People Research Scientist

We're looking for a People Research Scientist to join our People Science and Workforce Intelligence team. You'll be the research lead for the wider People organization bringing scientific rigor to the questions that matter most as Crusoe scales: how well do we hire, what makes people stay, grow and do great work here, and which of our investments actually make a difference.

The role sits where organizational science, behavioral research and people strategy meet. You'll build frameworks and run systematic research that shape people decisions at one of the fastest-growing companies in AI infrastructure.

You'll study a workforce few people science teams ever see. Our workforce spans a high-growth tech company, a distributed manufacturing operation, and a field organization building and running data centers internationally.

What You'll Be Working On:

• Own research design and scientific inquiry
• Form and test hypotheses about people programs, employee behavior and workforce outcomes using rigorous experimental and quasi-experimental methods.
• Run longitudinal studies to learn what creates long-term success, engagement, and retention as we scale.
• Synthesize external research and industry evidence on people interventions to find best practices and gaps.
• Partner cross-functionally to design and run systematic studies on employee experience, manager effectiveness and organizational health across corporate, engineering and field teams.
• Apply sound research ethics and data privacy practices to all employee research.
• Program effectiveness and impact
• Build evaluation plans into people programs from the start, including onboarding, manager development, learning, recognition, and retention or compensation programs.
• Estimate program impact using quasi-experimental methods such as staged rollouts, difference-in-differences, matching and regression discontinuity.
• Define success measures and leading indicators that tie people programs to business outcomes such as time to productivity, retention of critical talent, and site readiness.
• Give clear recommendations on what to scale, change or stop.
• Selection science and hiring research
• Partner with Talent Acquisition to design and validate structured interviews
• Run validation studies that link hiring signals to on-the-job performance and retention.
• Monitor adverse impact and fairness across hiring stages, and advise on legally defensible, job-related selection practices.
• Evaluate any AI-assisted hiring tools for validity, fairness and candidate experience before and after rollout.
• Act as a POC for assessment vendor relationships where scale/speed require additional support.
• Employee listening and survey research
• Help scale Crusoe's listening strategy, including engagement, pulse and lifecycle surveys.
• Use psychometric methods to validate survey instruments and make sure measurement is reliable across job families and locations.
• Reach frontline and field employees, and account for the response and sampling challenges of a distributed workforce.
• Turn findings into recommendations and actions that leaders can own.
• Visualization and communication
• Build clear visualizations that make complex findings easy to understand for different audiences.
• Present findings and actionable recommendations to executive leadership.
• Partner with the rest of the People Science & Workforce Intelligence team to build self-service analytics and products that let HR business partners and People team answer their own questions.

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