The Trade Desk

The Trade Desk

Sr. Technical Program Manager - Talent Acquisition

New York; San Francisco · Senior · Full-time

Sponsorship not specified$114k-$208kDetected 2 days ago
SQLAccessibilityJiraConfluenceProcurementRecruitingHRISLeadershipCommunicationSharePoint

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odds of building a lasting career here

59Sponsors, lottery-bound
Cap-exempt (no lottery)0
Sponsors this role82
Entry-level history0
PERM / green-card track0
Lottery odds (Level IV)94
Fits your clock70

Sponsors, but it's cap-subject — you still face the weighted lottery (~61% per draw at Level IV). Good if you win; have a cap-exempt backup on your list.

Lottery odds assume a STEM candidate.

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Employer immigration record

from this employer's Department of Labor filings

Green-card intent detected

THE TRADE DESK, INC. obtained a prevailing wage determination for Project Management Specialists in New York, NEW YORK on 2026-03-04. No matching green-card filing appears in our data yet. The determination expires in 13 days (2026-09-19), and a green-card filing must follow before then or the employer starts over.+2 more active determinations on file

Green-card follow-through: 50%

Of 8 labor certifications old enough to have been used, 4 expired without the employer filing the next step. Median time from filing to decision: 515 days.100% of their filings were for a worker who already held the job.Only certifications past the 180-day window are counted — recent ones cannot have expired yet.

Files H-1B transfers

9 transfer filings in the last year, covering 9 workers. Median labor-condition decision: 7 days. An employer that already files transfers is one that can take over an existing H-1B.

Sourced from Department of Labor LCA, PERM and prevailing-wage disclosure data. Employer matching is by name, so figures may be split across an employer's legal entities. Absence of a filing means none appears in our copy of the data, not that none exists.

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About the role

  • 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.
  • When you work here, your impact is worldwide.

Responsibilities

  • 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.
  • 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.

Requirements

  • 7+ years in Talent Acquisition Operations, Recruiting Operations, People Technology, or technical program management supporting a talent or HR function.
  • 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.
  • Comfort with BI tooling required; SQL a strong plus.

Nice to have

  • 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.
  • Comfort with BI tooling required
  • SQL a strong plus.

Compensation

  • In accordance with various US state laws, the range provided is the Trade Desk's reasonable estimate of the base compensation for this role.

Company info

  • 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.
  • 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.
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