Talent Marketplace Manager, Internal Mobility

Anduril • Boston, MA

3d

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 is central to developing, deploying, and retaining talent by creating a skills-based marketplace that connects employees with internal opportunities based on their capabilities. It spans People Operations, Talent Acquisition Operations, and Division Operations, and will lead the marketplace from early-stage development through maturity.

The manager will develop the platform roadmap, own implementation and configuration, and shape the employee-facing experience. They will establish the skills taxonomy, data model, and governance needed for reliable matching, and lead adoption, enablement, and feedback efforts for employees, hiring managers, recruiters, and People Business Partners. The role also establishes marketplace posting and matching standards and connects marketplace activity to existing hiring and transfer processes in partnership with the Mobility Operations Manager.

Working across People Business Partners, Talent Acquisition, Compensation, HR Technology, and Division Operations, the manager will align internal-opportunity practices and marketplace tools with the broader talent technology stack. They will define and monitor marketplace metrics, provide leadership reporting on impact, and use data and feedback to improve matching, skills coverage, and program performance.

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; 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 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.
• 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.
• Experience with Greenhouse.

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, which may involve existing systems, third-party tools, or custom solutions.
• Use adoption, performance, and user feedback to inform platform direction and continuously improve the employee-facing experience, including posting quality, search and discovery, and matching accuracy.
• 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, 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.
• Coordinate with People Business Partners, Talent Acquisition, Compensation, HR Technology, and Division Operations on internal talent visibility and marketplace capabilities.
• Align internal-opportunity practices, skills-data usage, marketplace tools, the broader talent technology stack, and People programs.
• Define and track metrics such as 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 where the marketplace underserves 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