Recruiting Lead - Maritime

Anduril • Boston, MA

3d • $183,000 - $243,000

About The Position

The Recruiting Lead is the single-threaded owner of talent delivery for a key Business Line within the Maritime Division. The role combines strategic business partnership with hands-on recruiting execution and, depending on the track, direct people leadership. The lead is embedded in the Business Line, translating business objectives into hiring strategies, prioritizing demand against capacity, and ensuring talent is placed on programs at the right time. On the IC track, the role personally executes complex searches while directing the priorities and quality of the recruiting squad. On the PL track, it additionally owns recruiter performance management, coaching, career development, and capacity allocation. Across both tracks, the role owns the hiring plan, reporting, escalations, and outcomes, and serves as the formal leadership layer connecting the Business Line with Talent Acquisition.

The position owns 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. It advises Business Line leaders, uses market intelligence and hiring data to shape talent plans, defines hiring goals and success metrics, and reports pipeline health, risks, and capacity. The lead partners with BizOps, Finance, and Workforce Planning on headcount, budgets, sequencing, and changes in demand.

The role also personally recruits for the most critical, complex, or sensitive positions, maintains hands-on market expertise, sets recruiting standards, and leads major cross-functional hiring initiatives and surge efforts. Where the role includes direct people leadership, it manages recruiter performance, development, allocation, and capacity, while fostering a high-performance culture. It drives consistent recruiting processes and candidate experience, promotes collaboration and candidate sharing across Business Lines, resolves process bottlenecks, and works with Recruiting Operations on tooling, reporting, and automation.

Requirements

• 10+ years of progressive Talent Acquisition experience, with significant experience owning a business unit’s hiring strategy.
• Demonstrated ability to partner with and influence VP-level stakeholders.
• Proven full-cycle recruiting experience in a complex technical environment, with credibility as a recruiting practitioner.
• Strong business acumen and 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 for outcomes.
• Experience leading hiring initiatives beyond individual searches, such as surge campaigns, batch hiring, portfolio prioritization, or capacity planning.
• Ability to operate autonomously in ambiguous environments, manage competing priorities, and exercise sound judgment with minimal oversight.

Nice To Haves

• Experience in frontier technology, defense, aerospace, or advanced manufacturing, including familiarity with 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 or Agile.
• Experience building and scaling recruiting operations for a business unit during high growth or organizational change.
• A track record of developing recruiters through coaching, mentoring, or management that improved performance outcomes.

Responsibilities

• Own end-to-end Talent Acquisition strategy for the assigned Business Line, including headcount planning, demand management, requisition prioritization, and delivery against hiring targets.
• Advise Business Line leadership using market intelligence, hiring data, and capacity models to influence decisions and shape the talent roadmap.
• Define and manage hiring goals, service-level agreements, 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 sequencing, and revenue-driven demand changes.
• Own hiring progress reporting and act as the primary escalation point for hiring blockers.
• Personally execute full-cycle recruiting for the Business Line’s most critical, complex, or sensitive roles.
• Set standards for sourcing strategy, candidate engagement, assessment rigor, and closing.
• Maintain hands-on market expertise by recruiting on a select portfolio and tracking talent availability, compensation dynamics, and competitive positioning.
• Lead major cross-functional hiring initiatives and surge efforts, including batch hiring, high-volume campaigns, and ramp-to-milestone sprints.
• For the people-leadership track, manage recruiter performance, coaching, mentorship, career development, and structured feedback through regular one-on-ones.
• Manage recruiter allocation, capacity, and performance tracking, and provide the Divisional Head of TA with visibility into team health and delivery confidence.
• Foster a high-performance culture focused on 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.
• Promote cross-Business-Line collaboration and candidate sharing to optimize talent placement and maintain strong pipelines across programs.
• Identify process gaps, hiring bottlenecks, and systemic issues, and develop sustainable solutions.
• Partner with Recruiting Operations on tooling, reporting, and automation opportunities tailored to the Business Line’s hiring patterns.

Benefits

• Highly competitive equity grants are included in the majority of full-time offers.
• Top-tier benefits package available at little to no cost to employees.

What This Job Offers

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