Case Study: Building the Workforce Analytics and Recruiting Operations Tableau Dashboard

Joshua’s Role

Joshua led the effort from concept to execution, focusing on:

• Understanding data gaps and upstream HR limitations

• Designing a data architecture capable of supporting leadership-level decision-making

• Building automated calculations that replaced manual guesswork

• Developing visual models to help managers quickly interpret patterns

• Creating reporting rhythms that aligned staff and executives

• Ensuring long-term sustainability beyond any single office or team

He approached the project with a systems mindset to solve the immediate operational needs while designing for enterprise scalability.

What He Built

Joshua delivered a dynamic Tableau analytics platform that redefined how the IRS understood and managed its recruiting pipeline. The system paired clean visuals with powerful segmentation tools that made previously hidden patterns visible.

• A unified, interactive dashboard that tracked volume, status, throughput, backlog, and workforce movement 

• Toggle based views for gender, disability status, veteran status, tenure, hiring month, separation month, and internal mobility

• Real time insights that exposed bottlenecks, seasonal trends, and workforce readiness challenges

• Automated calculations that replaced inconsistent manual estimates and eliminated error prone spreadsheets

• Visual indicators and drill down views that supported faster and more accurate decision making

• Workforce movement tracking that illustrated where employees came from, where they went, and how long they stayed

• A workload distribution model that improved equity across recruiters and clarified operational ownership

• Documentation and workflows that allowed the tool to be adopted beyond the originating office

• A stable reporting structure that replaced improvised data calls and enabled consistent communication with leadership

The dashboard became a central touchpoint for conversations between recruitment teams, leadership, and HR data providers. It shifted the environment from reactive, assumption driven management to a more strategic and evidence informed approach.

The Impact

• Leadership gained accurate, real-time hiring analytics for the first time

• Staff stopped relying on guesswork, improving pace and precision

• Operational transparency increased across offices and functions

• Decision-making became structured, data-driven, and aligned

• The tool scaled far beyond its original unit and became:

  • The primary recruitment analytics dashboard used by the Chief Human Capital Officer

  • A standard reference tool used at the Commissioner leadership level

  • The long-term enterprise reporting tool still in use today

This project didn’t just solve an operational problem, instead it established a new organizational standard.