Hiring a proven operations manager can make a significant difference in the performance, security, and employee engagement of your operations. These supervisors are charged with leading personnel, enhancing throughput, and upholding safety and legal standards.

To secure high-caliber hires, start by painting a detailed job profile. Detail the essential functions such as scheduling staff, managing inventory accuracy, handling safety protocols, and coordinating with shipping and receiving teams. Clarify your qualifications threshold, like years in warehouse agency management or hands-on experience with warehouse management or enterprise resource planning platforms.

Dig deeper than the application—experienced supervisors often have a history of minimizing mistakes, boosting throughput, and controlling labor costs. Probe for real-world case studies, such as what they did when crew levels plummeted or corrected chronic stock mismatches. Reference checks are essential—contact previous employers to learn about the candidate’s leadership style, reliability, and ability to train others.

Prioritize applicants with relevant sector experience. A candidate experienced in temperature-controlled environments will bring distinct expertise versus a volume-driven fulfillment center veteran. Inquire about their knowledge of safety regulations, equipment licensing, and labor agreements. Don’t neglect their conversational competence. Exceptional leaders go beyond directives—they listen, motivate, and adapt their approach to different team members.

Offer a competitive package. Proven managers anticipate fair pay, benefits, and opportunities for growth. Emphasize your development initiatives, promotion structures, and employee appreciation efforts. Be upfront about shift patterns and weekend expectations, as transparency builds trust from the start.

Never ignore your own talent pool. Your frontline supervisors or senior warehouse associates may have the potential to step up with the right support. Offering internal promotions boosts morale and demonstrates that advancement is within reach. Whether you hire externally or internally, prioritize a structured ramp-up process. Provide clear expectations, facilitate introductions with department leads, and schedule regular check-ins during the first 90 days to accelerate their path to full productivity.