Role search
Get a Power BI Developer who can own build star schema data models. Also called Power Business Intelligence Developer
No postings. No stacks of resumes. No chasing. You choose from a short list of people who have done this before.
No upfront fee. You pay only if you engage someone we present.
Interim Headhunters: Your dashboard looks polished, but finance cannot reconcile it to the underlying transactions.
This is what we do all day: place interim executives, interim managers and contract professionals.
Need someone now? Call 305-306-4829.
- No upfront fee
- 2 to 3 vetted consultants per assignment
- Matched to your industry
- You choose
- Interim plus permanent search
- Power BI Developer
- Power Business Intelligence Developer
The judgment call
What this hire really comes down to
A Power BI Developer creates the logic layer that sits between raw databases and executive visibility. You need someone who refuses to build reports on unverified data. They must own the translation of vague management requests into precise DAX measures and SQL-backed data models that remain consistent across every dashboard page. They serve as the final filter for information integrity before it reaches your leadership team.
The hire succeeds by balancing visual accessibility with technical rigor. They force stakeholders to define the business logic for every KPI before they begin the actual development. If the underlying data is noisy or disconnected, they fix the schema rather than masking the flaws with complex report-level filters.
What should the brief settle before we search?
Your dashboard looks polished, but finance cannot reconcile it to the underlying transactions. A Power BI developer should explain the data model, grain and relationships before writing another measure. Ask how they test a total that changes under a filter. Check refresh design and row-level security as well as DAX. A report designer may not have handled the gateway or source system. Agree who owns data definitions and who receives refresh failures after the developer leaves.
What we check
What we check before you see anyone
- We verify their ability to build star schema data models rather than relying on flat, inefficient data imports. We test their proficiency in writing complex DAX measures that handle time-intelligence and aggregation without forcing the Power BI engine into slow, recursive calculations on your server. We demand they justify their choice of relationship cardinality and filter direction to avoid ambiguous data propagation that can lead to incorrect report results.
- We confirm they know how to implement row-level security so that your report access reflects your active directory or database permissions. This ensures that a department lead only views their own operational data even when utilizing a shared report workspace or a common enterprise dashboard. They must also demonstrate how they audit these security roles to confirm that visibility constraints are functioning correctly across all related datasets and report pages.
- We probe how they handle version control and documentation for the M-queries used in Power Query. A developer must explain why they chose a specific transformation step, ensuring that when the contract concludes, your permanent team can update the data sources without breaking the entire report architecture. We examine their approach to parameterization, which allows for easier transitions between development, test, and production environments without manual code rewrites or constant connection string adjustments.
- We audit their capacity to debug performance bottlenecks using the Power BI Performance Analyzer. They must demonstrate how to identify specific visuals or measures causing load delays and explain the trade-offs between import mode, direct query, or composite models for your particular data volume. They must show how they strip unnecessary columns and optimize data types to keep the memory footprint low, preventing report timeouts during periods of high usage or complex cross-filtering.
Sourcing
Where we find them
We pull from a pool of developers who specialize in Microsoft data stacks within finance and logistics sectors. These individuals thrive on the technical variety of contract engagements, preferring to focus on building new dashboard ecosystems rather than managing long-term, static report maintenance.
These developers possess a portable set of best practices for cleaning dirty data and structuring relational models that work in high-speed environments. They seek out contract work because it allows them to enter a project, stabilize the reporting layer, and move on once the system is fully functional.
Where searches go wrong
Mistakes we see
- Candidates often build reports by linking tables directly in the report view instead of constructing a formal data model, which causes significant performance degradation and maintenance errors as the dataset grows.
- Developers frequently rely on report-level calculations to force a visual to display correctly, which creates hidden logic that is impossible to replicate across other dashboards or verify for accuracy by your finance team.
- Many applicants fail to manage data gateways correctly, leaving reports to refresh intermittently or failing to document the credentials and mapping logic required for your on-premise or cloud database connections.
The search
How the Power BI Developer search runs
- First, we isolate the specific data sources and volume requirements for your project to determine which technical profile fits. We eliminate generalist data analysts who lack the backend SQL experience needed to join disparate ERP tables into a coherent schema.
- Next, we interview candidates on their specific approach to DAX optimization and report interactivity. We look for developers who prioritize data accuracy and security over flashy visuals, ensuring the reports provide a clear line of sight back to the raw source data.
- Finally, we present developers who can demonstrate their work through specific examples of how they resolved data modeling conflicts or improved load times for large datasets. No upfront fee. You pay only if you hire.
Questions
How does a Power BI Developer differ from a Data Analyst?
A developer focuses on the architecture of the data model and the technical performance of the report environment. A data analyst focuses on interpreting the numbers and presenting insights to management.
Do I need this person to manage my SQL server?
They must be capable of writing complex SQL queries to pull data into their models. They do not need to be database administrators, but they must understand how to query data efficiently.
What should we discuss before requesting Power BI Developer candidates?
A Power BI developer should explain the data model, grain and relationships before writing another measure. Ask how they test a total that changes under a filter.
How is performance handled during the project?
The developer conducts a discovery phase to review your data volume and source connections. They build the model with efficiency as a primary constraint to ensure reports load quickly for end users.
What happens when the report is finished?
The developer provides documentation for all measures, M-code transformations, and refresh schedules. This ensures your team can maintain the dashboard after the contract ends.
What replacement terms apply?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
How are recruiting fees agreed?
No upfront fee. You pay only if you engage someone we present. We scope the assignment before quoting; the fee page explains our model.
How soon can we see options?
Availability depends on the assignment and the people who fit it. We qualify interest and commitments rather than promising a shortlist date before the search is scoped.
What if the scope grows?
Discuss new responsibilities before adding them to the engagement. Agree the priorities and record any change to the brief and terms.
Can we extend an engagement?
Discuss what remains unfinished and whether the same responsibility is still needed. Extensions depend on the person's commitments and the agreed engagement terms.
Can the appointment become permanent?
A permanent move can be discussed if both sides want it. Review the future role and the applicable agreement instead of assuming that temporary coverage automatically converts.
How is a confidential search handled?
Tell us what can be disclosed and whom we must not contact. We agree those boundaries before approaching people; do not send sensitive records with an initial brief.
What are the replacement terms?
We offer a candidate replacement guarantee on standard search agreements. The applicable period and exact terms are set out in the signed client recruiting agreement.
What do you not do?
We do not sell job-board reposting as a search or bill hourly for recruiting work. We do not take a retainer unless expressly agreed, and an introduction does not authorize an engagement.
Tell us the seat
No upfront fee. You pay only if you hire. Share the title, the situation and the timing. A person reads it.
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The Six-Step Search
What do you get at each step of the search?
We agree what the person must own before contacting anyone. You see how the search is scoped and which backgrounds we pursue. We speak with candidates about the work before presenting them. The Six-Step Search gives you useful written notes and support through interviews, rather than a pile of applications.
- 01
Scope call
We talk through the seat, the business and what has to change.
You get: A one-page role brief you approve before we search.
- 02
Market map
We work out where people who have done this job actually sit.
You get: A short note on the pool and how we plan to reach it.
- 03
Direct outreach
We approach people who are not looking at job boards.
You get: Progress updates so you are never chasing us.
- 04
Screening
We interview every candidate on the work, not the resume.
You get: Written notes on fit, availability and terms for each person.
- 05
Shortlist and interviews
You meet a short list. We handle the scheduling.
You get: Several vetted options and a debrief after each interview.
- 06
Offer and start
You choose. We help settle terms and the start date.
You get: Confirmed terms, a start date and check-ins after day one.
Tell us who you need.
No upfront fee. You pay only if you engage someone we present.
Send us the seat. We will take it from there.
No upfront fee. You pay only if you engage someone we present.