Hiring guide
How to Hire an Operations Manager
Where to find operations managers, the process, people and metrics skills to test, a process-fix work sample, red flags and onboarding tips.
The short answer
Hiring an Operations Manager comes down to verifying process mapping and improvement, using methods such as lean or six sigma where they fit, setting and tracking operating metrics such as throughput, on-time delivery, quality and cost per unit and people management: hiring, scheduling, coaching and handling performance issues before you commit interview time. The process below runs 5 stages, screens on evidence rather than résumé claims, and scores every candidate against the same criteria.
- Watch for: Describes success in terms of how hard they worked rather than results they measured
- Watch for: Cannot name the metrics they owned or how they moved them
- Score on: Diagnosis and prioritisation in the process-fix work sample
- Score on: Use of data to define and track the problem
Paste your Operations Manager job description; Cohesyve finds, contacts and tests candidates on the real work and ranks them. Ten candidates free, no card.
Applying for a role like this? Practise the assessment free →To hire an operations manager who fits, first define which operations they will run: a warehouse or production floor, a service delivery team, or business operations across finance, people and systems in a growing company. The core skills of process design, people management and running to metrics are shared, but the day-to-day work is very different. This guide covers where to find strong operations managers, the skills that matter, a practical work sample, red flags and how to set them up to succeed.
Why this role matters
An operations manager makes the business run reliably and efficiently day to day. They turn goals into processes, staff and schedules, track the numbers that show whether work is on time and within cost, and fix problems at the root. Good operations management shows up as fewer fire drills, predictable delivery and a team that knows what is expected. Weak operations management shows up as missed deadlines, firefighting and growth that breaks the business.
Where to find candidates
- LinkedIn, searching for operations leaders in companies with a similar operating model to yours
- ASCM (formerly APICS) members holding CPIM or CSCP, for supply chain and production-heavy operations
- ASQ Six Sigma Green and Black Belt holders, for roles focused on process improvement and quality
- PMI's PMP holders, for operations roles with a heavy project load
- The Chartered Management Institute (CMI) in the UK, for experienced managers with recognised management qualifications
- Internal team leads and supervisors who already run part of your operation well
Skills to look for
Red flags
- Describes success in terms of how hard they worked rather than results they measured
- Cannot name the metrics they owned or how they moved them
- Every past problem was someone else's fault
- Wants to replace all your systems before understanding how they are used
- No experience handling a difficult staff situation such as underperformance or conflict
- Process changes they describe were never measured afterwards
The interview process
- 1
Screening call
Confirm the type of operation they have run, team size, the metrics they owned and the systems they used.
- 2
Operations deep dive
Ask them to walk through an operation they ran: inputs, steps, bottlenecks, metrics and one improvement they led from start to finish.
- 3
Process-fix work sample
Give a short description of a process with a problem, such as rising late orders or a growing support backlog, with a small data set. Ask for a diagnosis, the first three actions and the metrics they would track. A job simulation of a real operations problem is one option when comparing several candidates.
- 4
People scenario
Discuss a scenario such as a reliable team lead whose performance has dropped. Look for fairness, directness and a plan.
- 5
Site or team visit and references
If possible, let them meet the team or see the operation, then check references with former managers and people who reported to them.
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Cohesyve takes your Operations Manager job description, finds and contacts candidates and tests each one on an AI job simulation of the job, so the stages above start with people who have already done the work. Ten candidates free, no card.
How to evaluate
- Diagnosis and prioritisation in the process-fix work sample
- Use of data to define and track the problem
- Track record of measurable improvement
- Judgement and fairness in the people scenario
- Fit with your operating model and systems
- Reference feedback from both managers and direct reports
Onboarding
- 1Spend the first weeks shadowing each part of the operation before making changes
- 2Agree the three to five metrics they own and a baseline for each
- 3Introduce them to the leaders of the teams they depend on, such as sales, finance and procurement
- 4Share current process documentation, known problems and past improvement attempts
- 5Agree a first improvement project with a clear goal for the first quarter
Common questions
What does an operations manager do?
They run the day-to-day processes that deliver the company's product or service: planning work, managing staff, tracking performance and improving how things are done. The exact scope depends on the industry.
What is the difference between an operations manager and a COO?
An operations manager usually runs a specific operation or site. A COO is an executive who owns operations across the whole company and often other functions, and sits on the leadership team.
Which certifications are useful for an operations manager?
Lean or Six Sigma certifications such as those from ASQ, ASCM's CPIM or CSCP for supply chain operations, PMP for project-heavy roles and CMI qualifications in the UK. Experience running a comparable operation matters more.
How do I test an operations manager before hiring?
Use a realistic process problem with a small data set and ask for a diagnosis, first actions and metrics, plus a people management scenario. Both are closer to the real work than general interview questions.
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