How to hire a manager, center operations

How to hire a manager, center operations, step by step

Here's a step-by-step manager, center operations hiring guide:

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

What does a manager, center operations do?

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1. Identify your hiring needs

   The manager, center operations 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

   A manager, center operations's background is also an important factor in determining whether they'll be a good fit for the position. For example, managers, center operations 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 managers, center operations.

   Type of Manager, Center Operations	Description	Hourly rate
   Manager, Center Operations	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.	$18-46
   Performance Manager	As the name entails, performance managers are responsible for maintaining and improving employee performance based on organizational objectives. Their job may vary depending on the industry they work in, but common duties include collecting and analyzing performance data, developing effective systems for information collection, and performing statistical performance analysis... Show more	$37-65
   Center Manager	A call center manager is a professional who is responsible for managing and supervising call center employees. Call center managers are required to identify and solve call center problems as well as communicate with dissatisfied customers to find a satisfactory solution... Show more	$16-43

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Process Improvement
   • Infrastructure
   • OSHA
   • Standard Operating Procedure
   • Quality Standards
   • Patients
   • Continuous Improvement
   • Direct Reports
   • Project Management
   • Professional Work
   • Windows
   • Disciplinary Actions
   • FDA
   • Linux

   Check all skills

   Responsibilities:

   • Achieve PCI DSS compliance following corporate divesture.
   • Manage EMC hardware upgrade, and project rollouts dates.
   • Create and implement annual plan to achieve assign KPI's.
   • Manage the staff responsible for lease provisioning of resources and contract oversight.
   • Lead project to move the editorial system, and email to the cloud.
   • Manage multimillion-dollar operational (OPEX) and capital (CAPEX) budgets and cost controls.

   More manager, center operations duties

3. Make a budget

   Including a salary range in your manager, center operations job description helps attract top candidates to the position. A manager, center operations salary can be affected by several factors, such as geography, experience, seniority, certifications, and the prestige of the hiring company.

   For example, the average salary for a manager, center operations in Mississippi may be lower than in Connecticut, and an entry-level manager, center operations usually earns less than a senior-level manager, center operations. Additionally, a manager, center operations with certifications may command a higher salary, and working for a well-known company or start-up may also impact an employee's pay.

   Average manager, center operations salary

   $61,059yearly

   $29.36 hourly rate

   ---

   Entry-level manager, center operations salary

   $38,000 yearly salary

   Updated December 18, 2025

   Average manager, center operations salary by state

   Rank	State	Avg. salary	Hourly rate
   1	California	$77,767	$37
   2	Washington	$76,705	$37
   3	New Jersey	$76,397	$37
   4	New York	$74,781	$36
   5	Massachusetts	$71,245	$34
   6	Illinois	$69,633	$33
   7	Virginia	$65,809	$32
   8	Maryland	$63,469	$31
   9	Colorado	$63,004	$30
   10	Hawaii	$61,402	$30
   11	South Dakota	$60,644	$29
   12	North Carolina	$58,406	$28
   13	Minnesota	$58,147	$28
   14	Texas	$58,099	$28
   15	Georgia	$56,950	$27
   16	Tennessee	$56,485	$27
   17	Missouri	$56,154	$27
   18	Nevada	$55,786	$27
   19	Arizona	$54,783	$26
   20	Kansas	$52,155	$25

   Average manager, center operations salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Meta	$126,112	$60.63	389
   2	NVIDIA	$111,193	$53.46	19
   3	Google	$107,869	$51.86	265
   4	Microsoft	$104,500	$50.24	118
   5	Forever 21	$99,200	$47.69
   6	Adobe	$96,151	$46.23	45
   7	Amd	$89,374	$42.97	16
   8	American Water	$87,298	$41.97	31
   9	CVS Health	$84,070	$40.42	1,194
   10	Sungard Availability Services	$83,597	$40.19
   11	U.S. Pharmacopeia	$80,820	$38.86	1
   12	Supermicro	$80,152	$38.53	6
   13	Macy's	$78,025	$37.51	42
   14	AECOM	$77,011	$37.02	24
   15	Lincare Holdings	$76,615	$36.83
   16	Raymond James Financial	$74,722	$35.92	58
   17	Mayo Clinic	$73,896	$35.53	12
   18	TripActions	$72,746	$34.97
   19	Abbott	$72,555	$34.88	58
   20	Oracle	$71,351	$34.30	2,069

4. Writing a manager, center operations job description

   A manager, center operations 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. Below, you can find an example of a manager, center operations job description:

   Manager, center operations job description example

   With us, you’ll do meaningful work from Day 1. Our collaborative culture is built on three core behaviors: We Play to Win, We Get Better Every Day & We Succeed Together. And we mean it — we want you to grow and make a difference at one of the world's leading digital banking and payments companies. We value what makes you unique so that you have an opportunity to shine.

   Come build your future, while being the reason millions of people find a brighter financial future with Discover.

   Job Description

   At Discover, be part of a culture where diversity, teamwork and collaboration reign. Join a company that is just as employee-focused as it is on its customers and is consistently awarded for both. We’re all about people, and our employees are why Discover is a great place to work. Be the reason we help millions of consumers build a brighter financial future and achieve yours along the way with a rewarding career.

   As a Principal Incident & Threat Analyst you will analyze incidents and identify and mitigate threats. Senior Associate Analysts collaborate with incident response teams to evaluate Discover's cyber defense posture, processes, and procedures in context to given threats. You’ll create meaningful, actionable outputs to improve detection and prevention capabilities.

   Responsibilities

   • Hire, retain and lead high-functioning, diverse group of engineering professionals, establishing clear objectives and key results, developing consistent set of practices and process across the team and driving towards resolution of challenging problems. This includes all performance management aspects of leading the engineers including acquiring and providing 360 feedback and administering reviews. Manages software ownership and development from initial concept through continuous improvement.
   • Mentor staff of engineers in both technical and soft skills to craft a team of highly technically competent, consistent, thoughtful and customer-centric technology experts. This includes ensuring the group is adhering to principles of engineering excellence within their technical domain, applying consistency of technical execution, sharing common practices and challenges within the team and fostering a culture of excellence and continuous learning within the team.
   • Lead and shape the technical vision within their domain and be an essential member of leadership team including acting as a leader in the Discover engineering community affecting and advancing the architecture across the company and ensuring adherence to all regulatory, compliance and audit requirements. This includes defining how technical work should be done, selecting appropriate tools, defining technology, quality, experience and implementation standards and practices within own technical domain.
   • Work with key stakeholders to efficiently and effectively allocate team members to product teams to meet business and Product area objectives.
   • Engage with internal and external communities of practice to share experiences, contribute knowledge, learn and advocate for the Discover Technology brand. Promotes team innovation and collaboration of ideas across teams.
   • Contribute as an engineer within a product team designing, developing and maintaining quality technology solutions for a product or set of products including developing own subject matter expertise.

   Minimum Qualifications

   At a minimum, here’s what we need from you:

   • Bachelors – Information Technology
   • In Lieu of Education Experience, 6+ years Application Development or related
   • 4+ years Application Development or related

   Preferred Qualifications

   If we had our say, we’d also look for:

   • 2+ years People Leadership

   External applicants will be required to perform a technical interview.

   What are you waiting for? Apply today!

   And by the way, while you're waiting to hear from us, don't forget to check out the great benefits Discover offers.

   The same way we treat our employees is how we treat all applicants – with respect. Discover Financial Services is an equal opportunity employer (EEO is the law). We thrive on diversity & inclusion. You will be treated fairly throughout our recruiting process and without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status or any other characteristic protected by federal, state, or local law in consideration for a career at Discover.

   #LI-IR1 #Remote #Bi-Remote

   What are you waiting for? Apply today!

   The same way we treat our employees is how we treat all applicants – with respect. Discover Financial Services is an equal opportunity employer (EEO is the law). We thrive on diversity & inclusion. You will be treated fairly throughout our recruiting process and without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status in consideration for a career at Discover.

   Copy this example

   

5. Post your job

   There are a few common ways to find managers, center operations 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 manager, center operations job on Zippia to find and recruit manager, center operations candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   Recruiting managers, center operations 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.

   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 manager, center operations

   Once you have selected a candidate for the manager, center operations 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 important to follow up with applicants who do not get the job with an email letting them know that the position is filled.

   Once that's done, you can draft an onboarding schedule for the new manager, center operations. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

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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