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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, and autonomy. This role is an embedded planning partner for one division, responsible for running its hiring demand and capacity picture and producing the enterprise view.
You will own the divisional headcount planning and capacity model, operating on central methodology while bringing deep divisional expertise. You are not a reporting function—you synthesize messy, incomplete information into clear recommendations backed by reasoning.
Key responsibilities include:
**Divisional Demand, Capacity & Planning (~80%)**
- Operate the headcount planning and capacity model for your division, tracking approvals, updating scenarios, and managing change control
- Maintain a live view of recruiting capacity (productive recruiters, ramp, hires per recruiter per month) against incoming demand; produce rolling three-month capacity roadmap
- Run demand intake framework for how business lines submit, justify, and prioritize hiring needs
- Drive prioritization of demand against constrained capacity with data-backed rationale (revenue impact, contract milestones, single-point-of-failure roles, ramp dependencies)
- Program manage monthly hiring check-in for your division, covering capacity, productivity, funnel health, and SLA compliance
- Partner with Planning & Analytics on recruiting and delivery analytics, talent quality metrics, and market analytics; be fluent in BI platforms and help hiring managers interpret data
- Know your division cold—programs, contract milestones, hiring managers, market dynamics—and surface signals early
- Arm your 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 for coherent cross-divisional picture
- Operate on shared methodology, models, and reporting cadence; improve the system where it does not fit divisional reality
- Report international movement affecting your division to Head of Global TA Planning & Strategy
- Own TA market mapping for expansion asks—talent density, competitor presence, realistic hiring ramp, wage and level implications, recruiting capacity needed
- Lead assigned projects as planning SME on process improvements and system enhancements
You are a planner with recruiting instincts who is comfortable being the person who always knows the number. You have carried a pipeline before and can tell when a plan will not survive contact with the market. You are clever—handed a messy, half-documented problem, you find the path forward. You turn incomplete information into a recommendation and can tell what matters from what is noise.
**Required Qualifications**
- 3+ years of professional experience with foundation in talent acquisition, recruiting coordination, planning, operations, or analytics
- Demonstrated ability to build structure in genuinely ambiguous situations where process did not exist and data was incomplete
- Strong data skills: proficient in Excel or Google Sheets, capable of maintaining and extending headcount and capacity models and explaining what moved
- Experience operating a recurring planning, reporting, or demand intake process
- Ability to translate analysis into short, decision-ready narrative for leadership
- Strong slide craft: turn capacity picture into handful of executive slides that carry recommendation on the page
- Understanding of recruiting lifecycle and capacity math (hires per recruiter per month, ramp, conversion) to catch infeasible plans
- 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 TA background
- Experience in 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 DivOps or BizOps embedded partner model
- Defense, aerospace, or other program-driven hiring environment
