The one hiring decision that determines whether your operation stabilises or stays exposed
(An operator’s guide to hiring senior operations leaders without betting your reputation on the wrong hire)
If a salaried operations leadership role has been open too long, the business isn’t just understaffed - it’s at risk.
Most senior operators at this stage assume the issue is the market.It isn’t.
There is one part of your hiring approach that determines whether you bring in leaders who perform in role or create downstream cleanup work you’re still paying for months later.
This guide shows you exactly where that risk lives and how to reduce it without slowing the business down.
This reference shows you:
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how to define a true success profile for senior operations roles
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how to identify leaders who execute under pressure not just interview well
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how to uncover high-performing, gainfully employed talent (not just applicants)
TalentQ works with leaders in manufacturing industries who own results through people and feel the cost of every hiring decision personally.
We specialise in senior operations and supply chain roles where mistakes aren’t theoretical — they show up in safety, quality, throughput, delivery, and margin.
Our approach treats hiring as an operational decision, not a recruiting activity — acting as an extension of your leadership team to reduce risk, move with urgency and bring in leaders who perform.