R4R RecruiterActive$194K

Anduril Industries
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The opportunity

To empower Anduril's Talent Acquisition team, hiring managers, and interviewers with the essential knowledge, skills, and resources needed to consistently attract, assess, and hire top-tier talent. This role is critical for driving measurable improvements in recruiting…

What you'll do

  • Own the full recruiting lifecycle (with sourcing support) for Recruiter and: Recruiting Coordinator roles across divisions — from sourcing and screening through offer negotiation and close — ensuring a world-class candidate experience that reflects the standard we expect our hires to deliver.

  • Develop and execute creative sourcing strategies to build robust pipelines: for TA talent, recognizing that the best recruiters are rarely active applicants and require differentiated outreach, not just InMail volume.

  • Manage the interview process end-to-end: conduct in-depth screens that assess recruiting craft (not just career narrative), prepare candidates and interviewers, and facilitate calibrated debriefs that separate strong operators from strong interviewees.

  • Assess candidates against our competency framework: evaluating not just what they’ve done, but how they think about sourcing, stakeholder management, data, and candidate experience at a level that matches or exceeds our bar.

  • Partner closely with TA leadership and hiring managers across divisions to: understand current and future recruiting capacity needs, team composition gaps, and the specific recruiting profiles that will succeed in each business context.

  • Act as a talent advisor for TA hiring, using market data on recruiter: compensation, availability by specialization (technical, G&A, cleared, etc.), and competitive intelligence to shape job descriptions, calibrate expectations, and influence headcount planning.

What they're looking for

  • Experience recruiting in the defense, aerospace, or a related high-tech: industry 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 a matrixed or dual-reporting organizational structure.
  • Demonstrated ability to improve TA hiring processes: interview design, assessment frameworks, onboarding — not just execute them.
  • Familiarity with recruiting competency models and the ability to articulate: what “great” looks like at each level of the TA career ladder.