How to hire a central office operator

How to hire a central office operator, step by step

Here's a step-by-step central office operator hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a central office operator job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new central office operator
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   The central office operator hiring process starts by determining what type of worker you actually need. Certain roles might require a full-time employee, whereas part-time workers or contractors can do others.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   Hiring the perfect central office operator also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   The following list breaks down different types of central office operators and their corresponding salaries.

   Type of Central Office Operator	Description	Hourly rate
   Central Office Operator		$14-34
   Office Manager	Office managers oversee the entire workplace. They maintain office processes and services to ensure that everything is running well... Show more	$14-29
   Telephone Operator	A telephone operator is an employee who assists clients through transferring calls, answering questions, and providing information. In the case of a large volume of calls, telephone operators must operate a private branch exchange (PBX) system to enable them to manage several different calls with accuracy and efficiency... Show more	$12-18

2. Create an ideal candidate profile

   Common skills:

   • Patient Appointments
   • Securities
   • Office Operations

   Responsibilities:

   • Manage procedural implementation for transition of office to HIPPA regulatory compliance and Medicare PQRI guidelines.
   • Reduce A/R from 49 to 38 days out, the first time in the CBO history.
   • Correct exceptions and processing alerts generate from MACADE and POS inputs.
   • Prepare portfolio reviews for all client meetings and perform daily operations throughout the branch.
   • Assist in maintaining and updating telephone directories and event schedules via computerize data base.
   • Supervise a team central office technicians task with maintaining and provisioning critical equipment in central offices.

3. Make a budget

   Including a salary range in your central office operator job description is one of the best ways to attract top talent. A central office operator can vary based on:

   • Location. For example, central office operators' average salary in nebraska is 46% less than in new york.
   • Seniority. Entry-level central office operators 56% less than senior-level central office operators.
   • Certifications. A central office operator with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a central office operator's salary.

   Average central office operator salary

   $47,147yearly

   $22.67 hourly rate

   ---

   Entry-level central office operator salary

   $31,000 yearly salary

   Updated December 17, 2025

4. Writing a central office operator job description

   A central office operator job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a central office operator job description:

   Central office operator job description example

   Salary Schedule
   
   Under general supervision, the purpose of the position is to perform routine delivery tasks in the distribution of food, equipment, materials and supplies to school district locations. Employees in this classification deliver items including, but not necessarily limited to, school and office supplies, equipment, furniture, frozen and dry food, building materials, surplus property and textbooks. Position coordinates delivery route in an economical and efficient time manner. Duties are physically demanding, requiring incumbents to exercise considerable dexterity and physical agility in loading, unloading, and distribution of items. Essential functions as outlined herein are performed according to the area of assignment. Performs related work as directed.
   
   EXAMPLES OF ESSENTIAL FUNCTIONS
   
   Responds to internal and external customers in a timely, accurate, courteous and empathetic manner representing OCPS in a positive light.
   
   Receives assignments and work orders for food and materials delivery, transport, transfer, or distribution needs.
   
   Retrieves, organizes, loads, transfers, transports and delivers items including, but not necessarily limited to, school and office supplies, equipment, furniture, frozen and dry food, building materials, surplus property and textbooks to designated school and district locations.
   
   Loads delivery vehicles in a space efficient manner; coordinates load according to priority and in order of destination to maximize trip time.
   
   Performs pre-trip inspections in order to ascertain road worthiness of assigned delivery vehicle; ensures food truck is clean and refrigeration unit is in property working condition; adheres to established preventive maintenance and service schedules; and maintains vehicle service logs.
   
   Makes sure food items delivered to school cafeterias are placed in freezers, dry storage, etc. as directed and obtain receiving signatures.
   
   Checks food deliveries against pick list in order to maintain an accurate inventory count.
   
   Maintains documentation such as logs/records detailing trip times, delivery tickets, and time sheets.
   
   Operates assigned vehicle to daily/weekly scheduled locations for pick-up and delivery activities; operates various other equipment in loading, unloading, and distribution activities, i.e., equipment dollies, forklifts, pallet jacks, and hand trucks.
   
   Assists with setting up for property sales and helping customers when assigned to the surplus property function.
   
   Performs various warehouse functions in supporting efficient operations, i.e., receiving and unloading shipment, stocking materials.
   
   Responsible for keeping up to date on current technology, as job appropriate, being used by OCPS. With the support of the district, attends training to ensure skill level in various technologies is at the level required to perform in current position.
   
   Responsible for timely and accurate information they maintain as part of their job responsibilities.
   
   The list of essential functions, as outlined herein, is intended to be representative of the tasks performed within this classification. It is not necessarily descriptive of any one position in the class. The omission of an essential function does not preclude management from assigning duties not listed herein if such functions are a logical assignment to the position.
   
   MARGINAL FUNCTIONS
   
   While the following tasks are necessary for the work of the unit, they are not an essential part of the purpose of this position and may also be performed by other unit members.
   
   Performs related duties as directed.
   
   MINIMUM TRAINING AND EXPERIENCE
   
   High school diploma or GED; supplemented by one (1) year previous driving experience demonstrating ability to safely operate a vehicle and maintain basic activity and numerical records, with ability to fulfill the dexterity and physical requirements of the work; or an equivalent combination of education, training, and experience. Requires ability to obtain and maintain a valid commercial driver's license class "B"; requires satisfaction of forklift training.
   
   PERFORMANCE APTITUDES
   
   Data Utilization: Requires the ability to calculate, compute, summate, and/or tabulate data and/or information. Includes performing subsequent actions in relation to these computational operations.
   
   Human Interaction: Requires the ability to exchange information for the purpose of obtaining information or clarifying details. Performs such within well-established policies, procedures and standards.
   
   Equipment, Machinery, Tools, and Materials Utilization: Requires the ability to operate, maneuver and/or control the actions of equipment such as hand trucks, equipment dollies, and forklifts, and delivery trucks.
   
   Verbal Aptitude: Requires the ability to utilize a wide variety of reference and descriptive data and information.
   
   Mathematical Aptitude: Requires the ability to perform addition, subtraction, multiplication and division.
   
   Functional Reasoning: Requires ability to carry out detailed but uninvolved written or oral instructions. Involves routine work according to clearly prescribed standard practices, with some latitude for independent judgment.
   
   Situational Reasoning: Requires the ability to exercise the judgment, decisiveness and creativity in situations involving a variety of generally pre-defined duties which are often characterized by frequent change.
   
   ADA COMPLIANCE
   
   Physical Ability: Some tasks involve the ability to exert extremely heavy physical effort in very heavy work, typically involving some combination of climbing and balancing, stooping, kneeling, crouching, and crawling, and the lifting, carrying, pushing, and/or pulling of objects and materials in excess of 100 pounds.
   
   Sensory Requirements: Most tasks require visual perception and discrimination.
   
   Environmental Factors: Tasks risk exposure to traffic hazards when performing delivery and transport duties. Employees in this classification may work in varying weather and temperatures from hot outdoors heat to cold inside freezers.
   
   The Orange County School District will provide reasonable accommodations to qualified individuals with disabilities to allow them to perform the essential functions of the job when such individuals request an accommodation.
   
   Posting Title: DELIVERY OPERATOR - FNS DISTRICT OFFICE
   
   
   Name: FOOD AND NUTRITION SERVICES
   
   Street: 8101 BENRUS ST
   
   Post End Date: 10/14/2022 11:59 PM
   
   Work Hours and Days: 12 month, 8 hours per day
   
   External Company Name: Orange County Public Schools
   
   External Company URL: www.ocps.k12.fl.us

   Copy this example

   

5. Post your job

   There are a few common ways to find central office operators for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your central office operator job on Zippia to find and recruit central office operator candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit central office operators, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new central office operator

   Once you have selected a candidate for the central office operator position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new central office operator. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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