Careers

Current openings

Quantitative data analyst (posted March 26, 2025)

**Update: We have received an overwhelming number of applications and as of 4/1/2025 we are pausing the receipt of new applications. Thank you to everyone who applied and passed along this opportunity. We will communicate with each applicant about possible next steps.**

Full job advertisement and information on how to apply can be found here

Summary of position

The Data Analyst will work with colleagues on well-established quantitative and development teams as well as with research managers on several ongoing projects requiring data management, transformation, and analysis, primarily focused on improving behavioral health care systems and outcomes. Day-to-day tasks will include:

• Managing and analyzing secondary and primary data sets (30%)
• Updating and adapting standardized reporting templates (30%)
• Collaborating with other quantitative team members on new projects and providing technical support to all JG staff (20%)
• Meeting one-off data analysis needs of long-term clients and projects (20%)

Required qualifications:

• Proficiency with using R programming language (as demonstrated through a skills test described in application process below) for data cleaning, transformation, and analysis
• At least four years of education and/or experience in a field related to quantitative data management and analysis
• Ability to balance multiple deadlines and prioritize tasks individually and with colleagues
• Attention to detail and consistency

Preferred qualifications:

• Education and/or experience working in one or more JG focus areas (health, human services, food systems, natural resources) or a related applied social science field
• Ability to independently identify and address data quality issues in the context of project requirements
• Familiarity with SQL language and relational databases
• Experience working on remote or hybrid teams

Applications will be reviewed on a rolling basis until April 25, 2025. Preferred start date is on or before May 15, 2025.

Questions can be directed to Chase Walker (chase@jgresearch.org) or Kristal Jones (kristal@jgresearch.org)

Information about the JG hiring process

Overview

Who we are: JG Research and Evaluation is a small, privately owned company with offices in Bozeman, MT and Missoula, MT, and staff in Montana, New England, and the Mid-Atlantic region. We focus on work in public health and epidemiology, agricultural and environmental resource management, human service systems and rural livelihoods, using a variety of approaches and methods to present information in ways that are useful to clients.

You can find our mission and values statement here, which helps communicate to future colleagues how we work and the standards to which we hold ourselves accountable. These values include a foundational commitment to inclusivity, both in our internal policies and procedures and in how we work with clients, stakeholders, and other partners. We welcome questions from applicants about how these values play out in our day-to-day work, and we strive to consistently reflect on how JG can be an equitable and inclusive workplace where everyone can bring their diverse perspectives to our work.

Invitation to apply: We value the strength that comes from diverse identities and perspectives, and we welcome applications from individuals of all backgrounds. Please consider applying if you think you have the combination of skills, experience, and education to take on the role that is posted, even if you don’t meet every preferred qualification.

To foster equity and maintain a fair selection process, we have established clear application criteria to support you in preparing your submission. When applying for a position, please consider the following:

• Review our website: Our updated website provides a comprehensive overview of our business. You will find different sections outlining our skills, services, and the topics we focus on. We also have a list of current publications, including public reports and peer reviewed journal articles. You will also find sections outlining our mission and values as well as space to learn about our team and clients.
• Understand the benefits we offer: JG offers flexible work hours and locations as well as unlimited paid time off, paid family and medical leave, generous employer retirement contributions, a generous health care monthly reimbursement, and more.
• Understand our work: JG is a professional services firm. This means the work is never the same, it is fast-paced and deliverable driven. You will often find yourself working with your team and clients to create a unique project plan for each project. This means there will be opportunities for collaboration and creativity in developing solutions, but also can mean the work is ambiguous and may at times lack a clear path. We work hard to develop systems and processes to aid staff with each project, but as a business we pride ourselves on working with our clients to meet their unique needs and desires for a project.

application process

In order to promote an equitable and inclusive hiring process for all, we have outlined our hiring process and let you know what we are looking for.

Phase 1: Job is posted: It is important for us to be intentional in the hiring process. After we post a job, the posting will be available for 3-4 weeks. When a job is posted, we will ask you to send us:

• A cover letter: This cover letter will demonstrate your ability to write a clear and concise document. We also encourage you to include why you are interested in the position and working for JG as well as how your experience demonstrates competency in the must have skills.
• A resume or CV: The resume is an opportunity to connect your experience from past positions to the current job posting, as well as demonstrates your ability to provide a clear and concise document.
• Completed skills test: In order to promote equity and inclusion, we acknowledge that educational opportunities and job experience alone may not make you the strongest candidate for the position, but your skills may. Depending on the position being advertised, there will be a skills test allowing you to demonstrate your skills and expertise in the topic. Specific details about the skills test will be provided in the job description.

In order to be a successful candidate, please focus on the ‘must-have’ skills posted in the job listing. Throughout the interview process, you will specifically be evaluated based on your knowledge, understanding, and skills related to the ‘must-haves’ of the job.

Phase 2: Review of applications: Once we have closed the job search, we allow ourselves up to 2 weeks  to review application materials and request interviews.

Phase 3: Interview process:

• Interview 1: If you are invited to interview, the first screening interview will take place one of the co-owners of JG and another senior staff member. This will be a time for them to introduce themselves and the organization and learn more about you. In this interview, they will be assessing the must-have skills to determine if they will offer a panel interview. For most positions, we anticipate conducting round one screening interviews with no more than ten candidates.
• Interview 2: Based on responses to the screening questions in round one interviews, a subset of candidates will be invited to the panel interview. This interview will take place via Zoom with three to four members of our staff. During this process, the panel will remain the same for all candidates and each candidate will receive the same questions. During the panel interview, JG staff will provide additional information about their role at the organization and content focus. Staff will then ask a set of questions to gain a better understanding of the candidate’s experience and skill set. At the end of the call, the candidate will have time to ask JG staff questions to learn more about the specific role or JG as an organization. These panel interviews will take 30-45 minutes. For most positions, we anticipate conducting round two interviews with no more than four candidates.
• Reference check: At this stage, we will request two to three references from each candidate recommended by the round two panel. The goal of the reference survey is to provide the interview panel with most relevant information about the candidate’s ability to perform the must-have skills and their ability to contribute to the JG work environment.

Scoring: Each candidate will be scored using a standard scoring rubric based on their panel interview.

Phase 4: Review process: Once a candidate has completed both interviews, the panel will come together to assess each candidate. Based on the scores from the interview, the panel will determine the candidate for whom a job offer will be offered. If the full hiring team does not feel that any of the candidates are the right fit for the position, JG reserves the right to reopen the position and begin the job search again.

Phase 5: Offer process: The job offer will come from our leadership team first in a phone call, then followed up with draft contract. The candidate will work with JG to finalize the contract and finalize a start date.

At each stage of the interview process, we will notify all candidates who are not invited to continue. This includes all applicants who are not selected for an initial screening interview.

Additional considerations and technology

Due to the nature of Zoom interviews, candidates and staff are encouraged to dress in business casual attire (wear whatever will make you feel both professional and comfortable).

We understand Zoom may not be available to all candidates and if needed a phone interview will also be available. If you have additional accommodation, please contact Molly (molly@jgresearch.org) at least 24 hours prior to the scheduled interview.

Equal Employment Opportunities statement:

JG provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.