# Recruiting Lead - Maritime

**Company**: Anduril Industries
**Location**: Boston, Massachusetts
**Experience**: senior
**Job type**: full-time
**Salary**: $183,000-$243,000 USD
**Category**: Human Resources
**Industry**: Technology

**Apply**: https://job-boards.greenhouse.io/andurilindustries/jobs/5276971007?utm_source=yubhub.co&utm_medium=jobs_feed&utm_campaign=apply
**Canonical**: https://yubhub.co/jobs/job_8b137dc1-e56

## Description

Anduril Industries is a defense technology company with a mission to transform U.S. and allied military capabilities with advanced technology.

As a Business Line Lead / Recruiting Manager, you are the single-threaded owner of talent delivery for a key Business Line within our Maritime Division.

## Responsibilities

### Strategic Business Partnership & Ownership

- Own the end-to-end TA strategy for your assigned Business Line, including headcount planning, demand management, requisition prioritization, and delivery against hiring targets tied to program milestones and revenue commitments.

- Act as a trusted advisor to BL leadership (Program Directors, General Managers, and Division Heads), using market intelligence, hiring data, and capacity models to influence decisions and shape the talent roadmap.

- Define and manage hiring goals, SLAs, and success metrics for your Business Line , reporting progress through dashboards and business reviews with full transparency on pipeline health, risks, and capacity.

- Partner with Division BizOps, Finance, and Workforce Planning to align on headcount allocation, budget, hiring sequencing, and revenue-driven demand changes.

- Own all hiring progress reporting for your Business Line, delivering regular updates to divisional leadership and acting as the primary escalation point for hiring blockers.

### Recruiting Execution & Delivery

- Personally own and execute full-cycle recruitment for the most critical, complex, or sensitive roles within your Business Line , senior leadership, key technical experts, first-of-their-kind roles, and searches requiring deep business context.

- Set the standard for recruiting excellence: sourcing strategy, candidate engagement, assessment rigor, and closing.

- Maintain hands-on market expertise by actively recruiting on a select portfolio, ensuring you deeply understand talent availability, compensation dynamics, and competitive positioning for your BL's role families.

- Lead major cross-functional hiring initiatives and surge efforts for your BL , batch days, high-volume campaigns, and ramp-to-milestone sprints , acting as the single-threaded owner for program execution.

### Team Leadership & Talent Development

- Provide direct people leadership for recruiters aligned to your Business Line: performance management, coaching, mentorship, career development, and structured feedback through regular 1:1s.

- Manage recruiter allocation, capacity, and performance tracking , acting as the single source of truth for the Divisional Head of TA on team health and delivery confidence.

- Foster a high-performance culture that emphasizes skill development, collaboration, data discipline, and delivering a world-class candidate and hiring manager experience.

- Provide structured, high-quality feedback into recruiter performance reviews, ensuring business impact and hiring outcomes are recognized alongside activity metrics.

### Functional Excellence & Process Rigor

- Drive consistency in role intakes, interview processes, compensation calibration, and candidate experience across your BL , ensuring every search runs to a standard, not ad hoc.

- Champion cross-BL collaboration and candidate sharing within your Division , optimizing talent placement and ensuring fungible, high-quality pipelines across programs.

- Proactively identify process gaps, hiring bottlenecks, and systemic issues within your BL portfolio , building sustainable solutions rather than one-off fixes.

- Partner with Recruiting Operations on tooling, reporting, and automation opportunities specific to your BL's hiring patterns.

## Requirements

- 10+ years of progressive TA experience, with significant experience owning a business unit's hiring strategy.

- Proven full-cycle recruiting experience in a complex technical environment.

- Strong business acumen: ability to connect hiring outcomes to program milestones, revenue commitments, and capacity models.

- Excellent analytical skills , experience using data to drive prioritization, tell a story to leadership, and hold a team accountable to outcomes.

- Experience leading hiring initiatives beyond individual searches: surge campaigns, batch hiring, portfolio prioritization, capacity planning.

- Ability to operate with high autonomy in ambiguous environments, managing competing priorities with sound judgment and minimal oversight.

## Skills

### Required
- recruitment strategy
- talent acquisition
- business partnership
- leadership
- recruiting execution
- team leadership
- performance management

### Nice to have
- frontier-tech
- defense
- aerospace
- advanced manufacturing
- clearance requirements
- site-based hiring
- program-driven demand

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Source: [Apply at job-boards.greenhouse.io](https://job-boards.greenhouse.io/andurilindustries/jobs/5276971007?utm_source=yubhub.co&utm_medium=jobs_feed&utm_campaign=apply)