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If you’ve searched for a “Problem Analyst job description,” chances are you’ve seen the same thing over and over: a dry list of bullet points, vague duties, and zero personality. The problem? Posts like that don’t actually attract great candidates—they just fill space.
The truth is, a Problem Analyst isn’t just another cog in the machine. They’re the people who help untangle bottlenecks, analyze issues before they escalate, and keep your business running smoothly. And if your job post reads like boilerplate, the best candidates won’t even bother clicking “apply.”
That’s why in this article, we’re going to do things differently. Instead of giving you another generic template, we’ll show you how to write a Problem Analyst job post that connects with top talent, sets clear expectations, and actually reflects your company’s values.
👉 If you want a deep dive into writing compelling job posts in general, check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ . But if you’re here for a ready-to-use Problem Analyst job description (with smart examples and a breakdown of why they work), keep reading.
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What a Problem Analyst Actually Does - Their Roles
A Problem Analyst is the person who steps in when things don’t go as planned. Instead of just putting out fires, they dig into the root cause of recurring issues, analyze data, and design solutions that prevent problems from happening again. Think of them as the “diagnosticians” of a business — they don’t just ask what went wrong, they ask why did it go wrong and how do we stop it from happening again.
In plain English:
- They track and investigate problems that affect business processes, IT systems, or customer experiences.
- They look for patterns in data, incidents, and performance gaps.
- They collaborate with different teams to design fixes and long-term improvements.
- And they make sure solutions are documented and communicated clearly, so everyone learns from the process.
That’s why strong Problem Analysts aren’t just detail-oriented — they’re communicators, critical thinkers, and bridge-builders. They need curiosity to dig deep, patience to analyze, and people skills to align teams around the right fix.
Two Great Problem Analyst Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced candidates with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential.
✅ Option 1: Job Description For Experienced Problem Analyst
Job Title: Problem Analyst – Process Improvement & Root Cause Specialist
Location: Hybrid (Austin, TX) | Type: Full-Time | Compensation: $68,000–$88,000 base + bonus
🎥 A quick word from our hiring manager
Hear what success looks like in this role and how the team works day-to-day. (Insert Loom/YouTube link)
Who We Are
BrightLoop Systems builds workflow automation software for mid-market retail brands—connecting storefronts, ERPs, and 3PLs so orders, inventory, and billing stay perfectly in sync. Our customers rely on us to keep operations smooth during their busiest moments. When something breaks, we don’t paper over it—we fix the root cause so it doesn’t happen again.
What You’ll Be Doing
- Lead investigations into recurring issues across customer operations, billing, integrations, and internal tools.
- Use data (SQL/BI dashboards, incident trends) to identify true root causes and quantify impact.
- Partner with Engineering, RevOps, and Support to design fixes and long-term preventive controls.
- Own post-incident reviews and publish clear, actionable documentation and runbooks.
- Track remediation work, validate outcomes, and report on problem KPIs to leadership.
What We’re Looking For
- 2+ years in problem management, business analysis, QA, or process improvement.
- Strong analytical chops; comfortable with structured queries and pulling your own data.
- Clear communicator who can translate complex issues for non-technical stakeholders.
- Bonus: experience with ITIL Problem Management, Lean/Six Sigma, or incident tooling (Jira/Linear, PagerDuty).
Why This Role Is a Great Fit
- High leverage: your work prevents fires instead of fighting them.
- Cross-functional seat at the table with Engineering, Product, and Ops.
- Space to build: you’ll shape our problem-management playbook and metrics from the ground up.
- Visible impact: leadership reads your reports and funds your recommendations.
Perks & Benefits
- Competitive salary + performance bonus
- Medical, dental, vision (company-covered options)
- 401(k) with match
- 15 PTO days + 10 company holidays + flexible remote days
- Annual learning stipend ($1,500) and paid certifications
Our Hiring Process
We review every application and update all candidates. Steps typically include a brief intro call, a practical case exercise, and a final panel focused on collaboration and communication.
How to Apply
We respect your time. That’s why we use WorkScreen—so you’re evaluated based on strengths, not buzzwords. Click the link below to complete your short, structured evaluation:
👉 [Insert WorkScreen Link]
✅ Option 2: Job Description For Entry-Level Problem Analyst (Willing to Train)
Job Title: Junior Problem Analyst — Learn & Grow in Root Cause Analysis
Location: Remote (US) | Type: Full-Time | Compensation: $48,000–$62,000 base
🎥 A quick word from our hiring manager
Meet the team you’ll learn from and see the kinds of problems you’ll help solve. (Insert Loom/YouTube link)
Who We Are
BrightLoop Systems helps retail brands automate the boring, error-prone parts of operations—so orders ship on time and customers stay happy. We’re practical, curious, and we care about doing things the right way. If you love puzzles and asking “why,” you’ll fit right in.
What You’ll Be Doing
- Support senior analysts on investigations into recurring process or system issues.
- Learn to gather data, spot patterns, and contribute to root-cause analysis.
- Help write clear summaries, timelines, and follow-up actions after incidents.
- Coordinate with Support, Ops, and Engineering to track fixes and verify outcomes.
- Build skills through guided training, shadowing, and regular feedback.
What We’re Looking For
- Curiosity, organization, and comfort working with data (spreadsheets/BI tools).
- Strong written and verbal communication; you make complex things simple.
- No prior experience required—show us your drive to learn and improve.
- Bonus: exposure to SQL, process mapping, or any continuous improvement framework.
Why This Role Is a Great Fit
- Real mentorship: pair with experienced analysts and get structured growth plans.
- Meaningful work early: your analyses help prevent real customer pain.
- Clear path: move from junior to owning your own problem domains.
- Supportive team: feedback culture, accessible leaders, and collaborative wins.
Perks & Benefits
- Competitive starting salary
- Medical, dental, vision + mental-health support
- 15 PTO days + 10 company holidays + flexible schedules
- Learning stipend ($1,000) + paid time for courses/certifications
- Home-office stipend for remote setup
Our Hiring Process
Every application is reviewed and acknowledged. Expect a short intro call, a bite-sized practical task (time-boxed), and a conversational panel focused on potential and problem-solving.
How to Apply
We respect your time. That’s why we use WorkScreen—so you’re evaluated based on strengths, not just experience. Click the link below to complete your short, structured evaluation:
👉 [Insert WorkScreen Link]
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Breakdown of Why These Problem Analyst Job Posts Work
Both of the templates above are designed with top talent in mind. Here’s why they stand out compared to generic, checkbox-style job descriptions:
1. Clear and Specific Titles
Instead of “Problem Analyst,” the titles are framed with context (“Process Improvement & Root Cause Specialist,” “Junior Problem Analyst — Learn & Grow in Root Cause Analysis”). This tells candidates exactly what the role is about, sets expectations, and instantly attracts the right audience.
2. Human, Warm Introductions
Each post opens with a video from the hiring manager and a company-specific story (BrightLoop Systems). This shows candidates the people behind the job, not just a faceless organization. It adds trust, personality, and warmth — elements generic posts lack.
3. Company Context That Matters
The Who We Are section doesn’t just give a bland overview — it ties the company mission to the role. Candidates can see why their work matters within the bigger picture, making the post more inspiring.
4. Transparent Role Expectations
The responsibilities are written in plain English, with a focus on impact (“your work prevents fires instead of fighting them”) rather than lifeless task lists. Candidates understand not just what they’ll do, but why it matters.
5. Respect for Different Candidate Types
By including both an experienced version and an entry-level version, you open the door to a broader pool of applicants. You signal that you value potential and curiosity just as much as credentials, which is a major differentiator in today’s job market.
6. Separate “Why This Role Is a Great Fit” Section
Instead of burying the pitch inside perks, each job description spells out why the role is meaningful. This section builds excitement and speaks directly to the candidate’s motivations: growth, impact, and team culture.
7. Transparent Perks & Benefits
Salary ranges, time off, healthcare, and learning stipends are listed openly. Transparency builds trust, saves time, and attracts serious applicants who value honesty.
8. Respectful Hiring Process
Both templates reassure candidates that their applications will be reviewed and acknowledged. In a market where most applicants never hear back, this small detail makes a huge impact.
9. Modern Application Flow (WorkScreen)
Instead of a cold “send your CV to hr@company.com,” candidates are directed through WorkScreen. This shows respect for their time, makes the process feel fairer, and positions your company as modern and thoughtful in how it hires.
👉 Together, these elements transform the job post from a lifeless checklist into a magnet for thoughtful, motivated candidates who want to join a company with clarity, culture, and respect.
Example of a Bad Problem Analyst Job Description (And Why It Fails)
Job Title: Problem Analyst
Company: Global Solutions Inc.
Location: New York, NY | Type: Full-Time
Job Summary
We are seeking to hire a Problem Analyst to identify and resolve issues. The ideal candidate will analyze problems and suggest solutions.
Key Responsibilities
- Analyze problems as they arise
- Document issues
- Work with other teams to resolve problems
- Provide reports to management
Requirements
- Bachelor’s degree in a related field
- 3–5 years of experience preferred
- Strong problem-solving skills
- Good communication skills
How to Apply
Send your résumé and cover letter to careers@globalsolutions.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Fails
- Generic Title
Just “Problem Analyst” — no context, no specifics. It doesn’t communicate what kind of problems (IT? business process? customer experience?) or why the role exists. - Cold, Impersonal Intro
“Seeking to hire…” says nothing about the company mission or why this role matters. It feels like it could belong to any organization. - Vague Responsibilities
Tasks like “analyze problems as they arise” are too broad and meaningless. A good candidate can’t tell what their day-to-day will look like. - No Salary or Benefits
Omitting pay and perks signals a lack of transparency. Today’s top candidates expect clarity and honesty. - Culture-Free
There’s zero mention of team values, company culture, or what it’s like to work there. Without this, the role feels transactional. - Dismissive Hiring Process
“Only shortlisted candidates will be contacted” is cold and discouraging. It makes applicants feel disposable. - Weak Call to Action
“Send your résumé” is flat and uninspiring. There’s no effort to connect with the applicant or explain why they should join.
👉 This kind of description doesn’t just fail to attract great candidates — it actively pushes them away. The best talent sees posts like this and scrolls right past, looking for companies that actually respect their time and effort.
Bonus Tips to Make Your Problem Analyst Job Post Stand Out
If you want your Problem Analyst job description to rise above the generic noise, a few thoughtful touches can make all the difference. These extras help build trust, attract serious candidates, and show that you actually care about the applicant experience.
1. Add an Important Notice for Candidate Safety
Build trust by making it clear your company values applicant security. For example:
“We will never ask for payment, banking details, or personal financial information during any part of the hiring process.”
This instantly reassures candidates who may have seen scams disguised as job postings.
2. Highlight Leave Days or Flex Time
Candidates value work-life balance as much as compensation. Mentioning PTO or flex days makes your post more attractive:
“Enjoy up to 20 paid days off annually, plus flexible work-from-home options so you can recharge when needed.”
3. Showcase Training & Growth Opportunities
Problem Analysts thrive on learning. Signal that you invest in your people:
“We offer structured mentorship, paid certifications, and a $1,500 annual learning stipend to help you advance your career.”
4. Include a Video from the Hiring Manager
We already added this in the templates, but it’s worth emphasizing: candidates love seeing the human side of a company. A 1–2 minute Loom or YouTube intro by the hiring manager makes your company stand out immediately.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
5. Emphasize Candidate Experience
Make it clear that you respect applicants’ time:
“Every applicant will receive an update from us, whether or not they move forward. We believe clarity and respect are part of the hiring process.”
👉 These small but powerful details set your post apart. They make it not just a list of duties, but a signal to candidates that your company is thoughtful, transparent, and people-first.
Should You Use AI to Write a Job Description?
It feels like every hiring tool these days has a “generate job description with AI” button. It’s tempting — type in “Problem Analyst” and you’ll get a full draft in seconds. But here’s the issue: AI alone gives you generic, lifeless posts that attract the wrong kind of candidates.
❌ Why You Shouldn’t Rely on AI Alone
- Generic output: AI often spits out vague duties that could apply to any job.
- Poor candidate fit: You’ll attract people who are mass-applying, not those who actually align with your role.
- Bad first impression: Your job post is often a candidate’s first touchpoint with your company. A copy-paste AI draft makes you look careless.
✅ The Smart Way to Use AI
AI can still be powerful — if you give it the right inputs. Treat it like an assistant, not an author.
Here’s how:
- Feed it real context: What your company does, your culture, your mission, your values.
- Explain the role clearly: What the Problem Analyst will actually do, what kind of problems they’ll solve, and who they’ll work with.
- Provide the tone you want: Warm and conversational? Professional and concise? Tell AI upfront.
- Include your perks and hiring process: Salary range, PTO, training, candidate experience.
A good prompt looks like this:
“Help me write a Problem Analyst job description for [Company Name]. We’re hiring someone to investigate recurring system/process issues, run root-cause analyses, and document solutions. Our culture is collaborative, curious, and transparent. We want candidates who are detail-oriented but also great communicators. We offer $68k–$88k, 15 PTO days, and paid certifications. Our hiring process includes WorkScreen evaluations, a case study, and a final panel interview. Here are a few notes I’ve written to get you started: [paste your notes].”
From there, you can let AI polish your draft, tighten the language, and improve clarity. But the heart of the job post — your company story and role specifics — needs to come from you.
👉 Bottom line: Don’t let AI write your job post from scratch. Use it to refine and polish the raw details you provide. That way, you’ll get content that feels authentic, not robotic.
Smart Hiring Starts Here
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Copy-Paste Problem Analyst Job Description Templates
We get it—sometimes you just need something fast. Maybe you’ve already read this guide and understand what makes a great job description, but you still want a solid starting point you can copy, paste, and tailor.
That’s what this section is for.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual company.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational / Culture-First Style (with “Why This Role Is a Great Fit”)
Job Title: Problem Analyst – Root Cause & Process Improvement Specialist at [Company Name]
💼 Location: Remote (HQ: [City, State])
🕒 Type: [Full-Time/Part-Time]
💰 Salary Range: [$X,000 – $Y,000]/year
🎥 A quick word from our hiring manager
Hear what success looks like in this role and how the team works day-to-day. (Insert Loom/YouTube link)
Who We Are
[Company Name] helps [industry/market] teams keep critical operations running smoothly. We build and support [product/service] used by [customers/users] to [primary value proposition—e.g., reduce errors, ship faster, improve reliability]. When something goes wrong, we don’t just patch it—we fix the root cause so it doesn’t happen again.
What You’ll Do
- Investigate recurring [process/system/customer] issues and quantify their impact.
- Analyze data (dashboards, logs, trends) to identify true root causes.
- Partner with [Engineering/Operations/Support/Product] to design fixes and preventive controls.
- Document findings, create clear runbooks, and share learnings across teams.
- Track remediation work, validate outcomes, and report on improvement KPIs.
What We’re Looking For
- [2+ years] in [problem management/business analysis/QA/process improvement].
- Analytical mindset; comfortable working with [spreadsheets/BI tools/SQL basics].
- Clear communicator who can explain complex issues simply.
- Bonus: exposure to [ITIL/Lean Six Sigma/Jira/ServiceNow/PagerDuty].
Why This Role Is a Great Fit
- High leverage: focus on prevention, not just firefighting.
- Cross-functional influence with [Engineering/Product/Ops/Support].
- Build the playbook: shape our problem-management processes and metrics.
- Visible impact: leadership reads your reports and funds your recommendations.
Perks & Benefits
- Competitive salary + [performance bonus/equity]
- [Medical, dental, vision] (company-covered options)
- [401(k) with match]
- [PTO days] + [company holidays] + [flex/remote days]
- Annual learning stipend [$X,000] + paid certifications
Our Hiring Process
We review every application and keep candidates updated. Typical steps: short intro call, a practical case exercise (time-boxed), and a collaborative panel.
How to Apply
We respect your time. That’s why we use WorkScreen—so you’re evaluated based on strengths, not buzzwords. Start your short, structured evaluation here:
👉 [Insert WorkScreen Link]
✅ Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
Job Title: Junior Problem Analyst – Entry Level at [Company Name]
💼 Location: Remote (HQ: [City, State])
🕒 Type: [Full-Time/Part-Time]
💰 Salary Range: [$X,000 – $Y,000]/year
Who We Are
[Company Name] supports [industry/market] organizations with [product/service] that keeps day-to-day operations smooth. We value curiosity, clarity, and continuous improvement—and we’ll teach you how to investigate and prevent recurring issues the right way.
Job Brief
We’re hiring a Junior Problem Analyst to learn how to investigate recurring [process/system/customer] issues, support senior analysts, and help design lasting solutions. If you’re analytical, organized, and love solving puzzles, this is a great place to start.
Responsibilities
- Assist in investigations of recurring issues; collect timelines and evidence.
- Compile and analyze data for root-cause analysis (with guidance).
- Help draft post-incident summaries, runbooks, and follow-up actions.
- Coordinate with [Support/Ops/Engineering] to track fixes and verify outcomes.
- Build skills through training, shadowing, and regular feedback.
Requirements
- Strong problem-solving mindset and attention to detail.
- Comfortable with data tools ([Excel/Sheets, BI dashboards]).
- Clear written and verbal communication.
- No prior experience required—training provided.
- Bonus: exposure to [SQL/process mapping/ITIL basics].
Perks & Benefits
- Competitive starting salary
- [Medical, dental, vision] + [mental-health/wellness] support
- [PTO days] + [company holidays] + flexible scheduling
- Learning stipend [$X,000] + paid time for courses/certifications
- [Home-office stipend/equipment reimbursement]
Our Hiring Process
Every application is reviewed and acknowledged. Expect a short intro call, a bite-sized practical task (time-boxed), and a conversational panel focused on potential and problem-solving.
How to Apply
We respect your time. That’s why we use WorkScreen—so you’re evaluated based on potential, not just past experience. Start your application here:
👉 [Insert WorkScreen Link]
Take the Next Step of Hiring with WorkScreen.io
Writing a great job post is just the first step. Once you attract candidates, the real challenge begins: how do you quickly separate the serious, high-quality applicants from the low-effort, copy-paste submissions?
That’s where WorkScreen.io comes in.
With WorkScreen, you can:
✅ Quickly identify your most promising candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
✅ Easily administer one-click skill tests
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
✅ Eliminate low-effort applicants
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
👉 The result: faster hiring, smarter decisions, and fewer costly mistakes.
🔗 Sign up for WorkScreen.io today
If you’re ready to take the guesswork out of hiring your next Problem Analyst (or any role), let WorkScreen handle the heavy lifting.
and start building stronger teams with less effort.
Problem Analyst Job Description - FAQs
A strong Problem Analyst should have analytical and critical thinking skills to identify patterns in data and trace problems to their root cause. Communication and collaboration are equally important since they’ll be working with multiple teams to design and implement solutions. Other valuable skills include documentation, time management, and familiarity with frameworks like ITIL or Lean Six Sigma. Curiosity and persistence are soft skills that often separate good analysts from great ones.
Salaries vary depending on industry, experience, and location. On average, entry-level Problem Analysts may earn around $48,000–$62,000 per year, while experienced professionals typically range between $68,000–$88,000 per year. In certain industries like finance, IT, or healthcare, senior analysts with specialized expertise can earn significantly more.
Not exactly. While both roles focus on analyzing processes and improving outcomes, a Business Analyst is generally focused on defining requirements for new projects or systems, while a Problem Analyst zeroes in on identifying and preventing recurring issues. In short, Business Analysts are more forward-looking, while Problem Analysts are more focused on diagnosing and fixing what’s broken.
Certifications aren’t always required, but they can help candidates stand out. Popular options include ITIL Problem Management, Lean Six Sigma Green Belt, or Certified Business Analysis Professional (CBAP). These credentials signal expertise in structured problem-solving and process improvement.
An Incident Analyst focuses on restoring service quickly when something breaks (short-term fix). A Problem Analyst, on the other hand, digs deeper to understand why the issue happened in the first place and ensures it doesn’t recur (long-term solution).
