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Salary: USD 146,000 - 194,000 / annual
Anduril Industries, a defense technology company transforming military capabilities through advanced AI, autonomy, and sensor fusion, is seeking a Senior Recruiter to own the "Recruiting for Recruiting" function. This is a uniquely meta role where you will build the talent acquisition team itself—sourcing, assessing, and closing Recruiters and Recruiting Coordinators across all divisions.
You will operate in a matrixed structure, aligned to a Business Line Lead for day-to-day priorities while reporting to a Functional Manager for long-term career development. Your mission is to be an exceptional recruiter who can credibly evaluate other recruiters, setting the quality bar for the people who set the quality bar for the rest of the company.
Key Responsibilities:
End-to-End Hiring Execution: Own the full recruiting lifecycle for Recruiter and Recruiting Coordinator roles—from sourcing and screening through offer negotiation and close. Develop creative sourcing strategies to build robust pipelines for TA talent, recognizing that top recruiters are rarely active applicants. Manage interviews end-to-end, conducting in-depth screens that assess recruiting craft, preparing candidates and interviewers, and facilitating calibrated debriefs. Assess candidates against a competency framework, evaluating not just what they've done but how they think about sourcing, stakeholder management, data, and candidate experience.
Embedded Business Partnership: Partner closely with TA leadership and hiring managers to understand current and future recruiting capacity needs, team composition gaps, and the specific profiles that will succeed in each business context. Act as a talent advisor, using market data on recruiter compensation, availability by specialization (technical, G&A, cleared, etc.), and competitive intelligence to shape job descriptions and influence headcount planning. Provide transparent, regular updates on pipeline health, search progress, and market conditions. Advise on role design and leveling for TA positions.
Functional Craft & Collaboration: Contribute to the TA Center of Excellence by sharing market intelligence on recruiting talent trends, compensation benchmarks, and sourcing strategies. Mentor junior recruiters on judgment calls that separate good recruiters from great ones—when to push back on hiring managers, how to read passive candidate motivations, when to walk away from mis-scoped searches. Partner with your Functional Manager on development goals toward Staff-level impact. Uphold data integrity in ATS/CRM systems to ensure accurate reporting and pipeline analytics.
Required Qualifications:
- 5–8+ years of full-cycle recruiting experience in fast-paced, high-growth environments
- Direct experience recruiting recruiters, recruiting coordinators, sourcing specialists, or other TA/People Operations roles; ability to assess recruiting craft, not just career narrative
- Demonstrated ability to manage complex, senior-level searches and calibrate candidates against competency-based frameworks
- Track record of mentoring junior team members on recruiting craft, interview technique, and stakeholder management
- Strong stakeholder management skills; ability to advise, push back on, and build trust with hiring managers across levels, including TA leaders
- Data-informed mindset: track pipeline metrics, use conversion data to diagnose search health, present market intelligence to influence decisions
- Ability to operate with high urgency and bias for action while maintaining quality and candidate experience
- Strong written and verbal communication skills; ability to build rapport with candidates who are expert communicators and relationship-builders
- 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 industries where cleared talent and mission-driven positioning are factors
- Experience hiring for TA roles across multiple specializations (technical recruiting, G&A, executive, cleared, coordination/operations)
- Experience working in matrixed or dual-reporting organizational structures
- Demonstrated ability to improve TA hiring processes—interview design, assessment frameworks, onboarding—not just execute them
- Familiarity with recruiting competency models and ability to articulate what "great" looks like at each level of the TA career ladder
