Talent Acquisition Manager, DAT

• We're looking for someone who operates as a consultative advisor to senior leaders, brings a forward-looking perspective on where recruiting is headed, and still can be hands-on to recruit for senior level roles
• 7+ years of progressive talent acquisition experience, including at least 3 years managing a recruiting team
• Track record of building trusted advisory relationships with senior leaders and hiring managers
• Strong working knowledge of an enterprise ATS (Greenhouse preferred)Comfort with recruiting analytics and the ability to present data-driven insights to executive audiences
• Experience recruiting across both technical (Engineering, Product, Data Science) and corporate (Sales, Marketing, Finance, G&A) functionsKnowledge of employment and hiring compliance across multiple states

Desirable

• DAT Freight & Analytics is looking for a Manager, Talent Acquisition to lead our recruiting function. You'll own the strategy, team, and day-to-day execution of talent acquisition for a high-growth, innovative SaaS organization
• Your north star is quality of hire, and you'll drive a recruiting operation that delivers an exceptional experience for hiring managers, candidates, and your respective team
• Lead a high-performing recruiting team that owns the full recruiting experience technical and corporate functionsSet a clear vision for how the team operates, what good looks like, and a model for continuous improvement
• Create an environment where recruiters are coached, challenged, and growing, not just filling reqs
• Measure and improve the recruiter experience alongside hiring manager and candidate experience, because all three drive long-term recruiting quality
• Act as a strategic partner to cross-functional senior leaders and hiring managers
• Bring market intelligence, talent insights, and honest counsel to workforce planning conversations
• Run intake processes that sharpen role definitions, challenge assumptions, and produce calibrated scorecards
• Influence hiring decisions through data and expertise, pushing back when timelines, expectations, or interview processes aren't set up for success
• Design and refine selection processes that optimize for quality of hire with an appreciation for speed and business needs
• Build feedback loops with hiring managers and new hires to continuously improve how we assess talent
• Maintain exemplary candidate experience standards throughout the process, because how we hire reflects who we are
• Ensure every touchpoint, from first outreach to offer close, reinforces DAT as a destination for top talent
• Personally lead searches for senior level roles, including sourcing, assessment, stakeholder alignment, and close
• Manage the complexity and confidentiality that executive recruiting requires
• Build and maintain a network of senior talent in the markets where DAT competes
• Own recruiting analytics: time to fill, pipeline velocity, source effectiveness, offer acceptance, and quality of hire indicators
• Use data to identify problems early and act on them, not just report on themPresent recruiting performance and market insights to the CPO and executive leadership with clarity and conviction
• Make decisions quickly when the data is clear, and know when to move without perfect information
• Track emerging trends in recruiting technology, AI-assisted workflows, sourcing methods, and candidate engagement
• Evaluate and adopt tools and practices that give the team a real advantage, not just shiny objects
• Bring a point of view on where talent acquisition is going and position the team to get there earlyPartner with Talent Operations on compensation benchmarking, offer strategy, employer brand, and compliance across all hiring locations
• Work closely with People Partnering team to ensure internal equity and team dynamics are considered when bringing new talent into DAT
• Consultative mindset. You earn a seat at the table by bringing insights, not just updates. Leaders seek you out because you make their hiring better
• Quality obsession. You optimize for the right hire, not the fast hire. You build processes and feedback loops that raise the bar over time
• Bias for action. You move quickly, make decisions with conviction, and course-correct when needed. You don't let perfect be the enemy of done
• Experience orientation. You hold a high standard for how hiring managers, candidates, and recruiters experience the process, and you measure it
• Executive presence. You engage credibly with C-suite stakeholders, both as a strategic advisor and as a recruiter personally closing senior talent
• Forward thinking. You have a point of view on where recruiting is headed and you bring that perspective to how the team operates today
• Ownership. You run the function like it's yours. You don't wait for direction on things that obviously need doing