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AN
Anglera

Data Science and Business Insights Lead

LocationU.S.
Work moderemote
Typecontract
DepartmentProduct
Company size11+ people
First seen2d ago
Last seen2d ago
About the role
Job Title: Data Science and Business Insights Lead
Department: Product
Reports to: COO
About Luna Joy
Luna Joy is a leading provider of mental health services, specializing in supporting women through their mental wellness journey. We offer holistic therapy and medication management to help women overcome challenges like postpartum mental health issues. Our dedicated team of professionals works in a collaborative, autonomous, and remote environment, ensuring comprehensive care for our clients. We are rapidly expanding and committed to improving access to quality mental health services across the U.S.
Job Overview
LunaJoy is a virtual behavioral health practice. Nearly every operating number the company runs on- provider utilization, payer mix, lead and referral conversion, clinician capacity by state, and weekly leadership scorecards- is produced by one dbt project on BigQuery. This role owns that project.
This is a sole-owner seat. You will be the only person whose full-time job is the data stack: you set the modeling standards, you triage the broken sync at 8 am, you decide what a metric means, and you are the person Finance, Clinical Ops, Growth, and the exec team come to when they need a number they can defend. There is no data team above you to escalate architecture decisions to, and no analyst below you to hand ad-hoc queries off to. That autonomy is the appeal of the job and also its main demand; we are hiring for judgment as much as for SQL.
The role is open because the current owner is departing. Expect a documented handover, not a cold start: the project carries a maintained CLAUDE.md, a DATA_MODELS.md data-model reference with a grain and terminology glossary, an Electronic Medical Record source-system data dictionary, declared exposures, and dbt tests.
As part of the Luna Joy team, you will play an essential role in directly contributing to supporting the mental health journey of one million women with purpose-driven innovation, unwavering compassion, and transformative care. You will need the speed to adapt quickly and efficiently, as well as the drive to be 1% better every day, constantly striving for improvement. Additionally, you will demonstrate compassion and contribute to a positive work environment by giving and getting joy in your daily interactions. These values will enable you to make effective contributions to key areas of focus and responsibility.
Key Responsibilities:
Data Modeling (dbt + BigQuery)
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Maintain and extend a production dbt project of roughly 220 models spanning appointments, patients, charges and billing, providers, referrals, lead and outreach conversion, capacity, and clinical measures
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Continue the project’s layering convention (staging → int → mart) for new work while keeping a large set of established flat dashboards/models stable and correct
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Own the semantics of the hard domain logic, multi-payer insurance billing sequences, fee-schedule matching with its fallback hierarchy, patient active/churn state, care-model classification, provider utilization and capacity
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Keep tests, documentation, and declared exposures current so that a change to an upstream model reveals what it will break before it breaks it
Ingestion and Pipelines
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Own the health of every source feeding the warehouse: the AMD practice-management system (ODBC), the internal warehouse, GoHighLevel CRM, Salesforce/Verifiable credentialing data, Airbyte-loaded external files, payroll, and GA4
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Diagnose and resolve sync failures, schema drift, source-freshness gaps, and the quirks that come with incrementally-synced upstream systems
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Maintain the Python build scheduler and the scripts that sit outside dbt
Reporting and BI Delivery
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Produce the recurring reporting layer, roughly 30 scheduled reports, including weekly analytics and referral reporting, monthly performance and forecasting, capacity and availability reports, and external partner-facing extracts
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Maintain the dashboards and Google Sheets / Connected Sheets that leadership and operators actually open, and keep the exposure layer honest about what depends on what
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Improve how numbers are presented, not just computed; a report nobody trusts or can read is not delivered
Analysis and Stakeholder Partnership
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Serve as the analytics partner to four groups:
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Finance / RCM: charges, payments, adjustments, fee schedules, provider payroll, monthly performance, profitability
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Clinical Ops/provider network: utilization and fill rates, capacity by state, hiring and enrollment pipeline, credentialing coverage, documentation and charge timeliness, quality metrics
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Growth/partnerships: lead and referral conversion, source mix, time-to-conversion, care-partner and B2B pipeline, outreach targeting
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Exec leadership: scorecards, weekly and monthly leadership reporting, and the ad-hoc question that arrives an hour before the board call
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Turn vague business questions into defensible answers, and push back when the question is the wrong one
Data Governance and Trust
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Handle protected health information responsibly and keep PHI out of places it shouldn’t be
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Maintain test-data exclusion rules, business-rule definitions, and metric definitions that keep numbers consistent across reports
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Serve as the tie-breaker when two dashboards disagree.
Qualifications:
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Expert SQL: not “comfortable with joins,” but window functions, complex CTE pipelines, incremental logic, and the ability to reason about grain and fan-out in a 15-CTE model you did not write
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Production dbt experience: you have owned or substantially built a dbt project- models, tests, sources, exposures, macros, materialization strategy, and the discipline of refactoring without breaking downstream consumers
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Fluent in Google BigQuery, including its performance and cost characteristics
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Demonstrated end-to-end ownership of an analytics stack, including the parts that aren’t modeling: broken pipelines, undocumented source systems, and stakeholders who need an answer today
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Strong written communication: in a remote, sole-owner role, your documentation and your written answers are the interface to the company
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Judgment and self-direction: you will decide what to build and in what order, and you will be right often enough that leadership stops needing to check
Nice to Haves:
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None of these are required. Each one shortens your ramp.
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Python, for the build scheduler, scripting, and ingestion glue
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Airbyte or comparable ELT tooling; connector management and sync troubleshooting
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Git-based analytics workflows, code review, and CI for dbt
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Google Sheets / Connected Sheets as a delivery surface for non-technical stakeholders
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BI tooling and dashboard design
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Healthcare data experience, EHR or practice-management systems, claims, CPT coding
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Revenue-cycle management: fee schedules, payer mix, multi-payer billing, AR
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Behavioral or mental health operations specifically
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HIPAA and PHI governance in a data-team context
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CRM and credentialing source systems, GoHighLevel, Salesforce, Verifiable
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Provider credentialing, enrollment, or clinician capacity planning
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dbt semantic layer/metrics definitions
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Experience being the first or only data hire
First 90 Days:
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Days 1–15: Don’t break the numbers.
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Take over the recurring report calendar and keep it running on time. Work through CLAUDE.md and DATA_MODELS.md. Meet each stakeholder group and learn which reports they actually use. Get on-call for pipeline failures.
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Days 16-30: Own the domain.
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Be able to trace any headline metric back to source and explain it. Handle ad-hoc requests without escalation. Close the documentation gaps the handover left, especially in billing and capacity logic.
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Days 31-45: Set direction.
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Bring leadership a prioritized view of where the stack is fragile, what reporting is redundant, and what the next quarter of data work should be, with your recommendation, not just options.
Why Luna Joy?
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Mission-Driven Purpose: Be a part of an organization dedicated to improving access to mental health care, empowering individuals, and creating positive, lasting change in our communities.
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Remote-First Culture: Our remote-first environment is designed to support autonomy, help you create a work setup that fits your lifestyle, and enable you to make a meaningful impact.
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Collaborative & Inclusive Culture: Join a community of diverse talent who share your passion for making a difference. We foster a culture of collaboration, growth, and mutual support to help you thrive in your role.
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Rewarding Compensation: We recognize the value of your work with fair pay, bonuses, and opportunities for advancement as we continue to expand our reach and impact in the mental health space.
Compensation & Benefits:
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Compensation Range: Open to evaluation based on location, experience, and qualifications, and applicable federal and state minimum wage requirements
Benefits:
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Access to educational resources and professional development opportunities
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Supportive community of like-minded professionals
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Performance-based bonuses and additional perks
Interview Process
HR Screen: The first phase involves an initial screening with HR. During this stage, we will discuss your experience, skills, and alignment with Luna Joy’s values and culture. This step ensures that you meet the basic qualifications and provides an opportunity for you to learn more about the company and the role.
Second Phase with Hiring Manager: Candidates who pass the HR screen will move on to an interview with the Hiring Manager. In this phase, we dive deeper into your technical abilities, role-specific competencies, and how you approach challenges. The Hiring Manager will assess your fit within the team and your ability to contribute to Luna Joy’s mission.
Offer Stage: After the second phase, successful candidates will move to the offer stage. We will present a formal offer that includes compensation, benefits, and any additional details about the role. This is also your opportunity to ask any final questions before making your decision.
Onboarding & Training: Once the offer is accepted, the onboarding process begins. You will be guided through setting up tools, learning about Luna Joy’s systems and workflows, and engaging in any role-specific training. This phase ensures a smooth transition into your new role, setting you up for success from day one.
Inclusion Statement
At Luna Joy, we are committed to fostering a diverse, inclusive, and equitable workplace where all team members feel valued and respected. We believe that diversity of backgrounds, experiences, and perspectives strengthens our ability to support women’s mental health. We encourage individuals from all backgrounds, including those from historically underrepresented groups, to apply and join us in creating a positive impact in our communities. Everyone is welcome at Luna Joy, and we are dedicated to building a work environment where you can thrive and bring your whole self to work.
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