Talent Marketplace Manager, Internal Mobility

Anduril•Seattle, WA

About The Position

The Talent Marketplace Manager will join Anduril’s Internal Mobility team and own the design, implementation, and evolution of the internal talent marketplace within Wayfinder, Anduril’s internal mobility program. The role supports the development of platforms, skills architecture, and matching capabilities that help employees find new roles within the company. It will guide the marketplace from early-stage development through maturity, with the goal of matching people to opportunities based on their skills and capabilities. The position spans People Operations, Talent Acquisition Operations, and Division Operations. It owns the marketplace product roadmap and platform implementation, develops the skills taxonomy and data model, and builds adoption and governance practices for employees, hiring managers, recruiters, and People Business Partners. The manager also defines program metrics and reporting to assess marketplace effectiveness and improve matching, skills coverage, and internal mobility outcomes. The role partners with People Business Partners, Talent Acquisition, Compensation, HR Technology, Division Operations, and the Mobility Operations Manager. The job requires a U.S. Person (U.S. Citizen or Permanent Resident) to satisfy federal contract requirements. The stated U.S. salary range is $142,000–$188,000, base salary only. The posting also says highly competitive equity grants are included in the majority of full-time offers and that full-time employees receive a comprehensive benefits package, but does not detail specific benefit types.

Requirements

At least 5 years of experience in talent technology, HR technology, talent management, or internal mobility; experience in a high-growth technology or defense environment is described as ideal.
Direct experience standing up or scaling an internal talent marketplace, skills-based talent platform, or comparable employee-facing talent product.
Experience across evaluation, implementation, launch, and iteration of a platform or product.
Strong understanding of skills taxonomies, talent-matching methodologies, and supporting data infrastructure.
Ability to understand data models, system integrations, and platform architecture well enough to drive technical decisions with engineering and HR Technology partners; coding is not required.
Experience with HRIS platforms; Workday is strongly preferred.
Experience with applicant tracking systems; Greenhouse is preferred.
Familiarity with the internal talent marketplace vendor landscape.
Demonstrated ability to drive adoption of new tools and programs through attention to user experience, enablement, and feedback.
Strong analytical skills, including defining metrics, building dashboards, and using data to explain program health and impact.
Excellent communication skills, including presenting to leadership, coordinating across teams with different priorities, and translating technical concepts for non-technical stakeholders.
Ability to influence without authority and coordinate across People, Talent Acquisition, HR Technology, and Division Operations without managing those groups.
Must be a U.S. Person (U.S. Citizen or Permanent Resident) to satisfy federal contract requirements.

Nice To Haves

Experience in a high-growth technology or defense environment.
Workday experience.
Greenhouse experience.

Responsibilities

Develop and execute a product roadmap from initial marketplace launch through skills-based matching and AI-enabled discovery, including sequencing, trade-offs, and delivery milestones.
Own implementation and configuration of the marketplace platform, whether built within existing systems, integrated with third-party tools, or developed as a custom solution.
Use adoption, performance, and user feedback to inform platform direction and own the employee-facing experience, including posting quality, search and discovery, matching accuracy, and ease of use.
Design and implement the skills taxonomy and data model in partnership with People Business Partners and Division leaders; define how skills map to roles and are captured, categorized, validated, and maintained.
Establish governance for skills data quality and validation.
Build and execute adoption strategies for marketplace launch and expansion.
Develop enablement materials, training, and feedback loops for employees, hiring managers, recruiters, and People Business Partners.
Establish marketplace governance, including posting standards, transparency of matching criteria, internal-candidate surfacing and prioritization, and integration with hiring and transfer workflows.
Partner with the Mobility Operations Manager to connect marketplace activity to eligibility checks, compensation treatment, start-date coordination, and transition support.
Serve as a partner to People Business Partners, Talent Acquisition, Compensation, HR Technology, and Division Operations on internal talent visibility and marketplace capabilities.
Coordinate across the People organization on internal opportunity postings, skills-data use, and marketplace integration with the broader talent technology stack and People programs.
Define and track marketplace health metrics, including match quality, internal application rates, time-to-fill for internally sourced roles, platform engagement, skills coverage, and match-to-hire conversion.
Build leadership reporting on marketplace impact, including cost savings compared with external hires, retention effects, and the relationship between internal mobility and employee engagement.
Use data to improve matching algorithms, identify skills-coverage gaps, and find areas of the organization underserved by the marketplace.

Benefits

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

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