Manager, Talent Acquisition

DAT•Seattle, WA

18d•Hybrid

About The Position

DAT Freight & Analytics is looking for a Manager, Talent Acquisition to lead their recruiting function. This role will own the strategy, team, and day-to-day execution of talent acquisition for a high-growth, innovative SaaS organization. The ideal candidate will act as a consultative advisor to senior leaders, bring a forward-looking perspective on recruiting trends, and be hands-on in recruiting for senior-level roles. The primary focus is on quality of hire, driving a recruiting operation that delivers an exceptional experience for hiring managers, candidates, and the recruiting team.

Requirements

7+ years of progressive talent acquisition experience
At least 3 years managing a recruiting team
Track record of building trusted advisory relationships with senior leaders and hiring managers
Strong working knowledge of an enterprise ATS (Greenhouse preferred)
Comfort with recruiting analytics and the ability to present data-driven insights to executive audiences
Experience recruiting across both technical (Engineering, Product, Data Science) and corporate (Sales, Marketing, Finance, G&A) functions
Knowledge of employment and hiring compliance across multiple states

Nice To Haves

Demonstrated experience personally leading executive-level searches (Director+ and C-suite)
Experience at a B2B SaaS or data/analytics company
Experience supporting hiring across multiple offices and geographies
Familiarity with AI-assisted recruiting tools and workflows
Background working within a larger corporate structure (PE-backed or public company subsidiary)

Responsibilities

Lead and Develop the Talent Acquisition Team: Own the full recruiting experience for technical and corporate functions, set a clear vision for team operations, and foster continuous improvement.
Create an environment where recruiters are coached, challenged, and growing.
Measure and improve the recruiter, hiring manager, and candidate experience to drive long-term recruiting quality.
Serve as a Consultative Talent Advisor: Partner strategically with senior leaders and hiring managers, providing market intelligence and talent insights.
Run intake processes to sharpen role definitions and produce calibrated scorecards.
Influence hiring decisions through data and expertise.
Own Quality of Hire as the North Star: Design and refine selection processes that optimize for quality of hire while balancing speed and business needs.
Build feedback loops with hiring managers and new hires to continuously improve talent assessment.
Maintain exemplary candidate experience standards.
Drive Executive and Senior-Level Searches: Personally lead searches for senior-level roles, managing sourcing, assessment, stakeholder alignment, and close.
Manage the complexity and confidentiality of executive recruiting.
Build and maintain a network of senior talent.
Be Data-Driven with a Bias for Action: Own recruiting analytics (time to fill, pipeline velocity, source effectiveness, offer acceptance, quality of hire indicators).
Use data to identify and act on problems early.
Present recruiting performance and market insights to the CPO and executive leadership.
Make quick decisions when data is clear and know when to move without perfect information.
Stay Ahead of the Curve: Track emerging trends in recruiting technology, AI-assisted workflows, sourcing methods, and candidate engagement.
Evaluate and adopt tools and practices that provide a real advantage.
Bring a point of view on the future of talent acquisition.
Partner with Talent Operations on compensation benchmarking, offer strategy, employer brand, and compliance.
Work closely with the People Partnering team to ensure internal equity and team dynamics are considered.