Talent Lead

Job Description

Job Description

Who We Are

Baton is Ryder 's in-house product development group focused on harnessing emerging technologies to redefine transportation and logistics. With $10B in freight under management, our technology reaches every part of the U.S. economy.

We design and ship category-defining software that enables Ryder and its 50,000+ customers—including some of the world's most well-known brands—to plan and execute freight intelligently, efficiently, and cost-effectively. Our work includes everything from customer-facing software to the data platform that will power the next era of innovation at Ryder.

Baton's mission : enable supply chain on autopilot.

Ryder acquired Baton in 2022 to power its next wave of digital products. We operate at startup speed, with Fortune 500 reach. If you have a passion for solving complex problems and creating impact for the engine of the American economy, you'll love it here.

Role Talent Lead

Location Hayes Valley, San Francisco, CA

Job Type: Full Time
Work Model: Hybrid
Remote Days: Monday & Friday
Office Days: Tuesday, Wednesday, Thursday

We are looking for a Talent Lead who can build and develop a recruiting team while personally delivering great hires. You'll lead our recruiting efforts, partner closely with hiring managers, and own a meaningful portfolio of technical and non-technical requisitions from kickoff through close.

This is a hands-on people management role. You'll source for challenging searches, build candidate relationships, and close talent yourself while coaching your team and improving how we hire. You'll balance immediate hiring needs with the processes, tools, and partnerships that help recruiting scale.

Success means delivering on your own searches, developing a high-performing team, improving the systems and habits that help us hire well, and building shared accountability for hiring across Baton.

Own searches and deliver exceptional hires

• Manage a significant requisition load across technical and non-technical functions, including high-priority and niche roles
• Lead searches from intake and sourcing through assessment, offers, and closing, with a focus on hire quality and long-term retention
• Build pipelines and targeted sourcing strategies for specialized searches

Build strong hiring manager partnerships

• Align on candidate profiles, assessment criteria, and sourcing and closing strategies, refining your approach through feedback and recruiting data
• Establish shared ownership of hiring, holding managers accountable for timely decisions and follow-through while maintaining strong relationships
• Expand recruiting capacity by helping hiring managers source, activate their networks, and take on tasks that move searches forward

Manage and develop the recruiting team

• Hire and develop recruiters, rec ops, and sourcers through clear expectations, regular coaching, and direct feedback
• Own performance management from goal-setting through review calibration and delivery, addressing gaps and recognizing impact
• Align team capacity with hiring priorities, modeling strong execution through your own searches and taking accountability for team results

Lead and scale recruiting

• Translate business needs into recruiting priorities, creating clarity on ownership, progress, risks, and next steps
• Own hiring analytics and forecasts, giving senior leadership actionable insights and resolving bottlenecks with the team
• Scale hiring processes and implement technology, including AI, that improves workflows and hiring velocity

• 8-10+ years of talent acquisition experience in a startup or similarly fast-paced technology organization
• 3+ years leading and developing recruiting teams in a high-growth technical environment, including at least 3 full performance review cycles spanning goal-setting, calibration, and delivery
• Success attracting and closing technical and non-technical talent across high-priority and niche searches, with evidence of hire quality and retention. You've used both ongoing pipelines and targeted searches effectively
• You've carried a significant requisition load in recent roles—for example, spending 60% or more of your time recruiting—and want to continue owning searches while leading a team
• You've shaped search strategies collaboratively, adapted based on feedback, and built shared accountability for hiring outcomes
• You've set priorities, used analytics to guide decisions, and implemented recruiting technology, including AI, to improve execution. You're comfortable operating autonomously and bringing clarity to ambiguous hiring needs

• Owned broader HR and people operations scope
• Scaled small innovation or tech arm within a larger company
• Experience within freight, logistics, manufacturing, or another operationally complex industry
• Experience configuring and migrating modern recruiting tool stack

• Competitive Base Salary + Cash Bonus Structure
• Annual Company Bonus + Long-Term Incentive Plan
• 401k with Matching
• Hybrid Work Schedule
• Hyper-Stable, publicly traded Enterprise
• Medical, Dental, and Vision Health Coverage
• Employee Stock Purchase Program (15% discount to market value)
• Collaborative, Fun, and Tech-Forward office in Hayes Valley, San Francisco, CA

Compensation Range:  The annual base salary range for this position is $200,000 - $250,000*. Compensation will vary based on factors including skill level, proficiencies, transferable knowledge, and experience. In addition to base salary, Baton's full-time employees are eligible for an annual performance bonus.

Why You Should Join

• Have an immediate impact:
  • With Ryder's existing customer base of 50,000+ companies and an internal headcount of 43,000, the scale and impact of our products will be large and far-reaching, from day one.
• Opportunity to grow and lead in a Fortune 500 company:
  • You'll get to work in a rapidly growing, startup-like environment while having the stability and backing of Ryder and its full executive team.
• Creative, fast-paced environment to solve impactful problems in Supply Chain:
  • We're going to design completely new tools for an industry that hasn't been rethought in decades. And to do this, we need people who think differently.