How to hire an operating partner

How to hire an operating partner, step by step

Here's a step-by-step operating partner hiring guide:

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

What does an operating partner do?

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1. Identify your hiring needs

   Before you post your operating partner job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find an operating partner for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

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

   Yes

   No

   An operating partner's background is also an important factor in determining whether they'll be a good fit for the position. For example, operating partners 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 presents operating partner salaries for various positions.

   Type of Operating Partner	Description	Hourly rate
   Operating Partner	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.	$26-75
   Multi-Unit Manager	A multi-unit manager is responsible for supervising multiple departments and overseeing various process sectors within an organization. Multi-unit managers handle the budget limitations for each unit, allocating adequate resources to support business functions and client requirements... Show more	$23-41
   General Manager In Training	The responsibilities of a general manager in training primarily revolve around overseeing the operations in a store or business, ensuring everything is running smoothly. They mainly report to a more experienced or higher-ranking official, following their directives while still under the training program... Show more	$9-25

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Project Management
   • Shared Services
   • Digital Marketing
   • Facebook
   • Human Resources
   • Payroll
   • Customer Satisfaction
   • Business Operations
   • Financial Statements
   • Lean Six Sigma
   • Restaurant Operations
   • Business Plan
   • Labor Costs
   • Business Development

   Check all skills

   Responsibilities:

   • Manage operations for BOH & FOH, set up venues POS system.
   • Manage all operations, logistics, shop, field service, maintenance, repair and machine shop.
   • Establish, manage and coordinate activities of this start-up management company specializing in turning around trouble health insurance plans.
   • Negotiate and determine the programming for POS system.
   • Develop responsible supply ordering payroll forecasting to adjust for changing market conditions.
   • Create overall budget for each individual program/initiative along with all logistics, operations and execution.

   More operating partner duties

3. Make a budget

   Including a salary range in your operating partner job description helps attract top candidates to the position. An operating partner 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 an operating partner in Hawaii may be lower than in Virginia, and an entry-level operating partner usually earns less than a senior-level operating partner. Additionally, an operating partner 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 operating partner salary

   $93,101yearly

   $44.76 hourly rate

   ---

   Entry-level operating partner salary

   $55,000 yearly salary

   Updated December 18, 2025

   Average operating partner salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$138,484	$67
   2	Virginia	$137,992	$66
   3	District of Columbia	$133,507	$64
   4	Massachusetts	$119,912	$58
   5	California	$119,574	$57
   6	Delaware	$117,015	$56
   7	Connecticut	$111,894	$54
   8	Maryland	$105,419	$51
   9	North Carolina	$104,887	$50
   10	Pennsylvania	$104,471	$50
   11	Ohio	$102,427	$49
   12	Wisconsin	$96,542	$46
   13	Washington	$93,266	$45
   14	Illinois	$92,379	$44
   15	Texas	$91,146	$44
   16	Georgia	$86,999	$42
   17	Nevada	$86,661	$42
   18	Florida	$86,116	$41
   19	Arizona	$86,075	$41
   20	New Hampshire	$84,479	$41

   Average operating partner salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Teradata	$140,602	$67.60
   2	Meta	$139,944	$67.28	62
   3	Google	$139,019	$66.84	44
   4	Airtable	$138,092	$66.39
   5	ServiceNow	$131,508	$63.23	27
   6	F5	$130,270	$62.63	6
   7	Verengo Solar	$125,626	$60.40
   8	Genentech	$125,113	$60.15	4
   9	ServiceTitan	$120,301	$57.84
   10	Halliburton	$120,044	$57.71
   11	Guidewire Software	$116,768	$56.14
   12	Bloomberg	$115,337	$55.45	16
   13	Gusto	$115,185	$55.38	14
   14	Ribbon Home	$114,982	$55.28
   15	Delta Faucet Of Oklahoma Inc	$114,982	$55.28	1
   16	Discord	$114,982	$55.28	2
   17	Blue Cross & Blue Shield	$114,982	$55.28
   18	Robinhood	$114,323	$54.96	11
   19	Hoffmann-LA Roche Inc	$114,144	$54.88	3
   20	DoorDash	$114,022	$54.82	14

4. Writing an operating partner job description

   A job description for an operating partner role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's an operating partner job description:

   Operating partner job description example

   RII develops cutting-edge software for the government and military. We use agile development practices and user-centered design to create innovative software solutions for complex real-world problems. We're breaking through the big, slow status quo with transformative technology that fundamentally changes and improves the world.
   
   You will utilize your blend of operational and technical career experience and expertise to integrate leading-edge R&D and commercial technology initiatives and capabilities that will integrate and synchronize Partner Engagement efforts across the Defense Intelligence Enterprise (DIE). You will be responsible for designing, integrating and managing delivered RII technologies and capabilities within the Office of Under Secretary of Defense for Intelligence (OUSDI) and make sure requirements are well understood and captured. You will constantly collaborate with the RII program leads to ensure and maintain overall RII and program understanding of your organization's requirements and any user desired modifications or additional data requirements. Please note this position will be onsite at The Pentagon.
   This role requires an active US TS/SCI security clearance.
   WHAT YOU WILL BE DOINGProvide subject matter expertise on RII's core Command and Control automation capability to include, discussing and briefing planning and execution of OUSDI Partner Engagement activities in support of the Defense Intelligence Enterprise (DIE) at the PentagonProvide strategic insight, analytical support, capability training and advisory services to help drive successful planning and execution, with a focus on concept exploration, requirements development, and experimentation Support the Agile development, integration, use and enhancement of our software for mission planning, execution and assessment in support of campaign plan objectives Support the planning and execution of partner engagement activities, engage senior Defense Intelligence Enterprise leadership to support the integration and use of RII's software throughout the organization's battle rhythm Establish techniques/procedures to: eliminate bottlenecks and streamline capability development and deployment and improve practices that will enhance the quality, and velocity of information flow Develop and deliver clear and concise presentations and reports to convey observations, results, and recommendations
   WHAT YOU HAVE DONEMust have excellent oral, written and interpersonal skills, as well as the ability to effectively interact with senior level stakeholders (Government, Military, Corporate) in/with diverse environments/backgrounds, and identify important strategic takeaways Must have strong planning, problem solving, analytical, organizational, and leadership skills Experience gathering, analyzing, and presenting facts using the appropriate data collection and dissemination tools/techniques Identify sub-optimal processes, technical and operational problems/risks, and develop and/or recommend innovative solutions or mitigation steps Experience and capability to perform tasks with Microsoft productivity software and applications Entrepreneurial mindset - actively seek out new opportunities, use cases and activities that would benefit from our deployed capabilities Must be able to work independently with limited oversight and function effectively as part of a geographically separated operations team Must have experience developing Tactics, Techniques and Procedures, Standard Operating Procedures or other process documents
   EVEN BETTERThe equivalent of a Bachelor's degree preferably in computer science, engineering, IT or a related discipline Project Management Professional (PMP) certification is a plus Familiar with systems engineering processes for developing/documenting requirements Experience with the Defense Intelligence Enterprise (DIE) sufficient to engage Combatant Command and Service Component Intelligence leadership on operational matters related to the system and suggested enhancements to current battle rhythm events Experience working at a Combatant Command (J2, J23, J25, J26), Sub-unified Command, Service Component Command or Joint Staff level Experience with DIA Partner Engagement Tracking Tool (PETT) and NGA Action Tasking Management (ATM)
   At RII, we believe that diversity in our workforce is critical to our success. We strive to hire great people from a wide variety of backgrounds, not just because it's the right thing to do, but because it makes us stronger. We work to help your intellectual passions and creativity thrive. It's one of our core values: Let your geek flag fly.
   
   We also offer all employees comprehensive benefits including: flexible work schedules, health insurance coverage, paid time off, 401k with a company match, paid parental leave, access to wellness programs and much more. You get this all from day one, and all paid for by RII.
   
   It's all part of another of our core values: Stay human. It's why our comfortable and colorful offices such as our headquarters, include a community game room, pantry, massage chair, and an escape room, among other amenities. It's why we have community managers and regular community events.
   
   It's also why, during the current pandemic, most of us aren't actually in our lovely office. We're all working fully remote where possible, with safety controls for those who do have to be on site. RII is committed to not overwhelming our healthcare system, preventing infection for those most at risk, reducing the impact on our communities, and keeping our employees working.
   
   Research Innovations, Inc. is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender, gender identity or expression, national origin, genetics, disability status, protected veteran status, age, or any other characteristic protected by state, federal or local law.
   #LI-AV1

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5. Post your job

   To find operating partners 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 operating partners they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level operating partners 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 operating partner job on Zippia to find and recruit operating partner 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 operating partners, 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.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to 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 operating partner

   Once you have selected a candidate for the operating partner 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.

   To prepare for the new employee's start date, you can create an onboarding schedule and complete any necessary paperwork, such as employee action forms and onboarding documents like I-9 forms, benefits enrollment, and federal and state tax forms. Human Resources should also ensure that a new employee file is 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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