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Salary: USD 112,000 - 149,000 / annual
Anduril Industries is a defense technology company transforming U.S. and allied military capabilities through advanced technology, AI, autonomy, and sensor fusion. This role is an embedded planning partner for one division, responsible for running its hiring demand and capacity picture and producing the analysis that feeds into the enterprise view.
You will own the divisional headcount planning and capacity model, operating on centralized methodology while bringing deep divisional knowledge. Key responsibilities include:
**Divisional Demand, Capacity & Planning (~80%)**
- Operate the divisional headcount planning and capacity model, tracking approvals, updating scenarios, and maintaining a current reliable view for leadership
- Maintain a live view of recruiting capacity (productive recruiters, ramp, hires per recruiter per month) against incoming demand; produce rolling three-month capacity roadmaps showing demand, approved capacity, gaps, and decisions needed
- Operate the framework for how business lines submit, justify, and prioritize hiring needs; turn disparate requests into one source of truth
- Sequence divisional demand against constrained capacity with data-backed rationale (revenue impact, contract milestones, single-point-of-failure roles, ramp dependencies)
- Program manage the division's monthly hiring check-in end-to-end, covering capacity vs. demand, productivity, funnel health, and SLA compliance; own SLA burndown
- Partner with Planning & Analytics on recruiting and delivery analytics (funnel velocity, capacity/demand scorecards, Juno BI platform) and talent quality/market analytics (quality of hire, candidate/manager experience, geo talent density)
- Know your division cold: programs, contract milestones, hiring managers, market dynamics; proactively surface signals early rather than waiting for escalations
- Arm your divisional TA leader with capacity stories that connect hiring progress to business outcomes and propose options
**Function and Program Contribution (~20%)**
- Feed divisional signals into the broader planning framework so the cross-divisional picture is coherent
- Operate on shared methodology, models, and reporting cadence; improve the system by flagging where the standard does not fit divisional reality
- Report international movement affecting your division to the Head of Global TA Planning & Strategy (country tier changes, new in-country demand, capacity needs)
- Own TA market mapping for expansion asks: when the business evaluates new sites, facility expansions, or new countries, provide the talent density, competitor presence, realistic hiring ramp, wage/level implications, and recruiting capacity needed
- Lead assigned projects as planning SME on process improvements, system enhancements, and reporting maturity
You are a planner with recruiting instincts who is comfortable always knowing the number. You have carried a pipeline before and can tell when a plan will not survive contact with the market. You are clever—not credentialed, clever. You can take a messy, half-documented problem and find the path forward. You distinguish signal from noise and turn incomplete information into a recommendation.
**Requirements**
- 3+ years of professional experience with a foundation in talent acquisition, recruiting coordination, or a planning, operations, or analytics role
- Demonstrated ability to build structure in genuinely ambiguous situations where the process did not exist and data was incomplete
- Strong data skills: proficient in Excel or Google Sheets; capable of maintaining and extending a headcount and capacity model and explaining what moved
- Experience operating a recurring planning, reporting, or demand intake process
- Ability to translate analysis into short, decision-ready narratives for leadership
- Strong slide craft: able to turn a capacity picture into a handful of executive slides that carry the recommendation on the page and hold up when read without you in the room
- Understanding of the recruiting lifecycle and capacity math (hires per recruiter per month, ramp, conversion) well enough to catch an infeasible plan
- Experience influencing stakeholders who do not report to you
- Comfort operating with high autonomy and making prioritization calls with limited guidance
**Preferred Qualifications**
- Experience in BizOps, FP&A, or Strategy and Ops in addition to a TA background
- Experience in a matrixed or divisional org where planning means aligning stakeholders with different incentives
- Familiarity with HRIS (Workday, ChartHop), ATS (Greenhouse), and BI or analytics platforms
- Exposure to the DivOps or BizOps embedded partner model
- Defense, aerospace, or other program-driven hiring environment
