--- title: 'Sr. Technical Program Manager - Talent Acquisition at The Trade Desk' canonical: 'https://feeny.ai/job/sr-technical-program-manager-talent-acquisition-the-trade-desk-new-york-q08wsejz1eyd' type: 'job' last_seen: '2026-09-07' --- # Sr. Technical Program Manager - Talent Acquisition at The Trade Desk - **Company:** The Trade Desk - **Location:** New York, NY / San Francisco, CA - **Compensation:** $114k–$208k - **Posted:** 2026-08-15 - **Last confirmed live:** 2026-09-07 - **Apply:** https://job-boards.greenhouse.io/thetradedesk/jobs/5213035007 ## Job description 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. 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](https://careers.thetradedesk.com/us/en) 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 $113,500—$208,100 USD 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. ## About The Trade Desk ## Company Overview - **One-liner**: The Trade Desk is a global technology company and the world’s leading independent platform for digital advertising, empowering brands and agencies to plan, launch, and optimize programmatic campaigns across all channels with precision and transparency. - **Entity Type**: Public (NYSE: TTD) - **Headquarters**: Ventura, California, USA - **Founded**: Not publicly available (commonly 2009, but not verified in provided sources) - **Founders**: Jeff Green (Chairman, CEO, and Founder) ## Core Business - **Primary industry**: Programmatic digital advertising technology (AdTech) - **Target customers**: B2B – advertising agencies, trading desks, brands, and marketers - **Mission**: To power relevant advertising by providing an independent, transparent media buying platform for the open internet, fostering a healthier global advertising ecosystem. ## Products & Services - **Demand-Side Platform (DSP)**: The core self-service, cloud-based platform for creating, activating, optimizing, and analyzing programmatic campaigns across display, video, connected TV (CTV), audio, and native formats. - **Koa™**: Proprietary artificial intelligence that enhances decisioning, extends audience reach, and improves spend efficiency. - **Planner**: A comprehensive tool for developing data-driven media plans using audience insights to accelerate campaign performance from the start. - **Data Management Platform (DMP)**: A unified solution for onboarding and managing advertiser data, purchasing third-party data, and customizing audience models for activation. - **Enterprise APIs**: A complete toolkit for building customized omnichannel bidding platforms. - **Publisher Management Platform**: Flexible, centralized solution for managing first-party direct deals and accessing a robust third-party deal library. - **OpenPath**: A direct supply path that gives advertisers access to inventory with fewer intermediaries and publishers transparency into advertiser willingness to pay. - **Unified ID 2.0 (UID2)**: An open-source, privacy-centric identity framework designed to provide holistic targeting and measurement without reliance on third-party cookies. ## Market Standing - **Valuation/Market Cap**: Not disclosed in sources (publicly traded; latest figures available on investors.thetradedesk.com) - **Key Metric**: Nearly 4,000 employees across more than 30 offices worldwide; 95% client retention rate for the past 12 years. - **Notable Investors/Partners**: Public company with institutional and retail investors; partners include hundreds of data, inventory, and publisher partners (specific names not listed in sources). - **Growth Signals**: Consistently named to Fortune 100 Fastest-Growing Companies (2021, 2025), TIME America’s Growth Leaders (2026), Forbes America’s Most Successful Mid-Cap Companies (2026); expanded to over 30 offices across Americas, EMEA, and APAC; continuous innovation in identity (UID2) and AI (Koa). ## Competitive Advantages - **Independence**: Not owned or controlled by a walled-garden platform (e.g., Google, Amazon), giving clients objective, transparent media buying. - **Open Internet Focus**: Committed to supporting quality journalism and premium content outside of social media and search. - **Identity Solutions**: Pioneered Unified ID 2.0, a privacy-centric alternative to third-party cookies that is widely adopted across the ecosystem. - **AI-Powered Optimization**: Koa AI leverages real-time data and machine learning to improve campaign outcomes. - **Best-in-Class Brand Safety**: Comprehensive fraud detection, safety partnerships, and a dedicated Marketplace Quality team ensure ad placements are secure. ## Strategic Focus - Continuing to lead the shift of advertising budgets from walled gardens to the open internet, especially in Connected TV and audio. - Advancing privacy-compliant identity and measurement frameworks (UID2, OpenPath) to replace third-party cookies. - Expanding global footprint and deepening partnerships with data, inventory, and publisher partners. - Investing in AI and automation (Koa) to deliver more efficient and effective campaign performance. ## Why Work Here - **Culture & Values**: The company emphasizes an entrepreneurial spirit, growth mindset, and inclusion and belonging. Curiosity is rewarded, and employees are encouraged to own their work and learn from mistakes. - **Impact**: Employees work with the world’s biggest brands and have the opportunity to shape the future of advertising. With a 95% client retention rate, the platform is industry-defining. - **Perks & Benefits**: Wide range of perks and benefits offered globally (details available on careers page); recognized as a Great Place to Work in multiple countries (USA, UK, Canada, Germany, etc.). - **Awards**: Listed on Newsweek’s America’s Greatest Workplaces (2025), Fortune Best Workplaces in Technology (2023), and U.S. News & World Report Best Company to Work For (2024). - **Work Environment**: Offices in over 30 locations across the Americas, EMEA, and APAC; roles span engineering, data science, product management, sales, and more. (Remote/hybrid policy not explicitly stated in sources.) ## Sources 1. [thetradedesk.com](https://www.thetradedesk.com/about-us) 2. [careers.thetradedesk.com](https://careers.thetradedesk.com/) 3. [careers.thetradedesk.com (jobs)](https://careers.thetradedesk.com/jobs) 4. [job-boards.greenhouse.io](https://job-boards.greenhouse.io/thetradedesk) 5. 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