How to hire a lead performance support analyst

How to hire a lead performance support analyst, step by step

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

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1. Identify your hiring needs

   The lead performance support 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 lead performance support analyst's background is also an important factor in determining whether they'll be a good fit for the position. For example, lead performance support 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.

   Here's a comparison of lead performance support analyst salaries for various roles:

   Type of Lead Performance Support Analyst	Description	Hourly rate
   Lead Performance Support Analyst	Instructional coordinators oversee school curriculums and teaching standards. They develop instructional material, coordinate its implementation with teachers and principals, and assess its effectiveness.	$26-62
   Curriculum Designer	A curriculum designer creates and implements educational programs in schools, colleges, and other organizations that offer training and educational services. They usually work with teachers and academic administrators in establishing guidelines, academic roadmaps, and policies... Show more	$18-36
   Instructional Designer And Trainer	Instructional designers are in charge of redesigning the courses, developing the entire curriculum, and creating all instructional mediums, including handouts, presentation materials, participant guides, and job aids. They typically evaluate training, as well as assess what was learned and check if learning solutions led to quantifiable behavior improvements... Show more	$23-41

   Show more

2. Create an ideal candidate profile

   Common skills:

   • ROI
   • NPV

   Responsibilities:

   • Provide reporting to senior management; manage invoice payment, collections and reconciliations.
   • Create Java applications to connect to various databases and to transfer data from a flat file to a database.
   • Implement Linux base systems for performance evaluation.
   • Assist patients by explaining necessary preparations, reviewing charts after discharge and determining eligibility for medication at government's expense.
   • Produce and evaluate metrics and recommend process improvements to meet business SLA.

3. Make a budget

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

   • Location. For example, lead performance support analysts' average salary in florida is 73% less than in maryland.
   • Seniority. Entry-level lead performance support analysts 57% less than senior-level lead performance support analysts.
   • Certifications. A lead performance support 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 lead performance support analyst's salary.

   Average lead performance support analyst salary

   $85,415yearly

   $41.06 hourly rate

   ---

   Entry-level lead performance support analyst salary

   $56,000 yearly salary

   Updated December 18, 2025

4. Writing a lead performance support analyst job description

   A job description for a lead performance support 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 lead performance support analyst job description:

   Lead performance support analyst job description example

   Comcast brings together the best in media and technology. We drive innovation to create the world's best entertainment and online experiences. As a Fortune 50 leader, we set the pace in a variety of innovative and fascinating businesses and create career opportunities across a wide range of locations and disciplines. We are at the forefront of change and move at an amazing pace, thanks to our remarkable people, who bring cutting-edge products and services to life for millions of customers every day. If you share in our passion for teamwork, our vision to revolutionize industries and our goal to lead the future in media and technology, we want you to fast-forward your career at Comcast.
   
   Responsible for supporting senior manager in the development and implementation of the fraud risk strategy for Point of Sale fraud risk policies, procedures, and controls. Assists with implementing business decisions for new builds and/or major enhancements to existing products and services. Works with a cross-functional team that encompasses representation from all divisions to understand current challenges. Works to define our current processes to support business initiatives and to define the future state that will be enabled through technology. Works cross functionally with external vendors and internal partners in Technology, Retail, Sales, Product, and Business Process. Acts as a key contributor in a complex and crucial
   environment. May
   lead teams or projects and shares expertise.
   
   Job Description
   Core Responsibilities:
   Leads the development of requirements for new fraud risk initiatives. Creates a proposed future state design for impacts to customers, employees and existing business processes.Help to identify emerging trends and mitigate via fraud rule decisioning updates.Facilitates collaborative working sessions with internal stakeholders to implement fraud risk initiatives and/or to remediate existing practices that pose a fraud risk concern.Leads analysis and design of existing and new business processes that could span multiple areas of the organization, including Customer Operations, Sales Operations, Marketing, Training, Finance and Legal.Makes recommendations on how to mitigate and works with appropriate business partners to implement change.Ability to thrive in fast-paced, dynamic environment and exercise flexbility and adaptability.Interacts closely with matrixed cross-functional teams (both field and corporate) in order to secure alignment.Consistent exercise of independent judgment and discretion in matters of significance.Regular, consistent and punctual attendance. Must be able to work nights and weekends, variable schedule(s) as necessary.Other duties and responsibilities as assigned.
   
   Employees at all levels are expected to:
   Understand our Operating Principles; make them the guidelines for how you do your job.Own the customer experience think and act in ways that put our customers first, give them seamless digital options at every touchpoint, and make them promoters of our products and services.Know your stuff be enthusiastic learners, users and advocates of our game-changing technology, products and services, especially our digital tools and experiences.Win as a team make big things happen by working together and being open to new ideas.Be an active part of the Net Promoter System a way of working that brings more employee and customer feedback into the company by joining huddles, making call backs and helping us elevate opportunities to do better for our customers.Drive results and growth.Respect and promote inclusion & diversity.Do what's right for each other, our customers, investors and our communities.
   Disclaimer:This information has been designed to indicate the general nature and level of work performed by employees in this role. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities and qualifications.Comcast is an EOE/Veterans/Disabled/LGBT employer.
   
   We believe that benefits should connect you to the support you need when it matters most, and should help you care for those who matter most. That's why we provide an array of options, expert guidance and always-on tools that are personalized to meet the needs of your reality-to help support you physically, financially and emotionally through the big milestones and in your everyday life.
   Please visit the benefits summary on our careers site for more details.
   
   Education
   Bachelor's Degree
   
   While possessing the stated degree is preferred, Comcast also may consider applicants who hold some combination of coursework and experience, or who have extensive related professional experience.
   
   Certifications (if applicable)
   
   Relative Work Experience
   7-10 Years
   
   Comcast is proud to be an equal opportunity workplace. We will consider all qualified applicants for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, disability, veteran status, or any other basis protected by applicable law.

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5. Post your job

   To find lead performance support 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 lead performance support analysts they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level lead performance support 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 lead performance support analyst job on Zippia to find and recruit lead performance support analyst candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit lead performance support analysts, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you 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 lead performance support analyst

   Once you've decided on a perfect lead performance support analyst candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your 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.

   After that, you can create an onboarding schedule for a new lead performance support analyst. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are 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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