Senior Recruiting Manager, Advanced EffectsPosted today$220K

Anduril Industries
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The opportunity

The Air Dominance & Strike team develops the most advanced combat aircraft and systems that ensure our forces own the skies and strike with precision when it matters most. From next-generation fighters to autonomous unmanned systems, we're building the future of aerial warfare.

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 (VP, 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.

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

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.