Global TA Tech Strategy & Operations Program Lead

About the Team

The Talent Acquisition Strategy & Operations (S&O) team is evolving into a critical strategic partner, driving global recruiting efficiency and scalability, with a specialized focus on technical talent acquisition. We are dedicated to optimizing processes, implementing cutting-edge technology solutions, and leveraging advanced data analytics to align technical talent acquisition with DoorDash's and Wolt's evolving engineering and product development needs. Our mission is to empower technical recruiters with streamlined operations and data-driven insights, ensuring we attract, engage, and retain top-tier engineering talent globally.

About the Role

As a Global TA Tech Strategy & Operations Program Lead, you will be instrumental in leading strategic initiatives that standardize and optimize global recruiting practices specifically for Engineering and Product profiles. In your first 90 days, you will deeply immerse yourself in understanding our current technical hiring processes, building strong relationships with engineering leadership and technical recruiting teams, and contributing to ongoing RPO implementation with a focus on technical talent delivery. Success in this role will be measured by improved time-to-hire for engineering roles, enhanced quality of technical hires, optimized technical recruiter productivity, and the successful delivery of TA tech-focused projects. This role offers a unique opportunity to drive significant impact by transforming our global technical talent acquisition strategy. You will report into the Senior Manager of Recruitment Strategy and Operations on our RecOps team within our People and Culture organization.

You're excited about this opportunity because you will...

• Lead and manage strategic projects focused on optimizing the technical talent acquisition lifecycle, driving process improvements and implementing global best practices across diverse engineering and product development verticals.
• Lead and manage the planning cycles for each Engineering and Product business vertical you own, aligning TA tech strategies with critical hiring roadmaps and organizational growth.
• Analyze complex technical recruiting data (e.g., source effectiveness for specific tech stacks, offer acceptance rates by engineering level/specialty, pipeline velocity for critical roles, diversity within tech hiring pipelines) to provide actionable insights and support data-driven decision-making for engineering talent acquisition.
• Collaborate with cross-functional teams including Engineering leadership, People Analytics, and IT/HRIS teams to optimize recruiting technologies (e.g., applicant tracking systems, CRM, technical assessment platforms, coding challenge tools, interview scheduling automation) and streamline global processes for technical hiring.
• Establish and maintain a robust rhythm of business, including developing and delivering regular reporting mechanisms such as Weekly Business Reviews (WBRs), Monthly Business Reviews (MBRs), and Quarterly Business Reviews (QBRs) specifically focused on key performance indicators for technical talent acquisition.
• Provide timely and insightful weekly "weather reports" to senior leadership, offering a clear overview of the technical hiring vertical's performance, highlighting key trends in engineering talent markets, and proactively addressing potential risks or opportunities related to tech talent acquisition.
• Contribute to the implementation of our global RPO strategy, including vendor selection and program rollout, with a specific focus on integrating RPO partners into technical hiring workflows and ensuring the quality and efficiency of technical talent delivery.
• Facilitate working sessions with technical recruiting teams and engineering hiring managers to identify process improvement opportunities specific to engineering hiring challenges and candidate experience.

• You have a minimum of 7-10 years of experience in program management or strategy & operations, with a significant and demonstrable focus on technical talent acquisition or recruitment operations for large-scale engineering organizations.
• You possess a proven track record of driving process improvement and implementing strategic initiatives within a high-growth tech environment, specifically impacting engineering hiring outcomes.
• You demonstrate strong analytical and problem-solving skills, with advanced experience in data modeling, statistical analysis, and reporting tools (e.g., Tableau, Looker, SQL) specific to technical recruiting metrics. You can translate complex technical hiring data into clear, actionable insights and recommendations for engineering leadership.
• You have deep expertise with ATS (e.g., Greenhouse, Workday), CRM (e.g., Beamery, Gem), and other recruiting technologies, with specific experience in tools used for technical assessments, coding challenges, and candidate relationship management for engineering talent. You also have a foundational understanding of Lean Six Sigma methodologies applied to talent acquisition processes.
• You have excellent communication and interpersonal skills, with the ability to build strong stakeholder relationships across engineering, product, and technical recruiting teams, influencing and collaborating effectively at all levels.

• For salaried roles: flexible paid time off/vacation, plus 80 hours of paid sick time per year.
• For hourly roles: vacation accrued at about 1 hour for every 25.97 hours worked (e.g. about 6.7 hours/month if working 40 hours/week; about 3.4 hours/month if working 20 hours/week), and paid sick time accrued at 1 hour for every 30 hours worked (e.g. about 5.8 hours/month if working 40 hours/week; about 2.9 hours/month if working 20 hours/week).