Production Recruiting Lead, TRS

Anduril Industries, Inc.; Costa Mesa (CA); On-site; USD 147,000 - 196,000; Full time

Job summary

Anduril Industries, Inc. is seeking a Business Line Lead / Recruiting Manager who will own talent delivery for a key Business Line within the Tactical Reconnaissance & Strike Division.

You will combine strategic partnership with hands-on recruiting or people leadership, or both, to ensure talent lands on programs on time. You will act as the voice of the business to TA and of TA to the business, owning hiring plans, reporting, escalations, and outcomes across complex searches and leadership

Qualifications

• 10+ years of progressive TA experience, with significant experience owning a business unit's hiring strategy.
• Full-cycle recruiting experience in a complex technical environment.
• Strong business acumen: connect hiring outcomes to program milestones and revenue commitments.
• Excellent analytical skills: use data to drive prioritization and leadership storytelling.
• Experience leading surge campaigns, batch hiring, portfolio prioritization, and capacity planning.
• Ability to operate with high autonomy in ambiguous environments with minimal oversight.

Responsibilities

• Own end-to-end TA strategy for the assigned Business Line, including headcount planning and demand management.
• Advise BL leadership using market intelligence, hiring data, and capacity models.
• Define and manage hiring goals, SLAs, and dashboards reporting with transparency on pipeline health and risks.
• Partner with BizOps, Finance, and Workforce Planning on headcount, budget, and revenue-driven demand changes.
• Own hiring progress reporting for the Business Line and serve as escalations point for blockers.
• Personally execute full-cycle recruitment for senior leadership, key technical experts, and other sensitive roles.
• Lead recruiters aligned to the Business Line: performance management, coaching, and career development.
• Drive cross-BL collaboration and fungible pipelines across programs.
• Provide structured feedback into recruiter performance reviews and tie outcomes to business impact.

Skills

TA strategy

Full-cycle recruiting

Business acumen

Analytical skills

Hiring initiatives

Autonomy

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 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 direct people leadership (PL track) — and in most cases, both.

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.

On the IC track (BL Lead), you operate as a player-coach: personally executing the most complex searches while directing the priorities and quality of the recruiting squad aligned to your BL. On the PL track (Recruiting Manager), 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 BL.

In both tracks, 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.
• 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.
• 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

$147,000 - $196,000 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:

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 .

As set forth in Anduril Industries’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law.

If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows:

A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service‑connected disability.

A "recently separated veteran" means any veteran during the three‑year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service.

An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense.

An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985.