How to hire a co-owner/operator

How to hire a co-owner/operator, step by step

Here's a step-by-step co-owner/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 co-owner/operator job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new co-owner/operator
• Step 8: Go through the hiring process checklist

What does a co-owner/operator do?

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1. Identify your hiring needs

   First, determine the employments status of the co-owner/operator you need to hire. Certain co-owner/operator roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

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

   Yes

   No

   A co-owner/operator's background is also an important factor in determining whether they'll be a good fit for the position. For example, co-owner/operators from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list shows salaries for various types of co-owner/operators.

   Type of Co-Owner/Operator	Description	Hourly rate
   Co-Owner/Operator	Top executives devise strategies and policies to ensure that an organization meets its goals. They plan, direct, and coordinate operational activities of companies and organizations.	$10-23
   Managing Partner	The primary role of managing partners is to manage a company's day-to-day operations and provide overall strategic and administrative decisions. They have to maintain positive client relations and consult and collaborate with other employees, executives, and board members... Show more	$39-124
   Store Manager	A store manager is responsible for monitoring the daily operations, making sure of its smooth and efficient performance with the best services provided to the customers. Store managers' duty also includes tracking the budget of the store to ensure that all expenses are meeting the sales goals... Show more	$14-35

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Co-Op
   • Patients
   • Data Analysis
   • PowerPoint
   • Python
   • C++
   • CAD
   • SQL
   • Financial Statements
   • JavaScript
   • Human Resources
   • R
   • Windows
   • MATLAB

   Check all skills

   Responsibilities:

   • Manage shipping and warehousing for the entire U.S., as well as A/R & A/P.
   • Manage end to end business operations including hiring, scheduling visits, conducting customer consultations and performing pet visits.
   • Perform renovations and finishing work, roof work, windows, siding and much more.
   • Developed/Maintain Facebook page for marketing/advertising.
   • Developed/Maintain Facebook page for marketing/advertising.

   More co-owner/operator duties

3. Make a budget

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

   • Location. For example, co-owner/operators' average salary in mississippi is 51% less than in new york.
   • Seniority. Entry-level co-owner/operators 57% less than senior-level co-owner/operators.
   • Certifications. A co-owner/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 co-owner/operator's salary.

   Average co-owner/operator salary

   $15.51hourly

   $32,256 yearly

   ---

   Entry-level co-owner/operator salary

   $21,000 yearly salary

   Updated December 13, 2025

   Average co-owner/operator salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New Jersey	$36,695	$18
   2	California	$34,551	$17
   3	Wisconsin	$33,597	$16
   4	Massachusetts	$31,587	$15
   5	Colorado	$28,853	$14
   6	Florida	$28,220	$14
   7	Pennsylvania	$27,853	$13
   8	Michigan	$27,268	$13
   9	Ohio	$26,198	$13
   10	Indiana	$26,162	$13
   11	Georgia	$25,134	$12
   12	Kansas	$24,996	$12
   13	North Dakota	$24,840	$12
   14	Texas	$24,832	$12
   15	North Carolina	$24,522	$12

   Average co-owner/operator salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	BorgWarner	$86,422	$41.55
   2	Merck	$72,466	$34.84	1
   3	Amgen	$70,525	$33.91	3
   4	Skyworks Solutions	$68,980	$33.16	24
   5	Nexteer Automotive	$67,598	$32.50	1
   6	Health Alliance	$66,061	$31.76	2
   7	Magna International	$65,980	$31.72	8
   8	Battelle	$63,895	$30.72
   9	M&T Bank	$62,437	$30.02	12
   10	Dana Incorporated	$60,632	$29.15	3
   11	Trojan Battery	$60,536	$29.10
   12	Johnson & Johnson	$58,407	$28.08	8
   13	ADTRAN	$54,582	$26.24	1
   14	Siemens	$54,322	$26.12	1
   15	rabbittransit	$53,835	$25.88
   16	Amcor	$52,791	$25.38	27
   17	Scot Forge	$51,079	$24.56	2
   18	DuPont	$50,958	$24.50	37
   19	Turner Construction	$50,771	$24.41	6
   20	Burns & McDonnell	$50,765	$24.41	1

4. Writing a co-owner/operator job description

   A co-owner/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 co-owner/operator job description:

   Co-owner/operator job description example

   BorgWarner Morse Systems in Ithaca, New York has an opening for a Safety Co-op. The Co-op Program is dedicated to encouraging fulfilling experiences that develop each student's talent, molding them into the outstanding professionals of tomorrow. We value each intern's creativity, depend on their passion to succeed and believe in the difference they can make. Above all, The program provides the opportunity for each person to perform as a valuable player in their department's team, within a stimulating, meaningful and supportive environment.
   Work with the Safety and Operations groups in the day-to-day functions required to run our business:
   Develop and maintain programs and procedures designed to reduce occupational and non-occupational incidents, injuries and illnesses.Promote health and safety awareness throughout the organization through effective employee communications, participation, and programming.Develop, assist, and conduct training programs on related safety topics.Responsible for identifying hazardous workplace conditions.Support in the creation of and sustaining of a positive safety culture.Provide valuable feedback on Incident Investigations.
   Employment blocks typically vary from 6-9 months based on performance and company needs. Applicants must be fulltime students studying within an applicable engineering field and available to work fulltime hours on the Ithaca, NY campus.
   Required Experience/Qualifications:
   
   Fulltime enrollment in a college or university with a major in engineering Ability to work fulltime hours for the duration of the co-op position Ability to work on the Ithaca, New York campus Ability to work well in a team environment
   
   EEO Statement:
   
   BorgWarner is an equal employment opportunity employer such that all qualified applicants will receive consideration for employment without regard to race, color, age, religion, sex, sexual orientation, gender identity, national origin, disability or protected veteran status.
   
   Internal Use Only: Indirect Hourly
   Global Terms of Use and Privacy Statement
   Carefully read the BorgWarner Privacy Policy before using this website. Your ability to access and use this website and apply for a job at BorgWarner are conditioned on your acceptance and compliance with these terms.
   
   Please access the linked document by clicking here, select the geographical area where you are applying for employment, and review. Before submitting your application you will be asked to confirm your agreement with the terms.

   Copy this example

   

5. Post your job

   To find co-owner/operators for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any co-owner/operators they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level co-owner/operators with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

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

6. Interview candidates

   Recruiting co-owner/operators requires you to bring your A-game to the interview process. The first interview should introduce the company and the role to the candidate as much as they present their background experience and reasons for applying for the job. During later interviews, you can go into more detail about the technical details of the job and ask behavioral questions to gauge how they'd fit into your current company culture.

   It's also good to ask about candidates' unique skills and talents. You can move on to the technical interview if a candidate is good enough for the next step.

   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 co-owner/operator

   Once you have selected a candidate for the co-owner/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 equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new co-owner/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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