Open as of August 7, 2026

Senior Manager, Talent Acquisition, TRS

andurilindustriesSeattle, Washington, United States

Job description

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.

About The Role

As a Senior Recruiting Manager, you are the single-threaded owner of talent delivery for a Business Line and/or Strategic Program within one of Anduril's Divisions. You combine strategic business partnership with direct people leadership. This role exists at the intersection of strategy and execution. You are embedded deeply within your Business Line - understanding its programs, products, revenue drivers, and leadership priorities at a level that allows you to translate business objectives into hiring strategies, prioritize demand against capacity, and ensure the right talent lands on the right programs at the right time.

As a Sr. Recruiting Manger, you add direct people leadership - owning performance management, coaching, career development, and capacity allocation for a team of recruiters while simultaneously acting as the strategic advisor for your key stakeholders.

You are the voice of the business to TA and the voice of TA to the business. You own the hiring plan, the reporting, the escalations, and the outcomes. This is the formalized leadership layer within our Business Line construct - the person who ensures every major program and initiative has the talent it needs to hit its milestones.

What You'll Do

Strategic Business Partnership & Ownership

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 calibrates 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.

Who You Are

You are a strategic operator who understands that recruiting exists to serve the business — not the other way around. You think in programs, milestones, and revenue impact, not just reqs and pipelines. You are equally comfortable building a multi-quarter hiring forecast and running a complex technical search. You build trust with senior leaders by delivering outcomes consistently and communicating with candor. Whether you lead people formally or through influence, you make the team around you better.

You chose this role because you want to own a business outcome — not just fill jobs. You want to be the person the General Manager calls when they're worried about their talent pipeline, and you want to be right when you tell them what's going to happen.

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.
Proven 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.

US Salary Range

$166,000—$220,000 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. 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:

Benefits

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.

Protecting Yourself from Recruitment Scams

Anduril is committed to maintaining the integrity of our Talent acquisition process and the security of our candidates. We've observed a rise in sophisticated phishing and fraudulent schemes where individuals impersonate Anduril representatives, luring job seekers with false interviews or job offers. These scammers often attempt to extract payment or sensitive personal information.

To ensure your safety and help you navigate your job search with confidence, please keep the following critical points in mind:

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.
What to Do If You Suspect Fraud: Should you encounter any questionable or fraudulent outreach claiming to be from Anduril, please report it immediately to contact@anduril.com. Your proactive caution is invaluable in protecting your personal information and upholding the security and trustworthiness of our recruitment efforts.

Data Privacy

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

By submitting your application, you consent to Anduril Industries using a third-party service provider to conduct pre-employment risk, integrity, and due diligence screening and assessing potential risks as part of your application process. This third-party service provider provides risk-intelligence services that may include analysis of sanctions and watchlists, adverse media, public-record information, and other lawful open-source or commercial data sources. This third-party service provider does not act as a consumer reporting agency. Use of this provider helps to ensure compliance with applicable laws and protect technology, intellectual property, and organizational security.