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Salary: USD 166,000 - 220,000 / annual
Anduril Industries is seeking a Senior Recruiting Manager to own talent delivery for the Advanced Effects business line within the Air Dominance & Strike division. Advanced Effects is Anduril's largest revenue driver—a multi-billion-dollar portfolio spanning next-generation combat aircraft, autonomous unmanned systems, and AI-powered command-and-control platforms. This role combines strategic business partnership with direct people leadership, positioning you at the intersection of hiring strategy and execution.
You will be the single-threaded owner of talent acquisition for your assigned business line, embedded deeply within its programs, products, and revenue drivers. Your responsibilities span three core areas:
**Strategic Business Partnership & Ownership:**
Own the end-to-end talent acquisition strategy, including headcount planning, demand management, requisition prioritization, and delivery against hiring targets tied to program milestones and revenue commitments. Act as a trusted advisor to business line leadership (VPs, Program Directors, General Managers, Division Heads), using market intelligence, hiring data, and capacity models to influence decisions and shape the talent roadmap. Define and manage hiring goals, SLAs, and success metrics, reporting progress through dashboards and business reviews with full transparency on pipeline health, risks, and capacity. Partner with Division BizOps, Finance, and Workforce Planning to align on headcount allocation, budget, hiring sequencing, and revenue-driven demand changes. Own all hiring progress reporting for your business line, delivering regular updates to divisional leadership and acting as the primary escalation point for hiring blockers.
**Recruiting Execution & Delivery:**
Set the standard for recruiting excellence in sourcing strategy, candidate engagement, assessment rigor, and closing. Maintain hands-on market expertise by actively recruiting on a select portfolio, ensuring deep understanding of talent availability, compensation dynamics, and competitive positioning for your business line's role families. Lead major cross-functional hiring initiatives and surge efforts—batch days, high-volume campaigns, and ramp-to-milestone sprints—acting as the single-threaded owner for program execution.
**Team Leadership & Talent Development:**
Provide direct people leadership for recruiters aligned to your business line: performance management, coaching, mentorship, career development, and structured feedback through regular 1:1s. Manage recruiter allocation, capacity, and performance tracking, acting as the single source of truth for the Divisional Head of TA on team health and delivery confidence. Foster a high-performance culture emphasizing skill development, collaboration, data discipline, and world-class candidate and hiring manager experience. Provide structured, high-quality feedback into recruiter performance reviews, ensuring business impact and hiring outcomes are recognized alongside activity metrics.
**Functional Excellence & Process Rigor:**
Drive consistency in role intakes, interview processes, compensation calibration, and candidate experience across your business line. Champion cross-business-line collaboration and candidate sharing within your division, optimizing talent placement and ensuring high-quality pipelines across programs. Proactively identify process gaps, hiring bottlenecks, and systemic issues, building sustainable solutions rather than one-off fixes. Partner with Recruiting Operations on tooling, reporting, and automation opportunities specific to your business line's hiring patterns.
**REQUIREMENTS:**
- 10+ years of progressive talent acquisition experience with significant experience owning a business unit's hiring strategy; must be fully autonomous with demonstrated ability to partner with and influence VP-level stakeholders
- Proven full-cycle recruiting experience in a complex technical environment; must be credible as a practitioner, not just a strategist
- Strong business acumen: ability to connect hiring outcomes to program milestones, revenue commitments, and capacity models
- Excellent analytical skills with experience using data to drive prioritization, tell stories to leadership, and hold teams accountable to outcomes
- Experience leading hiring initiatives beyond individual searches: surge campaigns, batch hiring, portfolio prioritization, capacity planning
- Ability to operate with high autonomy in ambiguous environments, managing competing priorities with sound judgment and minimal oversight
- Must be a U.S. Person due to required access to U.S. export-controlled information or facilities
**PREFERRED QUALIFICATIONS:**
- Experience in frontier-tech, defense, aerospace, or advanced manufacturing industries with understanding of clearance requirements, site-based hiring, and program-driven demand
- Direct experience managing or leading a team of recruiters
- Experience partnering with BizOps, Finance, and HR Business Partners on workforce planning, budget alignment, and headcount governance
- Formal program or project management background (PMP, Agile, or similar)
- Experience building and scaling recruiting operations for a specific business unit during high growth or organizational change
- Track record of developing recruiters with evidence of coaching, mentoring, or managing team members to improved performance outcomes
