Why growing companies bring in a recruitment partner
Hiring under investor pressure with a small team? Nikita on when a specialist partner saves you time.
Data analyst recruitment agency
Analytics and data recruitment. From raw data to decisions.
Stellaspire hires the analysts, data scientists, data engineers and analytics leaders who help businesses make better decisions, including the finance-facing analytics talent that most tech recruiters overlook.
Who this is for
For teams that need answers from their data.
Good analytics hires sit between the data and the decision. They need the technical skill to build the pipeline or model, and the business sense to know which question is worth answering.
- Heads of analytics and data growing BI, data engineering or data science teams.
- CFOs and finance leaders hiring FP&A analytics, financial modelling and reporting-automation talent.
- GCCs setting up analytics centres of excellence for a global business.
- Founders and product leaders hiring a first data analyst or analytics lead.
Roles we hire
Across the data value chain.
From the engineers who move the data to the leaders who turn it into strategy.
| Function | Typical roles | Seniority |
|---|---|---|
| Data & business analysis | Data analysts, business analysts, product and marketing analysts | Analyst to Lead |
| BI & reporting | BI developers, Power BI and Tableau specialists, reporting and MIS leads | Analyst to Manager |
| Data engineering | Data engineers, analytics engineers, data platform and warehouse specialists | Engineer to Lead |
| Data science & decision science | Data scientists, decision scientists, experimentation and forecasting specialists | Senior IC to Head |
| Finance analytics | FP&A analysts, financial modellers, revenue and pricing analytics, finance data leads | Analyst to Senior Manager |
| Analytics leadership | Head of analytics, director of data, analytics centre-of-excellence leads | Manager to Director |
The exact scope of each search is agreed in the first hiring conversation.
How we assess data talent
Good analysts can explain the numbers.
Technical skill gets a candidate shortlisted. Communication gets their work used.
We look at the tools and languages a candidate uses, how they frame a problem, and how clearly they explain findings to non-technical stakeholders. Your technical assessment then has a stronger starting point.
How we run a searchOur process
A data hiring process built around the problem.
We start with the decisions the role should improve, then work backwards to the skills and experience that matter.
Process, models & fees
01
Frame the problem
Agree the business questions, data maturity, tech stack, team set-up and the balance of engineering, analysis and modelling the role needs.
02
Map the talent pool
Search product companies, consultancies, GCCs, fintechs and finance teams for people with relevant domain and tool experience.
03
Screen for depth and clarity
Discuss real projects, tools, data scale and outcomes, and test how clearly candidates explain their work.
04
Shortlist and technical rounds
Present a considered shortlist, then coordinate case studies, technical tests and interviews with your team.
05
Close and join
Align the offer in a competitive market, manage counter-offers and stay in touch until joining.
Engagement models
Hire one analyst or a whole team.
Commercial terms, including replacement terms, are shared in writing before a search begins.
Contingency search
For analysts, engineers and data scientists. A fee applies only when a candidate we introduce joins.
Retained search
For heads of analytics, data directors and centre-of-excellence leaders who will shape the function.
Dedicated hiring
For new analytics teams or GCC centres of excellence hiring across several roles at once.
Decision support
Specialist data recruiter or general IT staffing?
| What matters | Specialist partner (Stellaspire) | In-house TA | General IT staffing |
|---|---|---|---|
| Business and finance context | Screened alongside technical skill | Depends on hiring manager | Mostly tool keywords |
| Finance-facing analytics roles | A core strength | Often hard to source | Rarely covered |
| Passive candidate reach | Direct approach across sectors | Mostly applicants | Database led |
| Diversity-balanced shortlists | Built into every search | Depends on reach | Not usually a focus |
| Best for | Specialist and senior data roles | Steady, repeat hiring | High-volume developer roles |
From our founder
Hear it from our founder.
Nikita Agrawal on how we hire, in under a minute. In Hindi and English.
How we check a candidate before you meet them
Background, motivation and fit: what we verify before a profile reaches your inbox.
The diversity lens
Wider pools,
stronger data teams.
Diverse teams ask better questions of their data. Every analytics shortlist actively includes qualified women, and our network reaches data professionals returning after a career break.
Where we hire
Data talent across India's tech hubs.
From our base in Bengaluru, we hire analytics and data professionals for on-site, hybrid and remote roles across India.
BengaluruHyderabadPuneChennaiMumbaiDelhi NCR
Related services
Data hiring questions
Data hiring questions.
Data and business analysts, BI developers, data engineers, data scientists, decision scientists, finance analytics roles and analytics leaders.
Yes. We recruit data scientists for product companies, GCCs, fintechs and enterprises, assessing modelling depth, domain experience and the ability to communicate results.
Yes. Finance-facing analytics, including FP&A analysts, financial modellers and revenue and pricing analytics, sits where our finance and data expertise overlap.
We discuss real projects, tools, data scale and outcomes during screening, and coordinate your own technical tests or case studies at the interview stage.
Yes. For new teams and GCC centres of excellence we can run several roles in parallel against a shared hiring plan.
Fees depend on the role, seniority, number of positions and engagement model. We share commercial and replacement terms in writing before the search begins.
Building your data team? Let’s start with the problem.
Tell us what the role should help your business decide. We will come back with a suggested search approach.