Senior Recruiter

Anduril Industries is a defense technology company focused on enhancing military capabilities through innovative technology. They are seeking a Senior Recruiter to lead the end-to-end hiring process for recruiting roles, ensuring high standards in candidate experience and recruiting effectiveness.

Responsibilities:

• Own the full recruiting lifecycle (with sourcing support) for Recruiter and Recruiting Coordinator roles across divisions — from sourcing and screening through offer negotiation and close — ensuring a world-class candidate experience that reflects the standard we expect our hires to deliver
• Develop and execute creative sourcing strategies to build robust pipelines for TA talent, recognizing that the best recruiters are rarely active applicants and require differentiated outreach, not just InMail volume
• Manage the interview process end-to-end: conduct in-depth screens that assess recruiting craft (not just career narrative), prepare candidates and interviewers, and facilitate calibrated debriefs that separate strong operators from strong interviewees
• Assess candidates against our competency framework — evaluating not just what they’ve done, but how they think about sourcing, stakeholder management, data, and candidate experience at a level that matches or exceeds our bar
• Partner closely with TA leadership and hiring managers across divisions to understand current and future recruiting capacity needs, team composition gaps, and the specific recruiting profiles that will succeed in each business context
• Act as a talent advisor for TA hiring, using market data on recruiter compensation, availability by specialization (technical, G&A, cleared, etc.), and competitive intelligence to shape job descriptions, calibrate expectations, and influence headcount planning
• Provide transparent, regular updates on pipeline health, search progress, and market conditions to your stakeholders — particularly when the news requires recalibrating timelines or expectations
• Advise on role design and leveling for TA positions, helping hiring managers distinguish between an IC3 and IC4 recruiter profile, or when a Recruiting Coordinator role should be scoped as a sourcer hybrid
• Contribute to the TA Center of Excellence by sharing market intelligence on recruiting talent trends, compensation benchmarks, and sourcing strategies that work for hiring recruiters specifically
• Mentor junior recruiters on the team — not just on process, but on the judgment calls that separate a good recruiter from a great one: when to push back on a hiring manager, how to read a passive candidate’s motivations, when to walk away from a search that’s mis-scoped
• Partner with your Functional Manager to set development goals and grow your career toward Staff-level impact
• Uphold data integrity in our ATS/CRM to ensure accurate reporting, capacity planning, and pipeline analytics for the TA function