Senior Manager, Talent Acquisition Operations

The Trade Desk•San Francisco, CA

6d•$93,800 - $172,000

About The Position

The Trade Desk is a global technology company and the world’s leading independent platform for digital advertising. Our technology helps advertisers reach the right audiences across the open internet. Advertising powers the content people love. By making it more transparent, effective, and responsible, we help support trusted journalism, quality entertainment, and creators worldwide. The world’s brands and agencies rely on us to reach their customers and grow their businesses responsibly. The scale of our platform brings unique technical challenges — from processing massive datasets in real time to building systems that operate reliably on a global scale. When you work here, your impact is worldwide. We welcome diverse perspectives, encourage curiosity, and build teams that learn from one another. If you’re driven to solve meaningful challenges, we’d love to meet you. Recruiting Operations is capable — but capability without trust does not scale. Our engagement model exists to make our "how" explicit, consistent, and stakeholder-centered. We operate through two deliberately separated motions: RUN, which delivers predictable execution of repeatable work, and CHANGE, which designs and delivers the programs, tooling, and process improvements that scale globally. The separation is on purpose, so urgent service work never crowds out strategic improvement. The Projects & Programs pillar is where CHANGE gets delivered. It combines the Recruiting PMO — cross-functional delivery and rigor — with Recruiting Enablement — process, knowledge, adoption, and intake. It also owns the single front door: the one intake channel through which every TA Ops request arrives, is routed, and is made visible. This is a senior individual contributor role for someone who operates as a technical program manager. You will own strategic projects and programs end to end, and you will be hands-on in the systems those programs depend on. The person who succeeds here is equally credible running a prioritization forum with senior stakeholders and sitting in the system admin console building the workflow that forum just approved. You will not have direct reports; your leverage comes from delivery rigor, technical fluency, and earned trust.

Requirements

7+ years in Talent Acquisition Operations, Recruiting Operations, People Technology, or technical program management supporting a talent or HR function.
Demonstrated end-to-end ownership of complex, cross-functional programs at global or multi-region scale — programs you scoped, built, launched, and measured, not projects you tracked.
Hands-on ATS administration and configuration experience. Greenhouse strongly preferred; comparable depth in Workday Recruiting, SmartRecruiters, Lever, iCIMS, or Ashby considered. You must be able to speak to configuration you personally built.
At least one system implementation or migration led end to end, including requirements, data mapping, testing, cutover, and post-launch support.
Process design and change management experience: turning an ambiguous, undocumented way of working into a documented, adopted standard.
Working fluency with reporting and analytics — defining measures, building dashboards, and reasoning about data models and data quality. Comfort with BI tooling required; SQL a strong plus.
Strong written communication. You can produce an executive one-pager, a status narrative, and a decision document a busy leader can act on without a meeting.
A track record of influencing senior stakeholders without formal authority, including saying no with context and holding the line on scope, sequencing, and quality.
Comfort with ambiguity: able to take a vague, politically complex problem and return a scoped plan.

Responsibilities

Own strategic programs end to end. Lead a portfolio of high-visibility, cross-functional TA Ops programs from scoping through launch, adoption, and measurement, including work with no established playbook.
Build and maintain project plans, milestones, dependency maps, RAID logs, and operating rhythms that keep stakeholders aligned and accountable.
Coordinate work across Recruiting, People, Legal, Procurement, Finance, Business Engineering, and TA Ops pillars, escalating risk early with clear recommendations.
Design and improve the intake experience, including routing, request quality, acknowledgement, ownership assignment, deflection, and status visibility.
Support the alignment forum, score requests on value versus effort, and make tradeoffs clear when work is sequenced, deferred, or declined.
Use intake patterns, escalations, and recurring pain points to inform the Now / Next / Later roadmap with success measures attached.
Map current state, identify friction, design future state, and land the change in a way teams can adopt.
Create standards, runbooks, communications, and launch materials that make changes stick beyond launch week.
Develop training, self-serve content, and feedback loops that reduce tickets, improve adoption, and shorten time to resolution.
Build and test requisition and job templates, interview plans, scorecards, approvals, offer workflows, custom fields, automations, and notifications in partnership with Rec Tech.
Own requirements, data mapping, configuration, test planning, UAT, cutover, and post-go-live hypercare as a program.
Configure and administer tools like Smartsheet, Jira, Confluence, and SharePoint within governance, compliance, and change management guardrails.
Define success measures for speed, quality, adoption, satisfaction, and risk, and confirm the data exists before launch.
Create portfolio, intake, and roadmap reporting that turns data into decisions, not just dashboards.
Provide clear ownership, transparent prioritization, predictable communication, and follow-through while gathering feedback from Recruiting Leadership and cross-functional partners.

Benefits

Comprehensive healthcare (medical, dental, and vision) with premiums paid in full for employees and dependents
Retirement benefits such as a 401k plan and company match
Short and long-term disability coverage
Basic life insurance
Well-being benefits
Reimbursement for certain tuition expenses
Parental leave
Sick time of 1 hour per 30 hours worked
Vacation time for full-time employees up to 120 hours thru the first year and 160 hours thereafter
Around 13 paid holidays per year
Employees can also purchase The Trade Desk stock at a discount through The Trade Desk’s Employee Stock Purchase Plan.