Production Recruiting Lead, TRS

Anduril • Costa Mesa, CA

3d

About The Position

The Production Recruiting Lead is the single-threaded owner of talent delivery for a Business Line within Anduril’s Tactical Reconnaissance & Strike Division. The role combines strategic business partnership with hands-on recruiting execution and may include direct people leadership. Embedded within the Business Line, the lead understands its programs, products, revenue drivers, and leadership priorities and translates business objectives into hiring strategies, balances demand against capacity, and ensures talent reaches the right programs at the right time.

On the individual-contributor track, the lead personally executes the most complex searches while directing priorities and quality for the aligned recruiting squad. On the people-leadership track, the lead also manages recruiter performance, coaching, career development, and capacity allocation. Across both tracks, the role owns the hiring plan, reporting, escalations, and outcomes, and acts as the primary bridge between the business and Talent Acquisition.

The role owns end-to-end TA strategy and delivery for the assigned Business Line, advises senior business leaders, manages hiring goals and metrics, executes critical searches, leads hiring initiatives, and develops recruiting talent. It also drives consistent recruiting processes, cross-Business-Line collaboration, and sustainable improvements to hiring operations.

Requirements

• 10+ years of progressive Talent Acquisition experience, with significant experience owning a business unit’s hiring strategy.
• Ability to operate fully autonomously.
• Demonstrated ability to partner with and influence VP-level stakeholders.
• Proven full-cycle recruiting experience in a complex technical environment; must be credible as a recruiting practitioner.
• Strong business acumen, including the ability to connect hiring outcomes to program milestones, revenue commitments, and capacity models.
• Excellent analytical skills, including using data to prioritize, communicate insights to leadership, and hold a team accountable to outcomes.
• Experience leading hiring initiatives beyond individual searches, such as surge campaigns, batch hiring, portfolio prioritization, and capacity planning.
• Ability to operate with high autonomy in ambiguous environments, manage competing priorities, and exercise sound judgment with minimal oversight.

Nice To Haves

• Experience in frontier-tech, defense, aerospace, or advanced manufacturing, including 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, such as PMP, Agile, or similar.
• Experience building and scaling recruiting operations for a business unit during high growth or organizational change.
• Track record of developing recruiters through coaching, mentoring, or management that improved performance outcomes.

Responsibilities

• Own end-to-end TA strategy for the assigned Business Line, including headcount planning, demand management, requisition prioritization, and delivery against hiring targets tied to program milestones and revenue commitments.
• Advise Business Line leaders, including Program Directors, General Managers, and Division Heads, using market intelligence, hiring data, and capacity models to shape talent plans and influence decisions.
• Define and manage hiring goals, SLAs, and success metrics; report pipeline health, risks, and capacity through dashboards and business reviews.
• Partner with Division BizOps, Finance, and Workforce Planning on headcount allocation, budgets, hiring sequence, and changes in revenue-driven demand.
• Own hiring progress reporting for the Business Line and serve as the primary escalation point for hiring blockers.
• Personally execute full-cycle recruiting for the Business Line’s most critical, complex, or sensitive searches, including senior leadership, technical experts, and first-of-their-kind roles.
• Set standards for sourcing strategy, candidate engagement, assessment rigor, and closing, and maintain hands-on market expertise across a select portfolio.
• Lead cross-functional hiring initiatives and surge efforts, including batch hiring, high-volume campaigns, and ramp-to-milestone sprints.
• Provide direct leadership for aligned recruiters, including performance management, coaching, mentorship, career development, and regular structured feedback.
• Manage recruiter allocation, capacity, and performance tracking, and report team health and delivery confidence to the Divisional Head of TA.
• Foster a high-performance team culture emphasizing skill development, collaboration, data discipline, and strong candidate and hiring manager experiences.
• Provide structured feedback for recruiter performance reviews, recognizing business impact and hiring outcomes alongside activity metrics.
• Drive consistency in role intakes, interview processes, compensation calibration, and candidate experience across the Business Line.
• Champion cross-Business-Line collaboration and candidate sharing to optimize talent placement and maintain high-quality pipelines.
• Identify process gaps, hiring bottlenecks, and systemic issues, and build sustainable solutions.
• Partner with Recruiting Operations on tooling, reporting, and automation opportunities tailored to Business Line hiring patterns.

Benefits

• Highly competitive equity grants are included in the majority of full-time offers.
• Top-tier benefits for full-time employees, described as comprehensive and competitive and available at little to no cost to employees.

What This Job Offers

• Job Type: Full-time
• Career Level: Senior
• Education Level: No Education Listed