Senior Technical Program Manager

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.

• Intake, Prioritization & Roadmap Formation

• 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.

• Enablement — Process, Knowledge, Adoption & Change

• 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.

• Hands-On Systems Configuration

• 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.

• Measurement & Stakeholder Engagement

• 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

• 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 93,800—172,000 USD

• As an Equal Opportunity Employer, The Trade Desk is committed to creating an inclusive hiring experience where everyone has the opportunity to thrive.