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. The Opportunity DAT Freight & Analytics is looking for a Manager, Talent Acquisition to lead our recruiting function. You will own the strategy, team, and day‑to‑day execution of talent acquisition for a high‑growth, innovative SaaS organization. We are looking for someone who operates as a consultative advisor to senior leaders, brings a forward‑looking perspective on where recruiting is headed, and can still 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 a high‑performing recruiting team that owns the full recruiting experience for both technical and corporate functions, setting a clear vision, coaching, challenging, and fostering continuous improvement. Serve as a consultative talent advisor, acting as a strategic partner to cross‑functional senior leaders and hiring managers, bringing market intelligence, talent insights, and honest counsel to workforce planning conversations, and running intake processes that sharpen role definitions, challenge assumptions, and produce calibrated scorecards. Own the quality of hire, designing and refining selection processes that optimize for quality while balancing speed and business needs, building feedback loops with hiring managers and new hires for continuous improvement, and maintaining exemplary candidate experience standards throughout the process. Drive executive and senior‑level searches by personally leading searches for senior level roles, managing the complexity and confidentiality of executive recruiting, and building a network of senior talent in the markets where DAT competes. Be data‑driven with a bias for action, owning recruiting analytics (time to fill, pipeline velocity, source effectiveness, offer acceptance, and quality of hire indicators), using data to identify problems early and act on them, and presenting recruiting performance and market insights to the CPO and executive leadership with clarity and conviction. Stay ahead of the curve by tracking emerging trends in recruiting technology, AI‑assisted workflows, sourcing methods, and candidate engagement, evaluating and adopting tools that give the team a real advantage, and partnering with Talent Operations on compensation benchmarking, offer strategy, employer brand, and compliance across all hiring locations. 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. Quality obsession. Bias for action. Experience orientation. Executive presence. Forward thinking. Ownership. Benefits Medical, Dental, Vision, Life, and AD&D insurance. Parental Leave. Up to 20 days of paid time off starting in year one. 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. Employee Referral, Internal Recognition, and Wellness programs. 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. Salary Colorado: $128,125 – $164,300. Washington: $138,375 – $188,945. 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