Data Analyst - Greek
About the job
- Provide a reliable laptop and internet access.
- Read and write Greek, including understanding Greek language syntax and structural analysis.
- Have experience with Microsoft Excel, including VLOOKUPs, data cleanup, and functions.
- Have knowledge of query languages such as SQL.
- Have advanced knowledge of writing rules using regular expressions (RegEx).
- Have knowledge of text analysis or machine learning principles.
- Have experience analyzing data using tools such as Excel.
- Perform repetitive, detail-oriented work accurately and consistently.
- Follow complex instructions, navigate ambiguity, and work independently.
- Have strong organization and time-management skills.
- Analyze and improve the data quality of multilingual text classifiers.
- Partner with Linguistics and Engineering teams to develop parsers across multiple languages.
- Translate taxonomies, including Skills, Titles, and Occupations.
- Analyze and clean data using Excel and other data analysis tools.
- Apply language, data, and text analysis expertise to support high-quality global data.
- Have a bachelor's degree in Linguistics, Data Analytics, Natural Language Processing (NLP), or a related field.
- Be multilingual, particularly with proficiency in additional languages.
About the company
Lightcast.io provides labor market insights and data solutions for businesses, educational institutions, and government agencies. It offers comprehensive data platforms and customizable consulting to help clients make informed decisions about workforce strategy, recruitment, and economic development. The product works through subscription access to data analytics tools and platforms, plus tailored advisory services, delivering actionable insights to users via user-friendly interfaces. Compared with competitors, Lightcast differentiates itself by serving a wide range of clients (corporations, universities, and government) and by combining broad labor data with practical, decision-ready guidance to support workforce planning. The company's goal is to equip stakeholders with the information they need to adapt to changing labor dynamics and to create a job market that works for everyone.
Company Size
501-1,000
Company Stage
N/A
Total Funding
N/A
Headquarters
Moscow, Idaho
Founded
2000
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Simplify's Take
What believers are saying
- March 10, 2026 global expansion tripled coverage across 165 countries.
- August 13, 2026 iMocha partnership extends Lightcast skills taxonomy into enterprise workflows.
- September 24, 2026 NGA toolkit deepens public-sector dependence on Lightcast measurement.
What critics are saying
- LinkedIn Talent Insights and Revelio Labs undercut Lightcast’s premium analytics contracts.
- Timothy van den Broek became CEO on July 21, 2026; execution risk rises.
- Open taxonomies and government datasets commoditize Lightcast, shrinking pricing power by 2027.
What makes Lightcast unique
- Lightcast spans 165 countries, 600M profiles, and 3B job postings.
- Its Open Skills taxonomy standardizes roles across employers, schools, and governments.
- It sells labor intelligence to enterprises, universities, and public agencies simultaneously.
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Benefits
Professional Development Budget
Growth & Insights and Company News
6 month growth
10%1 year growth
10%2 year growth
14%Lightcast, a labour market data provider based in Moscow, Idaho, has expanded its Work Intelligence offering, which links jobs, tasks, and skills in one framework. The company announced the update on October 12, 2026. The platform now covers more than 1,800 specialised occupations, more than 34,000 skills, and more than 36,000 job-specific task statements. Lightcast says employers' workforce data is scattered across HR, learning, and internal systems, which makes decisions harder as AI changes how work gets done. Lightcast says it works across major human capital management systems and HR technology providers. Its task taxonomy is also built into Talent Transform, software that helps employers plan their workforce and target AI investment. "Understanding jobs alone isn't enough. Skills alone aren't enough," said Jennifer Seith, chief product officer of Lightcast.
Skills-Based Talent Metrics Toolkit. Sep. 24, 2026 | The Skills-Based Talent Metrics Toolkit provides a practical starting point for moving from policy intent to implementation, from implementation to evidence, and ultimately from evidence to continuous improvement. Across the country, governors and state leaders are rethinking how the public sector attracts, hires and retains talent. In recent years, states have increasingly adopted skills-based approaches that reduce unnecessary degree requirements and place greater emphasis on the skills and competencies people bring to the workforce. Skills-based talent practices are not about replacing one pathway with another. They are about recognizing that skills can be developed and demonstrated through multiple pathways - including education, credentials, training, work experience, military service and other experiences - and ensuring hiring and talent practices can recognize that full range of qualified talent. As states and territories move further into implementation, a new set of questions is emerging: Are these changes expanding access to public sector employment? Are agencies attracting different or larger pools of qualified candidates? Are hiring practices actually changing? And ultimately, are skills-based approaches helping states recruit and retain the talent they need? Answering those questions requires the public sector to move beyond measuring policy adoption toward measuring impact. To help states and territories make that transition, the National Governors Association (NGA) partnered with Lightcast to develop the Skills-Based Talent Metrics Toolkit - a practical resource designed to help public sector leaders establish meaningful measures, use existing workforce data more effectively and build the evidence needed to understand whether skills-based strategies are working. Building the case for lasting skills-based change: our why. As states and territories have moved from adopting skills-based policies to implementing them across government, NGA recognized that sustaining momentum would require more than policy change alone. State and territory leaders need ways to understand whether new approaches are working - whether changes to hiring and talent practices are improving workforce outcomes and, ultimately, strengthening states' ability to deliver services to constituents. Measurement is also critical to sustaining the organizational change these efforts require. For decades, degrees, job titles and years of experience have served as familiar proxies for determining whether someone is qualified for a role. Moving toward a greater emphasis on skills and competencies requires leaders, hiring managers and HR professionals to change deeply established practices. Data can help make the case for that change. Through NGA's work with states, we saw a need to help leaders connect skills-based policy and practice changes to measurable outcomes - and demonstrate the return on investment of those changes. Doing so gives states the evidence they need to identify what is working, refine what is not, build confidence among stakeholders and make informed decisions about where successful approaches should be expanded. The Skills-Based Talent Metrics Toolkit was developed to help close that gap: giving states and territories a practical framework for moving beyond tracking whether a policy has been implemented toward understanding what changed because of it. This shift - from measuring activity to measuring impact - is essential to embedding skills-based practices into how states recruit, hire, develop and retain talent over the long term. The next challenge for skills-based hiring: measuring what changes. NGA's work with states and territories has demonstrated that there is significant momentum behind skills-based hiring. Governors, state human resources leaders and agency leaders are increasingly exploring ways to expand how qualifications are recognized - looking beyond reliance on any single proxy to consider the full range of ways individuals develop and demonstrate the skills needed to perform a job. Yet implementation looks different from state to state - and so does the ability to measure it. The toolkit builds on NGA's Empowering Progress: Harnessing Skills-Based Strategies to Drive Public Sector Excellence report and reflects continued engagement with public sector human resources leaders. That work surfaced a recurring challenge: while states and territories are experimenting with skills-based strategies, they often lack the data, systems or shared measurement approaches needed to determine what is working and where adjustments are needed. Importantly, public sector leaders do not need to wait until they have a perfect data infrastructure or fully modernized human resources system to begin. Instead, the toolkit offers states and territories a way to start with the systems and data they already have, establish a baseline, test approaches through targeted pilots and gradually strengthen their measurement capabilities over time. Starting with the questions states and territories need to answer. One of the central lessons from this work is that measurement should begin with the questions or challenges leaders are trying to answer and solve for - not with the technology or data available to them. Through engagement with public sector HR teams, NGA and Lightcast identified three fundamental questions that can help organize measurement efforts: Are we keeping our people? Are we finding the right people? Are we making skills-based changes? From those questions, the toolkit identifies a set of priority measures that states and territories can use to examine outcomes such as employee turnover and retention, applicant volume, offers and hires made to candidates without degrees, changes in degree requirements, the use of multiple competency signals in job postings and the visibility of skills within the workforce. Rather than asking states to implement every measure at once, the toolkit prioritizes metrics based on both their potential value and their feasibility. This allows states and territories to begin with measures that can produce meaningful insight using existing systems while building toward more sophisticated skills-level measurement over time. A practical path from piloting to scale. The toolkit is designed to support states and territories in choosing where to begin along with what to measure based on priorities. The toolkit provides a step-by-step approach for launching a focused skills-based pilot: identifying a participating agency or team, selecting a metric tied to a workforce challenge, establishing a way to distinguish employees or positions participating in the skills-based intervention, adding relevant skills-level data where possible, and then calculating and comparing outcomes. This approach recognizes an important reality of state government: transformation rarely happens everywhere at once. A focused pilot can give states and territories an opportunity to test new approaches within existing HR and applicant tracking systems, establish baseline measures and compare outcomes before expanding an initiative statewide. It can also help leaders determine which strategies are producing meaningful results before investing in broader implementation. The toolkit also places technology within a broader implementation context. While technology can help make skills visible and usable at scale, sustainable skills-based talent management also depends on talent lifecycle processes, HR operations, organizational decision-making, data governance, and leadership and management. That distinction matters. Skills-based transformation is not simply a technology project or a change to job descriptions. It is a broader change in how to understand, manage and make decisions about talent. Building the evidence base for what works. For the public sector, better measurement serves a purpose beyond reporting. It creates a feedback loop. When agencies can connect skills-based interventions to outcomes - such as applicant volume, hiring, retention or workforce mobility - they can begin identifying which practices are producing results, where implementation needs to change and where successful approaches should be expanded. Over time, that evidence can help public sector leaders move from isolated skills-based initiatives toward more durable talent management strategies. It can also help the public sector answer a question that is becoming increasingly important as skills-first policies mature: What comes after policy adoption? The next phase of this work is not simply about counting how many degree requirements have been removed. It is about understanding whether those changes are creating better pathways into public employment, improving how the public sector can identify and deploy talent, and strengthening the capacity of government to recruit and retain the workforce it needs. The next phase of this work is not simply about tracking changes to job requirements or hiring policies. It is about understanding whether skills-based approaches are helping public sector leaders recognize the multiple pathways through which people develop skills, broaden access to qualified talent, improve how to identify and deploy that talent, and strengthen the capacity of state and territory government to recruit and retain the workforce it needs. The Skills-Based Talent Metrics Toolkit provides a practical starting point for doing just that - moving from policy intent to implementation, from implementation to evidence, and ultimately from evidence to continuous improvement.
KKR, a leading global investment firm, and Burning Glass Technologies, the world’ s leading real-time labor market data source, today announced that KKR has completed the acquisition of a majority stake in Burning Glass from Providence Strategic Growth. The investment is part of KKR’ s Global Impact strategy, which is focused on identifying and investing behind...
CodeSignal appoints Chris Kibarian to board as skills intelligence market expands. July 23, 2026 Chris Kibarian CodeSignal has appointed human capital technology executive Chris Kibarian to its board of directors, adding leadership experience in workforce intelligence, talent acquisition and enterprise software as the company expands its AI-native skills intelligence platform. Kibarian joins the board at a time when organizations are placing greater emphasis on skills-based hiring and workforce development, driven by rapid advances in artificial intelligence and evolving job requirements. His background spans labor market analytics, talent technology and workforce strategy, aligning with CodeSignal's focus on helping employers measure and develop workforce capabilities. He currently serves as chief executive officer of International SOS, a provider of health and security risk services. Previously, Kibarian was chief executive officer of Lightcast, where he led the labor market intelligence platform used by employers, educational institutions and public-sector organizations to analyze workforce trends and skills demand. Earlier in his career, he oversaw digital businesses at Randstad, including Monster and RiseSmart, expanding his experience across recruiting technology and talent management. Kibarian said organizations increasingly need objective ways to assess employee capabilities as the pace of technological change accelerates. "Most companies are still measuring performance the same way they did a decade ago, even as the skills that matter keep shifting," he said. "Without a rigorous way to measure and validate what people can do, everything else - how you hire, develop, and retain people - is guesswork." Chief Executive Officer and co-founder Tigran Sloyan said Kibarian's experience interpreting labor market dynamics and workforce trends will help guide CodeSignal as it expands its platform for enterprise customers. "Chris has spent much of his career making sense of how skills and labor markets move," Sloyan said. "That perspective is exactly what we need right now as we build new ways to help leaders re-evaluate, measure, and grow the in-demand skills of their teams in the AI era." The appointment comes as companies increasingly shift from degree- and résumé-based hiring toward skills-first talent strategies. Employers are investing in assessment platforms that provide standardized ways to evaluate technical, analytical and professional capabilities while supporting internal mobility, workforce planning and employee development. CodeSignal has positioned itself within that transition by expanding beyond technical hiring assessments into a broader skills intelligence platform covering the employee lifecycle. Its offerings include hiring assessments, AI-powered interviews, hands-on skills development and tools designed to evaluate performance in real-world work environments. The company says its platform is grounded in assessment science and enables organizations to make data-driven decisions about hiring, workforce development and talent retention. Rather than relying solely on traditional credentials or job history, the platform is designed to help employers identify measurable capabilities and address emerging skills gaps. CodeSignal has gained adoption across multiple industries, including technology, financial services, retail and healthcare. The company said millions of skills assessments have been completed on its platform, with customers including Capital One, Meta and Dropbox. Kibarian's appointment reflects CodeSignal's continued expansion in both enterprise hiring and workforce development as artificial intelligence reshapes organizational talent strategies. His experience across labor market intelligence and workforce technology adds strategic expertise as the company seeks to help employers adapt to a business environment where continuous skills measurement and development are becoming increasingly central to long-term competitiveness.
Expanded alumni data for a changing higher education landscape. How Alumni Pathways Is Evolving to Help Institutions Meet Growing Demands for Career Outcomes Data Published on Jul 16, 2026 For colleges and universities, the need for robust alumni outcomes data has never been more urgent. Students and families are placing greater scrutiny on return on investment. Institutional leaders are looking for stronger evidence to guide program review and strategic planning. New federal policies - including the Department of Education's new earnings accountability framework, Workforce Pell, and broader legislative efforts focused on workforce development and educational value - are all reinforcing the same trend: higher education is increasingly being asked to demonstrate student success through measurable career outcomes. This shift is impacting nearly every office on campus: * Institutional research teams need reliable, longitudinal data to support reporting, accreditation, and strategic planning. * Academic leaders want better information to guide curriculum and program review. * Marketing and enrollment teams need stronger evidence of ROI to support recruitment efforts. * Career services offices want to help students explore real career possibilities backed by evidence. * Executive leaders need trustworthy alumni data to inform strategic decisions and communicate institutional value. In light of this, institutions need outcomes data that's comprehensive, reliable, and actionable. That's exactly what Alumni Pathways is built to deliver. Innovation to meet the moment. By connecting your alumni records with Lightcast's workforce intelligence and education records from the National Student Clearinghouse(R), Alumni Pathways helps you understand where your graduates work, what additional education they've pursued, and how their careers progress over time. Today, Lightcast Enterprise is excited to share two major enhancements that make Alumni Pathways even more valuable: Global Profiles, which extends alumni visibility beyond the United States, and the Alumni Pathways API, which gives institutions unprecedented flexibility in how they access and use alumni outcomes data. New: Track alumni careers around the world with Global Profiles. Historically, international visibility has been a challenge for institutions seeking comprehensive alumni career outcomes intelligence. Many institutions educate international students who return home after graduation, or domestic students whose careers eventually take them abroad. Until now, those career journeys have often disappeared from view, making it difficult to fully understand institutional impact or tell the complete story of alumni success. With the addition of Global Profiles, Alumni Pathways extends career outcomes beyond U.S. borders. Powered by Lightcast's global data coverage, institutions can now track alumni career pathways across more than 165 countries, giving them a more comprehensive understanding of where graduates live, work, and build their careers. International job titles and skills are automatically translated and normalized with Lightcast's proprietary taxonomies, making it easy to analyze global career data alongside domestic outcomes. Global profiles are also seamlessly integrated into existing Alumni Pathways reports, with simple filters for viewing domestic, international, or combined alumni populations. For institutions, that opens up several exciting opportunities. Global Profiles can help you: * Track the career outcomes of students who move abroad after graduation. * Demonstrate your institution's worldwide impact and reach. * Show prospective students that graduates succeed in the countries where they hope to build their careers. Alumni Pathways leverages Lightcast's global dataset of over 600M professional profiles across 165 countries - offering insight into career outcomes even for alumni that move overseas. New: Bring Alumni Pathways data into your own systems with the Alumni Pathways API. Quality data becomes even more valuable when it's easy to use. That's why Lightcast Enterprise is also excited to introduce the new Alumni Pathways API. Rather than relying solely on PDFs or spreadsheets, institutions can now integrate Alumni Pathways data directly into their own systems, allowing alumni outcomes to become part of existing reporting, analytics, and even student-facing experiences. The API gives institutions maximum flexibility to access, combine, and display alumni outcomes data wherever it's most useful. That means you can: * Integrate Alumni Pathways data into institutional data warehouses and business intelligence platforms. * Power executive dashboards with automatically updated career outcomes. * Embed alumni outcomes directly onto academic program pages and institutional websites. Concept mockup for illustrative purposes. For institutional research teams, this means less time managing exports and more time generating insights. For marketing and enrollment teams, it means automatically embedding current alumni outcomes, in fully branded displays, wherever prospective students are exploring programs. For leadership teams, it means having trusted career outcomes data available inside the systems they already use every day. Innovation driven by the needs of higher education. These updates aren't standalone feature releases. They reflect a broader commitment to helping institutions get more value from alumni outcomes data as higher education continues to evolve. As expectations around accountability, workforce alignment, and return on investment continue to grow, colleges and universities need alumni data that is not only reliable, but also actionable. That's what Alumni Pathways delivers. Whether you're supporting strategic planning, demonstrating institutional value, or helping students explore career possibilities, Lightcast Enterprise is pleased to offer the insight you need for confident, data-driven decisions. Ready to see it in action? Schedule a personalized walkthrough with its team to explore how Alumni Pathways can help your institution put alumni success data to work.