Sr. Technical Program Manager - Talent Acquisition

About The Trade Desk It's more than just clicks. Premium streaming TV. One-click commerce. Trusted journalism. The world’s most popular audio and podcasts. All these amazing online experiences thrive on an open internet. And they’re all fueled by relevant advertising. That’s why we created an independent media buying platform designed for the open internet. One that helps brands grow and thrive by giving them access to more: more customers engaging with more of the content they love across more channels and devices, and more transparency and precision at every stage.

The Trade Desk

We’re committed to making digital advertising better, because the future of the open internet depends on it.

Online AdvertisingReal Time BiddingDemand Side PlatformsBehavioral Targetingand Data Management Platforms

T

thetradedesk.com

1,001-5,000 employees

Technology, Information and Internet

Ventura, CA

2009

Public Company

269k LinkedIn followers

Raised $257.5M

• independent platform for digital advertising, with over 3,000 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.
• If you’re driven to solve meaningful challenges, we’d love to meet you.
• 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.
• Bring delivery rigor. Build and maintain project plans, milestones,
• dependency maps, RAID logs, and operating rhythms that keep stakeholders
• aligned and accountable.
• Drive execution across teams. Coordinate work across Recruiting, People,
• Legal, Procurement, Finance, Business Engineering, and TA Ops pillars,
• escalating risk early with clear recommendations.
• Own the single front door. Design and improve the intake experience,
• including routing, request quality, acknowledgement, ownership assignment,
• deflection, and status visibility.
• Run prioritization with transparency. Support the alignment forum, score
• requests on value versus effort, and make tradeoffs clear when work is
• sequenced, deferred, or declined.
• Turn demand into roadmap themes. Use intake patterns, escalations, and
• recurring pain points to inform the Now / Next / Later roadmap with success
• measures attached.
• Design process, not just documentation. Map current state, identify friction,
• design future state, and land the change in a way teams can adopt.
• Own SOPs and change management. Create standards, runbooks, communications,
• and launch materials that make changes stick beyond launch week.
• Build the knowledge and adoption layer. Develop training, self-serve content,
• and feedback loops that reduce tickets, improve adoption, and shorten time to
• resolution.
• Configure in the ATS. Build and test requisition and job templates, interview
• plans, scorecards, approvals, offer workflows, custom fields, automations,
• and notifications in partnership with Rec Tech.
• Lead implementations and migrations. Own requirements, data mapping,
• configuration, test planning, UAT, cutover, and post-go-live hypercare as a
• program.
• Support the delivery stack. Configure and administer tools like Smartsheet,
• Jira, Confluence, and SharePoint within governance, compliance, and change
• management guardrails.
• Instrument what you build. Define success measures for speed, quality,
• adoption, satisfaction, and risk, and confirm the data exists before launch.
• Build clear reporting and recommendations. Create portfolio, intake, and
• roadmap reporting that turns data into decisions, not just dashboards.
• Strengthen stakeholder trust. Provide clear ownership, transparent
• prioritization, predictable communication, and follow-through while gathering
• feedback from Recruiting Leadership and cross-functional partners.

• 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.
• In accordance with various US state laws, the range provided is the Trade Desk's
• reasonable estimate of the base compensation for this role. The actual amount
• may differ based on non-discriminatory factors such as experience, knowledge,
• skills, and location.  All employees may be eligible to become The Trade Desk
• shareholders through eligibility for stock-based compensation grants, which are
• awarded to employees based on company and individual performance. The Trade Desk
• also offers other compensation depending on the role such as variable
• compensation-based incentives and commissions. Plus, expected benefits for this
• role include 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, and 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.

• Note: Interns are not eligible for variable incentive awards such as stock-based
• compensation, retirement plan, vacation, tuition reimbursement or parental leave
• At the Trade Desk, Base Salary is one part of our competitive total compensation
• and benefits package and is determined using a salary range. The base salary
• range for this role is
• [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.