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Salary: USD 146,000 - 194,000 / annual
Anduril Industries, a defense technology company transforming U.S. and allied military capabilities through advanced autonomy, AI, and computer vision, is seeking a Senior Recruiter to own the "Recruiting for Recruiting" function. This is a meta role where you will build the talent acquisition team itself—sourcing, assessing, and closing Recruiters and Recruiting Coordinators who form the backbone of Anduril's hiring engine 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 those who set the quality bar for the rest of the company.
Key responsibilities include:
**End-to-End Hiring Execution:** Own the full recruiting lifecycle for Recruiter and Recruiting Coordinator roles—sourcing, screening, interviewing, and closing. Develop creative sourcing strategies to build robust pipelines for TA talent, recognizing that top recruiters are rarely active applicants. Conduct in-depth screens that assess recruiting craft, manage the interview process end-to-end, and assess candidates against a competency framework that evaluates how they think about sourcing, stakeholder management, data, and candidate experience.
**Embedded Business Partnership:** Partner closely with TA leadership and hiring managers across divisions to understand current and future recruiting capacity needs and team composition gaps. Act as a talent advisor using market data on recruiter compensation, availability by specialization (technical, G&A, cleared), and competitive intelligence to shape job descriptions and influence headcount planning. Provide transparent, regular updates on pipeline health 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, and when to walk away from mis-scoped searches. Partner with your Functional Manager on development goals. Uphold data integrity in ATS/CRM systems.
**Requirements:**
- 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 with ability to advise, push back on, and build trust with hiring managers across levels
- Data-informed mindset: track pipeline metrics, use conversion data to diagnose search health, present market intelligence
- Ability to operate with high sense of urgency and bias for action while maintaining quality and candidate experience
- Strong written and verbal communication skills; ability to build rapport with expert communicators
- 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
- Familiarity with recruiting competency models and ability to articulate what "great" looks like at each level of the TA career ladder
