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.

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.