Sr. Technical Program Manager - Talent Acquisition at The Trade Desk | AdTechTalent
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The Trade Desk
Sr. Technical Program Manager - Talent Acquisition
technical program managementATSGreenhouseWorkday RecruitingSmartRecruitersLeveriCIMSAshbySmartsheetJiraConfluenceSharePointSQLBI toolingtalent acquisitionrecruiting operationsprocess designchange managementreportinganalyticsstakeholder management
Key details
Salary
$94K – $172K
Employment type
Full-time
Seniority
Senior
Years experience
5-10
Location
New York, US; San Francisco, United States
Full job description
The Trade Desk seeks a senior technical program manager to lead strategic Talent Acquisition Operations programs end to end. Responsibilities include managing cross-functional projects, improving intake and prioritization processes, designing and implementing process improvements, configuring ATS systems (Greenhouse preferred), leading system implementations and migrations, and administering tools like Smartsheet, Jira, Confluence, and SharePoint. The role requires 7+ years experience in TA or Recruiting Operations or related technical program management, hands-on ATS configuration experience, process design and change management skills, strong reporting and analytics capabilities including BI tooling and SQL, and excellent stakeholder communication and influence skills. The position is full-time based in New York or San Francisco. Salary range is $93,800–$172,000 USD. Benefits include comprehensive healthcare, retirement plans, disability coverage, life insurance, tuition reimbursement, parental leave, paid sick and vacation time, paid holidays, stock-based compensation, and employee stock purchase plan.
What you'll do
Own strategic programs end to end, leading a portfolio of high-visibility, cross-functional TA Ops programs from scoping through launch, adoption, and measurement
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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
Design and improve the intake experience including routing, request quality, acknowledgement, ownership assignment, deflection, and status visibility
Run prioritization forums with transparency, scoring requests on value versus effort
Turn demand into roadmap themes using intake patterns, escalations, and recurring pain points
Design process improvements, map current state, identify friction, and land change for adoption
Own SOPs and change management including creating standards, runbooks, communications, and launch materials
Develop training, self-serve content, and feedback loops to reduce tickets and improve adoption
Configure ATS including requisition and job templates, interview plans, scorecards, approvals, offer workflows, custom fields, automations, and notifications
Lead implementations and migrations including requirements, data mapping, configuration, test planning, UAT, cutover, and post-go-live hypercare
Configure and administer tools like Smartsheet, Jira, Confluence, and SharePoint within governance and compliance guardrails
Define success measures for speed, quality, adoption, satisfaction, and risk
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)
Led 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
Working fluency with reporting and analytics, including 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 influence senior stakeholders without formal authority
Comfort with ambiguity and ability to scope complex, politically complex problems
Comprehensive healthcare (medical, dental, and vision) with premiums paid in full for employees and dependentsRetirement benefits such as a 401k plan and company matchShort and long-term disability coverageBasic life insuranceWell-being benefitsReimbursement for certain tuition expensesParental leaveSick time of 1 hour per 30 hours workedVacation time for full-time employees up to 120 hours in the first year and 160 hours thereafterAround 13 paid holidays per yearEligibility for stock-based compensation grantsVariable compensation-based incentives and commissionsEmployee Stock Purchase Plan with discounted stock purchase
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