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Analyst II, Casino Analytics

DraftKings · Boston, Massachusetts, United States · Mid-Level · Analytics & Data · Posted 2026-08-25 · Full Time

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About this role

At DraftKings, AI is becoming an integral part of both our present and future, powering how work gets done today, guiding smarter decisions, and sparking bold ideas. It’s transforming how we enhance customer experiences, streamline operations, and unlock new possibilities. Our teams are energized by innovation and readily embrace emerging technology. We’re not waiting for the future to arrive. We’re shaping it, one bold step at a time. To those who see AI as a driver of progress, come build the future together.

The Crown Is Yours

As an Analyst II, Casino Analytics, you'll turn data into decisive action that strengthens our operations and fuels smarter decision-making. You'll partner across teams to evaluate workflows, uncover emerging trends, and build reporting infrastructure that keeps our business running at scale. In this role, you'll translate complex analyses into clear insights that shape strategy, improve efficiency, and support high-impact initiatives across evolving products and markets. Your work will drive visibility, scalability, and continuous improvement across the organization.


What you'll do


What you'll bring

#LI-AC2

Join Our Team

We’re a publicly traded (NASDAQ: DKNG) technology company headquartered in Boston. As a regulated gaming company, you may be required to obtain a gaming license issued by the appropriate state agency as a condition of employment. Don’t worry, we’ll guide you through the process if this is relevant to your role.

The US base salary range for this full-time position is 78,400.00 USD - 98,000.00 USD, plus bonus, equity, and benefits as applicable. Our ranges are determined by role, level, and location. The compensation information displayed on each job posting reflects the range for new hire pay rates for the position across all US locations. Within the range, individual pay is determined by work location and additional factors, including job-related skills, experience, and relevant education or training. Your recruiter can share more about the specific pay range and how that was determined during the hiring process. It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.

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