Senior Recruiting Manager

About the role

Own the end-to-end TA strategy for your assigned Business Line, 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 BL leadership (Program Directors, General Managers, and 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 for your Business Line — 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

Personally own and execute full-cycle recruitment for the most critical, complex, or sensitive roles within your Business Line — senior leadership, key technical experts, first-of-their-kind roles, and searches requiring deep business context.

Set the standard for recruiting excellence: sourcing strategy, candidate engagement, assessment rigor, and closing. You are the bar that your team calms against.

Maintain hands-on market expertise by actively recruiting on a select portfolio, ensuring you deeply understand talent availability, compensation dynamics, and competitive positioning for your BL's role families.

Lead major cross-functional hiring initiatives and surge efforts for your BL — 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 that emphasizes skill development, collaboration, data discipline, and delivering a 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 BL — ensuring every search runs to a standard, not ad hoc.

Champion cross-BL collaboration and candidate sharing within your Division — optimizing talent placement and ensuring fungible, high-quality pipelines across programs.

Proactively identify process gaps, hiring bottlenecks, and systemic issues within your BL portfolio — building sustainable solutions rather than one-off fixes.

Partner with Recruiting Operations on tooling, reporting, and automation opportunities specific to your BL's hiring patterns.

Required Qualifications

• Years of experience commensurate with level and track: 10+ years of progressive TA experience, with significant experience owning a business unit's hiring strategy. Fully autonomous.
• Demonstrated ability to partner with and influence VP-level stakeholders.
• Prominent full-cycle recruiting experience in a complex technical environment — you 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 — experience using data to drive prioritization, tell a story to leadership, and hold a team 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.

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 a period of high growth or organizational change.
• Track record of developing recruiters — evidence of coaching, mentoring, or managing team members to improved performance outcomes.

Pay

US Salary Range $166,000—$220,000 USD

Benefits

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:

• Comprehensive, competitive benefits package (available at little to no cost to employees)
• Health, recovery, and whatever comes next support

Protecting Yourself from Recruitment Scams

No Financial Requests: Anduril will never solicit payment or demand personal financial details (such as banking information, credit card numbers, or social security numbers) at any stage of our hiring process. Our legitimate recruitment is entirely free for candidates.

Please always verify communications: Direct from Anduril: If you receive an email from one of our recruiters, it will only come from an @anduril.com address.

Via Agency Partner: If contacted by a recruiting agency for an Anduril role, their email will clearly identify their agency.

If you suspect any suspicious activity, please verify the agency's authenticity by reaching out to contact@anduril.com.

Exercise Caution with Unsolicited Outreach: If you receive any communication that appears suspicious, contains grammatical errors, or makes unusual requests, do not engage. Always confirm the sender's email domain is @anduril.com before providing any personal information or clicking on links.

Data Privacy

To view Anduril's candidate data privacy policy, please visit https://anduril.com/applicant-privacy-notice/.