How to hire a fire behavior analyst

How to hire a fire behavior analyst, step by step

Here's a step-by-step fire behavior analyst hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a fire behavior analyst job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new fire behavior analyst
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a fire behavior analyst, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   Hiring the perfect fire behavior analyst also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   This list presents fire behavior analyst salaries for various positions.

   Type of Fire Behavior Analyst	Description	Hourly rate
   Fire Behavior Analyst	Fire inspectors examine buildings to detect fire hazards and ensure that federal, state, and local fire codes are met. Fire investigators determine the origin and cause of fires and explosions... Show more	$30-51
   Analyst Lead	The duties of an analyst lead depend on one's line of work or industry of employment. Typically, their responsibilities revolve around performing research and analysis, coordinating with different departments to gather leads and data, reviewing findings, and producing reports and presentations for the stakeholders and other higher-ranking officials... Show more	$35-58
   Analyst	Analysts are employees or individual contributors with a vast experience in a particular field that help the organization address challenges. They help the organization improve processes, policies, and other operations protocol by studying the current processes in place and determining the effectiveness of those processes... Show more	$25-47

   Show more

2. Create an ideal candidate profile

   Common skills:

   • DOD
   • SME
   • Fire Protection

   Responsibilities:

   • Provide hands-on technical support and managing custom software, windows base systems, networking solutions, and database systems.
   • Monitor data collection and graphing.
   • Consult with educational staff regarding IEP development and implementation.
   • Develop skill acquisition programs for the purposes of increasing independence in adaptive and vocational skills.
   • Develop adaptive materials and methodology to assist with training, skill development and intervention as it relations to supporting adaptive behaviors.
   • Facilitate migration to fix ordering while collaborating with logistics to ensure inbound freight are organized at distribution centers across the country.

3. Make a budget

   Including a salary range in your fire behavior analyst job description is one of the best ways to attract top talent. A fire behavior analyst can vary based on:

   • Location. For example, fire behavior analysts' average salary in oklahoma is 45% less than in washington.
   • Seniority. Entry-level fire behavior analysts 41% less than senior-level fire behavior analysts.
   • Certifications. A fire behavior analyst with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a fire behavior analyst's salary.

   Average fire behavior analyst salary

   $83,855yearly

   $40.31 hourly rate

   ---

   Entry-level fire behavior analyst salary

   $64,000 yearly salary

   Updated December 16, 2025

4. Writing a fire behavior analyst job description

   A job description for a fire behavior analyst role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a fire behavior analyst job description:

   Fire behavior analyst job description example

   Responsibilities

   The J38 is looking for a (Cyber Fires Level 3 individual. Typical fires person is an Army or Marine artillery officer/SNCO or Air Force Targets person.

   The Level III Cyberspace Fires (Targets) Analyst:

   • Provides operations development technical assistance and supports Cyber Tasking Cycle
   • Creates, manages, updates and implements the Master Cyber Operations Plan (MCOP)
   • Develops documents to include lessons learned, as well as results and conclusions with relevant organizations such as DOD, Federal Agencies and commercial partners
   • Manages Cyber Tasking Orders (CTOs)
   • Develops, integrates, and maintains operational TTPs, SOPs, and Concept of Operations (CONOPs)
   • Facilitates preparation of the Joint Targeting Working Group (JTWG), the Joint Targeting Coordination Meeting (JTCM) and the Joint Targeting Coordination Board (JTCB)

   #PeratonCyberUS

   Qualifications

   • Minimum 15 years of experience in Fires and Targeting
   • Minimum of High School Diploma
   • Minimum DOD 8140/DOD 8570 IT II Certification (Desired)
   • Strong attention to detail and organizational skills.
   • Excellent communications skills.
   • Strong analytical and problem solving skills

   Experience with fires, effects, artillery, D3M or D4M, fires planning, fires coordination, cyberspace fires, joint fires, joint operations, kinetic fires, non-kinteic fires, JP 3-60, JP 3-09 JP 3-0 and JP 5-0 desired

   Peraton Overview

   Peraton drives missions of consequence spanning the globe and extending to the farthest reaches of the galaxy. As the world's leading mission capability integrator and transformative enterprise IT provider, we deliver trusted and highly differentiated national security solutions and technologies that keep people safe and secure. Peraton serves as a valued partner to essential government agencies across the intelligence, space, cyber, defense, civilian, health, and state and local markets. Every day, our employees do the can't be done, solving the most daunting challenges facing our customers.

   An Equal Opportunity Employer including Disability/Veteran.

   For Colorado Residents Colorado Salary Minimum: $95,600
   Colorado Salary Maximum: $232,000
   
   The estimate displayed represents the typical salary range for this position, and is just one component of Peraton's total compensation package for employees. Other rewards may include annual bonuses, short- and long-term incentives, and program-specific awards. In addition, Peraton provides a variety of benefits to employees.

   Copy this example

   

5. Post your job

   There are a few common ways to find fire behavior analysts for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your fire behavior analyst job on Zippia to find and recruit fire behavior analyst candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting fire behavior analysts requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   Remember to include a few questions that allow candidates to expand on their strengths in their own words. Asking about their unique skills might reveal things you'd miss otherwise. At this point, good candidates can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new fire behavior analyst

   Once you've found the fire behavior analyst candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   Once that's done, you can draft an onboarding schedule for the new fire behavior analyst. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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