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Hire an operations manager who runs the day so you can run the business

Teams, schedules, vendors, KPIs and the processes that hold them together. A dedicated operations manager from Latin America who owns how the work gets done every day, on your hours.

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An operations manager with a clipboard charting team performance on a whiteboard

TRUSTED BY TEAMS WHOSE CLOUDTASK HIRES HAVE STAYED 5 TO 8 YEARS

TOP RATED TALENT

Meet the talent you could hire

Six of the operations profiles already in the CloudTask talent network. Every card is built from the candidate record itself.

Get matched

How it works

How do I hire an operations manager?

You do one thing: interview. We handle everything else.

Post the role

5 minutes. The role, the motion, the tools, the comp band. That is all we need to start.

Review your matches

3 to 5 matches in 48 hours.

Interview and hire

We coordinate interviews. On Managed Staffing, we also handle payroll and compliance across LATAM.

How it works

WHY TEAMS TRUST CLOUDTASK

What you get with every hire

One owner for the daily run

A dedicated operations manager on your team and your hours. Not a consultant who maps your processes and leaves before anyone follows them.

Same day as your team

Latin America and the Caribbean overlap the US working day, so shift handoffs, vendor calls and escalations happen live, not the next morning.

Verified on your tools

Your ticketing, scheduling, inventory, CRM and reporting stack. Checked per candidate against the tools you name, not taken from a self-reported list.

Replacement guarantee

24 months on Managed Staffing, 6 months on Direct Hire. Operations cannot pause for a second search, so the guarantee covers the case where the fit is wrong.

WHY CLOUDTASK

Staffing with numbers behind it

10,000+

hires placed

since 2016

85%

still in seat

past 90 days

24 months

replacement guarantee

on Managed Staffing

countries

across Latin America and the Caribbean

PRICING MODEL

Managed Staffing.

Managed Staffing is open to every role we place. We find the person, handle payments and compliance, and stay involved after the hire with check-ins, visibility, and escalation when something is off. You get the person. We keep the machine running. For roles that create demand, outbound SDRs, BDRs, demand generation and full-cycle AEs, Managed Staffing runs on a six-month minimum term.

Pay

One all-in monthly rate

Per person. That is the number, and there is nothing added to it.

In the monthly rate

Sourcing from the CloudTask staffing and recruiting company
Screening and vetting
Matching coordination
Worker payments
Compliance and employment administration
Onboarding support at day 0, 7, 30 and 60
Ongoing check-ins with the hire and with you
Time and activity tracking, on by default
Performance escalation
24-month replacement guarantee. Replacements not capped.
Health benefits available on request
Equipment benefits available on request

Stays with you

The work itself
Priorities and direction
Who you hire

$299 to start your search. One time, not a subscription. It applies to your buyout or toward your first placement.

Start your search

PRICING MODEL

Direct Hire.

Direct Hire is open to every role we place. We find the person, vet them, and hand them over. You employ them, you manage them, you own the relationship from day one. Roles that create demand usually land here, because live call feedback and daily coaching work best coming straight from your sales leader, and there is no minimum term.

Pay

20% to 30%

Of first-year base salary. One time, quoted per role, paid when they accept.

In the fee

Sourcing from the CloudTask staffing and recruiting company
Screening and vetting
Shortlist of matched candidates
Interview coordination
Offer support
6-month replacement guarantee. One replacement, same job description.

Yours when they accept

Employment and payroll
Compliance and employment administration
Ongoing management
Time and activity tracking
Health benefits and equipment benefits

$299 to start your search. One time, not a subscription. It applies to your buyout or toward your first placement.

Start your search

How CloudTask compares

Run the numbers. We did.

The same role, three ways to fill it.

Swipe to compare

		US Direct Hire	Staffing Agency
Time to First Interview	48 hours	3 to 6 weeks	2 to 4 weeks
Payroll & Compliance	Included on Managed Staffing	You manage	Included in rate
Vetting Process	Human + AI verified	You screen	Recruiter screened
Candidate spam	Screened out before you see a profile	Common	Low
Tool Verification	Verified per candidate	Self-reported	Rarely verified
Free Replacements	24 months on Managed Staffing, 6 months on Direct Hire	None	Variable

See all comparison

Testimonials

Trusted by teams that hire with us

LATAM has been a gold mine for talent. Our CloudTask hires understand our company culture and mission, and they connect with our customers in a way that drives high NPS and CX scores.

David Barrett CEO, Expensify
At first we were an SF-based team only. Then I met Amir Reiter back in 2018. After visiting Medellín, I knew LATAM would be key to our growth and success.

Tim Zheng CEO, Apollo.io
After meeting my CX and CS team in Medellín, we immediately loved the culture and the work ethic. As a European-HQ company, we found LATAM to be perfect to service our American clients.

Carl Carell CRO and Co-founder, GetAccept

SKILLS

Top capabilities to look for in an operations manager

A title says someone has run operations. These are the capabilities that decide whether the work gets done the same way, on time, when you are not in the room.

Leading a team through a shift

Setting priorities for the day, coaching the people doing the work and handling performance conversations early, before a small problem becomes a resignation or a client complaint.
Processes people actually follow

Writing SOPs and checklists short enough to be used, and changing them when the work changes instead of letting them drift out of date.
KPIs that drive the week

Choosing the few numbers that show whether operations are healthy, reviewing them on a fixed cadence and acting on what they show.
Scheduling and capacity

Matching people, shifts and workload so service levels hold on the busy days without paying for idle hours on the quiet ones.
Vendor and partner coordination

Contractors, suppliers and service providers who do not report to you. Getting commitments, tracking performance and escalating only when it is needed.
Escalations and problem solving

Owning the incident when something breaks, fixing the immediate issue and then fixing the cause so it does not come back next week.
Reporting up, clearly

A weekly summary a founder or executive reads in two minutes: what happened, what is at risk and what decision is needed from them.
AI where it saves a step

Drafting SOPs, summarizing tickets and building first versions of reports. Useful for speed, never a substitute for knowing how the operation really runs.

HIRING GUIDE

How to hire a remote operations manager

Most companies start looking for an operations manager when the founder or a department head is spending the day on coordination instead of on the business. This guide covers what the role actually does, when a remote operations manager works, how it differs from a project manager or a chief of staff, and when it is the wrong hire.

What does an operations manager do?

Owns how the work gets done, every day. That usually means leading the team that does it, setting and tracking the KPIs, writing and maintaining the processes, managing vendors, and handling escalations when something breaks.

The scope depends on the business. In a service operation it is people, schedules and service levels. In logistics it is fleets, inventory and suppliers. In a growing company it is often all of that plus the internal systems nobody else owns.

Operations manager, project manager or chief of staff?

A project manager delivers a defined piece of work with a start and an end: an implementation, a rollout, a program. An operations manager runs work that never ends: the daily service, the team and the processes behind it.

A chief of staff works on the executive agenda: priorities, cross-team decisions and the leader's time. If the pain is that the day-to-day keeps breaking, you need an operations manager. If the pain is that leadership decisions stall, you need something closer to a chief of staff.

When does a remote operations manager work?

When the operation itself runs on software: support, customer success, back office, scheduling, vendor coordination, reporting. The work lives in your tools, and the team can be led on calls and in writing.

It works well for teams that are already remote or distributed, including teams in Latin America, where your operations manager shares the language, the hours and often the context.

When is a remote operations manager the wrong hire?

When the job requires someone physically on a site every day: a warehouse floor, a plant, a store. A remote manager can run planning, vendors and reporting for those, but not replace a supervisor on site.

It is also the wrong hire when nobody has decided what good looks like. An operations manager can build and run the system. They cannot create authority or priorities that leadership has not given them, and without those they become a very expensive coordinator.

What should I look for in the interview?

Ask about a process they changed. You want to hear what was broken, how they knew, what they changed and how they got the team to adopt it. Someone who only describes keeping things running has not yet owned an operation.

Then give them a scenario: service levels dropped last week, one vendor is late and two people are out. Ask what they check first, who they talk to and what they send you at the end of the day.

Red flags in operations manager candidates

Keeping things running as the whole story. Ask about a process they changed. A candidate who can only describe maintaining what was already there, with no example of what was broken and how they got the team to adopt the fix, has not yet owned an operation.

Fixing the incident, never the cause. In the scenario with dropped service levels, a late vendor and two people out, listen for what happens after today. Someone who only covers the gaps will be covering the same gaps next week.

No numbers in the answer. If they cannot name the few KPIs they would check first, or describe a review they ran on a fixed cadence, they are managing by feel and you will hear about problems late.

SOPs nobody uses. Ask how they keep a process current when the work changes. A candidate who describes long documents written once and never revisited will leave you with processes that drift out of date.

Nothing to send you. At the end of the scenario, ask what they would send you. A vague update, with no clear line on what is at risk and what decision is needed from you, is what your weekly report will look like.

How long before a new operations manager is effective?

Expect the first two weeks to go on access, the team, the current KPIs and the processes as they really run, which is rarely how they are written down.

By the end of the first month they should be running the weekly review on their own and have a short list of what they intend to fix first.

How much does it cost to hire an operations manager?

It depends on seniority, the size of the team they lead, the language requirement and the country the person works from, and any single number describes one scenario and calls it a price.

What is worth understanding is the shape. On Managed Staffing it is one all-in monthly rate per person with payments, compliance and replacement cover inside it. On Direct Hire it is a one-time fee and the person goes on your payroll. We quote your number before you interview anyone.

Why hire an operations manager in Latin America?

Overlap. An operations manager has to be available while the operation is running, and Latin America and the Caribbean share most of the US working day.

The second reason is experience. The region runs large customer service, back office and logistics operations for US companies, and many operations leaders come from them. We screen English live on a call rather than inferring it from a profile.

How does CloudTask hire for this role?

You send the operation, the team size, the tools and the hours you need covered. We come back with 3 to 5 matched profiles within 48 hours, each one screened on a live call and verified against the stack you named.

You interview and choose. On Managed Staffing we handle payments, compliance and onboarding and stay involved with check-ins. On Direct Hire the person joins your payroll from day one. Both carry a replacement guarantee: 24 months on Managed Staffing, 6 months on Direct Hire.

FAQ

The fine print, in plain terms.

What is the difference between an operations manager and a project manager?

A project manager delivers a defined piece of work with an end date. An operations manager runs the ongoing work: the team, the processes, the KPIs and the vendors, every day.

Can an operations manager lead my team remotely?

Yes, when the work runs on software and the team can be led on calls and in writing. For work that needs someone on a physical site every day, a remote manager supports planning, vendors and reporting, and you keep a supervisor on site.

Do I need an operations manager or a chief of staff?

Tell us which problem you have on the first call and we will say which profile fits.

How fast can an operations manager start?

You get 3 to 5 matched profiles within 48 hours. After you choose, plan for the first two weeks to go on access, the team and the processes as they really run.

What is the $299 for?

It starts your search. One time, not a subscription. It applies to your first placement or toward a buyout, so it is not an extra cost, it is the first part of one.

Why is there no number on the monthly rate?

Because it depends on the role, the seniority and the country. We quote the all-in monthly rate per person before you interview, so you know the number before you commit to anyone.

Who is the legal employer?

On Managed Staffing, CloudTask is the contracting party and handles payments and compliance, and you direct the work. On Direct Hire, you employ and manage the hire from day one.

How does tracking work, and can I turn it off?

On Managed Staffing, time and activity tracking is on by default. Talk to us about your setup when you start your search.

What happens if the person does not work out?

Managed Staffing carries a 24-month replacement guarantee, and replacements are not capped. Direct Hire carries a 6-month replacement guarantee: one replacement for the same job description.

Is there a platform or subscription fee?

No. $299 starts your search, one time, and applies toward your first placement. There is no subscription.

Ready to hire?

3 to 5 matches in 48 hours. Start with a quick role brief to get your shortlist.