ALL ROLES / DATA ANALYSTS
Hire a data analyst who answers the question before the meeting
Not a BI project that ends at handover and not a freelancer you brief one dashboard at a time. One dedicated analyst from Latin America who owns your reporting in Power BI, Tableau, Looker or your CRM, and keeps it right every week.
TRUSTED BY TEAMS WHOSE CLOUDTASK HIRES HAVE STAYED 5 TO 8 YEARS
TOP RATED TALENT
Meet the talent you could hire
Five of the reporting and analytics profiles already in the CloudTask talent network. Every card is built from the candidate record itself.
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Earvin
Data Analyst
6+ years of experience
Puerto Plata, Dominican Republic
Data Analyst. Developed KPI dashboards and performance reporting tools to improve visibility into project progress, resource utilization, and operational efficiency.
Top Rated Power BI Asana +2 -
Nicholas
Data Analyst
3+ years of experience
Medellín, Colombia
Data Analyst. Developed data-driven automation initiatives for a fintech platform, building real-time KPI dashboards in Power BI tracking 10,000+ loans and automating financial metrics tracking with Google Analytics.
Top Rated + Make n8n +2 -
Juan
Data Analyst
7+ years of experience
Medellín, Colombia
Data Analyst. Led end-to-end Credit & Collections operations, successfully implementing the company's Days Sales Outstanding (DSO) framework and developing performance-driven KPIs that strengthened cash flow.
Top Rated + Asana Google Sheets +1 -
Esteban
Head of Growth
10+ years of experience
Santiago, Chile
Product Marketing Manager. Partnering with engineering and data to instrument funnel analytics and stand up a continuous A/B testing cadence across acquisition and activation.
Top Rated + Ahrefs Apollo +2 -
Rodrigo
Sales Manager
24+ years of experience
Mexico City, Mexico
Sales Manager. Developed and monitored interactive dashboards via Odoo CRM to analyze lead behavior, sales performance, and campaign ROI.
Top Rated Apollo Clay +2
How it works
How do I hire a data analyst?
You do one thing: interview. We handle everything else.
Post the role
5 minutes. The role, the motion, the tools, the comp band. That is all we need to start.
Review your matches
3 to 5 matches in 48 hours.
Interview and hire
We coordinate interviews. On Managed Staffing, we also handle payroll and compliance across LATAM.
WHY TEAMS TRUST CLOUDTASK
What you get with every hire
One analyst, not a project
A dedicated person who learns your data and your definitions and keeps the reporting right, instead of a consultancy that builds a dashboard and leaves.
Answers on your working day
Latin America and the Caribbean overlap the US business day, so the question from this morning's meeting gets answered this afternoon.
Verified on your stack
Power BI, Tableau, Looker, Excel, Google Sheets, your CRM. Checked per candidate against the tools you name, not taken from a self-reported list.
Replacement guarantee
24 months on Managed Staffing, 6 months on Direct Hire. Reporting that stops for a second search costs more than the search, so the guarantee covers the case where the fit is wrong.
WHY CLOUDTASK
Staffing with numbers behind it
10,000+
hires placed
since 2016
85%
still in seat
past 90 days
24 months
replacement guarantee
on Managed Staffing
12
countries
across Latin America and the Caribbean
PRICING MODEL
Managed Staffing.
Managed Staffing is open to every role we place. We find the person, handle payments and compliance, and stay involved after the hire with check-ins, visibility, and escalation when something is off. You get the person. We keep the machine running. For roles that create demand, outbound SDRs, BDRs, demand generation and full-cycle AEs, Managed Staffing runs on a six-month minimum term.
Pay
One all-in monthly rate
Per person. That is the number, and there is nothing added to it.
In the monthly rate
- Sourcing from the CloudTask staffing and recruiting company
- Screening and vetting
- Matching coordination
- Worker payments
- Compliance and employment administration
- Onboarding support at day 0, 7, 30 and 60
- Ongoing check-ins with the hire and with you
- Time and activity tracking, on by default
- Performance escalation
- 24-month replacement guarantee. Replacements not capped.
- Health benefits available on request
- Equipment benefits available on request
Stays with you
- The work itself
- Priorities and direction
- Who you hire
$299 to start your search. One time, not a subscription. It applies to your buyout or toward your first placement.
Start your searchPRICING MODEL
Direct Hire.
Direct Hire is open to every role we place. We find the person, vet them, and hand them over. You employ them, you manage them, you own the relationship from day one. Roles that create demand usually land here, because live call feedback and daily coaching work best coming straight from your sales leader, and there is no minimum term.
Pay
20% to 30%
Of first-year base salary. One time, quoted per role, paid when they accept.
In the fee
- Sourcing from the CloudTask staffing and recruiting company
- Screening and vetting
- Shortlist of matched candidates
- Interview coordination
- Offer support
- 6-month replacement guarantee. One replacement, same job description.
Yours when they accept
- Employment and payroll
- Compliance and employment administration
- Ongoing management
- Time and activity tracking
- Health benefits and equipment benefits
$299 to start your search. One time, not a subscription. It applies to your buyout or toward your first placement.
Start your searchHow CloudTask compares
Run the numbers. We did.
The same role, three ways to fill it.
Swipe to compare
| US Direct Hire | Staffing Agency | ||
|---|---|---|---|
| Time to First Interview | 48 hours | 3 to 6 weeks | 2 to 4 weeks |
| Payroll & Compliance | Included on Managed Staffing | You manage | Included in rate |
| Vetting Process | Human + AI verified | You screen | Recruiter screened |
| Candidate spam | Screened out before you see a profile | Common | Low |
| Tool Verification | Verified per candidate | Self-reported | Rarely verified |
| Free Replacements | 24 months on Managed Staffing, 6 months on Direct Hire | None | Variable |
Testimonials
Trusted by teams that hire with us
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LATAM has been a gold mine for talent. Our CloudTask hires understand our company culture and mission, and they connect with our customers in a way that drives high NPS and CX scores.
David Barrett CEO, Expensify -
At first we were an SF-based team only. Then I met Amir Reiter back in 2018. After visiting Medellín, I knew LATAM would be key to our growth and success.
Tim Zheng CEO, Apollo.io -
After meeting my CX and CS team in Medellín, we immediately loved the culture and the work ethic. As a European-HQ company, we found LATAM to be perfect to service our American clients.
Carl Carell CRO and Co-founder, GetAccept
SKILLS
Top capabilities to look for in a data analyst
Anyone can build a chart. These are the capabilities that decide whether your team trusts the numbers enough to act on them.
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Turning a question into a metric
Hearing "why did pipeline drop" and knowing which data answers it, which definition to use, and what would change the answer.
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Dashboards people actually open
A handful of views built around decisions, not every field in the database. If nobody opens it on Monday, it is not finished.
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Cleaning data before trusting it
Duplicates, missing values, stages used differently by two teams. A large share of analysis time goes here, and skipping it is how wrong numbers reach the board.
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Consistent definitions
One agreed meaning for a lead, a customer and a churned account, written down, so the same metric never shows two different numbers.
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Forecasting and trends
Reading what the history says about next quarter, and being clear about how confident that read is.
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Explaining the number
A short written summary with the answer first and the caveat second, for a reader who has two minutes.
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Automating the recurring report
The weekly report should build itself. The analyst's time goes on the questions the report raises, not on copying data between tabs.
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AI where it saves a step
Drafting queries, summarizing results and spotting anomalies faster. Useful for speed, never a substitute for checking the number is right.
HIRING GUIDE
How to hire a data analyst for your business
Most companies do not need a data team. They need one person who owns the numbers, keeps the dashboards honest and answers the questions leadership keeps asking. This guide covers what that role is, how it differs from a BI consultancy or a freelancer, and when it is the wrong hire.
What does a business data analyst do?
They turn the data you already have, in your CRM, your billing system, your spreadsheets and your analytics tools, into answers: how pipeline is moving, where customers drop off, which campaigns pay back, what next quarter looks like.
In practice the week is a mix of recurring reporting, ad hoc questions from leadership, and cleaning up the data so the first two can be trusted.
Is this a data engineer or a data scientist?
No. A data engineer builds pipelines and warehouses. A data scientist builds statistical and machine learning models. A business data analyst works on top of the data you have, in tools like Power BI, Tableau, Looker and spreadsheets. Data engineers and data scientists each have their own page.
Most growing companies need the analyst first. If your data does not yet exist in one place, see our data engineers page; if your problem is a predictive model, see our data scientists page.
Should I hire a Power BI consultant or a data analyst?
A consultant is the right choice for a defined build: setting up the model, the first dashboards and the refresh schedule. That work has an end.
The work after the build does not. Definitions change, new questions arrive every week and data breaks quietly. That is where a dedicated analyst earns the role, because the consultant has already left.
When should I not hire a data analyst?
When there is no data to analyze yet. If your CRM is half filled in and nobody logs activity, an analyst will spend their first months chasing data entry. Fix the process first, or hire someone to administer the CRM.
It is also the wrong hire if leadership will not act on what the numbers say. An analyst is only as useful as the decisions their work feeds.
What should I check in the interview?
Give them a small real dataset with a problem hidden in it, such as duplicates or a stage used two ways, and a business question. Ask for the answer and for what they would check before trusting it.
Then ask them to explain a result to you as if you were the CEO with two minutes. Clear writing and a clear answer first matter as much as technical skill.
Red flags in data analyst candidates
Trusting the data as delivered. In the dataset exercise, a candidate who answers the business question without finding the duplicates or the stage used two ways will put the same wrong numbers in front of your leadership. Ask what they checked before trusting the result.
The method before the answer. If their explanation to the CEO starts with the tools and the steps and reaches the answer at the end, if at all, your leadership will stop reading their summaries.
Dashboards measured by size. A candidate proud of a dashboard with every field in the database is describing something nobody opens. Ask which decision their last dashboard was built to support and who used it.
No view on definitions. Ask how they would handle two teams reporting different numbers for the same metric. A candidate who picks one and moves on, instead of agreeing a written definition, will keep producing two versions of the truth.
Certainty about the forecast. An analyst who presents next quarter as a single number, with nothing on how confident that read is, is giving your team false precision to plan around.
How long before a new analyst is useful?
Plan the first two weeks for access, definitions and a walk through the existing reports. Most of what an analyst finds in that period is inconsistency, and fixing it is the first real deliverable.
Hand over one recurring report fully rather than a slice of everything. It is the fastest way to build trust in the numbers.
How much does a data analyst cost?
It depends on seniority, the tools, the language requirement and the country the person works from, and any single number describes one scenario and calls it a price.
What is worth understanding is the shape. On Managed Staffing it is one all-in monthly rate per person with payments, compliance and replacement cover inside it. On Direct Hire it is a one-time fee and the person goes on your payroll. We quote your number before you interview anyone.
Why hire a data analyst in Latin America?
Overlap. The questions come out of meetings, and Latin America and the Caribbean share most of the US working day, so the analyst can answer while the decision is still open.
The second reason is English. The analyst writes the summaries your leadership reads, and we screen that live on a call rather than inferring it from a profile.
How does CloudTask hire for this role?
You send the questions you need answered, the tools and data sources, and the hours you need covered. We come back with 3 to 5 matched profiles within 48 hours, each one screened on a live call and verified against the stack you named.
You interview and choose. On Managed Staffing we handle payments, compliance and onboarding and stay involved with check-ins. On Direct Hire the person joins your payroll from day one. Both carry a replacement guarantee: 24 months on Managed Staffing, 6 months on Direct Hire.
FAQ
The fine print, in plain terms.
What is a Power BI consultant?
Is Power BI still in demand?
Do you place data engineers or data scientists?
Can the analyst work directly in our CRM data?
How fast can a data analyst start?
What is the $299 for?
Why is there no number on the monthly rate?
Who is the legal employer?
How does tracking work, and can I turn it off?
What happens if the person does not work out?
Is there a platform or subscription fee?
Ready to hire?
3 to 5 matches in 48 hours. Start with a quick role brief to get your shortlist.