ABOUT THE TEAM

The People Recruiting team is responsible for attracting and hiring the talent that builds Anduril's People infrastructure. We recruit across the full spectrum of People Operations, including compensation, HRIS, payroll, benefits, leave administration, shared services, and program management. As Anduril scales, these functions grow in complexity and criticality, and the quality of the people we bring in directly shapes how the company supports its workforce.

ABOUT THE JOB

We are looking for a Senior Recruiter to join our rapidly growing team in Costa Mesa, CA. In this role, you will be responsible for owning full-cycle recruiting across People Operations, partnering with hiring managers to fill roles across every sub-function on the team. You will build deep partnerships with your hiring managers, becoming a trusted extension of their teams, while developing real relationships with candidates throughout the process. This will require the versatility to context-switch across searches that demand very different domain fluency, candidate pools, and assessment approaches. In a given week you might be sourcing a Senior Compensation Analyst, screening an HRIS implementation lead, and closing a Payroll Manager. You will need to learn each sub-function well enough to credibly evaluate candidates and advise hiring managers on talent strategy, market dynamics, and role design. If you are someone who thrives on variety, closes with precision, and earns trust from both hiring managers and candidates through the quality of your work, this role is for you.

WHAT YOU’LL DO

Full-Cycle Recruiting Execution

• Own end-to-end recruiting across People Operations, managing searches that span the full range of sub-functions on the team
• Develop and execute sourcing strategies tailored to each sub-function, recognizing that a comp analyst pipeline looks very different from a payroll specialist pipeline
• Conduct screens that assess functional depth and organizational fit, with an evaluation approach tailored to each search
• Manage the interview process from intake through close: calibrate with hiring managers, prepare interview panels, facilitate debriefs, and drive offers to signature

Strategic Partnership

• Partner with People Operations leaders to understand current and upcoming hiring needs, team composition, and the specific profiles that will succeed in each sub-function
• Advise hiring managers on market conditions, compensation benchmarks, and candidate availability across People Ops disciplines
• Provide transparent pipeline updates and market intelligence, especially when conditions require recalibrating timelines or expectations
• Influence role design and leveling by bringing external market perspective to internal conversations about scope and requirements

Process and Craft

• Own the candidate experience from first outreach through close, making sure every interaction reflects the quality of the team you're hiring for
• Maintain data integrity in the ATS/CRM to support accurate reporting, capacity planning, and pipeline analytics
• Identify and implement improvements to recruiting processes, tools, and interview practices within your portfolio
• Collaborate with the broader Talent Acquisition team to share market intelligence, sourcing strategies, and best practices

REQUIRED QUALIFICATIONS

• 5-8+ years of full-cycle recruiting experience in a fast-paced, high-growth environment
• Direct experience recruiting People Operations, HR, or related functions (compensation, HRIS, payroll, benefits, or similar)
• Demonstrated ability to manage multiple concurrent searches across different functional areas while maintaining quality and candidate experience
• Strong stakeholder management skills with the ability to advise, calibrate, and build trust with hiring managers across levels
• Data-informed mindset: you track pipeline metrics, use conversion data to diagnose search health, and present market intelligence to influence decisions
• Clear, effective communication with candidates and hiring teams, with the ability to build rapport and assess fit across a range of People Ops disciplines
• Ability to move fast and prioritize without letting quality or candidate experience slip
• Must be a U.S. Person due to required access to U.S. export controlled information or facilities

PREFERRED QUALIFICATIONS

• Experience recruiting in defense, aerospace, or a related high-tech industry where cleared talent and mission-driven positioning are factors
• Experience recruiting across multiple People Ops sub-functions rather than a single specialty
• Experience working in a matrixed or dual-reporting organizational structure
• Track record of improving recruiting processes, interview design, or assessment frameworks
• Familiarity with the People Operations talent market, including where top candidates concentrate and what motivates lateral moves