ABOUT THE TEAM 

To empower Anduril's 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 

As Talent Enablement Program Manager, you will design, implement, and optimize critical programs and resources that empower our recruiters and hiring managers to scale talent efficiently, compliantly, and with high quality. The right person for this role has a strong background in learning & development, process optimization, thrives in a fast-paced environment and change management within a talent acquisition or HR context. If you are someone who can translate complex processes into clear, actionable playbooks, drive measurable increases in recruiter effectiveness and hiring manager confidence, and consistently reduce operational overhead through enablement strategies, then this role is for you.

WHAT YOU’LL DO 

• Enhanced Recruiter Proficiency: Proactively identify training and resource gaps within the end-to-end applicant lifecycle through performance analysis and feedback. Then, design and deliver comprehensive training programs (e.g., advanced sourcing strategies, interviewing techniques, ATS proficiency, offer negotiation) that measurably enhance recruiter skills, efficiency, and their ability to successfully guide candidates through every stage of the hiring process.
• Effective Hiring Manager & Interviewer Training: Create and implement scalable learning paths, training and resources for hiring managers and interviewers, ensuring they are equipped with the skills for structured interviewing, effective assessment, and an outstanding candidate experience, leading to improved quality of hire.
• Robust Knowledge Management: Establish and maintain an easily accessible and up-to-date knowledge management system (e.g., playbooks, guides, templates, FAQs) that serves as a single source of truth for TA processes and best practices.
• Continuous Learning & Development: Foster a culture of continuous learning by facilitating workshops, brown bags, and other initiatives that keep the recruiting organization current on industry trends and best practices.
• Seamless Tool Adoption: Collaborate with the Systems Senior Manager to ensure effective training and smooth adoption of new TA tools and system updates, maximizing their utility and ROI.
• Impact Measurement: Define metrics and conduct evaluations to assess the effectiveness and impact of enablement programs, using feedback and data to drive continuous improvement and demonstrate value.

REQUIRED QUALIFICATIONS 

• Bachelor's degree in Human Resources, Organizational Development, Education, or a related field.
• 5+ years of experience in talent acquisition, HR training, or enablement roles, with a focus on adult learning principles and program management.
• Self-starter with proven ability to design, develop, and deliver engaging and effective training content for diverse audiences (recruiters, hiring managers).
• Strong understanding of UX/UI principles, HR as a Product, PMP, Six Sigma, and other program management areas.
• Strong project management skills, capable of managing multiple learning initiatives from conception to evaluation.
• Excellent communication, presentation, and facilitation skills.
• Experience with various learning methodologies, instructional design, and learning management systems (LMS).
• Analytical mindset with the ability to measure program effectiveness and derive insights for improvement.
• Experience working in a hyper growth, fast-paced, and outcomes focused environment.
• Must be a U.S. Person due to required access to U.S. export controlled information or facilities

PREFERRED QUALIFICATIONS

• Certification in Project Management (e.g., PMP, Agile), Instructional Design (e.g., CPTD), or HR (e.g., SHRM-CP, PHR).
• Experience with e-learning development tools and multimedia content creation.
• Background in a fast-paced technology or defense environment with high-volume recruiting.

ABOUT THE TEAM 

To empower Anduril's 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 

Anduril’s Talent Experience and Enablement team is seeking a strategic and high performing Talent Experience Program Manager to join our team. The Talent Experience and Enablement team drives the strategy, design, and execution of programs that enhance the candidate and employee experience within Talent Acquisition, fostering a best in class, efficient, compliant, and highly regarded hiring ecosystem.

As Talent Experience Program Manager, you will design, launch, and optimize high-impact programs that elevate the candidate and employee journey, focusing on referrals, internal mobility, and interviewer success to ensure a seamless, engaging, and confident experience with our TA processes and brand. The right person for this role has deep program management expertise, a strong analytical mindset, and a proven track record in talent acquisition program design with specific experience in internal mobility and career development initiatives. If you are someone who thrives on solving complex experience challenges, can influence stakeholders across all levels, is hands on, likes a fast-paced environment and relentlessly focuses on measurable outcomes like increased internal talent utilization, enhanced career pathing for employees, and improved candidate quality through innovative program design, then this role is for you.

WHAT YOU’LL DO 

• Design and deliver Internal Mobility Program that measurably decrease referral spend and inefficiencies, optimize internal talent utilization, enhance career pathing for employees, increase candidate quality, and improve employee confidence in TA programming.
• Career Page Program Leadership: Lead the full lifecycle program management for the career landing page revamp and ongoing optimization. This includes developing comprehensive project plans, coordinating cross-functional teams (e.g., Design, Engineering, Marketing, TA Systems), managing timelines, and ensuring a highly engaging, intuitive, and conversion-optimized digital experience that significantly improves application rates and reduces bounce rates.
• Candidate Journey Ownership: Own the strategic mapping, analysis, and continuous improvement of the end-to-end candidate journey, identifying and proactively resolving friction points, including tools and resource development, across all digital and human touch points to ensure a seamless, positive, and brand-aligned experience.
• Employer Brand Integration: Partner closely with Corporate Marketing and Communications to translate Anduril's overarching brand strategy into compelling employer brand messaging and narratives. Ensure all candidate-facing content and experiences authentically showcase Anduril's unique mission, technology, and culture, increasing brand awareness and affinity among target talent pools.
• Partner closely with the Talent Enablement Program Manager to ensure a cohesive and synergistic approach between external/internal candidate experience initiatives and internal recruiter/hiring manager enablement efforts.
• Define, track, and report on key metrics to demonstrate the impact and ROI of talent experience programs, with a particular focus on internal fill rates and employee satisfaction with career development opportunities.
• Act as a subject matter expert on candidate and employee experience best practices, researching and integrating innovative solutions into our programs.

REQUIRED QUALIFICATIONS 

• 5+ years of experience in program management within Talent Acquisition, HR, or a related field, specifically with a focus on candidate/employee experience and internal mobility.
• Self- starter with proven ability to design, launch, and scale complex programs across a fast-paced organization.
• Demonstrated analytical skills with experience using data to drive program decisions, measure impact, and identify areas for improvement.
• Exceptional communication and stakeholder management skills, capable of influencing and aligning diverse groups.
• Experience with Applicant Tracking Systems (ATS) and other TA technology platforms.
• Analytical mindset with the ability to measure program effectiveness and derive insights for improvement.
• Experience working in a hyper growth, fast-paced, and outcomes focused environment.
• Must be a U.S. Person due to required access to U.S. export controlled information or facilities

PREFERRED QUALIFICATIONS 

• Background in internal mobility, talent development, or career pathing programs.
• Experience managing referral programs or interviewer training initiatives.
• Background in UX/UI design principles for applicant-facing platforms.
• Experience working in a low-hierarchy, high-autonomy environment.

ABOUT THE JOB 

We are seeking an intellectually curious and analytical Talent Acquisition Operations Manager, Analytics as we work to hire the world’s best talent to work on the world’s hardest problems. This pivotal role will be responsible for elevating the operational effectiveness and analytical capabilities of our entire Talent Acquisition function. Success in this role means you will help lead the business direction of our Talent Acquisition (TA) team, leveraging first principles thinking, data analysis, and consensus building.

You will act as a BizOps leader, driving critical initiatives that span all of Talent Acquisition. Beyond optimizing existing processes, you will be instrumental in maturing our analytical capabilities, developing predictive insights, and translating complex TA data into actionable insights. If you thrive on tackling complex business challenges, and are passionate about shaping the future of talent acquisition through data, we invite you to join us.

WHAT YOU’LL DO 

• Lead Enterprise TA Strategic Initiatives: Drive high-impact projects across the entire Talent Acquisition lifecycle. Define problem statements, design solutions, and lead implementation for TA-wide improvements.
• Deliver Advanced Data Insights & Business Intelligence: Conduct deep-dive analyses across TA data (e.g., pipeline efficiency, source effectiveness, recruiter performance, hiring capacity, market intelligence). Translate complex findings into compelling narratives, recommendations, and executive-level presentations that inform business decisions.
• Mature TA Analytical Capabilities: Develop and execute a roadmap for advancing Talent Acquisition's analytical and data maturity. This includes establishing robust data governance, developing predictive models, designing advanced analytics frameworks, and enhancing self-service reporting tools for all TA stakeholders.
• Optimize Systems & Process Excellence: Serve as a partner to TA leadership on technology and process optimization. Identify and implement system enhancements (ATS, CRM, HRIS integrations) and best practices that drive efficiency, improve data quality, and support a world-class candidate and recruiter experience.
• Cross-Functional Partnership: Collaborate extensively with Executive leadership, TA leadership, HR Business Partners, People Analytics, and Finance to align TA with overall business objectives. Influence decision-making by providing data-backed insights and a strong business case for proposed changes.

REQUIRED QUALIFICATIONS 

• Education: MBA required.
• Experience: 6+ years of progressive experience in Business Operations, Strategy & Operations, Management Consulting, or a highly analytical role within a Talent Acquisition or HR function, with a track record of driving significant operational and analytical improvements.
• Advanced Analytical Prowess: Deep proficiency in advanced data analysis, statistical modeling, and data visualization. Demonstrated ability to develop complex data models and derive actionable, predictive insights.
• Business Acumen: Exceptional ability to connect talent acquisition initiatives to broader business objectives. You can identify opportunities and risks, and develop comprehensive plans to address them.
• Adaptability and growth-mindset: Hungry to learn and comfortable adapting quickly.
• Leadership & Influence: Proven ability to lead without direct authority, influence senior stakeholders, and drive consensus across teams. Excellent written, verbal, and presentation skills, capable of articulating complex strategies and data to executive audiences.
• Action-orientation: A strong bias for action (i.e., Getting hands-on, operating seamlessly between the depths of detail and the heights of the bigger picture, and delivering insight and impact quickly)
• Problem-Solving & Ambiguity: A highly structured approach to problem-solving, with the ability to navigate ambiguity, break down complex challenges, and autonomously deliver sophisticated, data-backed solutions.
• Must be a U.S. Person due to required access to U.S. export controlled information or facilities

PREFERRED QUALIFICATIONS 

• Talent acquisition domain knowledge (recruiting metrics and lifecycle) and systems (ATS, CRM)
• Experience designing and implementing data warehouses or business intelligence platforms for TA/HR data.
• Experience with workforce planning or talent forecasting methodologies46

ABOUT THE JOB 

We are seeking an analytical and strategic Talent Acquisition (TA) Spend Manager to lead efforts to keep Talent Acquisition cost effective as we work to hire the world’s best talent to work on the world’s hardest problems.

This critical role is embedded in our Talent Acquisition team and will be responsible for driving financial discipline, transparency, and decision-making around all TA expenditures. This person will be instrumental in evolving our budgeting methodologies, driving spend accuracy and transparency, articulating investment trade-offs, identifying cost efficiencies, and articulating the return on investment (ROI) of our talent acquisition efforts. If you are passionate about connecting financial strategy with talent success and thrive in a fast-paced, data-driven environment, this is the role for you.

WHAT YOU’LL DO 

Budget & Planning Excellence:

• Drive financial forecasting efforts for TA, anticipating future spend based on hiring demand, market trends, and critical initiatives.
• Develop and refine robust budget methodologies (e.g., "backpack of expenses," HC ratios) to accurately forecast and manage TA spend as real world demand changes, aligning directly with capacity planning and hiring forecasts.
• Lead the creation and maintenance of detailed budget breakouts across all TA sub-teams, ensuring clarity and accountability for spend allocation.
• Collaborate closely with TA leadership and Finance to ensure budget plans reflect company-wide priorities and operational realities.

Spend Management & Transparency:

• Conduct comprehensive audits of invoices and expenditures, ensuring accuracy, compliance, and adherence to established contracts.
• Perform deep-dive analyses into actual spend versus budget, identifying variances, their root causes, and elevating key insights and spend / investment trade-offs to the TA Senior Leadership Team.
• Implement and optimize processes for tracking, reporting, and managing TA financial data, leveraging existing tools and recommending improvements.
• Ensure all TA financial activities adhere to company policies, procurement guidelines, and relevant financial regulations.

Cost Optimization & Vendor Management:

• Proactively identify and drive significant cost-saving opportunities by rationalizing vendors, negotiating favorable terms and pricing with new and existing suppliers, and re-allocating unused licenses or subscriptions.
• Manage end-to-end relationships with key TA vendors, monitoring performance, ensuring contractual obligations are met, and identifying opportunities for greater value.
• Partner with Procurement and Legal on contract reviews, negotiations, and vendor selection processes.

Executive Reporting & ROI:

• Develop and present compelling financial reports on key TA metrics, expenditure trends, and forecasts to TA leadership and cross-functional stakeholders.
• Shape the narrative of TA's value proposition to the business, going beyond traditional cost-per-hire metrics to illustrate the long-term ROI of new hires over a 12-month period.
• Co-develop and implement (with Finance) a fair and transparent mechanism for allocating TA's operational costs to relevant division P&Ls.
• Translate complex financial data into actionable recommendations that inform TA resource allocation and overall business direction.

REQUIRED QUALIFICATIONS 

• Education: Bachelor's degree in Finance, Accounting, Business Administration, Economics, or a related quantitative field.
• Experience: 5-8+ years of progressive experience in financial analysis, spend management, procurement, or a dedicated HR/TA finance role.
• Analytical Prowess: Proven track record of strong analytical, quantitative, and data modeling skills, with the ability to translate complex data into clear, concise, and actionable insights for executive leadership.
• Cost Optimization: Demonstrated success in identifying and driving cost savings and efficiency initiatives.
• Technical Skills: Advanced proficiency in Microsoft Excel (pivot tables, VLOOKUPs, financial modeling) and experience with large-scale ERP or financial management systems.
• Communication: Excellent written and verbal communication skills, with the ability to present complex financial information to both financial and non-financial audiences, including senior leadership.
• Interpersonal Skills: Strong negotiation, influencing, and collaboration skills; ability to build strong relationships across multiple teams (TA, Finance, Procurement, Legal).
• Autonomy: Proven ability to work independently, manage multiple priorities, and drive projects to completion in a fast-paced, dynamic environment (aligned with IC4 level).
• Must be a U.S. Person due to required access to U.S. export controlled information or facilities

PREFERRED QUALIFICATIONS

• Master's degree (MBA, Finance).
• Experience specifically within a Talent Acquisition or HR Operations finance function.
• Experience in a high-growth technology company or other fast-paced, complex organizational environment.
• Proficiency with data visualization tools for data extraction and analysis.
• Familiarity with recruitment technology vendors (ATS, CRM, job boards, assessment tools) and related contract structures.
• Experience with specific spend management or procurement platforms.