Skill Demand Index
Based on 2 scored job postings out of 2,412 total. Depth levels reflect actual proficiency tiers, not just keyword presence.
0.1%
Demand Rate
L4
Median Depth
0%
Gap Rate
2
Jobs Analyzed
Advanced
Most employers want Performance Analysis at lead-level proficiency, not surface awareness.
Overview
Market context for Performance Analysis in the current job market
Performance Analysis is required in 0.1% of scored job postings on ShouldApply, making it a growing skill in the current job market. Employers looking for Performance Analysis typically want candidates who can demonstrate real proficiency, not just surface awareness.
What the data shows for Performance Analysis:
What L4 means in practice:
L4 (Advanced) means solving hard problems, optimizing workflows, and mentoring others. Employers want someone who can be the go-to person for Performance Analysis on their team.
This means employers aren't looking for someone who has used Performance Analysis once or twice. They want evidence of professional application — shipped work, measurable outcomes, and the ability to operate independently.
Common skill gaps:
The gap rate of 0% means most candidates have adequate Performance Analysis proficiency. To stand out, aim for L4-L5 depth with concrete evidence.
Which roles need Performance Analysis most:
Marketing positions drive 100% of demand. Skills commonly paired with Performance Analysis include Cross-functional Collaboration and Campaign Development & Execution.
Depth Level Distribution
How candidates match Performance Analysis requirements across 2 scored evaluations
Average depth: L4.0·Median depth: L4.0
Salary Correlation
How Performance Analysis affects compensation based on postings with disclosed salary data
Without Performance Analysis
$137K
Median $130K
450 jobs
Skill Demand Insight
“Performance Analysis appears in 0.1% of all scored jobs.”
From 2 scored job postings
Skill Pairings
Other skills that frequently appear alongside Performance Analysis
100%
co-occurrence
50%
co-occurrence
50%
co-occurrence
50%
co-occurrence
50%
co-occurrence
50%
co-occurrence
50%
co-occurrence
50%
co-occurrence
Role Breakdown
Job categories most likely to require Performance Analysis
Gap Analysis
How often Performance Analysis is identified as a skill gap (L0–L1) in scored applications
Very low gap rate — candidates generally have this skill
When Performance Analysis appears in a job's requirements, 0% of scored applicants received an L0 or L1 (missing or minimal).
Yes. Performance Analysis appears in 0.1% of scored job postings on ShouldApply, making it a growing skill in the current market. Based on 2 analyzed jobs, demand is steady across multiple role types.
The median required depth is L4. Most employers want advanced proficiency — candidates who can lead projects and optimize processes.
Salary data for Performance Analysis is still accumulating.
The most common pairings are Cross-functional Collaboration, Campaign Development & Execution, Digital Marketing, Integrated Marketing Strategy, Brand Standards Adherence. Strengthening these alongside Performance Analysis improves your fit across more positions.
Top roles: Marketing. Marketing positions have the highest demand at 100% of all Performance Analysis jobs.
L1→L2: online courses and personal projects. L2→L3: daily professional use and shipped work. L3→L4: mentoring others and optimizing processes. L4→L5: architecture decisions, open source contributions, or published work.
See how you stack up against Performance Analysis job requirements
ShouldApply scores your profile against each skill at the depth level jobs actually need.
Analyze my Performance Analysis gaps →See how your depth compares to what employers actually require
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