Hire Power BI talent who make reports people trust

A Power BI hire builds the reports the company actually opens. They shape a model people can filter, write measures a colleague can explain, and publish a workspace with access that matches the team.

The work usually covers:

• The model. Tables with a grain, relationships that mean something, and a refresh that fails in the open.
• Measures. DAX for the definitions the business argues about, not a pasted query for every visual.
• The report. A page a stakeholder can use without calling the analyst, including the access rules around it.

The title may say data analyst, BI developer, or analytics engineer. Post Power BI when the reports are the job.

You probably need this hire when:

• The same number is rebuilt in a spreadsheet every week.
• A report is slow or wrong because the model is one wide export.
• You have a warehouse or Microsoft Fabric, and the last mile is still the report.
• Leaders do not trust the dashboard, so decisions go back to slides.

If the data is not landing yet, start with a data engineer or an Azure data engineer. If the warehouse is Snowflake, see Snowflake talent.

A model with a point. They can say what one row means and which report uses it. Unused tables are a cost.

Measures someone else can read. The definition of revenue lives in one place, with a name the business already uses.

Access they can explain. Who sees which workspace, and what a person should not see, is a design. It is not a shared login.

What to ask

• Walk through a Power BI model you would still publish. What is the grain?
• Tell me about a measure you refused to write as a calculated column.
• How do you notice a refresh failed before the morning meeting?

carbon.talent is a data and AI talent platform. Post a role, see who applied, and hire.

1. Post a role. Title, stack, seniority, and whether you want permanent, contract, or fractional. Set remote or on-site, the country, and the overlap hours.
2. See who applied. Open each profile. Review a real-world data experience test, a working-style profile, and a video interview when they are on the profile.
3. Hire. Interview, agree the terms with the person, and hire on the platform. ID checks are on Team and Scale.

Already found someone? Test a candidate you found, then decide.

Companies post this role from anywhere. You choose where the person is based and which hours they overlap with your team.

Remote, hybrid, and on-site use the same flow. Location is a setting on the role.