Hiring a proven operations manager can transform the outcome in the efficiency, safety, and morale of your operations. These supervisors are responsible for managing teams, optimizing workflows, and ensuring compliance with regulations.

To attract top-tier applicants, start by outlining precise expectations. Detail the essential functions such as creating work schedules, maintaining inventory integrity, enforcing safety procedures, and liaising with logistics departments. Be specific about the experience level you need, like a minimum of X years leading warehouse recruitment agency operations or hands-on experience with warehouse management or enterprise resource planning platforms.

Don’t rely solely on paper credentials—seasoned leaders often have a track record of reducing errors, improving productivity, or cutting down on overtime. Probe for real-world case studies, such as how they handled a staffing shortage or corrected chronic stock mismatches. Verifying backgrounds is non-negotiable—contact previous employers to learn about the candidate’s decision-making, consistency, and capacity to develop talent.

Prioritize applicants with relevant sector experience. A candidate experienced in temperature-controlled environments will bring unique perspectives compared to a fast-paced online retail leader. Ask about their experience with OSHA standards, forklift certifications, and union rules if applicable. Don’t neglect their conversational competence. The best supervisors don’t just give orders—they listen, motivate, and adapt their approach to different team members.

Offer a competitive package. Proven managers anticipate market-aligned wages, comprehensive perks, and career progression. Emphasize your development initiatives, promotion structures, and employee appreciation efforts. Clearly disclose scheduling demands and weekend requirements, as honesty fosters credibility early on.

Finally, don’t overlook internal candidates. Your current leads or senior stock clerks may have the capacity to excel with targeted development. Internal hires increase team loyalty and shows your team that growth is possible. Whether you hire externally or internally, invest time in onboarding. Provide clear expectations, connect them with critical stakeholders, and conduct consistent follow-ups over the first three months to facilitate seamless integration.