Talent Acquisition Onboarding Specialist

ABOUT THE JOB

Anduril’s Talent Strategy, Experience & Enablement team is seeking a TA Onboarding Specialist to own the end-to-end onboarding experience for our Recruiters and Recruiting Coordinators. This is not a generic HR onboarding role — this person will design and execute an onboarding program purpose-built for TA professionals, ensuring every new recruiter and coordinator ramps faster, builds confidence in our tools and processes, and integrates into Anduril’s recruiting culture from day one. The right person for this role understands that onboarding a recruiter is fundamentally different from onboarding a software engineer or a finance hire. Recruiters need to learn our ATS, sourcing tools, and CRM. They need to understand our operating principles, interview methodology, and competency framework. They need to know the business lines they support, the hiring managers they’ll partner with, and the technical domains they’ll recruit for. And they need to build credibility with their stakeholders fast — because every week a recruiter is ramping is a week they’re not filling roles. You will be the primary point of contact for every new TA hire from offer acceptance through their first 90 days. You’ll partner closely with the Talent Enablement Program Manager on training content, the TA Systems team on tool access and proficiency, and recruiting leadership on business line immersion. If you thrive on building seamless experiences, obsess over the details that make someone feel set up for success, and want to directly impact how fast our recruiting engine scales, this role is for you.

WHAT YOU’LL DO

TA-Specific Onboarding Ownership: Own the end-to-end onboarding experience for all new Recruiters and Recruiting Coordinators — from offer acceptance through 90-day check-in — ensuring a seamless, structured, and confidence‑building ramp into their role. Recruiter Ramp Program Design: Design and maintain a TA-specific onboarding curriculum that covers ATS/CRM proficiency, sourcing tool training, interview methodology, operating principles and competency framework orientation, business line immersion, and hiring manager relationship‑building. Role‑Specific Onboarding Paths: Build and maintain structured 30/60/90 day onboarding plans for each TA role (Recruiter, Senior Recruiter, Recruiting Coordinator, Sourcer) with clear milestones, proficiency checkpoints, and success criteria. Pre‑boarding & Day One Readiness: Coordinate pre-boarding logistics: system access, tool provisioning, team introductions, hiring manager connection, and first‑week scheduling. Ensure no new hire shows up on day one without everything they need. TA Culture & Process Orientation: Conduct engaging TA‑specific orientation sessions that go beyond generic company onboarding — instilling a deep understanding of Anduril’s recruiting culture, operating principles (Speed, Autonomy, Scale, Impact), the Behavioral Question Bank, and what “great” looks like in our hiring process. New Hire Liaison & Support: Serve as the primary point of contact for new TA hires, providing guidance, answering questions, and proactively identifying when someone is struggling or falling behind on ramp milestones. Cross‑Functional Partnership: Partner with the Talent Enablement Program Manager to ensure onboarding content stays current and aligned with broader enablement programs. Collaborate with TA Systems on tool training and access. Work with recruiting leadership on business line immersion scheduling. Onboarding Materials & Knowledge Base: Develop, refine, and maintain onboarding playbooks, checklists, guides, and resource libraries specific to the TA function. Ensure materials reflect current processes, tools, and best practices. Metrics & Continuous Improvement: Track onboarding completion rates, ramp time to first hire, new hire satisfaction scores, and hiring manager confidence in new recruiter readiness. Use data to identify gaps and continuously improve the onboarding experience. Feedback Loops & Iteration: Proactively identify friction points in the TA onboarding experience and drive improvements. Gather feedback from new hires, their managers, and their stakeholders to inform iteration.

WORKS WITH

Talent Enablement Program Manager (content alignment, training curriculum) TA Systems Senior Manager (tool access, ATS/CRM training) Recruiting Leadership & Functional Managers (business line immersion, hiring manager intros) People Operations (HR onboarding integration, compliance, benefits enrollment) New Recruiters & Recruiting Coordinators (primary audience)

REQUIRED QUALIFICATIONS

3+ years of experience in onboarding, people operations, program management, or talent acquisition enablement. Direct experience onboarding recruiting or talent acquisition professionals, or strong enough TA domain knowledge to design a credible ramp program for recruiters and coordinators. Strong knowledge of onboarding processes, procedures, and best practices — with a bias toward structured, milestone‑driven programs over ad‑hoc orientation. Excellent organizational and project management skills, with the ability to manage multiple new hire cohorts simultaneously without dropping details. Exceptional communication and interpersonal abilities, with a customer‑service mindset — new hires should feel supported, not processed. Strong attention to detail, ensuring accurate and thorough completion of all onboarding tasks, system access, and documentation. Proficiency with HRIS, applicant tracking systems (ATS), and recruiting tools — you’ll be teaching new hires to use these, so you need to know them yourself. Analytical mindset: ability to track onboarding metrics (ramp time, completion rates, satisfaction scores) and use data to drive improvement. Experience working in a fast‑paced, high‑growth environment where the onboarding program needs to scale with hiring volume. Must be a U.S. Person due to required access to U.S. export controlled information or facilities.

PREFERRED QUALIFICATIONS

Prior experience in a recruiting or talent acquisition role — you’ve lived the ramp yourself and know what new recruiters actually need vs. what onboarding programs typically provide. Experience in the defense, aerospace, or a related high‑tech industry where cleared talent, mission context, and technical domain knowledge are factors in recruiter ramp. Experience designing 30/60/90 day onboarding plans with structured milestones and proficiency checkpoints. Background in creating onboarding content: playbooks, quick‑reference guides, video walkthroughs, or e‑learning modules. Ability to work autonomously with discretion and minimal supervision — comfortable owning the full onboarding experience without waiting for direction. Prior event coordination experience (orientation sessions, team immersion days, cohort kickoffs). US Salary Range: $98,000 — $130,000 USD The salary range for this role is an estimate based on a wide range of compensation factors, inclusive of base salary only. Actual salary offer may vary based on (but not limited to) work experience, education and/or training, critical skills, and/or business considerations. Highly competitive equity grants are included in the majority of full‑time offers; and are considered part of Anduril's total compensation package. Additionally, Anduril offers top‑tier benefits for full‑time employees, including: Benefits At Anduril, we invest in our people. Our comprehensive, competitive benefits package (available at little to no cost to employees) ensures you’re supported in health, recovery, and whatever comes next. For more information, Explore Our Benefits. Protecting Yourself from Recruitment Scams Anduril is committed to maintaining the integrity of our Talent acquisition process and the security of our candidates. We've observed a rise in sophisticated phishing and fraudulent schemes where individuals impersonate Anduril representatives, luring job seekers with false interviews or job offers. These scammers often attempt to extract payment or sensitive personal information. To ensure your safety and help you navigate your job search with confidence, please keep the following critical points in mind: No Financial Requests: Anduril will never solicit payment or demand personal financial details (such as banking information, credit card numbers, or social security numbers) at any stage of our hiring process. Our legitimate recruitment is entirely free for candidates. Please always verify communications: Direct from Anduril: If you receive an email from one of our recruiters, it will only come from an @anduril.com address. Via Agency Partner: If contacted by a recruiting agency for an Anduril role, their email will clearly identify their agency. If you suspect any suspicious activity, please verify the agency's authenticity by reaching out to View email address on click.appcast.io. Exercise Caution with Unsolicited Outreach: If you receive any communication that appears suspicious, contains grammatical errors, or makes unusual requests, do not engage. Always confirm the sender’s email domain is @anduril.com before providing any personal information or clicking on links. What to Do If You Suspect Fraud: Should you encounter any questionable or fraudulent outreach claiming to be from Anduril, please report it immediately to View email address on click.appcast.io. Your proactive caution is invaluable in protecting your personal information and upholding the security and trustworthiness of our recruitment efforts. Data Privacy To view Anduril's candidate data privacy policy, please visit By submitting your application, you consent to Anduril Industries using a third‑party service provider to conduct pre‑employment risk, integrity, and due diligence screening and assessing potential risks as part of your application process. This third‑party service provider provides risk‑intelligence services that may include analysis of sanctions and watchlists, adverse media, public‑record information, and other lawful open‑source or commercial data sources. This third‑party service provider does not act as a consumer reporting agency. Use of this provider helps to ensure compliance with applicable laws and protect technology, intellectual property, and organizational security. #J-18808-Ljbffr Anduril