Talent Marketplace Manager, Internal Mobility

Anduril • Columbia, WA

4d

About The Position

The Talent Marketplace Manager will join Anduril’s Internal Mobility team and own the design, implementation, and evolution of its internal talent marketplace as part of the Wayfinder internal mobility program. The role is central to developing, deploying, and retaining talent by building the platforms, skills architecture, and matching capabilities that help employees find new opportunities within Anduril. It will take the marketplace from early-stage development toward a mature, skills-based experience that matches people to opportunities based on their capabilities.

The position spans People Operations, Talent Acquisition Operations, and Division Operations. The manager will develop the marketplace roadmap, guide platform configuration and integrations, establish skills data and governance, and own the employee-facing experience. They will also lead adoption and launch efforts, establish marketplace operating standards, coordinate with the Mobility Operations Manager on downstream mobility processes, and partner across People, Talent Acquisition, Compensation, HR Technology, and Division Operations.

The role will define and monitor program-health metrics, build leadership reporting, and use data and user feedback to improve matching, identify skills-coverage gaps, and assess marketplace impact. Applicants must be a U.S. Citizen or Permanent Resident to satisfy federal contract requirements.

Requirements

• At least 5 years of experience in talent technology, HR technology, talent management, or internal mobility.
• Direct experience standing up or scaling an internal talent marketplace, skills-based talent platform, or comparable employee-facing talent product, including evaluation, implementation, launch, and iteration.
• 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 and applicant tracking systems.
• 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 communicate 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.
• Demonstrated ability to influence without authority across People, Talent Acquisition, HR Technology, and Division Operations.
• 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.
• Experience with Workday; strongly preferred.
• Experience with Greenhouse; preferred.
• Familiarity with the internal talent marketplace vendor landscape.

Responsibilities

• Develop and execute the marketplace product roadmap, including sequencing, trade-offs, and delivery milestones from initial launch through skills-based matching and AI-enabled discovery.
• Own marketplace platform implementation and configuration, whether through existing systems, third-party tools, or custom solutions.
• Use adoption, performance, and user feedback to inform platform direction and continuous improvement.
• Own the employee-facing marketplace experience, including posting quality, search and discovery, matching accuracy, and navigation of internal opportunities.
• Design and implement the skills taxonomy and data model in partnership with People Business Partners and Division leaders.
• Establish governance for data quality and skills validation so skills information remains trustworthy and current.
• 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, transparent matching criteria, how internal candidates are surfaced and prioritized, 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.
• Coordinate with People Business Partners, Talent Acquisition, Compensation, HR Technology, and Division Operations on internal talent visibility and marketplace capabilities.
• Align internal-opportunity posting and skills-data practices with the broader talent technology stack and People programs.
• Define and track marketplace metrics, including match quality, internal application rates, time-to-fill for internally sourced roles, platform engagement, skills coverage, and match-to-hire conversion.
• Build reporting that gives leadership visibility into marketplace impact, including cost savings versus 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 where the marketplace is underserving parts of the organization.

Benefits

• Highly competitive equity grants are included in the majority of full-time offers and are considered part of total compensation.
• 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: Manager
• Education Level: No Education Listed