Production Recruiting Lead, TRSPosted today$114K–$556K

Anduril Industries
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The opportunity

As a Business Line Lead / Recruiting Manager, you are the single-threaded owner of talent delivery for a key Business Line within our Tactical Reconnaissance & Strike Division. You combine strategic business partnership with either hands-on recruiting execution (IC track) or…

What you'll do

  • 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.

  • 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.

What they're looking for

  • 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.