Operations hires are high-impact, but most companies treat them like any other back-office role. That’s a mistake.
Operation team roles demand more than task execution. You need someone who can identify bottlenecks, bring order to complexity, and drive business goals forward, even without a clear roadmap.
And yet, most teams don’t define what “ops” actually owns. They write vague job descriptions, hope for the best, and hire task-takers who can’t keep up.
Read MoreThe Vice President (VP) of Marketing is one of the most impactful hires a company can make.
In 2024, 59% of marketing leaders identified revenue generation as a top strategic priority. This illustrates the direct impact of the role on business growth.
To attract the right person, you need clarity, not just on responsibilities, but on the actual cost and required skills. You also need a structured hiring process that filters high-quality candidates without wasting time.
In this article, you’ll get:
A breakdown of essential skills that matter at this level
A realistic look at current salary expectations
Proven strategies to navigate the hiring process
Ready to hire smarter? Let’s get started.
P.S. Want even more insights to sharpen your executive hiring strategy? Check out our list of the Top 30 Executive Search & Recruiting Thought Leaders for expert advice and the latest trends.
Read MoreHiring teams now spend 42% of their time just scheduling interviews, while 65% of candidates say a poor interview experience makes them walk away.
One proven way to improve both efficiency and candidate experience is by using structured interviews.
Research from Harvard Business Review shows that organizations adopting structured interviews and scoring systems are 24% more likely to hire successful employees.
This guide shares 40 targeted questions designed to help you identify the right general manager, without wasting time or losing top talent.
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