrid team with over 1,500 employees across North America. The people are one of the best parts of working here: you'll collaborate with incredibly talented, curious, and driven teammates who are deeply committed to doing great work.
ICYMITechnology & Innovation at Wealthsimple: We move quickly and build thoughtfully. That means we're always looking for better ways to work — whether that's new tools, AI, or rethinking how we approach a problem. We don't expect you to have all the answers, but we do expect curiosity and a willingness to evolve alongside the products we're building.
Inclusion Statement: We're building products for a diverse world, and we need a diverse team to do it well. We strongly encourage applications from everyone, regardless of race, religion, colour, national origin, gender, sexual orientation, age, marital status, or disability status.
Accessibility Statement: We're committed to an accessible hiring experience. If you need any accommodations throughout the interview process, please let us know — we'll work with you to make sure you have what you need. We also welcome any feedback on how we can better accommodate candidates with accessibility needs.
AI in Hiring: We may use artificial intelligence (AI) tools to support parts of our hiring process, such as reviewing applications, analyzing resumes, or assessing responses. These tools assist our team but don't replace human judgment – all final hiring decisions are made by people. If you have questions about how your data is used, reach out to us.
