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Salary: USD 146,000 - 194,000 / annual
Anduril Industries is a defense technology company transforming U.S. and allied military capabilities through advanced technology, AI, autonomy, and computer vision. The People Recruiting team is responsible for attracting and hiring talent across all People functions—People Operations, Talent Acquisition, People Business Partners, People Programs, and Total Rewards.
You will own full-cycle recruiting across People Operations, Total Rewards, People Programs, People Business Partners, and People Data, with flex support to the Recruiting for Recruiting (R4R) team as needed. You will build deep partnerships with hiring managers, becoming a trusted extension of their teams, while developing genuine relationships with candidates throughout the process. This role demands versatility to context-switch across searches requiring different domain fluency, candidate pools, and assessment approaches. In a given week you might source a People Business Partner, screen a People Programs Manager, and close a Senior Compensation Analyst.
Key responsibilities include:
**Full-Cycle Recruiting Execution**
- Own end-to-end recruiting across People Operations, People Programs, People Business Partners, and People Data, with flex capacity into R4R during peak hiring periods
- Develop and execute sourcing strategies tailored to each sub-function, recognizing that different People roles require distinct pipelines
- Conduct screens that assess functional depth and organizational fit, with evaluation approaches tailored to each search
- Manage the interview process from intake through close: calibrate with hiring managers, prepare interview panels, facilitate debriefs, and drive offers to signature
**Strategic Partnership**
- Partner with People leaders to understand current and upcoming hiring needs, team composition, and profiles that will succeed in each sub-function
- Advise hiring managers on market conditions, compensation benchmarks, and candidate availability across People disciplines
- Provide transparent pipeline updates and market intelligence, especially when conditions require recalibrating timelines or expectations
- Influence role design and leveling by bringing external market perspective to internal conversations about scope and requirements
**Process and Craft**
- Own the candidate experience from first outreach through close, ensuring every interaction reflects the quality of the team you're hiring for
- Maintain data integrity in the ATS/CRM to support accurate reporting, capacity planning, and pipeline analytics
- Identify and implement improvements to recruiting processes, tools, and interview practices within your portfolio
- Collaborate with the broader Talent Acquisition team to share market intelligence, sourcing strategies, and best practices
**Requirements**
- 5-8+ years of full-cycle recruiting experience in a fast-paced, high-growth environment
- Direct experience recruiting within the People function: HR business partners, people operations, talent acquisition, people programs, total rewards, or similar
- Demonstrated ability to manage multiple concurrent searches across different functional areas while maintaining quality and candidate experience
- Strong stakeholder management skills with the ability to advise, calibrate, and build trust with hiring managers across levels
- Data-informed mindset: track pipeline metrics, use conversion data to diagnose search health, and present market intelligence to influence decisions
- Clear, effective communication with candidates and hiring teams, with the ability to build rapport and assess fit across a range of People disciplines
- Ability to move fast and prioritize without letting quality or candidate experience slip
- Must be a U.S. Person due to required access to U.S. export controlled information or facilities
**Preferred Qualifications**
- Experience recruiting in defense, aerospace, or a related high-tech industry where cleared talent and mission-driven positioning are factors
- Experience recruiting across multiple People sub-functions rather than a single specialty
- Experience working in a matrixed or dual-reporting organizational structure
- Track record of improving recruiting processes, interview design, or assessment frameworks
- Familiarity with the broader People talent market, including where top candidates concentrate and what motivates lateral moves across HR, talent, and people operations disciplines
