Manager, Talent Acquisition

About DAT DAT Freight & Analytics is an award‑winning employer of choice and a next‑generation SaaS technology company that has been at the leading edge of freight and logistics innovation for nearly five decades. Founded in 1978, DAT operates the largest freight marketplace in North America — processing 250 million+ load posts annually and maintaining one of the largest repositories of freight market transaction data in the world. On a defined path to $1 billion in revenue, DAT deploys a suite of software solutions, machine learning models, and intelligent automation tools that help brokers, carriers, and shippers price freight accurately, source capacity, reduce risk, and operate more efficiently. With nearly 700 teammates across offices in Denver, CO; Portland, OR; Seattle, WA; Springfield, MO; Toronto, ON; and Bangalore, India, DAT combines the credibility of a multi‑decade market leader with the drive of a company that is not done disrupting the industry it helped build. For more information, visit The Opportunity 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. 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. 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. What You’ll Do Lead and Develop the Talent Acquisition Team Lead a high‑performing recruiting team that owns the full recruiting experience technical and corporate functions Set 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 Serve as a Consultative Talent Advisor 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 Own Quality of Hire as the North Star 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 Drive Executive and Senior‑Level Searches 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 Be Data‑Driven with a Bias for Action 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 them Present 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 Stay Ahead of the Curve 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 early Partner 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 What We’re Looking For Required 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) functions Knowledge of employment and hiring compliance across multiple states Preferred Demonstrated experience personally leading executive‑level searches (Director+ and C‑suite) Experience at a B2B SaaS or data/analytics company Experience supporting hiring across multiple offices and geographies Familiarity with AI‑assisted recruiting tools and workflows Background working within a larger corporate structure (PE‑backed or public company subsidiary) Key Competencies 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. Why DAT? DAT is an award‑winning employer of choice. For starters, we have a hybrid work environment, but we also know what makes a great workplace. We have a time‑tested and resolute set of operating values predicated on integrity, mutual respect, open communication, and executing with excellence. These values inform our strategic vision as much as any one of our products does. We’ve been an employer of choice in the Portland metropolitan area for four decades, and within one year of opening our Denver office, DAT was #26 on Built In Colorado’s 100 Best Places to Work In Colorado. Medical, Dental, Vision, Life, and AD&D insurance Parental Leave Up to 20 days of paid time off starting in year one An additional 10 holidays of paid time off per calendar year 401k matching (immediately vested) Employee Stock Purchase Plan Short‑ and Long‑term disability sick leave Flexible Spending Accounts Health Savings Accounts Employee Assistance Program Additional programs - Employee Referral, Internal Recognition, and Wellness Free TriMet transit pass (Beaverton Office) Competitive salary and benefits package Work on impactful projects in a cutting‑edge environment Collaborative and supportive team culture Opportunity to make a real difference in the trucking industry Employee Resource Groups Colorado For Colorado‑based candidates, in compliance with the Colorado Equal Pay for Equal Work Act, the salary range for this role is $128,125 – $164,300. DAT considers factors such as scope and responsibilities of the position, candidate’s work experience, education and training, core skills, internal equity, and market and business elements when extending an offer. Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60‑1.35(c) #J-18808-Ljbffr