layiq

/la·yiq/adjective

worthy; deserving; fitting; suitable.

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

LAYIQ - Senior Recruiting Manager, Advanced Effects at Anduril

Strategic Business Partnership & Ownership
Own the end-to-end TA strategy for your assigned Business Line, including headcount planning, demand management, requisition prioritization, and delivery against hiring targets tied to program milestones and revenue commitments.
Act as a trusted advisor to BL leadership (VP, Program Directors, General Managers, and Division Heads), using market intelligence, hiring data, and capacity models to influence decisions and shape the talent roadmap.
Define and manage hiring goals, SLAs, and success metrics for your Business Line — reporting progress through dashboards and business reviews with full transparency on pipeline health, risks, and capacity.
Partner with Division BizOps, Finance, and Workforce Planning to align on headcount allocation, budget, hiring sequencing, and revenue-driven demand changes.
Own all hiring progress reporting for your Business Line, delivering regular updates to divisional leadership and acting as the primary escalation point for hiring blockers.
Recruiting Execution & Delivery
Set the standard for recruiting excellence: sourcing strategy, candidate engagement, assessment rigor, and closing. You are the bar that your team calibrates against.
Maintain hands-on market expertise by actively recruiting on a select portfolio, ensuring you deeply understand talent availability, compensation dynamics, and competitive positioning for your BL's role families.
Lead major cross-functional hiring initiatives and surge efforts for your BL — batch days, high-volume campaigns, and ramp-to-milestone sprints — acting as the single-threaded owner for program execution.
Team Leadership & Talent Development
Provide direct people leadership for recruiters aligned to your Business Line: performance management, coaching, mentorship, career development, and structured feedback through regular 1:1s.
Manage recruiter allocation, capacity, and performance tracking — acting as the single source of truth for the Divisional Head of TA on team health and delivery confidence.
Foster a high-performance culture that emphasizes skill development, collaboration, data discipline, and delivering a world-class candidate and hiring manager experience.
Provide structured, high-quality feedback into recruiter performance reviews, ensuring business impact and hiring outcomes are recognized alongside activity metrics.
Functional Excellence & Process Rigor
Drive consistency in role intakes, interview processes, compensation calibration, and candidate experience across your BL — ensuring every search runs to a standard, not ad hoc.
Champion cross-BL collaboration and candidate sharing within your Division — optimizing talent placement and ensuring fungible, high-quality pipelines across programs.
Proactively identify process gaps, hiring bottlenecks, and systemic issues within your BL portfolio — building sustainable solutions rather than one-off fixes.
Partner with Recruiting Operations on tooling, reporting, and automation opportunities specific to your BL's hiring patterns.Include job responsibilities with 6-10 bullet points
REQUIRED QUALIFICATIONS
Years of experience commensurate with level and track: 10+ years of progressive TA experience, with significant experience owning a business unit's hiring strategy. Fully autonomous. Demonstrated ability to partner with and influence VP-level stakeholders.
Proven full-cycle recruiting experience in a complex technical environment — you must be credible as a practitioner, not just a strategist.
Strong business acumen: ability to connect hiring outcomes to program milestones, revenue commitments, and capacity models.
Excellent analytical skills — experience using data to drive prioritization, tell a story to leadership, and hold a team accountable to outcomes.
Experience leading hiring initiatives beyond individual searches: surge campaigns, batch hiring, portfolio prioritization, capacity planning.
Ability to operate with high autonomy in ambiguous environments, managing competing priorities with sound judgment and minimal oversight.
Must be a U.S. Person due to required access to U.S. export controlled information or facilities

Senior Recruiting Manager, Advanced Effects

Employer job description

ABOUT THE TEAM

As a Recruiting Leader, You're Building:

ABOUT THE JOB

WHAT YOU’LL DO

PREFERRED QUALIFICATIONS

Benefits

What to Do If You Suspect Fraud:

About this listing

Listing check

Similar jobs

Similar jobs