Sr. Manager of Talent Acquisition

Copart•Dallas, TX

About The Position

Copart, Inc. a technology leader and the premier online vehicle auction platform globally, with over 200 facilities located across the world, Copart links vehicle sellers to more than 750,000 buyers in over 190 countries. We believe in providing an unmatched experience, every day and everywhere, driven by our people, processes, and technology. About Copart Copart is a global leader in online vehicle auctions and automotive remarketing services. With operations spanning multiple countries, we support thousands of Members worldwide. Our success is driven by our operational excellence, entrepreneurial mindset, and commitment to integrity, ownership, innovation, and getting results. As Copart transforms its Human Resources function into a true execution engine, how we attract, select, and onboard talent is a critical business capability — not an administrative process. Position Summary The Sr. Manager, Talent Acquisition is the enterprise owner and architect of Copart’s end-to-end talent acquisition and early tenure experience. This role is accountable for redesigning, building, and running a modern, scalable talent acquisition system that spans: “Deciding we need a role” → “Hiring the right person” → “Ensuring they are successful in their first 90 days.” This is not a recruiting manager role. This is a talent system leader role. Reporting to the VP of Human Resources (CHRO equivalent), this leader will define Copart’s hiring philosophy, operating model, processes, tools, and standards — and build a function that consistently delivers quality, speed, and business impact across both field and corporate hiring. The ideal candidate is a builder, operator, and strategist who is equally comfortable designing systems, driving adoption with leaders, and ensuring disciplined execution.

Requirements

Bachelor’s degree in HR, Business, or related field required; advanced degree preferred.
10–12+ years of experience in Talent Acquisition, Recruiting, or Workforce Planning leadership.
Demonstrated experience building or transforming TA functions and operating models.
Experience supporting high-volume field hiring and professional/corporate hiring.
Strong track record of improving quality of hire and early tenure outcomes.
Builder mindset with strong systems thinking.
Strong business and operational acumen.
Excellent at influencing leaders and changing hiring behavior.
Data-driven and outcome-focused.
Pragmatic, execution-oriented, and comfortable in imperfect environments.
Strong people leader and capability builder.
Comfortable challenging the business on talent decisions.