Senior Manger, RMS

We need to output HTML fragment with sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We need to parse the posting. First, there is an introductory paragraph about Anduril, mission, etc. That's likely "About the role"? Actually "About The Job" heading present. So we can put that content under

About the role

with paragraphs. Then "What You’ll Do" is responsibilities. So

Responsibilities

with list of duties. Then "Required Qualifications" and "Preferred Qualifications". Those can be under Requirements? The spec says use headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to map. "Required Qualifications" likely goes under Requirements (or Qualifications). "Preferred Qualifications" maybe under Qualifications? But we have both Requirements and Qualifications headings. Could treat Requirements as required qualifications, Qualifications as preferred or additional qualifications. Or we could combine both under Requirements and Qualifications accordingly. We also have "US Salary Range" => Pay section. Benefits section present. Schedule not mentioned; we should not include Schedule if no content. Skills maybe not explicitly listed; but we could infer from qualifications? However we should not create a Skills section unless posting actually states them. The posting does not have a separate "Skills" bullet list. It mentions abilities like Boolean search, LinkedIn Recruiter, etc. Those could be considered skills. But the instruction: "Prefer a few substantive sections over many thin ones." And "include a section ONLY when the posting has real, specific content for it". The posting does mention specific skills: Boolean search, LinkedIn Recruiter, referral programs, SOBO campaigns, etc. That could be considered skills. However it's under responsibilities. Might be okay to not create a separate Skills section; we could embed those in Responsibilities. Safer to not create Skills if not explicitly a heading. Thus sections: About the role, Responsibilities, Requirements (required qualifications), Qualifications (preferred qualifications), Benefits, Pay. We must not repeat job title as heading. No Job ID. We need to preserve all substantive information; do not invent or summarize away detail. Must keep details. We need to use

• for any list of duties/requirements/benefits, and

  for prose. Thus for About the role: we have prose paragraphs. We'll put them in

  . For Responsibilities: list of duties bullet points. We'll convert each bullet to

• . For Requirements: list of required qualifications bullet points. For Qualifications: list of preferred qualifications bullet points. For Benefits: list of benefits bullet points (the benefits described). The posting includes: "Highly competitive equity grants are included in the majority of full time offers; and are considered part of Anduril's total compensation package. Additionally, Anduril offers top-tier benefits for full-time employees, including: At Anduril, we invest in our people. Our comprehensive, competitive benefits package (available at little to no cost to employees) ensures you’re supported in health, recovery, and whatever comes next. For more information, Explore Our Benefits." It doesn't list specific benefits like health insurance, 401k, etc. It's vague. It says "comprehensive, competitive benefits package". No specific list. Should we still create Benefits section? The instruction: never create Benefits sections unless the posting actually states them. It does state benefits exist but not specific. It says "top-tier benefits for full-time employees, including:" then generic statement. It doesn't enumerate specific benefits like medical, dental, 401k, etc. It's vague. Might be considered not specific enough. However we could still include a Benefits section with the prose describing benefits. The rule: "include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. 'commensurate with experience', 'not specified', 'N/A', 'varies', 'TBD')". The benefits description is somewhat vague but still mentions "top-tier benefits", "comprehensive, competitive benefits package (available at little to no cost to employees)". That's not filler like "not specified". It's somewhat specific but not enumerated. I'd say we can include Benefits section with that prose. Pay: we have US Salary Range $143,000—$191,000 USD. Also note that salary range is estimate based on factors, inclusive of base salary only. Actual salary offer may vary based on... That's substantive. So we include Pay section with that info. Schedule: not mentioned, omit. Now we need to ensure we don't repeat job title as heading. The job title is "Senior Manager of Talent Acquisition for RMS". Not used as heading. We must output only HTML fragment, no /, no markdown fences. Let's craft. Structure:

  About the role

  Anduril Industries is a defense technology company with a mission to transform U.S. and allied military capabilities with advanced technology. By bringing the expertise, technology, and business model of the 21st century’s most innovative companies to the defense industry, Anduril is changing how military systems are designed, built and sold. Anduril’s family of systems is powered by Lattice OS, an AI-powered operating system that turns thousands of data streams into a realtime, 3D command and control center. As the world enters an era of strategic competition, Anduril is committed to bringing cutting-edge autonomy, AI, computer vision, sensor fusion, and networking technology to the military in months, not years.

  The Rocket Motor Systems (RMS) team is scaling rapidly, and the talent we bring in will define how fast and how well we deliver. As Senior Manager of Talent Acquisition for RMS, you will own the recruiting engine that fuels that growth. This is not a passive support function—you will sit at the table with production and engineering leaders, translate workforce plans into hiring strategies, and hold your team to a consistently high bar across process discipline and performance outcomes. We need a leader who is solution-oriented by default: someone who digs into the data, identifies what’s broken or underperforming, and initiates change once the evidence supports it—not after consensus emerges on its own. You will build and refine recruiting processes that are measurable and repeatable, coach your team to execute at a high level, and ensure every hire raises the caliber of the organization. You will manage a team of recruiters, partner with hiring managers across the RMS organization, and drive full-cycle strategy from talent mapping through offer close. The right person for this role combines operational rigor with the creativity and urgency of a startup recruiter—no task too big, no detail too small.

  Responsibilities

  • Manage and develop a team of recruiters supporting RMS hiring across production, manufacturing engineering, quality, and supply chain functions
  • Own end-to-end hiring strategy for RMS: forecast demand with production leaders, build pipelines, and report progress with clear, data-backed communication
  • Use recruiting data and funnel metrics to identify bottlenecks, diagnose root causes, and drive process improvements—acting on what the data shows rather than waiting for direction
  • Set and maintain a high performance bar for the recruiting team: define clear expectations around sourcing activity, pipeline velocity, interview quality, and offer-acceptance rates
  • Act as a subject matter expert in sourcing techniques and tools—including Boolean search, LinkedIn Recruiter, referral programs, and SOBO campaigns—and coach your team to use them effectively
  • Conduct interviews and calibrate hiring manager expectations, demonstrating strong interview-to-offer conversion through disciplined candidate evaluation
  • Build talent maps and market intelligence specific to the RMS talent landscape (propulsion, energetics, pyrotechnics, production operations) to inform proactive engagement strategies
  • Drive diverse talent into the organization while ensuring a consistently excellent candidate experience at every touchpoint
  • Partner cross-functionally with HR, compensation, and workforce planning to align recruiting efforts with headcount plans, offer competitiveness, and retention goals
  • Represent Anduril’s brand and recruiting function with the highest level of professionalism—internally with senior stakeholders and externally with candidates and partners

  Requirements

  • 10+ years of high-volume talent acquisition experience evaluating and hiring top-tier technical talent
  • 8+ years partnering with senior leaders and stakeholders—reporting on progress, advising on strategy, and using data to influence hiring decisions
  • 5+ years managing or mentoring a team of recruiters with accountability for time-sensitive, high-volume pipelines
  • Demonstrated track record of using recruiting analytics to initiate and sustain process improvements—not just reporting metrics but acting on them
  • Experience recruiting in an agency and/or fast-paced startup environment, hiring for hardware, production, manufacturing engineering, or related technical roles
  • Ability to travel between sites as needed
  • Must be a U.S. Person due to required access to U.S. export controlled information or facilities

  Qualifications

  • Experience standing up a talent acquisition function for a greenfield or rapidly scaling manufacturing site
  • Knowledge of ITAR policies and their impact on hiring practices
  • Background recruiting for solid rocket motors, propulsion, energetics, pyrotechnics, or adjacent defense/aerospace disciplines
  • Track record of operating in a consultative capacity where data-informed guidance led to measurably improved hiring outcomes and candidate experience
  • Experience managing multiple concurrent high-volume pipelines while maintaining process integrity and candidate engagement throughout
  • Highly autonomous, collaborative, and adaptable—comfortable driving change in ambiguous, fast-moving environments

  Benefits

  The salary range for this role is an estimate based on a wide range of compensation factors, inclusive of base salary only. Actual salary offer may vary based on (but not limited to) work experience, education and/or training, critical skills, and/or business considerations. Highly competitive equity grants are included in the majority of full time offers; and are considered part of Anduril's total compensation package. Additionally, Anduril offers top-tier benefits for full-time employees, including: At Anduril, we invest in our people. Our comprehensive, competitive benefits package (available at little to no cost to employees) ensures you’re supported in health, recovery, and whatever comes next. For more information, Explore Our Benefits.

  Pay

  US Salary Range $143,000—$191,000 USD. The salary range for this role is an estimate based on a wide range of compensation factors, inclusive of base salary only. Actual salary offer may vary based on (but not limited to) work experience, education and/or training, critical skills, and/or business considerations.

  We have duplicated some sentences about salary range in Benefits and Pay. Actually the Benefits paragraph included salary range description; we might want to avoid duplication. The Benefits section should focus on benefits, not salary. The posting had a paragraph: "The salary range for this role is an estimate based on a wide range of compensation factors, inclusive of base salary only. Actual salary offer may vary based on (but not limited to) work experience, education and/or training, critical skills, and/or business considerations. Highly competitive equity grants are included in the majority of full time offers; and are considered part of Anduril's total compensation package. Additionally, Anduril offers top-tier benefits for full-time employees, including: At Anduril, we invest in our people. Our comprehensive, competitive benefits package (available at little to no cost to employees) ensures you’re supported in health, recovery, and whatever comes next. For more information, Explore Our Benefits." Thus we should split: The