Senior Attribution Analyst - MENA

Data & Analytics

Senior Attribution Analyst - MENA

Own attribution and measurement strategy outcomes for MENA markets by translating demand signals into measurable pipeline and revenue impact.

Full Time Onsite Senior Dubai (Onsite)

Role Overview

Position scope, strategic mission, and operating context.

Role Mission

Drive reliable execution in attribution and measurement strategy with clear KPI governance, weekly optimization cycles, and high-quality stakeholder communication.

Business Context

• You will work with cross-functional squads supporting campaigns and delivery systems across MENA markets.
• This role contributes to our region-country-city operating model and reinforces commercial accountability.
• You will partner with strategy, delivery, and analytics leads to improve execution quality and speed.

Role Snapshot

• Department: Data & Analytics
• Employment Type: Full Time
• Work Model: Onsite
• Primary Location: Dubai (Onsite)

Core Responsibilities

• Own end-to-end delivery for Attribution Analyst initiatives, from planning through execution and optimization.
• Translate business goals into KPI trees, sprint priorities, and measurable weekly actions.
• Run structured experiments and document performance learnings for scaling decisions.
• Collaborate with adjacent teams to align creative, technical, and operational dependencies.
• Maintain QA discipline, reporting clarity, and leadership-ready status updates.

Required Experience

• 5-8 years of experience in attribution and measurement strategy.
• Hands-on capability with GA4, GTM, conversion modelling.
• Strong communication and stakeholder management in cross-functional environments.
• Data-informed decision making with comfort in KPI and performance analysis.
• Demonstrated ownership mindset with the ability to execute against deadlines.

Preferred Qualifications

• Experience working across multi-country or multi-region delivery environments.
• Track record improving conversion quality, efficiency, or operational reliability.
• Confidence in SOP documentation and process governance.

Hiring Process

1. Structured selection focused on capability, execution quality, and team fit.
2. Step 1: Application Review. Capability evidence and role fit are assessed against clear decision criteria.
3. Step 2: Role and Experience Screening. Capability evidence and role fit are assessed against clear decision criteria.
4. Step 3: Practical Assessment. Capability evidence and role fit are assessed against clear decision criteria.
5. Step 4: Leadership Interview. Capability evidence and role fit are assessed against clear decision criteria.
6. Step 5: Offer and Onboarding. Capability evidence and role fit are assessed against clear decision criteria.

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