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.