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. If you’re driven to solve meaningful challenges, we’d love to meet you.
Who We Are
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.
What You’ll Do
Recruiting PMO — Cross-Functional Delivery & Rigor
- 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.
Who You Are
- 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.
#LI-JK1
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.
The Trade Desk also offers a competitive benefits package. Click here to learn more.
Note: Interns are not eligible for variable incentive awards such as stock-based compensation, retirement plan, vacation, tuition reimbursement or parental leave
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.
Skills Required
- 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 (must be able to speak to configuration you personally built).
- Greenhouse experience.
- Experience leading at least one system implementation or migration end to end, including requirements, data mapping, testing, cutover, and post-launch support.
- Process design and change management experience (documenting and landing adopted standards).
- Working fluency with reporting and analytics and comfort with BI tooling.
- SQL experience.
- Experience configuring and administering tools like Smartsheet, Jira, Confluence, and SharePoint within governance and change management.
- Strong written communication and ability to produce executive summaries, status narratives, and decision documents.
- Proven ability to influence senior stakeholders without formal authority and manage scope and prioritization.
- Comfort with ambiguity and ability to scope and plan for vague, complex problems.
The Trade Desk Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about The Trade Desk and has not been reviewed or approved by The Trade Desk.
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Affordable Benefits — Healthcare premiums are often paid in full for employees and dependents, reducing out-of-pocket costs. Coverage includes medical, dental, and vision alongside mental health and wellness support.
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Equity Value & Accessibility — Packages commonly include new-hire stock grants, a generous Employee Stock Purchase Plan, and equity refreshers tied to performance. Feedback suggests equity meaningfully boosts total compensation alongside base pay and bonuses.
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Leave & Time Off Breadth — Generous PTO, paid holidays, paid sick time, and sabbaticals are available. Paid parental leave and extensive family-planning support broaden time-off and caregiving coverage.
The Trade Desk Insights
What We Do
The Trade Desk is changing the way global brands and their agencies advertise to audiences around the world. Our mission is to transform media for the benefit of humankind. Our media-buying platform helps brands deliver a more insightful and relevant ad experience for consumers — and sets a new standard for reach, accuracy, and transparency.
Why Work With Us
With up to 11 million queries per second and SLAs in the milliseconds, we’re tackling data and software challenges at massive scale. While we’re growing fast, investing in our value based company culture remains one of our top priorities. If you’re talented, driven, and hungry to bring something entirely new and wildly ambitious, let's talk.
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