The Trade Desk
Senior Recruiter II - Engineering & Data Science
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The Trade Desk
The Trade Desk is a global technology company and the world’s leading independent platform for digital advertising, with nearly 4,000 employees across more than 30 offices. Our technology helps advertisers reach the right audiences across the open internet — from streaming TV and podcasts to mobile apps, news, and more.
Advertising powers the content people love. By making it more transparent, effective, and responsible, we help support trusted journalism, quality entertainment, and creators worldwide. The world’s brands and agencies rely on us to reach their customers and grow their businesses responsibly.
The scale of our platform brings unique technical challenges — from processing massive datasets in real time to building systems that operate reliably on a global scale. When you work here, your impact is worldwide. We welcome diverse perspectives, encourage curiosity, and build teams that learn from one another. If you’re driven to solve meaningful challenges, we’d love to meet you.
What we do
We're looking for a Senior Recruiter II to join our team to own and manage Engineering hiring across the EMEA region. You will execute hiring strategies and operate as a strategic partner to our Engineering teams to help define hiring priorities, shape searches, influence candidate evaluation, and guide hiring decisions that directly impact the direction of the company.
You should be passionate about making connections and excited by the quest to find highly technical, ambitious talent both in the UK and across Europe. You will be expected to get involved in operational projects, to help us continue to improve our recruitment processes for the teams we partner with, ensuring a best-in-class candidate experience is at the forefront of everything we do.
What you’ll do
- Partner closely with Hiring Managers to deeply understand the function, team, and the requirements of the open roles
- Use market insights and candidate signals to influence hiring decisions, leveling, and compensation strategy for highly specialized Engineering roles
- Collaborate with leadership and cross-functional partners to understand organizational needs and map out long-term talent acquisition strategies that balance priorities across all technical teams
- Manage and drive full-cycle recruitment process including sourcing, screening, interview, feedback, and offers for all levels of candidates
- Find the best, brightest, and most passionate people for us using new and creative ways to find and engage
- Providing regular status reports to business partners and ensuring that candidate tracking is up to date within our ATS
- Maintaining strong relationships with candidates and manage each step in the hiring process closely to foster long-term relationships
- Serve as a trusted advisor throughout candidate evaluation and closing — helping leaders calibrate for technical excellence, long-term potential, and organizational fit.
- Partner collaboratively with our People Advisory Partners (PAP/HR) to ensure alignment on hiring needs, internal mobility processes, performance considerations, and to uphold strong, consistent hiring practices across the organization.
- Lead internal mobility thoughtfully and equitably, including internal applicants, referrals, and internal offer processes — ensuring fairness, excellent communication, and a solid reputation for the TA team with internal talent.
- Implementing and driving recruiting programs to attract top talent
- Represent us with integrity and professionalism. Speak passionately and authentically about us and our mission
- Maintaining a high level of data integrity and able to present your work with a data-driven approach
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Who you are
- Ideally 10 yrs+ experience including both agency and in-house experience
- Possess strong technical proficiency with the ability to understand and evaluate technical qualifications
- Have passion for deeply understanding the needs of engineers and innovating on recruiting processes to make them more tailored to the world of AI
- A trusted advisor on complex compensation frameworks, including equity, with a strong understanding of market dynamics across pre-IPO and public company environments
- Have excellent organizational skills and attention to detail, as well as a proactive attitude and ability to operate with autonomy
- Have extensive experience partnering with engineering candidates and hiring managers
- Have a proven track record of scaling and building diverse and high-performing teams in a fast-paced environment
- A creative approach to building a robust and scalable bench of talent
- A positive curiosity to all things AI and how it can positively disrupt us to turbo charge our day-to-day activity and enhance business outcomes
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Note:
The Trade Desk does not accept unsolicited resumes from search firm recruiters. Fees will not be paid in the event a candidate submitted by a recruiter without an agreement in place is hired; such resumes will be deemed the sole property of The Trade Desk. The Trade Desk is an equal opportunity employer. All aspects of employment will be based on merit, competence, performance, and business needs. We do not discriminate on the basis of race, color, religion, marital status, age, national origin, ancestry, physical or mental disability, medical condition, pregnancy, genetic information, gender, sexual orientation, gender identity or expression, veteran status, or any other status protected under federal, state, or local law.
As an Equal Opportunity Employer, The Trade Desk is committed to creating an inclusive hiring experience where everyone has the opportunity to thrive.
Please reach out to us at accommodations@thetradedesk.com to request an accommodation or discuss any accessibility needs you may require to access our Company Website or navigate any part of the hiring process.
When you contact us, please include your preferred contact details and specify the nature of your accommodation request or questions. Any information you share will be handled confidentially and will not impact our hiring decisions.
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