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Why Your COO Job Description Isn’t Working (And How to Fix It)
If you’ve Googled “COO job description,” you’ve probably noticed they all look the same:
Job Summary
List of Duties
List of Requirements
“Apply Here”
Here’s the problem: top-tier operational leaders aren’t scanning bullet points—they’re scanning for meaning. They want to know what they’re building, who they’re building it with, and why it matters.
A generic post won’t cut it.
Someone who has led high-performing teams or scaled companies isn’t excited by a title and a checklist. If anything, that kind of post makes them scroll right past your opportunity.
The truth is, the right COO can transform your business. But only if your job post reflects the level of clarity, culture, and ambition you’re truly hiring for.
This guide isn’t just another template.
It’s a framework for writing a COO job post that actually attracts exceptional candidates—not just the ones who are available.
And if you haven’t yet, we strongly recommend reading our full guide:
👉 How to Write a Job Post That Attracts Top Talent
It breaks down what most hiring managers get wrong—and how to fix it.
Smart Hiring Starts Here WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
What A Chief Operating Officer (COO) Actually Does
A Chief Operating Officer (COO) is the person who turns your vision into action.
They take your goals—whether it’s scaling operations, improving delivery, or stabilizing a chaotic team—and build the systems, processes, and people to make it all run smoothly.
At its core, the COO role is about execution. While the CEO often focuses on long-term strategy, fundraising, or vision, the COO is responsible for making sure the day-to-day of the business actually works—efficiently and predictably.
This includes things like:
- Overseeing key departments like operations, HR, legal, finance, and logistics
- Translating high-level strategy into measurable action plans
- Building scalable systems that reduce chaos and increase efficiency
- Holding teams accountable to performance metrics and operational KPIs
- Acting as a right-hand to the CEO—often stepping in to lead internal initiatives
But here’s what many job posts miss:
You’re not just hiring for experience—you’re hiring for judgment.
A great COO doesn’t just follow instructions. They anticipate problems before they happen, think in systems, and free the CEO to focus on growth.
Two Great Chief Operating Officer Job Description Templates
✅ Option 1: COO Job Description for an Experienced Operator
📌 Job Title: Chief Operating Officer (COO) – Help Us Scale from $5M to $25M
💼 Location: Hybrid – Texas(3 days onsite) | Full-Time
💰 Salary: $500K–700K/year + Performance Bonus + Equity Options
🕒 Hours: Monday–Friday | Standard Working Hours with Flexibility
________________________________________
A Quick Word from Our Founder
(Add Loom video link here if available)
Hi, I’m Grace — the CEO here at Nova Health Logistics. We’re a medical supply chain startup solving delivery gaps across Kenya. We’ve grown quickly in the last two years, but we’re now at a stage where we need operational excellence to scale further. We’re hiring a COO to help us move from a strong foundation to a well-oiled machine.
________________________________________
Who We Are
Nova Health Logistics is a fast-growing healthtech company focused on building reliable last-mile delivery systems for critical medical supplies. We partner with clinics, hospitals, and pharmacies across East Africa to make essential healthcare products accessible, affordable, and timely.
We’ve built a lean, mission-driven team, and now we’re entering a new phase of scale—new markets, new partnerships, and more complexity. That’s why we need someone like you.
________________________________________
What You’ll Be Doing
As our COO, you’ll work side-by-side with the CEO to turn strategy into results. You’ll design processes, lead high-performance teams, and bring calm to the chaos as we scale.
Your responsibilities will include:
● Leading day-to-day operations across logistics, people, and finance
● Creating repeatable systems and KPIs for scalable growth
● Hiring, mentoring, and retaining top talent across departments
● Aligning execution with company goals—and course-correcting when needed
● Working with department heads to improve accountability and performance
● Overseeing budgeting, forecasting, and vendor contracts
● Acting as a sounding board and strategic partner to the CEO
This is a role for someone who thrives on structure, clarity, and making things run better.
________________________________________
What We’re Looking For
Must-haves:
● 5+ years experience in operations or general management (startup or fast-growth preferred)
● Proven ability to build and scale internal systems
● Strong leadership, communication, and strategic planning skills
● Comfortable using data to drive decisions
● A calm, level-headed approach under pressure
Nice-to-haves:
● Experience in logistics, healthtech, or supply chain
● Familiarity with tools like Airtable, Notion, or project management software
● MBA or similar leadership training
________________________________________
Why This Role Is Worth Your Time
We’re not looking for a corporate lifer. We’re looking for a builder.
Someone who loves structure, but doesn’t need one handed to them.
Someone who wants real ownership—not just a title.
You’ll have a seat at the leadership table. You’ll shape how our company runs, how our people grow, and how our systems scale. And you’ll do it in a mission-driven company that’s solving problems that actually matter.
We offer:
● Competitive salary
● Performance bonuses
● Equity options
● Health insurance
● Flex PTO policy
● Real ownership and influence
________________________________________
Our Hiring Process
We respect your time—and we know how frustrating vague hiring can be.
Here’s what to expect:
1. Initial Workscreen.io application (10–15 mins)
2. Zoom interview with the CEO
3. Case-based exercise (paid)
4. Final conversation with key team members
5. References & decision
We reply to every applicant and will keep you updated every step of the way.
________________________________________
📥 How to Apply
Apply using this link via WorkScreen:
👉 [Insert Application Link]
WorkScreen helps us evaluate based on real ability, not just resumes. You’ll complete a short assessment designed to help us understand how you think and solve problems. We look forward to meeting you.
✅ Option 2: COO Job Description for a Step-Up Candidate (We’ll Train the Right Person)
📌 Job Title: Operations Leader (COO Track) – Help Us Build from the Ground Up
💼 Location: Remote-first (Africa-based preferred) | Full-Time
💰 Salary: $200K–300K/year (based on experience) + Profit-Sharing
🕒 Hours: Monday–Friday | Flexible Working Hours
________________________________________
A Quick Note from Our Founder
(Insert Loom or written note here)
Hey, I’m Kevin, the founder of Modula Creatives. We’re a small but mighty branding studio that helps African startups build unforgettable brands. We’re growing fast—and I can’t do it all alone anymore.
I’m looking for someone to join me as a right-hand operator. You don’t need to have COO experience, but you do need to be highly organized, obsessed with improving systems, and excited about making things run smoothly.
________________________________________
Who We Are
Modula Creatives is a boutique branding and content agency working with early-stage African founders. We specialize in helping companies tell their stories clearly—through identity design, pitch decks, and visual content.
We’re scrappy, creative, and deeply client-focused. Our clients trust us because we deliver on time, we think strategically, and we treat them like partners. Now, we need someone who can bring that same level of excellence to our internal operations.
________________________________________
What You’ll Be Doing
You’ll start as our operations lead, with the goal of growing into a COO role within 6–12 months.
In this role, you’ll:
● Manage day-to-day operations (project timelines, client onboarding, internal tools)
● Work with freelancers, designers, and writers to ensure smooth delivery
● Help organize the company’s finances, tools, and internal documentation
● Suggest and implement better systems (you’ll have room to experiment)
● Free up the founder’s time so he can focus on strategy, sales, and vision
This is not a clock-in, clock-out job. It’s a build with us role.
________________________________________
What We’re Looking For
We’re not checking for titles—we’re looking for traits.
You might be a great fit if:
● You’ve been a project manager, studio manager, or operations lead before
● You love clarity, structure, and improving messy systems
● You’re a clear communicator and take initiative
● You’ve worked in a fast-paced or client-service environment
● You’re curious, organized, and not afraid of Google Sheets
Bonus points if you’ve worked in a creative agency or helped build an early-stage team.
________________________________________
Why This Role Is Worth Your Time
This is your chance to grow into an executive role—not just take orders from one.
You’ll work directly with the founder, get exposed to all parts of the business, and have the freedom to shape how we operate as we grow.
We offer:
● Flexible hours and remote work
● Transparent profit-sharing after probation
● A front-row seat to business building
● Mentorship and leadership growth
● A voice in how we scale and who we become
________________________________________
Our Hiring Process
We care about your time, and we want this to be a good fit—for both of us.
Here’s what the process looks like:
1. Apply via WorkScreen (short, skills-based application)
2. Zoom call with the founder (Kevin)
3. Paid trial task (~3 hours)
4. Final decision + offer
We aim to respond to every applicant and keep you updated throughout.
________________________________________
📥 How to Apply
Apply here: 👉 [Insert WorkScreen link]
We use WorkScreen to make sure great people don’t get overlooked. No CV black holes, no ghosting. Just a fair shot based on your skills and mindset.
Hiring doesn’t have to be hard. If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Why These COO Job Descriptions Work
Whether you’re hiring a seasoned operator or giving someone their first shot at a leadership role, these job descriptions stand out because they’re built with intention—not just filled with corporate buzzwords.
Let’s break down why each one works:
✅ 1. The Job Titles Are Clear, Specific, and Purpose-Driven
Instead of vague titles like “COO” or “Operations Manager,” both job posts clarify what the candidate is walking into.
- “Chief Operating Officer – Help Us Scale from $5M to $25M” speaks directly to experienced operators who want challenge and growth.
- “Operations Leader (COO Track) – Help Us Build from the Ground Up” appeals to ambitious candidates who want to grow into leadership, not just hold a title.
These titles signal ownership, stage, and trajectory—which attracts serious, aligned applicants.
✅ 2. The Openers Add a Human Touch
Instead of jumping into dry summaries, both posts start with a personal message from the founder.
This creates an emotional connection. Candidates feel like they’re being invited in—not filtered out. A short Loom video here builds trust and shows authenticity, especially for remote roles.
✅ 3. They Explain the Mission Behind the Work
Each company introduces its purpose, its team culture, and why the role matters—not just what the person will do. That context is key.
Top talent doesn’t just want a job. They want to know:
- “What am I contributing to?”
- “Who will I work with?”
- “Why does this matter?”
By giving that up front, the post becomes more than a checklist—it becomes a pitch.
✅ 4. Responsibilities Show Impact, Not Just Tasks
Notice how the responsibilities go beyond “manage operations” and “lead teams.” They show how the role connects to company goals:
- “Turn strategy into results”
- “Bring calm to the chaos as we scale”
- “Free up the founder’s time so he can focus on vision”
These lines show that the COO isn’t just another manager—they’re a force multiplier. That kind of framing elevates the role and helps candidates see their value before they even apply.
✅ 5. Qualifications Feel Realistic (and Inclusive)
Both posts strike a balance:
- The experienced version lists specific must-haves and “nice-to-haves” without being rigid.
- The step-up version doesn’t filter based on pedigree. Instead, it lists traits, instincts, and work habits—making it accessible to those who can do the job, even if they haven’t held the title before.
This approach widens the talent pool while still maintaining standards.
✅ 6. The Hiring Process Is Transparent and Respectful
These posts go beyond the standard “Only shortlisted candidates will be contacted” line. They:
- Outline every step of the process
- Mention timelines
- Emphasize respect and communication
- Include paid trial tasks where applicable
This shows that your company respects candidates’ time and effort—which helps attract people who value professionalism and clarity.
✅ 7. The Benefits Are Specific and Honest
Rather than vague statements like “We offer competitive benefits,” these posts list tangible perks:
- Salary ranges
- Equity or profit-sharing
- Remote flexibility
- Growth and mentorship opportunities
- Leadership influence
Transparency here builds trust, filters out poor-fit applicants, and increases the likelihood of serious candidates applying.
✅ 8. Tone and Language Are Human
There’s no corporate jargon or buzzword overload. Every sentence sounds like it was written by a real person who cares—because it was.
That matters. Especially when hiring leaders, tone is everything. The right tone:
- Reflects your culture
- Signals emotional intelligence
Attracts the right kind of leader
Example of a Bad COO Job Description (And Why It Fails)
Job Title: Chief Operating Officer
Location: Texas
Type: Full-Time
Salary: Negotiable
Deadline: August 15, 2025
About the Role
We are looking for a Chief Operating Officer to oversee our internal operations and support the CEO in day-to-day management. The COO will help implement business strategies, improve operational systems, and lead internal departments.
Responsibilities
- Manage company operations
- Oversee various departments
- Support execution of strategic plans
- Lead operational meetings and initiatives
- Coordinate with CEO and other executives
- Ensure business compliance with internal policies
Requirements
- Bachelor’s degree in Business or related field
- Minimum 5 years in a leadership or managerial role
- Strong communication and problem-solving skills
- Ability to work independently and in teams
How to Apply
Send your CV and cover letter to hr@companyname.com.
Only shortlisted candidates will be contacted.
🚫 Why This COO Job Post Fails
Let’s unpack why this post would likely attract the wrong candidates—or none at all.
1. The Title Is Bland and Context-Free
“Chief Operating Officer” says nothing about the company’s stage, mission, or goals. Is this a turnaround project? A scaling startup? A corporate restructure? The candidate has no idea.
Compare that to:
✅ “COO – Help Us Scale from $5M to $25M”
✅ “Operations Leader (COO Track) – Help Us Build from the Ground Up”
Those titles speak to both level and direction.
2. There’s No Hook or Vision
The post starts with: “We are looking for a Chief Operating Officer to oversee internal operations.”
That’s a job summary, not a pitch.
There’s no mention of the company’s mission, values, impact, or what makes this role meaningful. A great COO isn’t inspired by generic management—they’re drawn to purpose, ownership, and the chance to build something that matters.
3. The Responsibilities Are Vague and Uninspiring
The bullets could apply to any COO at any company. There’s no sense of what kind of problems need solving, what systems need building, or how success will be measured.
That’s a red flag for strong candidates who want clarity, challenge, and impact—not just a title and a desk.
4. The Requirements Are Too Basic
Listing a degree and “5 years in a leadership role” tells you nothing about the kind of leader you’re actually looking for.
There’s no mention of strategic thinking, system design, hiring, finance, cross-functional collaboration, or any of the real-world traits that define strong COOs.
5. No Compensation Transparency
“Salary: Negotiable” is vague—and uninviting.
Top candidates want to know if the role aligns with their expectations before applying. Hiding salary info filters you out of their search—not the other way around.
6. The Hiring Process Feels Cold and Outdated
“Only shortlisted candidates will be contacted” sends the message: We might ghost you.
In a hiring market where trust matters, this kind of line makes your company feel impersonal and transactional—which pushes great candidates away.
7. No Personality, No Culture, No Differentiation
This post could have been written by AI—or copy-pasted from a job board 10 years ago. There’s no warmth, no founder voice, no team introduction, no benefits, no vision for the future.
That’s why it fails.
Bonus Tips to Make Your COO Job Post Stand Out
Even a well-written job description can fall flat if it lacks the small touches that show thoughtfulness, trust, and professionalism. Here are a few extra elements that can dramatically increase your chances of attracting high-quality applicants:
✅ 1. Add a Security & Privacy Notice
Top-level candidates often hesitate to apply if they’ve been burned before—or if they’re unsure whether the process is legit. A simple trust-building message like this can go a long way:
🔒 IMPORTANT NOTICE:
We take the security and privacy of all job applicants seriously. We will never ask for payment, banking information, or personal financial details during any part of the hiring process.
This immediately makes your company feel more trustworthy and candidate-first.
✅ 2. Mention Paid Leave or Flex Time
Even leadership candidates care about balance. Including specific leave policies shows that your company values health and sustainability—not just hustle.
🌴 Example: “Enjoy 24 flex days off per year, so you can recharge and come back stronger.”
If you offer unlimited PTO, clarify how it works (e.g. “Most team members take 4–6 weeks off annually”).
✅ 3. Highlight Training, Mentorship, or Growth Paths
If the COO role is a stepping-stone (or if you’re open to coaching someone into the position), be explicit about the development opportunities. This especially appeals to step-up candidates.
💡 Example: “You’ll receive 1-on-1 mentorship directly from the founder and gain exposure to high-level strategy, operations, and business-building tools most people don’t learn until they’re years into the role.”
✅ 4. Include a Loom Video from the CEO or Founder
This is a game-changer. A short, authentic video (2–3 minutes) introducing the company, the role, and why it matters adds a human layer no bullet list ever could.
🎥 Example: “Hi, I’m Faith, founder of ScoutLabs. We’re hiring a COO not just to manage things—but to help us scale what we’ve already proven works. Here’s what we’ve done so far…”
It instantly builds trust, communicates culture, and sets you apart from 99% of job posts online.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
✅ 5. Clarify What Success Looks Like in the First 90 Days
A strong operator wants to know what “good” looks like. Include a line in your responsibilities or benefits section like:
📈 “In your first 90 days, you’ll have mapped all core workflows, implemented 2–3 key operational improvements, and freed up the CEO’s time by 30%.”
This shows intentionality and helps filter for candidates who are results-oriented.
✅ 6. Mention the Tools You Use
If your team works with specific platforms (Asana, Notion, Slack, Airtable), mention them. This gives the candidate a glimpse into your tech stack and work culture—especially important for remote or digital-native operators.
✅ 7. Show Candidates What It’s Like to Work There
Consider linking to:
- Your “About Us” or team page
- Your company values
- A Glassdoor profile (if reviews are solid)
- Photos of your workspace or team events
Anything that adds texture helps the candidate imagine themselves as part of the team—which increases application quality and intent.
Should You Use AI to Write Your COO Job Description?
These days, almost every hiring platform—from Workable to Manatal—is offering one-click AI job post generators. It sounds convenient. And to be fair, AI can be a helpful tool.
But here’s the hard truth:
❌ If you use AI blindly, you’ll end up with a job post that sounds just like everyone else’s.
It’ll be grammatically correct, sure. But it’ll also be lifeless, vague, and completely disconnected from your company’s values, mission, and voice.
🚫 What Happens When You Rely on AI Alone
- Your job post sounds generic. It uses safe, overused phrases like “fast-paced environment” or “strategic oversight” without explaining what any of that actually means.
- It attracts the wrong candidates. Because the post is too broad, it ends up attracting people who are applying to any COO job—not your COO job.
- You miss your one shot to stand out. Your job post is often the first real impression candidates get of your leadership and culture. If it’s copy-paste filler, it reflects poorly on your brand.
✅ The Smarter Way to Use AI
AI works best when it has strong input. Think of it as a writing assistant—not the writer.
Here’s the wrong way to prompt it:
“Write me a COO job description for my company.”
This gives you something bland and forgettable.
Here’s the better way to do it:
Come prepared with context. Then prompt it like this:
“Help me write a job post for our company, Nova Health Logistics. We’re hiring a COO to help us scale from $5M to $25M over the next two years. Our culture is fast-moving, mission-driven, and data-focused. We want to attract candidates who are process-oriented, calm under pressure, and comfortable working in ambiguity. We offer a salary of 500K–700K/month, profit-sharing, and remote flexibility. Our hiring process includes a WorkScreen assessment, founder interview, and paid trial project. Here are a few bullet points I’ve written so far…”
Then paste your rough notes—and let AI help you polish them. You can even show it a great job post (like the examples in this article) and ask it to model the structure or tone.
🧠 Pro Tip: Treat AI Like an Editor, Not a Shortcut
The best job descriptions still require your judgment, your voice, and your understanding of what success looks like in your company. Let AI help you shape the message—but don’t hand it the mic.
When you’re ready, WorkScreen can help ensure you’re attracting the right people—not just those who are good at filling in applications.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Need a Quick Copy-Paste Job Description Template?
✅ Option 1: Conversational, Culture-First Template
📌 Job Title: Chief Operating Officer (COO) – Help Us Scale What Works
Location: [Insert City or Remote]
Salary Range: [Insert Range] + [Bonus/Equity/Benefits if applicable]
Type: Full-Time
👋 A Note from Our CEO
Hi, I’m [Your Name], the founder of [Your Company]. We’re growing fast—and it’s time to bring in someone who can help us scale with clarity, structure, and calm execution.
We’re hiring a COO who’s excited to turn strategy into systems, and who thrives on improving how things work—not just talking about them.
🚀 Who We Are
[1–2 lines about your company’s mission, product, and stage of growth]
We’re a [describe your company type — startup, agency, nonprofit, etc.] solving [problem] for [audience]. We’ve built a lean, high-performing team—and now we need a COO to help us build operational depth as we grow.
🛠️ What You’ll Be Doing
- Own the day-to-day operations of the company
- Build and refine scalable systems and SOPs
- Work with the CEO on strategy execution and internal alignment
- Lead budgeting, financial planning, and operational forecasting
- Hire, mentor, and manage team leads
- Improve internal tools, processes, and team communication
🎯 You’ll Be a Great Fit If You:
- Have 4–6+ years in operations, general management, or similar roles
- Love turning chaos into clarity
- Are calm under pressure and thrive in fast-moving environments
- Use data to drive decisions—but never forget the human side
- Have experience with tools like [Slack, Notion, Airtable, etc.]
Bonus if you’ve worked in [industry] or helped scale a company from [X to Y].
🎁 What We Offer
- Competitive salary + bonus/equity
- Flex PTO or remote options
- Real ownership and a seat at the leadership table
- A team that values transparency, curiosity, and execution
- Health/dental/vision (if applicable)
📝 Our Hiring Process
We use WorkScreen to evaluate applicants based on real skills—not just resumes.
Here’s how it works:
- Submit your application via WorkScreen
- Founder interview
- Paid case study or trial
- Final chat with the team
- Offer
We respect your time and keep you updated throughout.
📥 Apply Now
👉 [Insert WorkScreen link]
We can’t wait to meet you.
📄 Option 2: Structured, Traditional Format
Job Title: Chief Operating Officer (COO)
Location: [City / Remote]
Type: Full-Time
Salary: [Insert range]
Reports to: CEO
Job Brief
We are seeking an experienced and results-driven Chief Operating Officer (COO) to oversee our company’s ongoing operations and procedures. You’ll be a key member of the senior leadership team, responsible for scaling internal systems and aligning execution with strategy.
Key Responsibilities
- Lead and optimize daily business operations
- Translate strategic goals into operational processes
- Oversee budgeting, planning, and financial reporting
- Develop and monitor key performance indicators across departments
- Lead hiring, performance reviews, and professional development initiatives
- Support the CEO in fundraising, investor reporting, and long-term planning
Requirements
- 5+ years in operational leadership or general management
- Strong financial acumen and experience managing P&L
- Proven ability to scale systems and improve efficiency
- Excellent communication and team-building skills
- Strategic thinker with hands-on problem-solving ability
- Experience in [industry] or startup environments is a plus
Benefits
- Competitive compensation package
- Bonus/equity based on performance
- Health and wellness benefits
- Flexible work environment
- Opportunities for professional development and leadership
How to Apply
Submit your application through our hiring platform:
👉 [Insert WorkScreen Link]
We evaluate candidates based on ability, not just resumes—so we encourage you to apply even if your experience looks a little different.
Let WorkScreen Handle the Next Step
Once you’ve written a clear, compelling job post, the next challenge is knowing who’s actually qualified—and who just has a polished resume.
That’s where WorkScreen comes in.
Here’s how it helps:
✅ Instantly Spot Your Best Candidates
WorkScreen automatically evaluates applicants, scores their performance, and ranks them on a real-time leaderboard—so you see your top talent right away.
No more guessing. No more sifting through 100 resumes.
✅ Test for Real-World Ability, Not Just Experience
Resumes can’t tell you how someone solves problems. WorkScreen lets you assess candidates based on how they think, communicate, and follow through—with simple one-click tests tied to your role.
You’ll see how they perform before you invite them to interview.
✅ Weed Out Low-Effort, AI-Generated Applications
Tired of spammy, one-click applicants or AI copy-paste answers?
WorkScreen helps you filter out low level applicants—automatically, so you focus only on real people with real commitment.
✅ Hire Smarter, Faster, and More Fairly
- No training needed
- Transparent pricing
- Built-in structure that respects your time and theirs
It’s like having an extra recruiter—without the overhead.
Ready to turn a great job post into a great hire? Sign up at WorkScreen.io and post your COO role today.
FAQ
COO salaries vary widely based on company size, industry, location, and stage of growth.
- In early-stage startups, a COO may earn between $80K–$150K/year, often with equity or profit-sharing to supplement cash compensation.
- In mid-size companies or growth-stage businesses, salaries typically range between $150K–$250K/year, with bonus structures.
- In larger or enterprise-level firms, COOs can earn $300K–$500K+, especially when overseeing multiple departments, regions, or global teams.
In Kenya or other emerging markets, local COO salaries might range from Ksh 300K to Ksh 800K/month, depending on the complexity of the role and scope of responsibilities—often paired with bonuses or equity.
👉 Pro Tip: Always include a salary range in your job post—it increases transparency and attracts more serious candidates
A great COO needs a mix of strategic thinking and operational execution. Key skills include:
- Systems Thinking – ability to build scalable, repeatable processes
- Financial Acumen – managing budgets, cash flow, and forecasting
- Team Leadership – hiring, managing, and mentoring across departments
- Execution Discipline – turning plans into measurable results
- Operational Judgment – knowing when to streamline, when to hold, when to scale
- Communication & Collaboration – working closely with the CEO, board, and other execs
- Calm Under Pressure – especially in fast-moving or early-stage environments
For some businesses, domain expertise (e.g. logistics, SaaS, healthcare) may also be essential.
While there’s some overlap, a General Manager (GM) typically runs one part of the business (like a region or product line), whereas a COO oversees the entire company’s internal operations.
A GM is often focused on P&L ownership within their scope.
A COO ensures that every function of the company—HR, finance, delivery, etc.—runs smoothly and aligns with strategy.
If you’re hiring for company-wide execution, you likely need a COO.
If it’s just one division or branch, a GM might be a better fit.
Not every great COO is chasing cash.
If you’re a growing company with a clear mission and leadership transparency, you can still attract top-tier operators by offering:
- Equity or profit-sharing
- Autonomy and ownership
- A direct relationship with the CEO
- A real voice in company strategy
- Flexibility (remote, async, time-off)
- A clear growth path into board-level leadership
Great operators are drawn to clarity, momentum, and purpose—not just pay.
Yes—especially if you’re a small or growing company where one bad hire can set you back months.
Use platforms like WorkScreen.io to give candidates a short, real-world challenge (e.g., process mapping, org design feedback, resource planning). This helps you assess:
- How they think
- How they prioritize
- How they communicate
It’s also fairer than resume screening alone and helps reduce hiring risk.
Absolutely.
Even if you’re sourcing through your network, a clear, written job description:
- Helps you clarify expectations internally
- Makes the opportunity feel more structured to the candidate
- Reduces misunderstandings down the road
- Attracts more aligned referrals (your contacts know what to look for)
Referrals may open the door—but clarity makes the close.
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