Senior Leadership Recruiter, Mission Systems

About Anduril

Anduril Industries is a defense technology company with a mission to transform U.S. and allied military capabilities with advanced technology. By bringing the expertise, technology, and business model of the 21st century's most innovative companies to the defense industry, Anduril is changing how military systems are designed, built and sold. Anduril's family of systems is powered by Lattice OS, an AI-powered operating system that turns thousands of data streams into a realtime, 3D command and control center. As the world enters an era of strategic competition, Anduril is committed to bringing cutting-edge autonomy, AI, computer vision, sensor fusion, and networking technology to the military in months, not years.

About the Role

Mission Systems builds the sensing, imaging, and electronic warfare capabilities behind Anduril's products, across Electronic Warfare, Imaging, and Battlespace Awareness (Radar), along with the production teams that build them at scale. Our engineering organizations are growing quickly, and the people who lead them are the biggest lever on whether we deliver.

As the Leadership Recruiter on the Mission Systems Talent Acquisition team, you will own the hiring of our people leaders and senior technical leaders across the business area. You will work directly with General Managers, VPs, and Directors to define what great leadership looks like for each product line, then go find those people, most of whom are not looking, and bring them in. This is a high-touch, high-ownership role that sits alongside our program recruiters. You will own the searches that are too sensitive, too senior, or too specialized for a standard requisition process.

This role will be hybrid. 

What You'll Do

• Own end-to-end searches for Directors, Senior Managers, and Managers (PL track), plus Principal-level and Staff-plus individual contributors (IC5+), across Mission Systems engineering and production.
• Partner with GMs, VPs, and engineering leaders as a talent advisor on org design, leadership gaps, role scoping, leveling, and the realities of the market for RF, EO/IR, EW, radar, systems, and manufacturing leaders.
• Map the market and build talent intelligence: target companies, org structures, and leaders at primes, defense-tech peers, national labs, and commercial sensing and aerospace companies, and track who is movable and why.
• Run proactive, personalized outreach to passive leaders using executive networking, referrals, warm introductions, and advanced sourcing in Gem and LinkedIn Recruiter.
• Deliver a white-glove candidate experience from first conversation through onboarding, including managing confidential searches and sitting-leader candidates with discretion.
• Design, negotiate, and close senior offers, including base, equity, sign-on, and relocation, working with the People Business Partner and Compensation on leveling, band exceptions, and above-band approvals.
• Calibrate leadership interview loops: select and prep interviewers, drive structured assessment of leadership capability, technical depth, and culture fit, and run clear debriefs.
• Report on pipeline health, time-to-fill, offer acceptance, and market trends to Mission Systems leadership, segmenting cleared and uncleared searches. Keep Greenhouse as the source of truth.
• Work closely with program recruiters so leadership hiring and team-building hiring support each other, and share what you learn about the market and candidate sentiment.

Required Qualifications

• 5+ years of recruiting experience, with 3+ years focused on leadership, director-level, or principal-level technical search (in-house or at a retained or executive search firm).
• Track record of hiring engineering leaders (Managers, Directors, VPs) in complex hardware or systems domains such as RF/radar, EW, optics and imaging, sensors, aerospace, or manufacturing engineering.
• Experience advising senior stakeholders (GM, VP, or executive level) on hiring strategy and market realities, including pushing back constructively.
• Working knowledge of senior compensation, including equity, vesting, and complex offer negotiation against competing offers from primes and large tech companies.
• Strong assessment skills for leadership capability, strategic thinking, and technical depth.
• Clear, professional, discreet communication, with the ability to build rapport quickly with senior candidates and to run confidential searches.
• Must be a U.S. Person due to required access to U.S. export controlled information or facilities.