How to hire a junior program analyst

How to hire a junior program analyst, step by step

Here's a step-by-step junior program 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 junior program analyst job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new junior program analyst
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The junior program analyst hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

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

   Yes

   No

   A junior program analyst's background is also an important factor in determining whether they'll be a good fit for the position. For example, junior program analysts from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list presents junior program analyst salaries for various positions.

   Type of Junior Program Analyst	Description	Hourly rate
   Junior Program Analyst	Management analysts, often called management consultants, propose ways to improve the efficiency of an organization. They advise managers on how to make organizations more profitable through reduced costs and increased revenues.	$25-48
   Consultant	Consultants are individuals who were tapped by a company or an organization to work on a specific activity, depending on their field of expertise. They act as guides for the organization in undertaking projects that are related to their field... Show more	$27-51
   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
   • Logistics
   • SharePoint
   • Meeting Minutes
   • Data Analysis
   • NAVSEA
   • FMS
   • PEO
   • Navair
   • Program Support
   • IPT
   • National Security
   • DTS
   • Technical Data

   Check all skills

   Responsibilities:

   • Create and manage functional requirement documents for in house development of software applications for healthcare providers and payers.
   • Assist with event planning, travel and logistics.
   • Draft, route, and finalize CDRL acceptance/rejection letters establish within the web-based SharePoint for PMA-276.
   • Collect updates and pull information from SharePoint to prepare briefs.
   • Upgrade and create all archival documentation from the IPT meetings minutes, weekly meetings.
   • Coordinate security requirements to support DOD personnel.

3. Make a budget

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

   • Location. For example, junior program analysts' average salary in florida is 45% less than in washington.
   • Seniority. Entry-level junior program analysts 48% less than senior-level junior program analysts.
   • Certifications. A junior program 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 junior program analyst's salary.

   Average junior program analyst salary

   $73,959yearly

   $35.56 hourly rate

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   Entry-level junior program analyst salary

   $53,000 yearly salary

   Updated December 5, 2025

4. Writing a junior program analyst job description

   A job description for a junior program 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 junior program analyst job description:

   Junior program analyst job description example

   CALIBRE, an employee-owned management and Technology Solutions company, is seeking an Junior Program Analyst to support the Office of the Under Secretary of Defense for Personnel and Readiness. This position requires exceptional writing skills with an emphasis on English grammar. Must be able to work independently to provide critical administrative services to the Office of the Under Secretary of Defense for Personnel and Readiness.
   Applicant must possess an active secret clearance.
   
   Required Skills
   
   The Junior Program Analyst will provide the following support:
   Reviewing, editing, proofreading and assisting others to write accurately on Defense policy matters, ensuring correspondence written for OSD senior leader approval is error free, timely, prepared with critical thinking, written clearly and concisely, and is in compliance with the DOD Manual for Written Materials Performing substantive editing and rewriting of correspondence to tailor content for specific audiences with varying degrees of expertise Conducting research to respond to internal and external inquiries in support of tasks Ensuring visibility and accountability of all correspondence to include Congressional inquiries Ensuring all correspondence requiring external coordination has been properly staffed and all appropriate comments are incorporated in the final product Coordinating staff action packages through the Correspondence and Task Management System (CATMS) or similar electronic process Creating and maintaining reports on high-visibility correspondence and overdue actions Providing administrative services for processing of issuances, Government Accountability Office responses, Freedom of Information Act replies, hotline inquiry responses, and inspector general audits Providing operational services and knowledge management support including file consolidation and management on network-based applications Providing content analysis for classified and unclassified correspondence addressed to the White House, the Secretary of Defense, the Deputy Secretary of Defense, Members of Congress, and members of the general public Based on the direction or operational requirements of the USD(P&R), Principal Deputy (PD) USD (P&R), and the Chief of Staff, recommending and preparing updates to pertinent documents, instructions, manuals, and operating instructions to ensure grammatical accuracy
   
   Required Experience
   
   Required Skills:
   
   Experience with the following:
   U.S. Citizen Must possess/maintain a Secret security clearance. Minimum of one year of related professional work experience Demonstrated skills to perform all required duties Strong written and verbal communication skills Ability to work responsibly and independently with minimal direct supervision Experience with standard MS Office suite products and SharePoint Experience working in or supporting the White House or Office of the Secretary of Defense Experience supporting the military, Veterans Administration or prior military experience Experience providing customer service support
   
   CALIBRE and its subsidiaries are an Equal Opportunity Employer and supports transitioning service members, veterans and individuals with disabilities. We offer a competitive salary and full benefits package. To be considered, please apply via our website at www.calibresys.com . Come join our dynamic team. #CALIBRECareers

   Copy this example

   

5. Post your job

   To find junior program analysts for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any junior program analysts they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level junior program analysts with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

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

6. Interview candidates

   Your first interview with junior program analyst candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   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 junior program analyst

   Once you have selected a candidate for the junior program analyst position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is created.

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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