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BI Developer Job Description

How to Hire a BI Developer

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BI Developer Job Description

We are actively hiring a BI Developer to be responsible for the upkeep and development of warehouse data to support our business decision making. The BI Developer will build and maintain a data warehouse design to generate reports on financial and market intelligence to aid in business performance monitoring and business decision making.

Successful BI Developers will have a strong working knowledge of business trends, and is able to read and analyse product, market, and share trends. You should have strong organisational, critical thinking, and communication skills.

BI Developer Duties and Responsibilities

  • Experience in data warehouse design.
  • Working knowledge of BI technologies.
  • Strong problem-solving and analytical skills.
  • Strong attention to detail.
  • Ability to work in a team.
  • Good communication skills.
  • A Bachelor’s degree in Computer Science, Engineering, or related field.
  • Experience as a BI Developer.

BI Developer Skills and Requirements

  • Analyse product, market, and share trends to build warehouse data.
  • Translate business needs into technical specifications.
  • Develop reporting systems that provide accessible information for decision making.
  • Maintain data analytics platforms.
  • Using warehouse data to generate reports to support business decision making and business performance monitoring.
  • Conduct troubleshooting on BI models.
  • Evaluate and improving existing BI systems.
  • Generate and delivering quality reports to customers and performing quality assurance cheques on reports.
  • Experience in data warehouse design.
  • Working knowledge of BI technologies.
  • Strong problem-solving and analytical skills.
  • Strong attention to detail.
  • Ability to work in a team.
  • Good communication skills.
  • A Bachelor’s degree in Computer Science, Engineering, or related field.
  • Experience as a BI Developer.

Personalising Your BI Developer Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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