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    <p>This is by no means definitive, comprehensive or even accurate - but in my experience, the following apply.</p> <ul> <li><p>Personality type is really dependent upon the rest of the team. With only 20 people you should still just about be able to get some common ground on this. You're looking at a role that other people may not entirely understand the function of - it'd be useful to get a feel for the team's expectations. As you interview/meet people you should then be able to match their personality against expectations (even if those expectations are of skills and responsibilities, not specific personalities). It is very difficult to judge somebody's personality in a short period of time (even if they're ostensibly nice/arrogant/rude or whatever) - accordingly, you should set the role up so that it can wrap around their personality, not the other way around. This is far easier with a new position.</p></li> <li><p>Technical background is generally helpful. Whilst it's not necessarily (responsibilities-wise) if they don't have one, it can cause clashes if they are managing/working with people who don't feel like they can be understood. However, avoid people who have a very specific technical background or are specialists in only one area (regardless of whether it's relevant to their new role) as they will be fighting a constant battle against their better judgement (and that of others) when it comes to operational issues.</p></li> <li><p>Age is, again, dependent on the rest of the team - not their ages, but their mindset. You need somebody with good experience, a rounded outlook on things and time spent working with different types of people. This will probably get you somewhere close to 30 already, because it's very difficult to get those things otherwise.</p></li> <li><p>I've never seen anything specific or consistent in terms of other factors - however - operations gurus seem to fall into one of two categories: those with few hobbies and passions outside of work; and those with many - particularly those into sports and physical activity. This could just be a weird by-product of the decent ops folk I've worked with, but it's certainly noticeable. The typical geeky kind have tended not to be great at operations, in my experience.</p></li> </ul>
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    1. POWhat do I look for when hiring an Operations Director?
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    1. USGareth Jenkins
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