business planning & operations program manager facebook

A year's worth of Facebook salary data shows how much engineers, product managers, researchers, and hundreds of other positions are paid

• Facebook is one of the highest paying Big Tech companies.
• Business Insider sifted through 2021 data for thousands of jobs to find just how much Facebook pays.
• Most workers make a six-figure salary, but some make much more than others, the data shows.

If you want a big salary at Facebook and you're not an executive or in the c-suite, go for a job in engineering , marketing or communications.

High level engineers can easily make a salary in the mid-six figures, as can people at the director level in marketing and communications, according to a year's worth of Facebook pay data. Insider pulled the information from more than 10,000 work-visa applications the company filed with the US government in 2021. An engineering manager, for instance, makes just under $350,000 a year. A director of internal communications is earning $300,000. 

And that's just salary. Facebook's total compensation packages include initial generous grants of restricted stock units, usually equal to salary, that are "refreshed" upon annual performance reviews , like those wrapping up right now. A refresher is at minimum another equity grant equal to the dollar amount of a person's salary. It can be three or four times that amount for those deemed good performers.

It all starts with salary, though. So how much exactly do other Facebook workers make?

It depends on the job, of course, and as remote work has become more commonplace, to some extent on where the worker is based. Facebook, aka Meta Platforms , now has full-time workers in 17 states, the visa data shows, from Hawaii to South Carolina. A data scientist in California makes $170,000 while one in Maryland makes $155,000. A software engineer in Massachusetts makes $123,000 and one in New York makes $160,000. 

The information has limitations. It covers only jobs for which Facebook is hiring from other countries, which was extensive last year as the company struggles to recruit and retain talent. It's heavy on data scientists and engineers and short on executives. No stock grants are included in the data, nor is experience and its influence on pay. Still, it gives solid insight into Facebook's pay scale.

Keep reading for a breakdown of what the social-media giant pays for close to 300 different jobs. Also be sure to take a look through Insider's big tech salary database , featuring data on how much Apple, Tesla, Amazon, and other companies pay their employees.

Engineering

Global operations engineer: $144,400 to $149,000

3D sensing HW/SW characterization engineer: $160,000

Audio systems engineer: $219,200

ASIC engineer: $154,400 to $190,000

ASIC engineering manager: $210,520

Integrity science engineer: $165,000

Digital modeling engineer: $168,000

Certification/Compliance engineer: $220,500

Antenna engineer: $188,441

Tooling engineer: $205,000

Security engineer: $118,000 to $193,380

System validation engineer: $115,000

Program manager tooling: $150,000 to $215,000

Product systems validation lead: $230,000

Systems engineer: $112,098 to $117,750

Research engineer: $123,000 pa to $194,000

Process system engineer, external partners: $230,000

Network deployment and support engineer: $188,036

Software engineer: $118,000 to $250,000

Software engineering manager: $196,317 to $275,000

Front end engineer: $118,000 to $197,612

Network security engineer: $121,017

Linguistic engineer: $150,823

Field engineer: $90,742 to $97,468

Firmware engineer: $169,000 to $195,000

Manufacturing quality engineer: $195,000

Product quality engineer, Reality Labs: $189,000

DFX manufacturing engineer: $220,500 to $222,000

Automation engineer: $178,964

Silicon physical design engineer: $189,140

Silicon engineer:  $156,000

Design verification engineer: $167,000 to $225,987

Design verification engineer manager: $223,121

Performance and capacity engineer: $121,000 to $196,020

Performance and capacity engineering manager: $276,000

Partner engineer: $154,413 to $185,689

Partner engineer business platforms: $214,000

Partner engineer, payments: $190,000

Electrical engineer: $162,177 to $225,000

Digital design engineer: $120,000 to $210,000

Enterprise engineer: $108,000 to $158,400

Enterprise network reliability engineer: $193,685

Enterprise engineering manager: $212,850

Enterprise engineering director: $294,481 to $342,505

Systems electrical engineer: $156,000

FEA engineer: $160,000

Analog and mixed-signal design engineer: $200,000

Data engineer: $120,000 to $231,838

Data engineering manager: $190,872 to $233,353

Quality assurance engineering manager: $184,798

Wireless carrier engineering lead: $215,000 to $258,000

Systems integration engineering lead: $225,000

Optical systems test engineer: $195,000

Optimization engineer: $165,000

Hardware engineer: $110,000 to $184,251

Hardware analytics engineer: $140,000

DSP engineer: $188,175

Production engineer: $118,000 to $241,034  

Manufacturing test engineer: $218,000

Manufacturing test engineering manager: $183,471

Cellular firmware engineer: $195,000

Mechanical design engineer: $140,000 pa to $161,620

Network engineer: $109,000 to $212,000

Network infrastructure engineer: $196,712 to $201,070

Engineering director: $293,902

Solutions engineer: $115,000 to $158,780

Head of solutions engineering: $219,356

Network optical engineer: $140,000 to $141,288 

RF systems engineer: $131,600.72 to $190,000

Application engineer: $120,000 to $215,000

Application engineering manager: $219,159

Computer vision engineer: $160,000 to $130,342

Machine learning engineer: $174,000 to $214,000

Machine learning engineering manager: $241,638

Engineering manager: $205,242 to $247,701

Data centers, infrastructure and supply chain

Site project manager: $133,959 to $140,000

Pre-construction planning manager: $170,000 to $197,541

Construction manager: $145,000 to $191,686

Infrastructure materials manager: $135,000 to $155,000

DC network planning manager: $201,364

Enterprise operations telecommunications lead: $166,600

Operations program manager: $196,199

Director of networking: $300,000

Demand planner: $174,315

Data center capacity planner: $150,000

Data center engineering specialist, information security: $187,000

Technical sourcer: $102,114 to $125,000

Strategic technical sourcing lead, optics: $230,000

Technical sourcing manager, ASIC: $232,000

Sourcing manager: $131,000 to $210,000

Head of contractor operations: $195,459

DC facility operations director: $255,000

Facility project manager: $145,750

Data center site project manager: $129,000 to $141,110

Systems and technical design and science

Silicon architect: $114,000 to $151,134

Optical scientist:  $130,000 to $190,125

Memory system architect: $193,000

Systems and services team manager: $205,443

Graphics performance architect: $200,000 to $229,158

NOC architect: $140,000 to $226,329

Sensor architect: $227,700

Power architect: $215,000

Decision scientist: $116,908 to $181,947

Decision science manager: $182,960

Applied research scientist: $180,320 to $227,700

Technical program manager: $100,000 to $229,000 

Visiting scientist: $261,000

Technical writer: $140,000

Security, privacy and integrity

Security partner: $197,307

Program Manager, digital rights integrity: $117,000

Security policy risk and compliance manager: $258,061

Trust and safety risk operations manager: $180,000

Security architect: $239,000

Technical infosec compliance specialist: $144,172

Privacy risk manager: $225,000

Privacy program manager: $109,000 to $155,000

Privacy operations specialist: $113,000

Global security protective design manager: $170,672

Security program manager: $190,000

Manager, security operations: $205,000

Integrity manager: $166,000

Program manager, digital rights integrity: $154,000

Safety investigator, online safety: $170,280

Project manager, safety, community operations: $151,000

Threat investigator: $137,845 to $161,370

Business, finance and policy

Director, North American markets: $280,000

Business lead, Facebook app: $135,986

Business intelligence architect: $100,900

Program manager, business planning and operations: $162,000 to $173,975 

Public policy manager, WhatsApp: $154,000

Business integrity project manager WhatsApp trust and safety: $123,000

Business API pricing operations manager, Whatsapp: $233,000

Finance manager, Reality Labs research: $170,805 to $184,629

Finance manager, messaging platforms: $253,278

Business planning and operations lead: $155,000 to $181,836

Business planning and operations manager: $153,450

Business development manager, artificial intelligence: $178,887

Internal audit manager: $155,000 to $189,804

Business integrity associate: $100,900 to $140,000

Business integrity manager: $204,580

Investment associate: $208,000

Finance associate: $115,000

Director, global safety policy: $267,300 to $279,839

Policy programs manager: $193,050

Government, politics and advocacy partner manager: $115,400

Business product strategy lead, Facebook financial: $220,000

Emerging business operations and strategy manager: $219,130

Specialist, legal TDR operations: $112,084

Revenue accountant: $118,476

Revenue accounting manager: $153,450

Head of DTC e-commerce: $222,799

FX Growth company identities, project manager leader: $271,547

Research and data analytics

Lead, diversity research: $175,230

User experience (UX) researcher: $120,000 to $171,500

Consumer researcher: $145,555

Manager, UX research programs: $225,720

WhatsApp reporting and analytics manager: $208,000

Manager, central analytics: $237,600

Data analyst: $151,000

Technical analytics associate: $135,093

Analytics manager: $182,160

Analytics lead: $200,970

Head of issue management and advanced analytics: $240,236

Enterprise technical support analyst: $111,000

Instagram content analysts: $114,000

Payments data analyst: $120,780

Content enforcement analyst: $117,000

Marketing data analyst: $138,700

Data specialist: $154,312

Data scientist: $105,000 to $206,000

Data science manager: $182,302 to $254,317

Research scientist: $135,000 to $262,665

Director research scientist: $321,724

Solid mechanics research scientist: $156,800

Research scientist manager: $240,304 to $271,389

Business analytics partner: $166,000

Product growth analyst: $147,407 to $176,400

Partner growth analyst: $114,000

Sales commissions analyst: $123,000

Supply chain and data analyst: $138,565

Community risk assessment analyst: $94,975

Compensation analyst: $141,000

Project manager, operations metrics and monitoring: $136,000

Visiting researcher: $154,000

Postdoctoral researcher: $147,000 to $168,205

Logistics and commerce

Global channel program manager: $215,000

Supply chain program manager: $153,000 to $206,923

Customer journey program manager: $160,000

Quality operations program manager: $114,000

Program manager, commerce, product and service operations: $125,031

Vendor services lead: $166,000

Global solutions partner: $186,139 to $205,870

Procurement business partner: $118,000

Quality assurance lead: $130,000 to $175,000

Communications, marketing, advertising and partnerships

Strategic planning and operations lead, platform partnerships: $174,000

Head of partner management, commerce and signals: $266,000

Partner strategist: $154,534  to $190,120

Agency director, LATAM: $331,671 to $342,882

Director, creative shop, marketing science research: $276,059

Creative director: $198,387

Director, North America entertainment partnerships: $290,416

Business education training partner: $140,000

Marketing science expert: $208,210

Marketing science partner: $188,100

Marketing science research and development lead: $145,000 to $181,832

Marketing manager: $136,000 to $174,000

Digital marketing manager: $189,007

Developer programs marketing manager: $144,440

Marketing Analytics Manager: $227,000

Marketing Research Manager: $240,413

Global vertical insights marketing strategy lead: $167,358

Global alliances manager, Workplace: $195,000

Manager, global partnerships PMM: $212,949

Partner manager, payments partnerships: $210,700

AR glasses partnerships manager: $208,000

Client partner, financial services: $154,840 to $168,851

Client partner, disruptors: $195,000

Creative agency partner: $258,536

Client solutions manager: $146,569

Strategic partner manager, Stories: $182,421

Brand strategy manager: $192,224

Global brand insights lead, Facebook Reality Labs: $244,000

Director, brand and consumer marketing: $332,259

Director of brand strategy and management, Instagram: $270,000

Copywriter: $169,038

Product and design

Creative product lead: $241,180

Consumer product strategist: $178,200 to $195,000

Product management director: $310,000

Product strategy lead: $197,463

Product researcher: $171,500

UX designer: $ 138,000

Product designer: $105,000 to $197,000

Analog and mixed signal designer: $160,000 to $202,000

Director, product design: $280,000

Product design manager: $211,953 to $204,028

Manager, design and development: $213,640

Product design prototyper: $151,470 to $195,000

Product manager: $162,033 to $259,700

Product growth manager: $180,000

Product operations manager: $260,487

Product marketing manager, WhatsApp: $181,111

Product marketing manager, creator monetization: $164,274

Product marketing manager, new product experimentation: $ 140,000

Manager, product operations, Reality Labs: $250,000

Application manager: $154,173 to $220,000

Product reliability specialist: $127,000

Launches project manager, product support operations: $100,695

Technical artist: $163,350

Concept artist: $131,000

Content designer: $118,695 to $184,000

Content design manager: $149,575 to $179,340

Art director: $235,000

Associate lighting artist: $90,000

Legal, recruiting, other  

Workflow manager, workflow management: $105,000

Localization program manager: $151,470

Data analyst, specialized tech recruiting: $169,957

Technical recruiter: $128,554

Lead compliance counsel: $202,000 

HR business partner: $160,000

Corporate development manager: $195,000

People strategy and execution partner: $147,000

Global program lead: $158,760 to $176,400

Functional learning specialist: $116,434 

Developer strategy, Oculus: $220,203

Global lead social good and emerging audiences, business education: $190,025

Developer advocate: $123,000 to $155,000

Director, internal communications: $297,000

Leadership sourcer: $122,535 to $160,819

Digital acceleration governance manager: $140,000

Academic collaborator: $111,000

Candidate channels advisor, recruiting operations: $96,000

News curator, media partnerships: $173,700

Global lead, sports production: $236,425

Taxonomist: $125,400

Integrated retail producer: $193,000

Head of people digital solutions: $230,000

Technical program manager: $199,717.69 to $150,847

• Main content

Meta program manager interview (questions, process, prep)

Program manager interviews at Meta (formerly Facebook) are really challenging. The questions are difficult, specific to Meta, and cover a wide range of topics.

The good news is that the right preparation can   help you maximize your chances of landing a job offer, and we've put together the ultimate guide below to help you succeed.

And if you're targeting a technical program manager position (which is a closely related role), then check out our separate guide to Meta TPM interviews . 

Here's an overview of what we will cover in this guide:

• Process and timeline
• Program sense
• Partnership
• Role-specific / technical
• Preparation tips

Click here to practice 1-on-1 with Meta program manager ex-interviewers

1. interview process and timeline, 1.1 what interviews to expect.

What's the Meta program manager interview process and timeline ? It takes four to eight weeks on average and follows these steps:

• Resume screen
• Recruiter phone screen: one interview
• Hiring manager interview: one interview
• Onsite interviews: typically four to five interviews

Let's look at each of these steps in more detail below:

1.1.1 Resume screen

First, recruiters will look at your resume and assess if your experience matches the open position. This is the most competitive step in the process, as millions of candidates do not make it past this stage.

You can use  this free guide  to help tailor your resume to the position you’re targeting. 

And if you’re looking for expert feedback, you can also get input from our  team of ex-Meta recruiters , who will  cover what achievements to focus on (or ignore), how to fine-tune your bullet points, and more.

If possible, it can also be helpful to get an employee or contact at Meta to refer you to the recruiting team internally. 

1.1.2 Recruiter phone screen

In most cases, you'll start your interview process with Meta by talking to an HR recruiter on the phone. They are looking to confirm that you've got a chance of getting the job at all, so be prepared to explain your background and why you’re a good fit at Meta. You should expect typical behavioral and resume questions like, "Tell me about yourself", " Why Meta? ", or "Tell me about a time..."

If you get past this first HR screen, the recruiter will then help you schedule an interview with the hiring manager. One great thing about Meta is that they are very transparent about their recruiting process, and once you pass this initial screen, they will typically provide you with more details on the remaining steps in the hiring process.

For example, they will often share a PDF that outlines the interview process for the role that you're applying for, like this Meta TPM interview guide PDF  (*Note: we haven't been able to find a publicly posted copy of Meta's program manager interview guide, but we would expect it to be similar to this TPM version).

1.1.3 Hiring manager interview

Next, you'll usually have a video call with the hiring manager for the role. The types of questions you'll be asked during this interview are pretty much the same as the questions you'll be asked during the onsite interviews (see below).

The role of the phone screen is to make sure it's worth bringing you onsite. Your interviewer will therefore try to make sure there isn't an area where you are particularly weak and don't stand a chance of meeting the hiring bar.

1.1.4 Onsite interviews

The last major stage of the interview process is the onsite interviews. For this, you'll typically spend a full day interviewing with Meta. Each interview will last about 45 minutes and will likely cover one of the following topics:

• Program sense, where you'll be tested on your program management and execution acumen.
• Partnership , where you'll need to demonstrate your ability to work efficiently with cross-functional teams (e.g. engineering, product, etc.)
• Leadership , where you'll need to show that you've successfully led teams in the past (e.g. motivate, resolve conflict, etc.)
• Role-specific/technical , where you'll be asked questions related to the specific role or functional area for which you've applied, this could also include technical questions

You can expect your interviews to focus quite a bit on project management-related skills (i.e. managing timelines, juggling competing priorities, etc.) and collaboration skills (i.e. working cross-functionally, communication, etc.).

This is very similar to TPM interviews at Meta which usually also cover these areas. However, one of the notable differences you may see in program manager (vs. TPM) interviews, is less emphasis on technical questions.

With that said, the exact interviews you'll encounter depend a lot on the specific role you're applying for, and the people you speak with. As a result, you may still be asked technical questions, and you should be prepared for questions related to the functional area that you're applying to (you can use the job description to help you get a sense of this). 

[PRE-COVID] In addition to these interviews, you'll also have lunch with a fellow program manager while you are onsite. The lunch interview is meant to be your time to ask questions about what it's like to work at Meta. The company won't be evaluating you during this time, but we recommend that you behave as if they were.

In some cases, Meta may ask you to do a follow-up interview after your onsite to drill further into one of the four areas listed above. This means you're close to getting an offer but the company wants to double check you're meeting the hiring bar for a given criteria.

1.2 What happens behind the scenes

Your recruiter is leading the process and taking you from one stage to the next. Here's what happens behind the scenes:

• After the hiring manager interview,  your interviewer submits their ratings and notes to the internal system. Your recruiter then reviews the feedback, and decides to move you to the onsite interview or not depending on how well you've done.
• After the onsite , the five interviewers will make a recommendation on hiring you or not and the recruiter compiles your "packet" (interview feedback, resume, referrals, etc.). If they think you can get the job, they will present your case at the next candidate review meeting.
• Candidate review meetings are used to assess all candidates who have recently finished their interview loops and are close to getting an offer. Your packet will be analyzed and possible concerns will be discussed . Your interviewers are invited to join your candidate review meeting, but will usually only attend if there's a strong disagreement in the grades you received (e.g. 2 no hires, 3 hires). If after discussions the team still can't agree on whether you should get an offer or not, you might be asked to do a follow-up interview to settle the debate. At the end of the candidate review meeting, a hire / no-hire recommendation is made for consideration by the hiring committee.
• The hiring committee includes senior leaders from across Meta. This step is usually a formality and the committee follows the recommendation of the candidate review meeting. The main focus is on fine-tuning the exact level and therefore compensation you will be offered.

It's also important to note that hiring managers and people who refer you have little influence on the overall process. They can help you get an interview at the beginning but that's about it.

2. Example questions

Now let's dive into more details on the four types of interviews you should be prepared for during your Meta program manager interviews. We'll address these roughly in their order of emphasis for program managers.

• Role specific / technical

In the below subsections, we've also compiled a selection of real Meta program manager interview questions, according to data from Glassdoor  (*note: we've adjusted the phrasing of some questions to improve the grammar or readability). These are great example questions that you can use to start practicing for your interviews.

2.1 Program sense

Meta program managers design and execute programs from end-to-end, and it's important for them to have strong project management skills, like planning, working with others and unblocking situations when needed.

This is the part of the interview process where you need to show you think about programs in a comprehensive way (e.g. resources, risks, KPIs, etc.) and have a track record of executing perfectly. If you'd like to get a more general understanding of the questions that program managers are asked, you can also read our program manager interview guide .

Now here are a few example FB program sense questions from Glassdoor. Notice that you should be ready to answer hypothetical questions (e.g. How would you do XYZ), and behavioral questions (e.g. Tell me about a time you did XYZ).

Meta program manager interview questions - Program sense

• Tell me about a program you managed from kick-off through execution
• Tell me about a problem you faced when going from strategy to implementation
• Tell me about a project you've managed. What were some of the metrics you used to determine the success of the project?
• How do you prioritize competing projects, goals, or stakeholder requests?
• Describe your program management experience

2.2 Partnership

Meta program managers usually work in cross-functional teams with other engineers , product managers , PMMs , designers, data analysts, etc. They need to be able to communicate clearly, work with others efficiently, build trust and relationships, etc.

This is the part of the interview process where you really want to show that you are good at working with others and driving successful cross-functional collaboration. Be prepared to talk about situations where you've used influence to drive stakeholder alignment, engaged across multiple teams, etc.

Below you'll find a list of example partnership questions from Glassdoor. In addition to questions from Meta interview reports, we've also added a couple of questions from Google to provide additional practice materials (Google questions are marked at the end with asterisks).

Meta program manager interview questions - Partnership

• Have you ever collaborated with multiple teams? What challenges did you face?
• Give an example of how you've worked with cross-functional teams and the role you played?
• Tell me what others would say about you
• Tell me about a time someone changed your mind on a topic. How did you feel about it? (*Google question)
• How would you convince someone to get your work done if they happen to be a difficult personality?  (*Google question)

2.3 Leadership

Meta program managers lead programs but don't have direct authority over most of the resources they work with. As a result, they need to be able to lead teams by influencing and motivating others, while also resolving conflicts, driving alignment, etc.

This interview will feel similar to the partnership interview but will focus more on pure leadership rather than your ability to work in a cross-functional environment.

We've  compiled  a list of example leadership questions below. In addition to leadership questions, w e've also included several behavioral questions that you might get asked in any Meta interview (e.g. "What are your strengths and weaknesses?", " Why Meta? ", etc.). All of the below questions were reported in Meta/Facebook interview reports on Glassdoor.

Meta program manager interview questions - Leadership

• How would you manage timelines in a highly matrixed environment, where there is no top down authority?
• How would you advocate for a commitment to a priority, when that priority is not high on someone else's list?
• Tell me about a time you dealt with a conflict at work
• Tell me about a time you failed and what you learned from it
• Tell me about a time you showed leadership
• Walk me through your resume
• What are your strengths and weaknesses?

2.4 Role specific / technical

Meta program manager interviews tend to focus on the 3 areas we've just covered. However, you should also do your homework on the job description and any other details about the role that you can find.

You'll want to be prepared to speak knowledgeably about the functional area where you'd be working. If your role would be in a technical area, or if you'd be working closely with engineers, then your interviewers may also decide to ask you a few technical questions to evaluate your depth of knowledge and your ability to communicate about technical details.

We haven't listed specific example questions for this section because the questions would likely vary significantly role-to-role. However, if you'd like to get a sense for the type of technical questions that would be relevant to program managers, then you can look at the technical questions in our Meta TPM interview guide .

3. How to prepare

Now that you know what questions to expect, let's focus on how to prepare. Here are the four preparation steps we recommend, to help you get an offer as a Meta program manager. For extra tips, take a look at our guide to program manager interview prep .

3.1 Learn about Meta's culture

Most candidates fail to do this. But before investing tens of hours preparing for an interview at Meta, you should take some time to make sure it's actually the right company for you.

Meta is prestigious and it's therefore tempting to ignore that step completely. But in our experience, the prestige in itself won't make you happy day-to-day. It's the type of work and the people you work with that will.

If you know program managers, TPMs, engineers, or PMs who work at Meta or Facebook (or used to) it's a good idea to talk to them to understand what the culture is like. In addition, we would recommend reading about Meta's 6 core values and Facebook's hacker culture .

3.2 Practice by yourself

As mentioned above, you'll have four main types of interviews at Meta: program sense, partnership, leadership, and role-specific / technical.

For program sense interviews, we recommend starting with our program management primer , then diving into how Meta does program management. As a starting point, consider reading this blog post by  Anand Parikh . Anand is a senior TPM at Meta, and although program management and technical program management (TPM) are not exactly the same, they have a lot of overlap at Meta. 

Another good step is to write out answers to the program sense questions we've listed above. You can also read our separate program manager interview guide in order to find additional example questions to practice with.

For partnership and leadership interviews, we recommend reading our leadership and people management  primers, as well as learning our step-by-step method  for answering behavioral questions. You can then use that method to craft answers for the questions we have listed above.

You should also make sure you're well prepared for role-specific questions, and you should learn as much information as you can about the role before your interviews. You can begin by doing online research, reaching out to connections in a similar role or area, and your recruiter may also be able to provide some additional information in advance. And if you'd like to study up on technical questions, you can practice with the examples in our TPM guide .

Finally, a great way to practice all these different types of questions is to interview yourself out loud . Play the role of both the candidate and the interviewer, asking questions and answering them, just like two people would in an interview. Trust us, this can have a huge impact on how well you communicate your answers.

3.3 Practice with peers

Practicing by yourself will only take you so far. One of the main challenges of program manager interviews is communicating your different stories in a way that's easy to understand. As a result, we strongly recommend practicing program manager interviews with a peer interviewing you. A great place to start is to practice with friends or family members if you can.

3.4 Practice with ex-interviewers

Practicing with peers can be a great help, and it's usually free. But at some point, you'll start noticing that the feedback you are getting from peers isn't helping you that much anymore. Once you reach that stage, we recommend practicing with ex-interviewers from top tech companies.

If you know a program manager or someone who has experience running interviews at Meta or another big tech company, then that's fantastic. But for most of us, it's tough to find the right connections to make this happen. And it might also be difficult to practice multiple hours with that person unless you know them really well.

Here's the good news. We've already made the connections for you. We’ve created a coaching service where you can practice 1-on-1 with ex-interviewers from leading tech companies like Meta. Learn more and start scheduling sessions today .

Related articles:

Program Manager vs Operations Manager: What’s The Difference?

• Updated January 31, 2024
• Published February 7, 2023

In the dynamic world of business operations, the roles of program manager vs operations manager often overlap, leading to confusion about their distinct responsibilities and the value they bring to organizations. While both titles hold significant responsibility, they differ in their focus and the scope of their impact. Let’s dive into the nuanced distinctions between these two crucial roles, shedding light on their unique contributions to organizational success.

Program and Operations Managers are essential roles in any organization, but they serve two distinct purposes. Program Managers are responsible for overseeing and managing the progress of projects and programs, while Operations Managers are responsible for managing the day-to-day operations of an organization.

While both roles have the same goal in mind – the success of the organization – their approaches and responsibilities differ drastically.

In this article, we will explore the differences between operations vs program management to help you understand the unique capabilities of Program Managers and Operations Managers.

What is a Program Manager?

A Program Manager is a professional responsible for overseeing the planning, execution, and closure of projects or programs. Program Managers typically coordinate a variety of people and resources to ensure that projects are completed on time and within budget.

They are responsible for tracking progress, meeting deadlines, and managing scope and resources changes. Program Managers also provide strategic guidance to ensure that projects align with the organization’s overall objectives.

What is an Operations Manager?

An operations manager is a professional overseeing an organization’s day-to-day operations. They are responsible for ensuring that the organization’s processes and procedures are efficient, effective, and compliant with relevant laws and regulations. They also manage staff, create budgets, and develop strategies to drive operational performance.

Differences Between a Program Manager vs Operations Manager

Program Managers are akin to project orchestrators, overseeing the execution of specific projects or initiatives, while Operations Managers act as the guardians of organizational efficiency, ensuring seamless operations day in and day out. [[Harvard Business Review, https://hbr.org/2023/09/its-time-for-a-new-model-for-operations-management ]] 

Furthermore, Program Managers, with their acute focus on strategic goals, play a pivotal role in aligning project deliverables with organizational objectives, whereas Operations Managers, equipped with deep domain expertise, strive to optimize processes, minimize waste, and enhance overall operational effectiveness. 

Operations Managers manage the ongoing workflow, maintaining the intricate balance of tasks, resources, and personnel to keep the organization’s engine running smoothly. On the other hand, Program Managers typically operate within project-specific timelines. These differences in scope and focus underscore their complementary roles in achieving organizational success.

Below, we discuss the differences between the Program Manager vs Operations Manager in more detail.

Program Manager vs Operations Manager Job Duties

Program and operations management are two distinct roles within the organizational structure of a business. While both positions involve overseeing the coordination and management of activities, responsibilities, and resources in order to meet the goals of the company, there are key differences between the two roles.

A Program Manager is responsible for the overall direction and coordination of a specific project or program. They are typically responsible for managing the budget, resources, and timeline of the project, as well as leading the team in achieving the desired outcomes.

Program Managers must have strong organizational, communication, and problem-solving skills in order to manage the project effectively.

An Operations Manager is responsible for the day-to-day operations of a business. They are typically responsible for developing and implementing strategies and plans that enhance the overall efficiency and effectiveness of the organization.

Operations Managers must have strong analytical and problem-solving skills in order to manage the operations of the business effectively.

In conclusion, while Program Managers and Operations Managers share similar duties and responsibilities, they each have distinct duties requiring different educational and job experience backgrounds.

Program Managers typically focus on the big picture, while Operations Managers focus on the implementation of strategies and plans.

Related :  General Manager vs. Operations Manager: What’s The Difference?

Program Manager vs Operations Manager Job Requirements

Program and operations managers are two distinct and important roles in any business. They both require a unique set of skills and qualifications to be successful.

Program managers are responsible for the successful implementation and completion of projects. They must have excellent communication and organizational skills, be able to think strategically and have the ability to manage people and resources.

Program managers typically need a bachelor’s degree in business, engineering, or a related field. They may also have a master’s degree in business administration, project management, or a related field. Program managers must also have several years of experience in project management or related fields.

Operations managers are responsible for overseeing the day-to-day operations of a business. They must have strong leadership and managerial skills and be able to work with cross-functional teams.

Operations managers typically need a bachelor’s degree in business, management, or a related field. They may also have a master’s degree in business administration or a related field. Operations managers must also have several years of experience in operations management or related fields.

In summary, program and operations managers are two distinct roles requiring different skills and qualifications. Program managers need a bachelor’s degree in business, engineering, or a related field and several years of experience in project management or related fields.

Operations managers need a bachelor’s degree in business, management, or a related field and several years of experience in operations management or related fields.

Related : Program Coordinator vs. Program Director: What Are The Differences?

Program Manager vs Operations Manager Work Environment

The work environment for a Program Manager and an Operations Manager can vary significantly, even though both roles have a common goal of managing and improving an organization’s operations and processes.

A Program Manager is often focused on specific projects or initiatives and is responsible for overseeing the planning, execution, and tracking of these projects to ensure they are delivered on time and within budget.

Program Managers work in a fast-paced and dynamic environment, where they need to be able to prioritize tasks and manage multiple stakeholders effectively.

On the other hand, Operations Managers are responsible for the overall day-to-day running of an organization’s operations. They focus on maximizing efficiency, productivity, and profitability and typically work in a more structured and routine environment.

Operations Managers need to be able to develop and implement effective processes and procedures and analyze data to identify areas for improvement.

In conclusion, the work environment for Program Managers and Operations Managers can vary greatly depending on their focus, responsibilities, and the type of organization they work in. However, both roles are critical to the success of an organization and require a high level of management, leadership, and organizational skills.

Related :  Program Coordinator vs. Program Manager – What’s The Difference?

Program Manager vs Operations Manager Skills

The roles of Program Manager vs Operations Manager can sometimes overlap, but there are some key differences in the required job skills for each position. While both roles require strong leadership, communication, and organizational skills, some unique skills are required for each.

A Program Manager is typically responsible for overseeing the development and implementation of a specific project or set of projects. As such, they must have a strong understanding of project management methodologies, as well as the ability to effectively manage cross-functional teams. They also need to be able to effectively balance competing priorities, manage risk, and drive project success.

On the other hand, an Operations Manager is responsible for the day-to-day running of an organization’s operations. This can include overseeing production processes, managing supply chain logistics, and ensuring that operations are running smoothly and efficiently.

As such, an Operations Manager must have strong problem-solving skills, a deep understanding of organizational processes, and the ability to quickly identify and resolve operational issues.

In terms of work environment, both Program Managers and Operations Managers work in fast-paced, dynamic environments that require flexibility and the ability to adapt quickly to changing circumstances.

However, the nature of their roles can sometimes lead to different types of stress and workload. For example, a Program Manager may experience more stress due to the pressure to deliver projects on time and within budget.

In comparison, an Operations Manager may experience more stress due to the need to ensure continuous operations and resolve any operational issues that arise.

In conclusion, while both Program Manager and Operations Manager roles require strong leadership, communication, and organizational skills, there are specific required job skills that set these roles apart.

A Program Manager must have a strong understanding of project management methodologies and the ability to manage cross-functional teams effectively. In contrast, an Operations Manager must have strong problem-solving skills and a deep understanding of organizational processes.

Related :  Program Director vs. Program Manager – What’s The Difference?

Program Manager vs Operations Manager Salary

Salaries for Program Managers average $100,000 per year [[Glassdoor.com, https://www.glassdoor.com/Salaries/program-manager-salary-SRCH_KO0,15.htm ]], while salaries for Operations Managers average $80,000 per year [[Glassdoor.com, https://www.glassdoor.com/Salaries/operations-manager-salary-SRCH_KO0,18.htm ]]. However, it is important to note that salaries for both Program Managers and Operations Managers may vary depending on location, industry, and other factors.

In conclusion, the amount of money you make as a Program Manager versus an Operations Manager depends largely on your education and job experience. To increase your earning potential, having a strong educational background and relevant job experience is important.

Related :  Operations Specialist Cover Letter Examples & Writing Guide

Key Takeaways Program Manager vs Operations Manager Roles

Navigating the dynamic world of business operations, the roles of program manager vs operations manager often intertwine, leading to confusion about their distinct responsibilities and the value they bring to organizations. Let’s delve into the key takeaways from this informative article.

Program Manager is responsible for planning, executing, and closing projects or programs. They ensure that projects are completed on time and within budget.

Operations Manager is responsible for managing the day-to-day operations of an organization. They ensure that processes and procedures are efficient and effective.

Program Manager typically has strong project management skills and leadership abilities.

Operations Manager typically has strong problem-solving skills and a deep understanding of organizational processes.

Salaries for Program Managers average $100,000 per year, while salaries for Operations Managers average $80,000 per year.

Related posts:

• Program Coordinator vs Program Manager – What’s The Difference?
• Program Director vs. Program Manager – What’s The Difference?
• Program Coordinator vs. Program Director: What Are The Differences?
• Operations Director vs. Operations Manager: What Are The Differences?
• General Manager vs. Operations Manager: What’s The Difference?

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Bassam Nouh

Bassam Nouh is a seasoned professional with 30 years of experience in recruitment, headhunting, and coaching. With expertise spanning industries such as Retail & Wholesale, Construction, Shipping, Customs and Clearance, and Hospitality, he holds an MBA in Human Resources, bringing strategic insight to talent acquisition. Bassam's commitment to career advancement led him to Megainterview.com, where he leverages his wealth of knowledge to empower individuals and organizations in securing top-tier talent.

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What They Do

What does an Operations Program Manager do?

The role of operations program managers is to help improve organizational efficiency, particularly in the areas of administrative, financial, and programmatic operations. Their key duties and responsibilities include overseeing the collection, analysis, and reporting of data, overseeing and leading teams to achieve business goals, and managing the development and execution of operational procedures. In addition, they are responsible for developing and monitoring dashboards to measure business health and assisting with planning, reporting, and budgeting.

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• Comparisions
• Types of Operations Program Manager

Operations program manager responsibilities

An operations program manager's responsibilities often revolve around overseeing various aspects of a company's operations. This can include developing and implementing program management systems, managing financial and information systems, and ensuring efficient use of resources. For instance, a resume might highlight experience with database reporting and visualization software, or mention leading the launch of a custom-built CRM application. As Ravi Nath , Professor at Creighton University, notes, the ability to adapt to changing environments is crucial for operations program managers. He also emphasizes the importance of resilience, as recovering from setbacks quickly is essential in this role.

Here are examples of responsibilities from real operations program manager resumes:

• Lead company ERP software implementation to automate all the processes.
• Manage financial reporting, budgeting and ROI analysis.
• Manage the platform NPI program for the video and analytic products, connecting to the cloud.
• Achieve reduction of 4 headcounts while expanding scope of service to multiple management groups within the Americas and EMEA.
• Manage and coach team to meet support and deployment KPIs as well as to grow in their roles and careers.
• Lead the strategic assessment, contract negotiations, preparation and implementation of new web-host financial management and SAAS payroll systems.
• Design and launch an end-to-end architecture and migration plan for credit risk management for derivatives through a new credit infrastructure implementation.
• Focus on product architecture, UX, competency, training functional workflow setup-process redesign.
• Facilitate all aspects of CAPEX justification (ROI), specification and procurement through to implementation.
• Facilitate technical review and design meetings with lead architecture design teams, operational support resources, and vendors.
• Manage domestic call centers across locations, ensuring service levels are met and key performance indicators (KPIs) are followed.
• Facilitate scrum meetings including daily stand-up meetings.
• Maintain Salesforce and proprietary system records to ensure proper billing and reporting.
• Manage implementation of Salesforce platform to increase sales forecasting and reporting capabilities in company.
• Provide oversight and leadership for quarterly and annual reporting of quality improvement activities and projects.

Operations program manager skills and personality traits

We calculated that 12 % of Operations Program Managers are proficient in Project Management , Program Management , and Continuous Improvement . They’re also known for soft skills such as Communication skills , Leadership skills , and Management skills .

We break down the percentage of Operations Program Managers that have these skills listed on their resume here:

Improved Project Management of new product commercialization by implementing date-driven phases and gates process with milestones and accountability.

Developed and implemented a program management system to document project status, drive accountability, and communicate issues to corporate stakeholders.

Perform process analysis and evaluate logistics operations to define opportunities for continuous improvement and cost savings using Lean Six Sigma principles.

Ensured high quality customer service, customer interaction and conflict resolution at all levels via excellent communication and written skills.

Developed communication plan, key performance indicators, business process improvement initiatives, scaling of business, staffing and productivity models.

Translated the strategies of the Enterprise VP into tactical implementations by managing infrastructure and process development from initiative conception through implementation.

Most operations program managers use their skills in "project management," "program management," and "continuous improvement" to do their jobs. You can find more detail on essential operations program manager responsibilities here:

Communication skills. The most essential soft skill for an operations program manager to carry out their responsibilities is communication skills. This skill is important for the role because "top executives must be able to convey information clearly and persuasively." Additionally, an operations program manager resume shows how their duties depend on communication skills: "managed 24/7 customer support communications systems with the us postal service. "

Leadership skills. Another soft skill that's essential for fulfilling operations program manager duties is leadership skills. The role rewards competence in this skill because "top executives must be able to shape and direct an organization by coordinating policies, people, and resources." According to an operations program manager resume, here's how operations program managers can utilize leadership skills in their job responsibilities: "present earned value management metrics, projections, and risks to program managers and government leadership stakeholders. "

Problem-solving skills. operations program manager responsibilities often require "problem-solving skills." The duties that rely on this skill are shown by the fact that "top executives need to identify and resolve issues within an organization." This resume example shows what operations program managers do with problem-solving skills on a typical day: "monitored project progress for intervention and problem solving for program management and developed resolutions to meet productivity and quality. "

Time-management skills. Another common skill required for operations program manager responsibilities is "time-management skills." This skill comes up in the duties of operations program managers all the time, as "top executives do many tasks concurrently to ensure that their work gets done and that the organization meets its goals." An excerpt from a real operations program manager resume shows how this skill is central to what an operations program manager does: "recognized with company awards for outstanding program management skills and successful implementation on time and within budget. "

See the full list of operations program manager skills

The three companies that hire the most operations program managers are:

• Meta 853 operations program managers jobs
• Google 111 operations program managers jobs
• Deloitte 102 operations program managers jobs

Choose from 10+ customizable operations program manager resume templates

Compare different operations program managers

Operations program manager vs. general manager of operations.

General managers of operations are employed to oversee the overall operations of businesses. Their responsibilities include the improvement of the efficiency of the operations and overall management. They coordinate the primary performance goals for direct reporting functions and set the strategies for the organization. It is their responsibility to communicate strategy as well as results to employees. They also engage with the corporate officers in the strategic planning and development of the organization or enterprise.

These skill sets are where the common ground ends though. The responsibilities of an operations program manager are more likely to require skills like "project management," "program management," "infrastructure," and "excellent interpersonal." On the other hand, a job as a general manager of operations requires skills like "develop team," "financial statements," "payroll," and "personnel processes." As you can see, what employees do in each career varies considerably.

Operations program manager vs. Manager, center operations

The duties of a manager of center operations depend on one's industry of employment. Typically, their responsibilities revolve around overseeing business operations, setting targets, assessing the workforce's performance, and performing corrective measures on any issues or concerns. Moreover, there are also instances where they have to produce progress reports, devise strategies for optimal business performance, delegate tasks, and even manage the budget. As a manager, it is crucial to lead and encourage the team to reach goals and sales targets while implementing the company's policies and regulations.

While some skills are similar in these professions, other skills aren't so similar. For example, resumes show us that operations program manager responsibilities requires skills like "program management," "customer service," "logistics," and "excellent interpersonal." But a manager, center operations might use other skills in their typical duties, such as, "osha," "standard operating procedure," "quality standards," and "patients."

Operations program manager vs. Group manager

Group Managers are employees who oversee a specific department, team, or any group in the company. They are usually tenured employees or industry experts. Group Managers oversee their team's performance and professional growth. They set clear, strategic goals for the team and create plans to reach these goals. They monitor the achievement of such goals and guide their team along the way. They also manage the team professionally. The coach team members train the employees if there are updates or new strategies and ensure that they remain engaged. They motivate their team to perform well and strive hard to reach group goals.

The required skills of the two careers differ considerably. For example, operations program managers are more likely to have skills like "infrastructure," "excellent interpersonal," "oversight," and "ops." But a group manager is more likely to have skills like "client relationships," "performance management," "quality standards," and "financial analysis."

Operations program manager vs. Performance manager

As the name entails, performance managers are responsible for maintaining and improving employee performance based on organizational objectives. Their job may vary depending on the industry they work in, but common duties include collecting and analyzing performance data, developing effective systems for information collection, and performing statistical performance analysis. Additional duties of a performance manager may include organizing and conducting training and development on best practices and resolving workplace barriers to performance.

Even though a few skill sets overlap between operations program managers and performance managers, there are some differences that are important to note. For one, an operations program manager might have more use for skills like "program management," "infrastructure," "logistics," and "oversight." Meanwhile, some responsibilities of performance managers require skills like "performance management," "performance improvement," "sql," and "sales process. "

Types of operations program manager

• Operations Manager
• Program Manager
• Operations Project Manager
• General Manager Of Operations
• Group Manager
• Regional Operation Manager

Updated June 25, 2024

Editorial Staff

The Zippia Research Team has spent countless hours reviewing resumes, job postings, and government data to determine what goes into getting a job in each phase of life. Professional writers and data scientists comprise the Zippia Research Team.

What an Operations Program Manager Does FAQs

How much should an operations manager be paid, is program manager a good career, search for operations program manager jobs, what similar roles do.

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Operations Program Manager Related Careers

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• Operations Management Specialist
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Operational Planning: How to Make an Operations Plan

The operations of your business can be defined as the sum of all the daily activities that you and your team execute to create products or services and engage with your customers, among other critical business functions. While organizing these moving parts might sound difficult, it can be easily done by writing a business operational plan. But before we learn how to make one, let’s first understand what’s the relationship between strategic and operational planning.

Operational Planning vs. Strategic Planning

Operational planning and strategic planning are complementary to each other. This is because strategic plans define the business strategy and the long-term goals for your organization, while operational plans define the steps required to achieve them.

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What Is a Strategic Plan?

A strategic plan is a business document that describes the business goals of a company as well as the high-level actions that will be taken to achieve them over a time period of 1-3 years.

What Is an Operational Plan?

Operational plans map the daily, weekly or monthly business operations that’ll be executed by the department to complete the goals you’ve previously defined in your strategic plan. Operational plans go deeper into explaining your business operations as they explain roles and responsibilities, timelines and the scope of work.

Operational plans work best when an entire department buys in, assigning due dates for tasks, measuring goals for success, reporting on issues and collaborating effectively. They work even better when there’s a platform like ProjectManager , which facilitates communication across departments to ensure that the machine is running smoothly as each team reaches its benchmark. Get started with ProjectManager for free today.

What Is Operational Planning?

Operational planning is the process of turning strategic plans into action plans, which simply means breaking down high-level strategic goals and activities into smaller, actionable steps. The main goal of operational planning is to coordinate different departments and layers of management to ensure the whole organization works towards the same objective, which is achieving the goals set forth in the strategic plan .

How to Make an Operational Plan

There’s no single approach to follow when making an operation plan for your business. However, there’s one golden rule in operations management : your strategic and operational plans must be aligned. Based on that principle, here are seven steps to make an operational plan.

• Map business processes and workflows: What steps need to be taken at the operations level to accomplish long-term strategic goals?
• Set operational-level goals: Describe what operational-level goals contribute to the achievement of larger strategic goals.
• Determine the operational timeline: Is there any time frame for the achievement of the operational plan?
• Define your resource requirements: Estimate what resources are needed for the execution of the operational plan.
• Estimate the operational budget: Based on your resource requirements, estimate costs and define an operational budget.
• Set a hiring plan: Are there any skills gaps that need to be filled in your organization?
• Set key performance indicators: Define metrics and performance tracking procedures to measure your team’s performance.

Free Operational Plan Template

Leverage everything you’ve learned today with our template. This free operational plan template for Word will help you define your budget, timeline, KPIs and more. It’s the perfect first step in organizing and improving your operations. Download it today.

What Should be Included in an Operational Plan?

Your operational plan should describe your business operations as accurately as possible so that internal teams know how the company works and how they can help achieve the larger strategic objectives. Here’s a list of some of the key elements that you’ll need to consider when writing an operational plan.

Executive Summary

An executive summary is a brief document that summarizes the content of larger documents like business plans, strategic plans or operation plans. Their main purpose is to provide a quick overview for busy stakeholders.

Operational Budget

An operational budget is an estimation of the expected operating costs and revenues for a given time period. As with other types of budget, the operational budget defines the amount of money that’s available to acquire raw materials, equipment or anything else that’s needed for business operations.

It’s important to limit your spending to stay below your operational budget, otherwise, your company could run out of resources to execute its normal activities. You can use our free operating budget template for Excel to track your operating costs.

Operational Objectives

It’s essential to align your operational objectives with your strategic objectives. For example, if one of your strategic objectives is to increase sales by 25 percent over the next three years, one possible operational objective would be to hire new sales employees. You should always grab your strategic plan objectives and turn them into one or multiple action items .

Processes & Workflows

Explain the various business processes, workflows and tasks that need to be executed to achieve your operational objectives. Make sure to explain what resources are needed, such as raw materials, equipment or human resources.

Operational Timeline

It’s important to establish a timeline for your operational plan. In most cases, your operational plan will have the same length as your strategic plan, but in some scenarios, you might create multiple operational plans for specific purposes. Not all operational plans are equal, so the length of your operational timeline will depend on the duration of your projects , workflows and processes.

Hiring Plan

Find any skills gap there might be in your team. You might need to hire a couple of individuals or even create new departments in order to execute your business processes .

Quality Assurance and Control

Most companies implement quality assurance and control procedures for a variety of reasons such as customer safety and regulatory compliance. In addition, quality assurance issues can cost your business millions, so establishing quality management protocols is a key step in operational planning.

Key Performance Indicators

It’s important to establish key performance indicators (KPIs) to measure the productivity of your business operations. You can define as many KPIs as needed for all your business processes. For example, you can define KPIs for marketing, sales, product development and other key departments in your company. This can include product launch deadlines, number of manufactured goods, number of customer service cases closed, number of 5-star reviews received, number of customers acquired, revenue increased by a certain percentage and so on.

Risks, Assumptions and Constraints

Note any potential risks, assumptions and time or resource constraints that might affect your business operations.

What Are the Benefits of Operational Planning?

Every plan has a massive effect on all team members involved, and those can be to your company’s benefit or to their detriment. If it’s to their detriment, it’s best to find out as soon as possible so you can modify your operational plan and pivot with ease.

But that’s the whole point of operational planning: you get to see the effect of your operations on the business’s bottom line in real time, or at every benchmark, so you know exactly when to pivot. And with a plan that’s as custom to each department as an operational plan, you know exactly where things go wrong and why.

How ProjectManager Can Help with Operational Planning

Creating and implementing a high-quality operational plan is the best way to ensure that your organization starts out a project on the right foot. ProjectManager has award-winning project management tools to help you craft and execute such a plan.

Gantt charts are essential to create and monitor operational plans effectively. ProjectManager helps you access your Gantt chart online so you can add benchmarks for operational performance reviews. You can also create tasks along with dependencies to make the operation a surefire success.

Whether you’re a team of IT system administrators, marketing experts, or engineers, ProjectManager includes robust planning and reporting tools. Plan in sprints, assign due dates, collaborate with team members and track everything with just the click of a button. Plus, we have numerous ready-made project reports that can be generated instantly, including status reports, variance reports, timesheet reports and more.

Related Operations Management Content

• Operational Strategy: A Quick Guide
• Operations Management: Key Functions, Roles and Skills
• Operational Efficiency: A Quick Guide
• Using Operational Excellence to Be More Productive

Operational planning isn’t done in a silo, and it doesn’t work without the full weight of the team backing it up. Ensure that your department is successful at each benchmark. ProjectManager is an award-winning pm software dedicated to helping businesses smooth out their operational plans for a better year ahead. Sign up for our free 30-day trial today.

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Facebook (Meta) Operations Management: 10 Decision Areas, Productivity

Meta Platforms (formerly Facebook Inc.) succeeds as one of the biggest online social media companies by effectively addressing the 10 strategic decision areas of operations management (OM). Each of these areas pertains to operational concerns in maximizing the productivity and efficiency of the corporation. In this business analysis case of Facebook, human resources and facilities are developed to ensure that operations management is effective in achieving the strategic objectives for these 10 areas of operations management decisions. For example, jobs are designed to optimize work efficiency and the effectiveness of Facebook’s (Meta’s) organizational structure (company structure) . With a growing number of users worldwide, the company supports its social networking, marketplace, and advertising services with best practices in operations management. Through continuous improvement, Meta ensures that it meets its objectives for the 10 strategic decision areas of operations management. Such a business condition facilitates strategic management success in optimizing Facebook’s operations, productivity, and corresponding financial performance.

Operations management at Meta Platforms is developed and maintained based on the company’s strategies and objectives for efficiency and continuous improvement in all business areas. Facebook satisfies the 10 strategic decisions for the maximum productivity of its social media operations. The consequences of this operations management situation include Meta’s competence in dealing with the competitive effects of the social media and advertising service businesses of Google (Alphabet) , X (Twitter), Microsoft ’s LinkedIn, and Snap (Snapchat), and the marketplace businesses of Amazon , eBay , and Walmart Marketplace.

Facebook’s (Meta’s) Operations Management, 10 Decision Areas

1. Design of Goods and Services . Part of Facebook’s design strategy is to continuously innovate its products. In this decision area, the objective is to achieve a product design that aligns with business goals through operations management streamlining. In this case, continuous innovation of the social media network and mobile apps, along with new product development, is seen as a strategic approach to ensure the company’s competitiveness in the long term. Facebook’s (Meta’s) marketing mix or 4P is partially based on the outputs involving this operations management area. The company develops its marketing strategies to accommodate the design of services offered to target customers.

2. Quality Management . Operations management focuses on meeting customers’ quality requirements in this strategic decision area. Facebook meets such requirements through suitable human resource policies. For example, the company uses small teams to rapidly innovate and continually improve the quality of the multinational social network and related services. In addition, the company collects feedback from users to address issues based on user experience. These operations management efforts facilitate the fulfillment of Facebook’s (Meta’s) vision statement and mission statement . For instance, high-quality social media services lead to better global communication that attracts online users. In turn, a larger user base satisfies market penetration, which is among the approaches included in Facebook’s (Meta’s) generic competitive strategy and intensive growth strategies .

3. Process and Capacity Design . Considering its online nature, Facebook addresses this strategic decision area by including automation. Meta’s operations managers are concerned about the processes and resources needed for adequate service capacity for users and advertisers. In Facebook’s operations management, online technologies are used alongside an innovative approach to human resource management. For example, iteration of product improvement and innovation is supported through online technologies that facilitate efficient dissemination of data among work teams in the company’s facilities. The competencies identified in the SWOT analysis of Facebook (Meta Platforms) are supported and enhanced through effectiveness in maintaining processes and capacities that suit the specific needs of the social media and digital advertising business.

4. Location Strategy . Meta’s operations management objective in this strategic decision area is to optimize nearness to resources and markets. In the case of Facebook, nearness to markets is not an issue because the company’s social media services are accessible around the world through the Internet. However, the firm is concerned about nearness to resources. Facebook’s approach is to keep its operations near the best talent pools. For example, the company’s headquarters are located in Silicon Valley, which provides access to the area’s high-quality talent suitable for computing technology businesses. Also, Facebook maintains most of its overseas offices in urban centers for ease of access to the labor market.

5. Layout Design and Strategy . The efficiency of Meta’s internal communication and movement of human resources and materials is the strategic objective in this decision area of operations management. Facebook addresses this objective through the innovative layouts of its offices. For example, the company integrates open spaces to encourage brainstorming and creative interactions. Such interactions are essential to supporting Facebook’s product development processes to improve the social media and advertising business. On the other hand, for facilities that house web servers, Facebook’s operations managers use industry standard layouts to maximize capacity and utilization.

6. Job Design and Human Resources . Facebook’s operations management is concerned with developing human resources in this strategic decision area. The company’s aim is to maintain an adequate and capable workforce for the online social media, marketplace, and advertising business. For example, the company uses a continuous recruitment strategy. Facebook’s (Meta’s) corporate social responsibility strategy addresses this concern through a Ph.D. program that allows students to work at the company’s offices. This program also allows the company to access high-quality talent and future hires. Such efforts in this operations management area influence the implementation of Facebook’s (Meta’s) organizational culture (business culture) , which depends on social dynamics among workers.

7. Supply Chain Management . The bulk of Facebook’s operations management concern in this strategic decision area focuses on corporate facilities. Most of these facilities are located where supplies are accessible or where cost effectiveness can be maximized. For example, many of Meta’s data centers are located in areas with optimal access to equipment supply, the labor market, energy, and suitable environmental operational conditions. Collaborative effort with suppliers helps minimize suppliers’ competitive influence determined in the Five Forces analysis of Facebook (Meta Platforms) . In addition, the company develops and maintains its data centers, instead of outsourcing operations. This approach supports the competence of Facebook’s social networking website, mobile apps, and related online advertising services.

8. Inventory Management . The objective in this strategic decision area is to optimize inventory purchasing and holding. Facebook’s approach for this area is just-in-time inventory, which involves short intervals between purchasing and installation of supplies, especially equipment used for data centers. The company designs its data centers and outsources the manufacturing of equipment. Strategic efforts in this area of operations management contribute to technological enhancement to address relevant technological trends, such as the ones identified in the PESTEL/PESTLE analysis of Facebook (Meta Platforms) .

9. Scheduling . Facebook focuses on continuous iteration to address this strategic decision of operations management. This area’s objective is to ensure that intermediate and short-term schedules satisfy Meta’s business needs. In this case, scheduling for data centers is regular, while scheduling for offices is flexible. For example, at data centers, equipment arrives and is installed regularly. At offices, Facebook uses flexible schedules to enable and empower work teams to creatively discuss and solve problems. Flexibility supports the continuous improvement of the company’s social networking website, mobile apps, and advertising services.

10. Maintenance . Facebook operations managers use a variety of approaches for adequacy of business processes. Such adequacy is the operations management objective in this strategic decision area. Meta has a data center located in Sweden to take advantage of the country’s cold climate to minimize maintenance costs for equipment temperature control. Facebook also has dedicated IT teams for iterating and producing new versions of the company’s social media websites and mobile apps.

Productivity at Facebook (Meta Platforms)

Facebook’s productivity depends on the effective application of operations management principles. The corporation uses a wide variety of criteria or measures to determine actual productivity in supporting its social media and advertising business. The following are some of the criteria applicable to Meta for this purpose:

• Number of servers per day (Data center productivity)
• Issues solved per day (Work team productivity)
• Number of tickets/reports processed per day (Customer service productivity)

Facebook’s productivity objectives aim to match the capacities of technological resources used in the business organization. Such matching helps maximize the actual operational outputs and benefits of the company’s assets. Also, Meta’s subsidiaries apply different sets of productivity criteria in their strategic operations management.

• Mendonça, G. D., & Junior, O. F. L. (2023). Artificial intelligence applied to supply chain operations management: A systematic literature review. International Journal of Logistics Systems and Management, 45 (1), 1-30.
• Meta Platforms, Inc. – Form 10-K .
• Meta Platforms, Inc. – Product Innovation .
• Meta Platforms, Inc. – Responsible Supply Chain .
• Meta Sustainability – Data Centers .
• Reid, R. D., & Sanders, N. R. (2023). Operations Management: An Integrated Approach . John Wiley & Sons.
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How to Write a Business Plan Outline in 9 Steps (Example Included!)

Starting a business often begins with writing a business plan , especially if you need funding . It acts as a roadmap, guiding you through each stage of launching and managing your company, and it presents a clear, compelling case to potential investors and partners. But here's the thing: not everyone finds this step intuitive. That's where a business plan outline can be incredibly helpful.

Creating a detailed business plan outline helps you organize your thoughts and ensure you cover all the key aspects of your business strategy. Plus, it might be just what you need to overcome that blank page and start typing.

Below, you'll find an easy-to-follow guide on how to craft your business plan outline, and an example to show you what it should look like.

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What is an outline of a business plan?

Think of a business plan outline as the skeleton of your entire business plan. It gives a high-level overview of the main sections you'll need to flesh out later. It's not the final document but a crucial step in getting you there.

Simply put, it's like creating a detailed table of contents for your business plan, showing you exactly what information to include and how everything fits together. A well-structured business plan outline also helps you plan things ahead, saving time and effort.

Writing a business plan outline in 9 steps

Follow these steps to build your business plan outline and learn exactly what each section should include.

(Bear in mind that every business plan is unique, tailored to the specific needs and goals of the business. While the structure below is common, the order of sections may vary—only the executive summary will always come first.)

1. Executive summary

Imagine you have just 60 seconds to convince someone to invest in your business. That's the essence of a strong executive summary. Although it appears first on your business plan, this section is often written last because it sums up the entire plan. Think of it as your elevator pitch . This section gives a quick overview of your entire business plan, highlighting key points that grab the reader's attention.

Keep it clear and concise. Start with a brief overview of your business, including its name and what it offers. Summarize your mission statement and objectives, and don’t forget to mention crucial aspects like financial projections and competitive advantages.

2. Company description

Here's where you provide detailed information about your company. Begin with the business name and location. Describe the legal structure (e.g., sole proprietorship, partnership, corporation) and ownership. If your business already exists, share a brief history.

For new ventures, explain the business's nature and the problems you aim to solve. Go into more detail about your vision and mission statements, outlining your goals and the principles guiding your business. This section helps potential investors and stakeholders grasp your company’s identity and purpose.

3. Market research and analysis

This section shares insights into your company’s industry. Start with a landscape analysis to give an overview of the market, including its size, growth rate, and key players.

Next, define your target market and customer demographics—age, location, income, and interests—detailing who your ideal customers are. Identify market needs and trends your business will address, and highlight customer pain points your product or service aims to solve.

Consider conducting a SWOT analysis to evaluate your business's strengths, weaknesses, opportunities, and threats, and gain a strategic view of where your business stands in the competitive landscape.

4. Organization and management

Describe how your business is structured and who runs it. Outline the organizational structure, and if helps, include a chart. Introduce the leadership team and key personnel, highlighting their qualifications and roles. If you have a board of directors, mention them and briefly explain their involvement.

Then, outline your production processes, detailing how your product or service is (or will be) created—from sourcing materials to delivery—to give a comprehensive view of your operational capabilities.

5. Products and services

This section of your business plan outline is crucial for showing potential investors what makes your products and services unique and valuable.

Clearly describe what your business offers, emphasizing your unique selling propositions (USPs) and the benefits and features that set you apart from the competition. Talk about the product life cycle, including any plans for future updates.

If your business holds any intellectual property or proprietary technologies, detail them here to underscore your competitive advantages.

6. Marketing strategy

Having a fantastic product or service is just half the battle. The marketing plan section should outline how you'll reach your target market and convert them into customers.

Begin with market positioning and branding, explaining how you want your brand perceived. Detail your marketing and promotional strategies, including specific tactics to reach your target audience.

Discuss your sales strategy, focusing on how you'll convert leads into customers. Lastly, include your pricing strategy and provide a sales forecast, projecting your expected revenue over a certain period.

7. Operations plan

Here, the goal is to give a detailed overview of the physical and logistical aspects of your company. Start with the business location and facilities, describing where it operates and any significant physical assets. Detail the technology and equipment needed for daily operations.

Briefly describe your supply chain and logistics processes to illustrate how you manage inventory, procurement, and distribution. Finish it by outlining your production process and quality control measures to ensure your products or services consistently meet high standards.

8. Financial plan

Use this section of the business plan to show how your company will succeed financially. Include financial projections like income statements and cash flow statements. Specify how much capital you need and how you plan to use it, discussing funding sources.

Conduct a break-even analysis to estimate when your business will become profitable. Be transparent and address any financial risks and assumptions, outlining how you plan to mitigate them.

9. Appendices and exhibits

In this section, include any additional information that supports your business plan. This might be resumes of key personnel to highlight your team's expertise and experience, or even legal documents and agreements.

Include market research data and surveys to back up your market analysis. Add financial statements for a detailed look at your financial plan. Also, provide detailed product specifications to give a clear understanding of your products and services.

Here's a business plan outline example

Not quite there yet? Take a look at this business plan outline example—it will make everything clear for you.

3.1 Executive Summary

• Overview of the business
• Key points of the business plan

3.2 Company Description

• Business name and location
• History and nature of the business
• Legal structure and ownership
• Vision and mission statement

3.3 Market Research and Analysis

• Industry analysis
• Target market and customer demographics
• Market needs, trends
• Customer pain points
• SWOT analysis

3.4 Organization and Management

• Organizational structure
• Leadership team and key personnel
• Roles and responsibilities
• Board of directors (if applicable)
• Production processes

3.5 Products and Services

• Description of products or services offered
• Unique selling propositions, benefits, features
• Product lifecycle and development plans
• Intellectual property and proprietary technologies

3.6 Marketing Strategy

• Market positioning and branding
• Marketing and promotional strategies
• Sales strategy and tactics
• Pricing strategy and sales forecast

3.7 Operations Plan

• Business location and facilities
• Technology and equipment
• Supply chain and logistics
• Production process and quality control

3.8 Financial Plan

• Financial projections (income statements, balance sheets, cash flow statements)
• Funding requirements and sources
• Break-even analysis
• Financial risks and assumptions

3.9 Appendices and Exhibits (if applicable)

• Supporting documents and additional information
• Resumes of key personnel
• Legal documents and agreements
• Market research data and surveys
• Financial Statements
• Detailed Product Specifications

Bonus tips on how to write a winning business plan

Once you've done your business plan outline, it's time to fill in the gaps and craft a winning business plan. Here are some bonus tips to keep in mind:

• Tailor it to fit your business : Customize sections to meet industry-specific needs and highlight what makes your business unique.
• Keep it clear and concise : Use straightforward language and support your points with data to ensure easy understanding and avoid any confusion.
• Set actionable and realistic goals : Define measurable objectives with clear timelines and milestones to track your progress.
• Update regularly : Keep your plan dynamic by making regular updates to reflect changes in goals, market conditions, and strategies.
• Seek feedback : Gain insights from mentors and advisors to refine your plan.

Read this next: How to Start a Business in 8 Steps: A Comprehensive Guide from Concept to Launch