Senior Recruiter, R4R

ABOUT THE TEAM

To empower Andurils Talent Acquisition team hiring managers and interviewers with the essential knowledge skills and resources needed to consistently attract assess and hire top-tier talent. This role is critical for driving measurable improvements in recruiting effectiveness hiring quality and overall efficiency across the entire hiring lifecycle.

ABOUT THE JOB

We are looking for a Senior Recruiter to join our rapidly growing team in Costa Mesa CA Seattle WA Boston MA or Washington DC. In this role you will be responsible for owning the Recruiting for Recruiting function.

As a Senior Recruiter on our Talent Acquisition team you are the person who builds the team that builds the teams. Your mission is to own the end-to-end hiring process for our recruiting organization itself sourcing assessing and closing the Recruiters and Recruiting Coordinators who will become the backbone of our hiring engine across every division.
This is a uniquely meta role: you need to be an exceptional recruiter to credibly evaluate other recruiters. You will know what great looks like because you live it every day from sourcing strategy to candidate experience to close. You will be the quality bar for the people who set the quality bar for the rest of the company.

You will operate within our matrixed model aligned to a Business Line Lead for day-to-day priorities and business context while reporting to a Functional Manager who will guide your long-term skill development and career growth. This structure ensures you are solving our most pressing TA hiring challenges while continuing to sharpen your craft as a senior member of the recruiting function.

WHAT YOULL DO

• End-to-End Hiring Execution

  • 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 theyve done but how they think about sourcing stakeholder management data and candidate experience at a level that matches or exceeds our bar.

  Embedded Business Partnership

  • 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.

  Functional Craft & Collaboration

  • 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 candidates motivations when to walk away from a search thats 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.

REQUIRED QUALIFICATIONS

• 5-8 years of full-cycle recruiting experience in a fast-paced high-growth environment.
• Direct experience recruiting recruiters recruiting coordinators sourcing specialists or other TA/People Operations roles. You know where to find strong recruiting talent and how to assess craft not just career narrative.
• Demonstrated ability to manage complex senior-level searches and calibrate candidates against a competency-based framework not just pattern-matching on resume keywords.
• Track record of mentoring junior team members on recruiting craft interview technique and stakeholder management.
• Strong stakeholder management skills with the ability to advise push back on and build trust with hiring managers across levels including TA leaders who know the function as well as you do.
• A data-informed mindset: you track pipeline metrics use conversion data to diagnose search health and can present market intelligence to influence decisions.
• Ability to operate with a high sense of urgency and bias for action while maintaining quality and candidate experience.
• Strong communication skills both written and verbal with the ability to build rapport with candidates who are themselves expert communicators and relationship-builders.
• Must be a U.S. Person due to required access to U.S. export controlled information or facilities

PREFERRED QUALIFICATIONS

• Experience recruiting in the defense aerospace or a related high-tech industry where cleared talent and mission-driven positioning are factors.
• Experience hiring for TA roles across multiple specializations (technical recruiting G&A executive cleared coordination/operations).
• Experience working in a matrixed or dual-reporting organizational structure.
• Demonstrated ability to improve TA hiring processes interview design assessment frameworks onboarding not just execute them.
• Familiarity with recruiting competency models and the ability to articulate what great looks like at each level of the TA career ladder.

US Salary Range

$146000 - $194000 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 Andurils 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 youre 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. Weve 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 @ 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 agencys authenticity by reaching out to .

• 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 senders email domain is @ 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 . Your proactive caution is invaluable in protecting your personal information and upholding the security and trustworthiness of our recruitment efforts.

Data Privacy

To view Andurils candidate data privacy policy please visit 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.

Required Experience:

Senior IC