One location can run on the owner's instincts. Five can't. At some point you need someone who writes the playbook and holds every location to it.
That's the director of operations. The template below is built for an owner-led company of 40 to 400 people with more than 1 location, crew or plant. Copy it, or download the Word version at the top of this page.
How to use this template
Fill in the brackets. Replace each [bracket] with your details, and cut any line that isn't true of your job.
Name the seat clearly. Directors of operations get confused with general managers, and with the Integrator in companies that run on EOS. Say who owns the P&L for each location, so candidates know which job this is.
Write down the first year. A strong candidate wants to know what you'll measure. Use real numbers if you can share them.
Show the pay range. BLS groups directors of operations with general managers, so our general manager compensation guide is a good place to start.
The template
Director of operations
[Company name] · [City, State] · Full time, with travel between [locations, job sites or plants]
About us
[Company name] is a [industry] company with [number] employees across [number] locations, led by [owner name] since [year]. We [1 sentence on what you do and who you serve].
The role
The director of operations owns how [company name] runs, across every location and crew. You'll report to [owner, president or COO] and lead [your direct reports, such as general managers, operations managers or project managers].
Your job is to build the playbook every location runs on, and the managers who use it. [1 or 2 sentences on why the role is open: growth, an acquisition, or the owner stepping back from daily operations.]
What you'll own
- The operating playbook: how jobs are scheduled, staffed, run and closed out at every location.
- A weekly scorecard for each location or crew, and the meeting where managers answer for it.
- Hiring, training and coaching the [general managers or operations managers] who report to you.
- Safety and quality standards, and the field audits that check them.
- Bringing [new locations or acquired companies] onto the same way of working.
- [1 or 2 responsibilities specific to your business.]
What success looks like in the first year
- [A margin or labor cost target across locations]
- [A consistency measure, such as callbacks, rework or on-time completion, at every location]
- [A people goal, such as a trained manager running each location]
- [The 1 system that has to get built, such as scheduling, job costing or onboarding new crews]
What you'll bring
- [7 or more] years in operations, with at least [3] of them leading managers across more than 1 location or crew.
- You've built a system from scratch, tested it in the field and fixed what didn't work.
- You know the field firsthand. You've walked jobs and ridden along with [technicians or crews].
- You lead through your managers, and you back them in front of their teams.
- [Licenses or certifications your work requires.]
Pay and benefits
- Base salary of $[low] to $[high], depending on experience
- Annual bonus with a target of [X]% of base, tied to [company margin or the location scorecards]
- [Profit share or phantom equity, if you offer it]
- [Vehicle or allowance, health coverage, retirement match and time off]
How to apply
Send your resume and a short note about a system you built to [name and email]. We'll reply to every applicant within [number] business days.
What to leave out
A wish list. Every extra requirement shrinks the pool. List what the job needs on day 1.
A title bigger than the job. If the role runs 1 location, call it general manager or operations manager. The right candidates will read the duties and know anyway.
Duties without a size. Put a number on the job where you can. "Standardize scheduling across 6 locations and 140 field employees" tells a candidate exactly how big the seat is.
Where the job description goes
Post it on your careers page and ask your best people for referrals. Send it to anyone you approach directly too.
The operations leaders who've built multi-location systems are usually busy running them. Reaching them is the work of a retained search. For the interviews, our director of operations interview questions cover building systems and leading managers, with what a strong answer sounds like.