Sr. Manager of Talent Acquisition

Copart, Inc. a technology leader and the premier online vehicle auction platform globally, with over 200 facilities located across the world, Copart links vehicle sellers to more than 750,000 buyers in over 190 countries.  We believe in providing an unmatched experience, every day and everywhere, driven by our people, processes, and technology. 

About Copart

Copart is a global leader in online vehicle auctions and automotive remarketing services. With operations spanning multiple countries, we support thousands of Members worldwide. Our success is driven by our operational excellence, entrepreneurial mindset, and commitment to integrity, ownership, innovation, and getting results.

As Copart transforms its Human Resources function into a true execution engine, how we attract, select, and onboard talent is a critical business capability — not an administrative process.

Position Summary

The Sr. Manager, Talent Acquisition is the enterprise owner and architect of Copart’s end-to-end talent acquisition and early tenure experience.

This role is accountable for redesigning, building, and running a modern, scalable talent acquisition system that spans:

“Deciding we need a role” → “Hiring the right person” → “Ensuring they are successful in their first 90 days.”

This is not a recruiting manager role. This is a talent system leader role.

Reporting to the VP of Human Resources (CHRO equivalent), this leader will define Copart’s hiring philosophy, operating model, processes, tools, and standards — and build a function that consistently delivers quality, speed, and business impact across both field and corporate hiring.

The ideal candidate is a builder, operator, and strategist who is equally comfortable designing systems, driving adoption with leaders, and ensuring disciplined execution.

Key Responsibilities

End-to-End Talent Acquisition System Ownership

• Own the full lifecycle of talent acquisition and early tenure success, including:
  • Workforce demand intake & role definition
  • Job scoping and success profiles
  • Sourcing strategy and channel selection
  • Assessment, selection, and decision frameworks
  • Offer strategy and closing
  • Onboarding and 90-day integration
• Build a clear, repeatable, scalable enterprise hiring model.

Hiring Philosophy, Standards & Governance

• Define Copart’s enterprise hiring philosophy and quality standards.
• Establish:
  • What “good” looks like in a hire
  • What is “must-have” vs “nice-to-have”
  • How decisions should be made
  • Who owns what in the process
• Shift the organization from:
  • Requisition filling → Talent acquisition
  • Gut feel → Structured assessment
  • Speed-only → Speed + quality + retention

Dual-Model Hiring Strategy

• Implement and run a dual model:
  • Hiring Manager-led hiring (TA enables, trains, equips, and governs)
  • TA-led hiring for critical, senior, and hard-to-fill roles
• Ensure HR Business Partners and leaders are integrated into the process as true partners.

Workforce Planning & Demand Management

• Partner with:
  • People Partnership
  • Finance
  • Business leaders
• Improve how the business:
  • Decides it needs a role
  • Defines the role correctly
  • Times and prioritizes hiring
• Ensure upstream clarity before recruiting begins.

Sourcing Strategy & Market Intelligence

• Build a segmented sourcing strategy by:
  • Role type
  • Geography
  • Volume vs criticality
• Use market data, internal data, and performance outcomes to continuously refine where and how Copart finds talent.
• Build talent pipelines for critical and recurring roles.

Assessment, Selection & Quality of Hire

• Design structured, role-appropriate assessment approaches.
• Improve interview quality, decision quality, and consistency.
• Reduce mis-hires and early regretted attrition.
• Ensure selection is predictive of on-the-job success, not interview performance.

Onboarding & 90-Day Success

• Own and redesign the onboarding and early tenure experience in partnership with L&D, HR Ops, and HRIS.
• Ensure every new hire has:
  • Clear expectations
  • Role clarity
  • Early support and enablement
  • A real chance to succeed
• Make 90-day success a core metric of Talent Acquisition.

Field & Business Partnership