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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 attracts and hires talent across People Operations, Talent Acquisition, People Business Partners, People Programs, and Total Rewards functions.
As a Senior Recruiter, 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 during peak periods. You will work across multiple office locations: Costa Mesa, CA; Seattle, WA; Boston, MA; or Washington, DC.
Key responsibilities include:
**Full-Cycle Recruiting Execution**
- Own end-to-end recruiting across assigned People sub-functions, managing multiple concurrent searches with different functional requirements
- Develop and execute tailored sourcing strategies recognizing that People Business Partner pipelines differ significantly from compensation analyst or people programs pipelines
- Conduct screens assessing functional depth and organizational fit with evaluation approaches customized to each search
- Manage the full interview process: intake, hiring manager calibration, interview panel preparation, debriefs, and offer closure
**Strategic Partnership**
- Partner with People leaders to understand current and upcoming hiring needs, team composition, and success profiles for each sub-function
- Advise hiring managers on market conditions, compensation benchmarks, and candidate availability across People disciplines
- Provide transparent pipeline updates and market intelligence, recalibrating timelines and expectations when conditions warrant
- Influence role design and leveling by bringing external market perspective to internal conversations
**Process and Craft**
- Own the candidate experience from first outreach through close, ensuring every interaction reflects team quality
- Maintain ATS/CRM data integrity 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
This role requires versatility to context-switch across searches demanding 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.
**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 ability to build rapport and assess fit across 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 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 matrixed or dual-reporting organizational structures
- 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
