Head of Business Intelligence

At Tilt, we see a side of people that traditional lenders miss. Our mobile-first products and machine learning-powered credit models look beyond credit scores, using over 250 real-time financial signals to recognize real potential. With millions of customers worldwide, we're not just changing how people access financial products — we're creating a new credit system that backs the working, whatever they're working toward.

We're hiring a leader to run Business Intelligence at Tilt end to end.
BI at Tilt is a data modeling, metadata, and context-building function. We sit with teams across the business, learn how they approach their metrics and the questions they're trying to answer, look for commonality across teams, and build models that accurately describe our business. A growing part of the mandate is metadata management: every model and metric gets an AI- and human-readable description, and we maintain a living library of key metrics with reference SQL implementations the rest of the company can trust and build on. BI here is focused on models and tools, not on charts and dashboards.
You'll own the function day to day: a team of US and International BI Developers, the data models and semantic layer the business runs on, and the metric-and-metadata library that makes them trustworthy. You'll report to the Head of Business Acceleration and you'll run it.
This is a leadership role, but not a hands-off one. You stay close to the craft: you hold the team to a high bar and you understand the long-term impact of the decisions the team makes in the models. You have expert-level SQL, fluency with AI coding tools, and enough depth to read and review dbt work from a team of highly competent BI Developers — you review the work, you don't need to write it yourself.
The spike we're testing for is nimble judgment across a wide range of engaged stakeholders. You'll juggle a long, competing list of asks from across the business — and at Tilt that list moves fast, from a change in business priority to an acquisition. The job is knowing which asks actually need attention, which projects are drifting, and where the bar is slipping, then jumping in at the right moment without taking the work over.
In addition to our twice-yearly company onsites, travel to Asia is expected for this role 3–4x per year.

• Own the BI function end to end: the team, the roadmap, and the quality bar.

• Own the reporting data models across the business: take each team's view seriously, find the commonality across them, and build shared models that accurately reflect the product or process.

• Make metadata part of the product, not an afterthought: AI- and human-readable descriptions on every model and metric, plus a maintained library of key metrics and reference SQL implementations.

• Give the whole company a consistent, accurate foundation — every team starting from the same trusted models and definitions instead of their own one-off pulls. BI doesn't run the analysis. It makes the numbers everyone analyzes trustworthy.

• Prioritize across a long, shifting stakeholder list: what BI takes on, what it declines, and what needs your attention now.

• Grow the team: raise the technical bar and their business fluency, stepping in when it matters and letting them run when it doesn't.

• By day 30: A working command of the stakeholder landscape, the existing models, and the team. You know who depends on what, how the models fit together, and where the biggest opportunities to build on a strong foundation sit.

• By day 60: A prioritized view of where BI should spend its effort, with the highest-value modeling and metadata work identified and the team aligned behind it. You're already in the review loop and holding the bar.

• By day 90: The team is shipping against clear priorities, the metric-and-metadata library is visibly moving, and teams across the business are starting from consistent, accurate models rather than one-off pulls.

• Proven experience. You bring 7+ years in data modeling, analytics engineering, or BI, including 3+ years of managing people directly.

• Nimble judgment across engaged stakeholders. You can hold a long, shifting list of asks from teams who all want your attention, tell the most impactful from the rest, and know exactly where to focus. This is the trait we care about most.

• Steps in without taking over. You jump in at the right moment on the right problem and then get back out — you don't micromanage, and you don't let things drift either.

• Expert technical depth. Expert-level SQL, fluency with AI coding tools, and the ability to read and review dbt work from a team of highly competent BI Developers. You know dimensional modeling, semantic layers, and what makes a reporting model accurate and holds up over time. You hold that bar through review, not by taking the keyboard.

• Business fluency. You can sit with a team, understand what they actually do and how they measure it, and translate that into shared models that serve them.

• A point of view on metadata and context. You treat descriptions, definitions, and a trustworthy metric library as core output, not documentation debt — and you're interested in doing it in a way that's readable by both people and AI.

• People leadership. You've managed analysts or analytics engineers, raised a team's bar, and can develop talent while keeping a team moving quickly without letting correctness slip.

Quick yes/no self-check. If you can't answer yes to most of these, this probably isn't the right fit.

1. Have you led a team of analysts or analytics engineers, owning both their output and their bar? (Yes / No)

2. Do you hold a team's quality bar primarily through code review rather than by writing the work yourself? (Yes / No)

3. Do you have expert-level SQL and hands-on depth in data modeling, dbt, and a modern warehouse? (Yes / No)

4. Have you partnered with business stakeholders to build shared reporting data models? (Yes / No)

5. Have you managed competing demands from many stakeholders that shifted with the business, and had to prioritize what gets attention and what doesn't? (Yes / No)

6. Have you owned metric definitions, metadata, or a shared metric library as a deliverable in its own right? (Yes / No)
   

Don’t meet every qualification? We care about potential over your past. If you're bringing ambition and drive to what we're building, we want to hear from you.

• Virtual-first teamwork: The Tilt team is collaborating across 14 countries, 12 time zones, and counting. You’ll get started with a WFH office reimbursement.

• Competitive pay: We're big on potential, and it's reflected in our competitive compensation packages and generous equity.

• Complete support: Find flexible health plans at every premium level, and substantial subsidies that stand up to global standards.

• Visibility is yours: You can count on direct exposure to our leadership team — we’re a team where good ideas travel quickly.

• Paid global onsites: Magic happens IRL: we gather twice yearly to reconnect over shared meals or kayaking adventures. (We’ve visited Vail, San Diego, and Mexico City, to name a few.)

• Impact is recognized: Growth opportunities follow your contributions, not rigid promotion timelines.

We're looking for people who chase excellence and impact. Those who stand behind their work, celebrating the wins and learning from the missteps equally. We foster an environment where every voice is valued and mutual respect is non-negotiable — brilliant jerks need not apply. We're in this together, working to expand access to fair credit and prove that people are incredible. When you join us, it's not just another day at the [virtual] office, you're helping millions of hardworking people reach better financial futures.

You’re pushing ahead in your career? We can get behind that. Join us in building the credit system that people deserve.