Engineering Manager

DAT is looking for an Engineering Manager to lead our Carrier Network Integrity team in Seattle.

Trust is the backbone of trucking. The Carrier Network Integrity team exists so brokers can book loads with confidence in who they're working with, and carriers find legitimate work without friction. This team owns initiatives to protect the network from fraud and bad actors while making compliance and verification feel effortless, not adversarial. As a new team, much of the charter, roadmap, and ways of working are being defined - you'll take an active hand in shaping all three in close partnership with other functions. For our customers, that means a network where legitimate carriers move freely and bad actors don't get a foothold - setting a new standard for trust in freight.

Build a perspective on the problem space. You’ll play a direct part in shaping the roadmap and determining how the team should get there.

Use process as a tool, not a job description . You’ll determine the right amount of ritual, influence, and collaboration to produce great outcomes.

Partner effectively . You’ll understand and empathize with the motivations and concerns of your cross functional partners, and actively collaborate to see broad initiatives succeed beyond your team’s own execution.

Hold the bar on technical decision-making. You know the difference between a good architecture call and a fast one, and you encourage your team to make the former.

Invest in people. You’ll give clear, timely, actionable feedback that brings out the best in your reports and your peers. You’ll build development plans, run 1:1s, promote, and manage performance.

Grow the team. You’ll recruit, interview, and hire great people for your own team and across DAT.

You have prior freight or logistics experience

You’ve solved problems balancing risk decisioning with customer experience

Why DAT? DAT is an award winning employer of choice.

For starters, we have a hybrid work environment, but we also know what makes a great workplace. We have a time-tested and resolute set of operating values predicated on integrity, mutual respect, open communication, and executing with excellence. These values inform our strategic vision as much as any one of our products does. We’ve been an employer of choice in the Portland metropolitan area for four decades, and within one year of opening our Denver office, DAT was #26 on Built In Colorado’s 100 Best Places to Work In Colorado.

Medical, Dental, Vision, Life, and AD&D insurance

Parental Leave

Flexible Vacation Time (FVT)

An additional 10 holidays of paid time off per calendar year

401k matching (immediately vested)

Employee Stock Purchase Plan

Short- and Long-term disability sick leave

Flexible Spending Accounts

Health Savings Accounts

Employee Assistance Program

Additional programs - Employee Referral, Internal Recognition, and Wellness

Free TriMet transit pass (Beaverton Office)

Competitive salary and benefits package

Work on impactful projects in a cutting-edge environment

Collaborative and supportive team culture

Opportunity to make a real difference in the trucking industry

Employee Resource Groups

For Washington-based candidates, in compliance with the Washington State Pay Transparency Law, the salary range for this role is $208,000.00 - $293,500.00 + target bonus. DAT considers factors such as scope and responsibilities of the position, candidate's work experience, education and training, core skills, internal equity, and market and business elements when extending an offer.

DAT embraces the value of a diverse workforce, and believes it is a core strength of our company that we encourage those values in every DAT employee, at every level of our organization, regardless of tenure or rank. We provide equal employment opportunities (EEO) to all employees and applicants without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state, and local laws.

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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