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 People & Culture 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 Director, 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
- Build strong relationships with:
- Field leadership
- Corporate leaders
- HR Business Partners
- Ensure the TA model works in the real operating environment, not just on paper.
Team Leadership & Operating Model
- Build and lead a high-performing TA team.
- Set clear roles, expectations, and service models.
- Shift the team from:
- Order takers → Talent advisors
- Transactional → Strategic + execution-focused
- Develop internal recruiting and hiring capability.
Technology, Process & Data
- Partner with HRIS to ensure Workday Recruiting supports the operating model.
- Build clean, simple, scalable processes.
- Define and track meaningful metrics such as:
- Time to fill
- Quality of hire
- 90-day retention / success
- Hiring manager capability and satisfaction
- Regretted attrition
Vendors & External Partners
- Own agency strategy and governance.
- Ensure external spend is targeted to roles where it truly adds value.
- Build strong standards and performance management for vendors.
Global Mobility
- Serve as enterprise owner of Copart’s global mobility and employment-based immigration processes
- Establish clear standards of governance for tracking, documentation, and reporting
- Establish appropriate tracking and visibility into the impacted population to allow for effective governance
- Build expertise to eventually manage broader cross-border transfers, relocations, and international assignments.
Qualifications
Education & Experience
- Bachelor’s degree in HR, Business, or related field required; advanced degree preferred.
- 10–12+ years of experience in Talent Acquisition, Recruiting, or Workforce Planning leadership.
- Demonstrated experience building or transforming TA functions and operating models.
- Experience supporting high-volume field hiring and professional/corporate hiring.
- Strong track record of improving quality of hire and early tenure outcomes.
Skills & Attributes
- Builder mindset with strong systems thinking.
- Strong business and operational acumen.
- Excellent at influencing leaders and changing hiring behavior.
- Data-driven and outcome-focused.
- Pragmatic, execution-oriented, and comfortable in imperfect environments.
- Strong people leader and capability builder.
- Comfortable challenging the business on talent decisions.
Success Measures
- Clear, enterprise-wide talent acquisition and onboarding model in place.
- Improved quality of hire and 90-day success rates.
- Reduced regretted attrition.
- Improved hiring manager capability and ownership of hiring.
- Faster, more predictable hiring for critical and high-volume roles.
- Strong business confidence in TA as a performance lever, not a support function.
- A high-performing, respected TA team.
Benefits Summary
- Medical/Dental/Vision
- 401k plus a company match
- ESPP - Employee Stock Purchase Plan
- EAP - Employee Assistance Program (no cost to you)
- Vacation & Sick pay
- Paid Company Holidays
- Life and AD&D Insurance
- Discounts
Along With Many Other Employee Benefits.
At Copart, we are focused on harnessing the power of diversity, inclusion, and collaboration. By embracing diverse perspectives, we open doors to innovation and unleash the full potential of our team. We are dedicated to fostering a workplace where everyone feels appreciated, included, and inspired to grow and contribute meaningfully.
E-Verify Program Participant: Copart participates in the Department of Homeland Security U.S. Citizenship and Immigration Services' E-Verify program (For U.S. applicants and employees only). Please click below to learn more about the E-Verify program:
- E-verify Participation
- Right to Work
