Talent Lead

Baton is Ryder’s in-house product development group focused on harnessing emerging technologies to redefine transportation and logistics. With $10B in freight under management, our technology reaches every part of the U.S. economy.

We design and ship category-defining software that enables Ryder and its 50,000+ customers—including some of the world’s most well-known brands—to plan and execute freight intelligently, efficiently, and cost-effectively. Our work includes everything from customer-facing software to the data platform that will power the next era of innovation at Ryder.

• →Manage a significant requisition load across technical and non-technical functions, including high-priority and niche roles
• →Lead searches from intake and sourcing through assessment, offers, and closing, with a focus on hire quality and long-term retention
• →Build pipelines and targeted sourcing strategies for specialized searches

• Align on candidate profiles, assessment criteria, and sourcing and closing strategies, refining your approach through feedback and recruiting data
• Establish shared ownership of hiring, holding managers accountable for timely decisions and follow-through while maintaining strong relationships
• Expand recruiting capacity by helping hiring managers source, activate their networks, and take on tasks that move searches forward

• Hire and develop recruiters, rec ops, and sourcers through clear expectations, regular coaching, and direct feedback
• Own performance management from goal-setting through review calibration and delivery, addressing gaps and recognizing impact
• Align team capacity with hiring priorities, modeling strong execution through your own searches and taking accountability for team results

• Translate business needs into recruiting priorities, creating clarity on ownership, progress, risks, and next steps
• Own hiring analytics and forecasts, giving senior leadership actionable insights and resolving bottlenecks with the team
• Scale hiring processes and implement technology, including AI, that improves workflows and hiring velocity

• 8-10+ years of talent acquisition experience in a startup or similarly fast-paced technology organization
• 3+ years leading and developing recruiting teams in a high-growth technical environment, including at least 3 full performance review cycles spanning goal-setting, calibration, and delivery
• Success attracting and closing technical and non-technical talent across high-priority and niche searches, with evidence of hire quality and retention. You’ve used both ongoing pipelines and targeted searches effectively
• You’ve carried a significant requisition load in recent roles—for example, spending 60% or more of your time recruiting—and want to continue owning searches while leading a team
• You’ve shaped search strategies collaboratively, adapted based on feedback, and built shared accountability for hiring outcomes
• You’ve set priorities, used analytics to guide decisions, and implemented recruiting technology, including AI, to improve execution. You’re comfortable operating autonomously and bringing clarity to ambiguous hiring needs

• Owned broader HR and people operations scope
• Scaled small innovation or tech arm within a larger company
• Experience within freight, logistics, manufacturing, or another operationally complex industry
• Experience configuring and migrating modern recruiting tool stack

• Have an immediate impact:
  • With Ryder’s existing customer base of 50,000+ companies and an internal headcount of 43,000, the scale and impact of our products will be large and far-reaching, from day one.
• Opportunity to grow and lead in a Fortune 500 company:
  • You’ll get to work in a rapidly growing, startup-like environment while having the stability and backing of Ryder and its full executive team.
• Creative, fast-paced environment to solve impactful problems in Supply Chain:
  • We’re going to design completely new tools for an industry that hasn’t been rethought in decades. And to do this, we need people who think differently.