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Job outlook for operations agents in the United States
Operations agent job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected operations agent job growth rate is 6% from 2018-2028.
About 32,900 new jobs for operations agents are projected over the next decade.
Operations agent salaries have increased 9% for operations agents in the last 5 years.
There are over 9,448 operations agents currently employed in the United States.
There are 90,038 active operations agent job openings in the US.
The average operations agent salary is $40,735.
Are operations agent jobs in demand?
Operations agent job and salary trends over time
Operations agent jobs over time
Operations agent job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 9,448 | 0.00% |
| 2020 | 16,842 | 0.01% |
| 2019 | 16,720 | 0.01% |
| 2018 | 9,725 | 0.00% |
| 2017 | 9,183 | 0.00% |
Average operations agent salary over time
Operations agent salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $40,735 | $19.58 | +4.0% |
| 2024 | $39,184 | $18.84 | +2.4% |
| 2023 | $38,266 | $18.40 | +0.7% |
| 2022 | $37,984 | $18.26 | +1.4% |
| 2021 | $37,458 | $18.01 | +1.3% |
Operations agent jobs by state
Most common states for operations agents
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | Nebraska | 1,920,076 | 571 | 30% |
| 2 | New Hampshire | 1,342,795 | 409 | 30% |
| 3 | Montana | 1,050,493 | 314 | 30% |
| 4 | Wyoming | 579,315 | 168 | 29% |
| 5 | South Dakota | 869,666 | 244 | 28% |
| 6 | Missouri | 6,113,532 | 1,464 | 24% |
| 7 | Minnesota | 5,576,606 | 1,354 | 24% |
| 8 | Vermont | 623,657 | 149 | 24% |
| 9 | Pennsylvania | 12,805,537 | 2,983 | 23% |
| 10 | Ohio | 11,658,609 | 2,527 | 22% |
| 11 | Idaho | 1,716,943 | 385 | 22% |
| 12 | Delaware | 961,939 | 210 | 22% |
| 13 | North Dakota | 755,393 | 164 | 22% |
| 14 | District of Columbia | 693,972 | 153 | 22% |
| 15 | Indiana | 6,666,818 | 1,379 | 21% |
| 16 | Arkansas | 3,004,279 | 630 | 21% |
| 17 | Kansas | 2,913,123 | 599 | 21% |
| 18 | Maine | 1,335,907 | 277 | 21% |
| 19 | Wisconsin | 5,795,483 | 1,133 | 20% |
| 20 | Rhode Island | 1,059,639 | 199 | 19% |
Most common cities for operations agents
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Plainfield | 3 | 10% | $44,440 |
| 2 | Newark | 3 | 7% | $52,018 |
| 3 | Carson | 2 | 2% | $47,889 |
| 4 | Atlanta | 3 | 1% | $35,478 |
| 5 | Orlando | 3 | 1% | $32,765 |
| 6 | Anchorage | 2 | 1% | $42,371 |
| 7 | Irving | 2 | 1% | $42,678 |
| 8 | Torrance | 2 | 1% | $47,925 |
| 9 | Los Angeles | 6 | 0% | $48,136 |
| 10 | Detroit | 2 | 0% | $47,110 |
| 11 | Houston | 2 | 0% | $43,270 |
| 12 | Milwaukee | 2 | 0% | $39,710 |
| 13 | Phoenix | 2 | 0% | $36,706 |
| 14 | Sacramento | 2 | 0% | $51,736 |
| 15 | San Francisco | 2 | 0% | $52,225 |
Operations Agent job outlook: Expert opinions
Our panel of operations agent experts
California State University - San Bernardino
University of Pittsburgh at Greensburg
Will there be an enduring impact of the coronavirus pandemic on Operations Agents?
Daniel MacDonald Ph.D.: There will be an enduring impact of the pandemic on graduates because of the shift of preferences to remote work in some occupations. This could be a plus. While many jobs are not suitable for remote work, the jobs that graduates are looking for are more likely to be suitable for remote work than jobs that don't require a college degree. As a result of the preference for remote work, graduates might find that they have some options for where they live, and they might choose to live in lower-cost areas, even if it means not earning as much money.
On the other hand, graduates spent the last year or so in remote learning environments, and with the other social and economic changes brought about by the pandemic, this could mean they didn't pick up the same amount of skills they would have with in-person classes. Graduates need to make sure they are still learning the tools and skills that are so important in those senior-level courses - these will make them weather the job market more effectively.
What will help Operations Agents increase their earning potential?
Dorothy Zilic: Experience continues to be an important factor when entering the workforce in numerous fields. The majority of employers want to see some kind of related experience, such as an internship, part-time employment, volunteer/service and course-related experiences relevant to their major. There are many employers offering internships, both in-person and virtual. There are also numerous volunteer opportunities to explore that are virtual in nature. This can be a time to be creative! Some students and graduates start their own businesses for example.
It is important to look at the requirements of entry-level jobs within the industry to know what experience one should strive for throughout his/her college career. There are several fields, such as Accounting and Public Relations/Marketing, where more than one internship may be advisable. Including a "Related Experience" section on a resume allows the students/candidates to display their most relevant work quickly to an employer.
Skills are also noteworthy and may help someone to be a competitive applicant when applying. Are there skills the employer is seeking, such as needing proficiency with Excel for an Accounting position? In addition to highlighting examples of related experience on a resume, skills are essential to include on a resume, cover letter, and/or in an interview. There may be skills specific to the position and also transferable skills.
Transferrable skills are beneficial to showcase because they transcend the position. These skills may be applicable to any position and often when employers interview, they use behavioral interviewing to determine how someone has reacted/acted in the past to help them to predict how the person will behave in the future. These skills and also one's attitude can show he/she is a capable and enthusiastic candidate.
While in college, students may work in different areas other than their chosen field of study. They may have had part-time positions that are more related to their major, but they might not be as directly related. It is important to think about each position/experience one has had, what has been learned, and what strengths have been brought out or enhanced. When talking to students about their strengths, I often ask the question, "What was the worst day you had on the job?" Thinking about one's most difficult day and how he/she handled it can demonstrate where a person's strengths lie and this is important to remember when talking about skills, abilities, and values. Connecting with the institution's career centers and all the wonderful resources at one's disposal (e.g., faculty, advisors, staff, peers, personal network) can help students not only navigate the job search process, but also to learn how to effectively discuss their experience, skills, and how to market/brand themselves. Each person has so much to give and bring to a position. I encourage students to think about their experiences (e.g., course-related, employment, internship, volunteer, club/organization, public service) and the valuable things they take away from them.