Senior Talent Acquisition Manager, RMS

ABOUT THE JOB

The Rocket Motor Systems (RMS) team is scaling rapidly, and the talent we bring in will define how fast and how well we deliver. As Senior Manager of Talent Acquisition for RMS, you will own the recruiting engine that fuels that growth. This is not a passive support function—you will sit at the table with production and engineering leaders, translate workforce plans into hiring strategies, and hold your team to a consistently high bar across process discipline and performance outcomes.
We need a leader who is solution-oriented by default: someone who digs into the data, identifies what’s broken or underperforming, and initiates change once the evidence supports it—not after consensus emerges on its own. You will build and refine recruiting processes that are measurable and repeatable, coach your team to execute at a high level, and ensure every hire raises the caliber of the organization. You will manage a team of recruiters, partner with hiring managers across the RMS organization, and drive full-cycle strategy from talent mapping through offer close. The right person for this role combines operational rigor with the creativity and urgency of a startup recruiter—no task too big, no detail too small.

WHAT YOU’LL DO

• Manage and develop a team of recruiters supporting RMS hiring across production, manufacturing engineering, quality, and supply chain functions
• Own end-to-end hiring strategy for RMS: forecast demand with production leaders, build pipelines, and report progress with clear, data-backed communication
• Use recruiting data and funnel metrics to identify bottlenecks, diagnose root causes, and drive process improvements—acting on what the data shows rather than waiting for direction
• Set and maintain a high performance bar for the recruiting team: define clear expectations around sourcing activity, pipeline velocity, interview quality, and offer-acceptance rates
• Act as a subject matter expert in sourcing techniques and tools—including Boolean search, LinkedIn Recruiter, referral programs, and SOBO campaigns—and coach your team to use them effectively
• Conduct interviews and calibrate hiring manager expectations, demonstrating strong interview-to-offer conversion through disciplined candidate evaluation
• Build talent maps and market intelligence specific to the RMS talent landscape (propulsion, energetics, pyrotechnics, production operations) to inform proactive engagement strategies
• Drive diverse talent into the organization while ensuring a consistently excellent candidate experience at every touchpoint
• Partner cross-functionally with HR, compensation, and workforce planning to align recruiting efforts with headcount plans, offer competitiveness, and retention goals
• Represent Anduril’s brand and recruiting function with the highest level of professionalism—internally with senior stakeholders and externally with candidates and partners

REQUIRED QUALIFICATIONS

• 10+ years of high-volume talent acquisition experience evaluating and hiring top-tier technical talent
• 8+ years partnering with senior leaders and stakeholders—reporting on progress, advising on strategy, and using data to influence hiring decisions
• 5+ years managing or mentoring a team of recruiters with accountability for time-sensitive, high-volume pipelines
• Demonstrated track record of using recruiting analytics to initiate and sustain process improvements—not just reporting metrics but acting on them
• Experience recruiting in an agency and/or fast-paced startup environment, hiring for hardware, production, manufacturing engineering, or related technical roles
• Ability to travel between sites as needed
• Must be a U.S. Person due to required access to U.S. export controlled information or facilities

PREFERRED QUALIFICATIONS

• Experience standing up a talent acquisition function for a greenfield or rapidly scaling manufacturing site
• Knowledge of ITAR policies and their impact on hiring practices
• Background recruiting for solid rocket motors, propulsion, energetics, pyrotechnics, or adjacent defense/aerospace disciplines
• Track record of operating in a consultative capacity where data-informed guidance led to measurably improved hiring outcomes and candidate experience
• Experience managing multiple concurrent high-volume pipelines while maintaining process integrity and candidate engagement throughout
• Highly autonomous, collaborative, and adaptable—comfortable driving change in ambiguous, fast-moving environments