How to hire a loss prevention analyst

How to hire a loss prevention analyst, step by step

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

What does a loss prevention analyst do?

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1. Identify your hiring needs

   The loss prevention 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

   You should also consider the ideal background you'd like them a loss prevention analyst to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a loss prevention analyst that fits the bill.

   This list presents loss prevention analyst salaries for various positions.

   Type of Loss Prevention Analyst	Description	Hourly rate
   Loss Prevention Analyst		$10-32
   Public Safety Officer	Public relations assistants are professionals who are responsible for creating and distributing promotional materials to help clients increase their public image and awareness of their products and services. These assistants are required to help develop and distribute public relations materials such as brochures, pamphlets, newsletters, and sell sheets... Show more	$13-22
   Military Police Officer	A military police officer is responsible for ensuring the safety and security of the areas assigned for their duly protection. Military police officers monitor their premises efficiently, inspecting suspicious individuals within the territory, and enforcing strict legislation protocols and military regulations for everyone's compliance... Show more	$12-26

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Loss Prevention
   • Customer Service
   • Camera Surveillance
   • Basic Math
   • Risk Management
   • CCTV
   • Law Enforcement Agencies
   • External Theft
   • Local Law Enforcement
   • Safety Hazards
   • POS
   • Sales Floor
   • Incident Reports
   • Security Systems

   Check all skills

   Responsibilities:

   • Manage foreclosure and bankruptcy from inception to completion and mitigate all potential losses within an acceptable range.
   • Ensure that physical security controls (CCTV, EAS, alarm systems) are operating effectively to minimize shrinkage.
   • Monitor CCTV cameras, report and apprehend shop-lifters, and walk around the store to observe anything suspicious.
   • Analyze bankruptcy and foreclosure files in order to devise a strategy to minimize loss and maximize financial recovery.
   • Protect company's assets by utilizing state-of-the-art detection and investigation surveillance system, which identify shoplifters and prevent loss of merchandise.

   More loss prevention analyst duties

3. Make a budget

   Including a salary range in your loss prevention analyst job description helps attract top candidates to the position. A loss prevention analyst salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a loss prevention analyst in Colorado may be lower than in Hawaii, and an entry-level loss prevention analyst usually earns less than a senior-level loss prevention analyst. Additionally, a loss prevention analyst with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average loss prevention analyst salary

   $38,684yearly

   $18.60 hourly rate

   ---

   Entry-level loss prevention analyst salary

   $21,000 yearly salary

   Updated January 21, 2026

   Average loss prevention analyst salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Hawaii	$61,419	$30
   2	North Carolina	$55,734	$27
   3	Pennsylvania	$55,005	$26
   4	Florida	$53,237	$26
   5	Massachusetts	$51,138	$25
   6	New Jersey	$49,560	$24
   7	Texas	$49,490	$24
   8	New York	$48,343	$23
   9	Nevada	$48,263	$23
   10	Ohio	$43,763	$21
   11	Wisconsin	$41,894	$20
   12	Utah	$41,291	$20
   13	Illinois	$40,834	$20
   14	North Dakota	$40,088	$19
   15	California	$39,694	$19
   16	Missouri	$39,134	$19
   17	Nebraska	$38,427	$18
   18	Washington	$36,764	$18
   19	Iowa	$35,812	$17

   Average loss prevention analyst salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Barclays	$128,309	$61.69
   2	BNY Mellon	$106,628	$51.26	4
   3	AIG	$102,918	$49.48
   4	SoCalGas	$97,734	$46.99
   5	Bankers Healthcare Group	$75,277	$36.19
   6	Enterprise Technologies Inc	$49,096	$23.60
   7	Bank of America	$47,147	$22.67	11
   8	M&T Bank	$47,137	$22.66	2
   9	First Hawaiian Bank	$44,288	$21.29
   10	Marriott International	$42,272	$20.32	173
   11	Excellus BCBS	$39,136	$18.82	1
   12	Zions Ban	$37,982	$18.26
   13	Wireless Advocates	$36,124	$17.37
   14	GreenState Credit Union	$34,819	$16.74
   15	South Shore Health	$34,801	$16.73	2
   16	The Reserves Network	$34,522	$16.60
   17	American Security	$34,504	$16.59	26
   18	Allied Universal	$34,454	$16.56
   19	Kum & Go	$34,357	$16.52
   20	Randstad North America, Inc.	$33,774	$16.24

4. Writing a loss prevention analyst job description

   A job description for a loss prevention 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 loss prevention analyst job description:

   Loss prevention analyst job description example

   Investigate all Loss Prevention issues, both external and internal, and review reports designed to identify loss and violations of company policies and procedures. Handle returned check issues, answer questions on Buckle gift cards, investigate layaway and loyalty issues, and fraudulent returns by Guests and Teammates. Responsible for handling responses to credit card disputes, chargebacks, rejected credit card transactions, and Buckle card payment disputes for all Buckle locations. Responsible for monitoring cash shortages, bank adjustments, late deposits, investigating missing and outstanding deposits and Automated Clearing House (ACH) bank returns.
   Essential Duties and Responsibilities
   This description intends to describe the general nature and level of work performed by Teammates assigned to this job. It is not intended to include all duties, responsibilities, and qualifications. To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   
   Obtain information from Store Managers on all shoplifting and grab and run situations, assist with investigation and confirmation of inventory loss, and provide information to area stores as needed. Monitor and investigate fraudulent Guest and Teammate returns and communicate with the Head of Loss Prevention. Determine validity of information provided by Guest or Teammate at time of return transaction and notify surrounding stores as needed. Handle phone inquiries from Guests regarding balances on gift cards, credit and debit card transactions and returned or declined checks. Review all discounted gift cards outside of valid guidelines, balance daily gift card reports, make corrections if needed and contact Store Manager and/or Head of Loss Prevention with concerns. Monitor Teammate gift purchases for correct discount and number of gift purchases used and communicate errors to Store Managers. Review for correction of errors as needed. Verify and process all non-sufficient funds (NSF) payments, court restitution and returned check payments, and transaction corrections. Review any questions with Store Managers and Head of Loss Prevention. Review all credit card disputes, obtain and supply copies of receipts to credit card companies as required, provide assistance to Guests with credit card questions, and communicate with Store Managers, credit card processor, and Head of Loss Prevention to resolve any issues. Investigate late and outstanding deposits, review findings with Store Managers and Head of Loss Prevention. Review loyalty program reports, investigate transactions with suspicious issuance or redemption of loyalty points, communicate with Store Managers and review with Head of Loss Prevention. Monitor cash refund report and investigate abnormal numbers and amounts of refunds. Watch video for transactions involving questionable activity and contact the Store Managers with any concerns. Provide update to Head of Loss Prevention. Investigate register overages and shortages for all stores, work with Store Managers to correct transactions as needed and monitor any patterns of shortages. Review bank reconciliation spreadsheet provided by finance and investigate bank adjustments. Contact Store Managers and/or bank representatives as needed. Verify and report counterfeit money to the proper authorities and surrounding Store Managers. Analyze reports and follow up regarding monthly layaway summary and violations report, assist stores with layaway efficiency, investigate and correct layaway errors, communicate with District and Store Managers and Head of Loss Prevention. Review the following reports: Discounts, Voided Transactions, Commission Adjustments, Paid Outs, Promotions, redemptions of loyalty rewards. Contact Store Managers requesting information to support any questionable transactions and provide appropriate information to Head of Loss Prevention for further review and follow up. Maintain the key holder records for all stores and make necessary changes as requested by Store Managers. Handle year-end inventory discrepancy corrections with Store Managers. Carry the Loss Prevention on-call phone for one week at a time to assist with stores with any Loss Prevention situations that occur after hours. Report all phone call notes to Head of Loss Prevention and follow up with Store Managers when necessary Process all corporate office Teammate gift purchases. Assist in creating informative Loss Prevention newsletters using real life situations related to shoplifting, check and credit card fraud. Fulfill mission statement by performing job duties with a high level of Guest service while contributing to a positive team spirit. Special projects and other duties as assigned.
   
   Supervisory Responsibilities
   
   This job has no supervisory responsibilities.
   
   Education and/or Experience
   
   Bachelor's degree from four-year College or university; or one to two years related experience and/or training; or equivalent combination of education and experience.
   
   Physical Demands
   
   The physical demands described here are representative of those that must be met by a Teammate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.
   
   While performing the duties of this Job, the Teammate is regularly required to sit; use hands to finger, handle, or feel and talk or hear. The Teammate is occasionally required to stand; walk; reach with hands and arms and stoop, kneel, crouch, or crawl. The Teammate must frequently lift and/or move up to 25 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus.
   
   Work Environment
   
   While performing the duties of this job, the Teammate regularly works in an office setting. The noise level in the work environment is usually moderate.
   
   Equal Employment Opportunity Buckle is committed to hiring and developing the most qualified Teammates from the available workforce in the communities we serve.
   
   Equal employment opportunity has been, and will continue to be, a fundamental principle at Buckle, where employment is based upon personal capabilities and qualifications without discrimination and retaliation because of veteran status, uniformed service member status, race, color, national origin or ancestry, creed, religion, sex, sexual orientation, gender identity or expression, age, pregnancy (including childbirth, lactation, and related medical conditions), national origin or ancestry, physical or mental disability, genetic information (including characteristics and testing), or any other protected characteristic as established by applicable local, state, or federal law. For state specific information, refer to the State Law Supplements found on the Teammate Center, under Human Resources.

   Copy this example

   

5. Post your job

   There are various strategies that you can use to find the right loss prevention analyst for your business:

   • Consider promoting from within or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to find candidates who meet your education requirements.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to reach potential job candidates.

   Post your job online:

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

6. Interview candidates

   To successfully recruit loss prevention 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.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete 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 loss prevention analyst

   Once you've selected the best loss prevention analyst candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new loss prevention 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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How much does it cost to hire a loss prevention analyst?