Have a Clear Job Description
The first step in finding a business operator is to create a clear job description. Stephanie emphasizes the importance of having a clear job description. She says, "Make sure you have a clear job description of exactly what this person is responsible for. This is not something you want them figuring out three months down the road, they were supposed to be taking care of x, because it causes a fire and literally burns your warehouse down."

Having a clear job description is critical to ensuring that the new hire knows what is expected of them from day one. Without this, there is a risk of the new hire not knowing what they should be doing and potentially causing problems down the line.
Define Your Company Culture
The second step in finding a business operator is to define your company culture. Scheller recommends understanding your core values, your long-term goals, and your company's mission. It's important to make sure you're hiring someone who is passionate about your vision, mission, and exemplifies your core values. Even if you pay someone well, they won't suddenly acquire integrity or other important values if they don't already have them. Your culture should be a key factor in your hiring decision, as you want someone who will fit in with your team and help move your company forward.

"You need to make sure you're hiring someone who's passionate about your vision, passionate about your mission, and already exemplifies your core values. Because trust me, I don't care how much you pay someone if they don't already have integrity, honesty, or whatever your core values happen to be. You can't pay them enough to suddenly sprout that core value inside of themselves."
Consider Current Employees
Scheller suggests looking at your current employees before starting the search for a business operator. Consider whether someone on your team could be elevated to the position. If you have someone who is already familiar with your company culture and core values, promoting them to the position may be a good option. However, if you don't have anyone suitable on your team, it may be time to start looking outside the company.
Create a Compelling Job Ad
Once you've defined the position and company culture, it's time to create a job ad. Scheller suggests that the job ad should highlight all the reasons why someone would want to work for your company, as well as what the position entails. However, she notes that you shouldn't send the job description until you've gotten into the interview process. This allows you to build interest and get candidates excited about the position before delving into the details.
Run Your Own Interviews
When it comes to interviews, Scheller recommends that you run them yourself. In addition, she suggests having your team interview the candidate as well. Getting input from others on the team can help ensure that the candidate is a good fit for the company culture. Scheller also suggests considering bringing in board members or mentors to assist with the interview process. It's important to ensure that everyone involved in the hiring process is on the same page and has a clear understanding of what the company is looking for.
Have the Candidate Come on Site
To get a better idea of how the candidate will fit into your company, Scheller recommends having them come on site and run things for a day or two. She recommends having the candidate take on a project or task to see how they handle managing it. This gives both the candidate and the company a chance to see if they are a good fit for each other. This also gives the candidate a chance to demonstrate their skills and experience.
Pay for the Trial Period
Finally, Scheller recommends paying the candidate for the trial period. This shows that you value their time and effort, and it also gives them an incentive to perform well. Moreover, paying for the trial period can help you attract more qualified candidates who may be hesitant to work for free or feel undervalued. Keep in mind that the payment should be reasonable and commensurate with the tasks and responsibilities assigned to the candidate during the trial period.