How to hire a standards analyst

How to hire a standards analyst, step by step

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

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1. Identify your hiring needs

   The standards 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

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   Hiring the perfect standards 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.

   Here's a comparison of standards analyst salaries for various roles:

   Type of Standards Analyst	Description	Hourly rate
   Standards Analyst	Operations research analysts use advanced mathematical and analytical methods to help organizations investigate complex issues, identify and solve problems, and make better decisions.	$25-52
   Management Consultant	A management consultant's responsibility focuses on conducting an in-depth analysis of a company or business, including its target market. Through their findings, they can devise strategies that will help the business grow and attain a significant profit... Show more	$34-65
   Business Consultant	A business consultant is a professional who works directly with business owners on developing a business plan and identifying their marketing needs. Business consultants offer business owners a wide range of services, such as supplementing existing staff, provide expertise in a specific market, and influencing other people... Show more	$30-56

   Show more

2. Create an ideal candidate profile

   Common skills:

   • DOD
   • Comprehensive Understanding
   • SME
   • SharePoint
   • Internal Audit
   • ISO
   • Process Improvement
   • Analyze Data

   Responsibilities:

   • Lead team during change windows and coordinate IPLs/IMLs.
   • Develop plans for centralize management of DOD involvement in OOT standards.
   • Assist with the development of a new database solution using SharePoint.
   • Work with pharmacy staff to develop discharge medication application for nursing and pharmacy staff to provide patients with clearer medication instructions.
   • Coordinate military manpower requirements for mobilization.

3. Make a budget

   Including a salary range in your standards analyst job description is a great way to entice the best and brightest candidates. A standards analyst salary can vary based on several factors:

   • Location. For example, standards analysts' average salary in arkansas is 54% less than in new jersey.
   • Seniority. Entry-level standards analysts earn 50% less than senior-level standards analysts.
   • Certifications. A standards analyst with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a standards analyst's salary.

   Average standards analyst salary

   $77,456yearly

   $37.24 hourly rate

   ---

   Entry-level standards analyst salary

   $54,000 yearly salary

   Updated January 20, 2026

   Average standards analyst salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New Jersey	$105,315	$51
   2	District of Columbia	$103,225	$50
   3	Maryland	$97,280	$47
   4	Virginia	$96,344	$46
   5	Massachusetts	$91,525	$44
   6	New York	$84,622	$41
   7	Connecticut	$81,964	$39
   8	Ohio	$77,616	$37
   9	Pennsylvania	$77,273	$37
   10	Colorado	$69,640	$33
   11	Texas	$67,331	$32
   12	Wisconsin	$65,332	$31
   13	Indiana	$60,044	$29

   Average standards analyst salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	BP America Inc	$121,997	$58.65
   2	Parexel International	$93,075	$44.75
   3	Charter Oak Health Center	$86,521	$41.60
   4	American Family Insurance	$85,779	$41.24
   5	Forest Laboratories	$83,313	$40.05
   6	TraceLink	$79,368	$38.16
   7	CAE	$77,895	$37.45
   8	Medpace	$77,675	$37.34	4
   9	KBR	$77,618	$37.32	9
   10	B & P Enterprises	$76,356	$36.71
   11	B Lab	$70,690	$33.99
   12	Cummins	$69,281	$33.31	1

4. Writing a standards analyst job description

   A standards analyst job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. Below, you can find an example of a standards analyst job description:

   Standards analyst job description example

   Key Role:
   
   Assist the client to establish standards for the Biometric and Forensic Enterprises and lead the development of biometric and forensic eXtensible Markup Language (XML) and JavaScript Object Notation (JSON) data interchange standards. Assist in the maintenance of forensics and biometrics enterprise standards essential for DoD mission requirements, including data interchange standards for all aspects of forensics and biometrics technology. Coordinate with the DoD Components, U.S. Government (USG) agencies, and international organizations to develop national and international forensics and biometrics standards. Assist in standards conformance criteria. Ensure that interoperable and extensible processes are adaptive to joint, interagency, and allied tasks and missions. Register all standards with the Defense Information Technology Standards Registry and the Intelligence Community Standards Registry. Advise and assist the government's execution and integration of the standards activities. This position is a hybrid role with a combination of working at a Booz Allen office or client site and working remotely.
   
   Basic Qualifications:
   
   * Experience with supporting standards activities DoD-wide, across USG Agencies and International Mission Partners
   * Experience with using Intelligence Community XML data encoding specification for security marking metadata
   * Knowledge of the DoD electronic data standards development process
   * Knowledge of XML and JSON data interchange standards schemas and tools for describing, formatting, and displaying data
   * Knowledge of the National Information Exchange Model (NIEM) and their sub-domains
   * Secret clearance
   * Bachelor's degree
   
   Additional Qualifications:
   
   * Experience with national accreditation processes for data standards, including the American National Standards Institute (ANSI), the National Institute for Science and Technology (NIST), and the Organization of Scientific Area Committees (OSAC) for Forensic Science
   * Knowledge of the Forensic Information Data Exchange (FIDEX) Model and the Global Justice XML Data Model
   * Knowledge of DoD Forensic Exploitation Labs and how collected exploitable material flows across the enterprise
   * Possession of excellent verbal and written communication skills
   * Master's degree
   
   Clearance:
   
   Applicants selected will be subject to a security investigation and may need to meet eligibility requirements for access to classified information; Secret clearance is required.
   
   Compensation:
   
   At Booz Allen, we celebrate your contributions, provide you with opportunities and choice, and support your total well-being. Our comprehensive benefit offerings include healthcare, retirement plan, insurance programs, commuter program, employee assistance program, paid and unpaid leave programs, education assistance, and childcare benefits.
   
   The salary for this position will be determined based on various factors. The proposed salary range for this position in Colorado is 100,000 to 110,000.
   
   We're an equal employment opportunity/affirmative action employer that empowers our people to fearlessly drive change - no matter their race, color, ethnicity, religion, sex (including pregnancy, childbirth, lactation, or related medical conditions), national origin, ancestry, age, marital status, sexual orientation, gender identity and expression, disability, veteran status, military or uniformed service member status, genetic information, or any other status protected by applicable federal, state, local, or international law.

   Copy this example

   

5. Post your job

   There are a few common ways to find standards 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 standards analyst job on Zippia to find and recruit standards analyst candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit standards analysts, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   Sometimes, it's not enough to interview standards analyst candidates, so you can ask them to do a test project. If you are not a technical person and don't know what a test project should be, you can use these websites:

   • TestDome
   • CodeSignal
   • Testlify
   • BarRaiser
   • Coderbyte

   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 standards analyst

   Once you've selected the best standards 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.

   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.

   To prepare for the new standards analyst first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

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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