layiq

/la·yiq/adjective

worthy; deserving; fitting; suitable.

A role, opportunity, or path that merits attention, time, and pursuit.

CW Production Recruiting Lead at Anduril | LAYIQ

Divisional Accountability & Strategic Ownership
Own end-to-end production hiring outcomes for CW, including headcount planning, demand forecasting, requisition prioritization, and delivery against hiring targets.
Act as the primary strategic talent partner to your Head of TA and senior divisional leaders, translating business objectives into executable hiring strategies.
Deliver regular reporting on hiring health, pipeline velocity, capacity constraints, and risk mitigation to divisional leadership—providing full transparency and "positive control" over talent delivery.
Define and manage SLAs, hiring goals, and success metrics for your Division's production portfolio in partnership with business stakeholders.
Hands-On Recruiting Execution (Player)
Personally own and execute full-cycle recruiting on priority roles as needed for CW's most critical, complex, or strategic production roles, including:
Leadership and senior technical hires (Head of, Director, VPs)
Single-point-of-failure roles or positions with unique market challenges
First-of-their-kind roles requiring deep business context and creative sourcing strategies
Set the standard for recruiting excellence within your Division—demonstrating best-in-class sourcing, candidate engagement, assessment rigor, and offer negotiation.
Maintain credibility and market intelligence by staying hands-on in the craft of recruiting, ensuring you deeply understand talent availability, compensation trends, and competitive dynamics.
Program Management & Priority Direction (Coach)
Align the day-to-day priorities of the centralized production recruiting team aligned to your Division, ensuring their focus is calibrated to the highest-impact hiring needs.
Provide coaching, real-time feedback, and quality assurance to centralized recruiters working on your Division's roles (without formal people management responsibility).
Lead the operational rhythm for your Division's production hiring portfolio, including intake meetings, pipeline reviews, and cross-functional coordination with hiring managers, HR, and Finance.
Act as the single escalation point for hiring blockers, process breakdowns, or stakeholder misalignment within your Division.
Design and lead surge hiring initiatives, high-volume campaigns, or other complex hiring programs specific to your Division's business needs.
Cross-Functional Collaboration & Influence
Partner closely with The Lead Coordinator, for Overall Divisional Production TA to ensure process consistency, share best practices, and contribute to cross-divisional reporting and strategic planning.
Provide structured input into performance evaluations and development plans for centralized recruiters supporting your Division, ensuring their contributions to divisional outcomes are recognized.
Build strong relationships with Divisional BizOps, Finance, and Workforce Planning teams to align on headcount allocation, budget, and hiring sequencing.
Influence hiring manager behavior and decision-making, serving as a trusted advisor on candidate quality, market realities, and talent strategy trade-offs.
Who You Are
You are a high-performing recruiting operator who thrives in ambiguity and enjoys owning outcomes. You are equally comfortable rolling up your sleeves to close a Director-level hire and stepping back to orchestrate a 50+ role hiring sprint. You have the business acumen to partner with senior leaders, the program management discipline to drive complex initiatives, and the recruiting chops to execute at the highest level.
You see this role as what it is: a strategic springboard—a chance to prove you can own a business-critical function, build scalable systems, and lead through influence before stepping into formal people leadership.
Required Qualifications
8+ years of talent acquisition experience, including significant recent experience as a full-cycle production or technical recruiter in a fast-paced, high-volume environment.
Proven ability to operate independently with minimal oversight, managing complex hiring portfolios, competing priorities, and ambiguous situations with sound judgment.
Strong business partnership skills: experience influencing and advising Director-level and above stakeholders, translating business needs into hiring strategies, and managing escalations diplomatically.
Demonstrated program management capability—experience leading hiring initiatives beyond individual requisitions, coordinating cross-functional teams, and delivering results through others.
Excellent analytical and communication skills: ability to use data to drive decisions, tell a compelling story, and present hiring health narratives to senior leadership.
Comfortable working in a matrixed environment, providing direction and feedback to peers without formal management authority.

CW Production Recruiting Lead

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