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About the Role

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. Your leverage comes from delivery rigor, technical fluency, and earned trust.

Responsibilities

Own strategic programs end to end, leading a portfolio of high-visibility, cross-functional TA Ops programs from scoping through launch, adoption, and measurement.
Build and maintain project plans, milestones, dependency maps, RAID logs, and operating rhythms.
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 for implementations and migrations.
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.
Provide clear ownership, transparent prioritization, predictable communication, and follow-through while gathering feedback from Recruiting Leadership and cross-functional partners.

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.
Hands-on ATS administration and configuration experience (Greenhouse strongly preferred; comparable depth in Workday Recruiting, SmartRecruiters, Lever, iCIMS, or Ashby considered).
Must be able to speak to configuration 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 skills; ability to produce an executive one-pager, a status narrative, and a decision document.
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.

Skills

ATS administration
ATS configuration
Greenhouse
Workday Recruiting
SmartRecruiters
Lever
iCIMS
Ashby
Process design
Change management
Reporting
Analytics
BI tooling
SQL
Smartsheet
Jira
Confluence
SharePoint

Location

Global

Work Type

Full-time

Experience Level

Senior

Salary/Compensations

$113,500—$208,100 USD

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
Ability to purchase The Trade Desk stock at a discount through the Employee Stock Purchase Plan
Stock-based compensation grants
Variable compensation-based incentives and commissions

About the Company

The Trade Desk is a global technology company and the world’s leading independent platform for digital advertising, with nearly 4,000 employees across more than 30 offices.
Our technology helps advertisers reach the right audiences across the open internet — from streaming TV and podcasts to mobile apps, news, and more.
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.
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.

Equal Opportunity

As an Equal Opportunity Employer, The Trade Desk is committed to creating an inclusive hiring experience where everyone has the opportunity to thrive.
Please reach out to us at accommodations@thetradedesk.com to request an accommodation or discuss any accessibility needs you may require to access our Company Website or navigate any part of the hiring process.
When you contact us, please include your preferred contact details and specify the nature of your accommodation request or questions.
Any information you share will be handled confidentially and will not impact our hiring decisions.