Senior Recruiting Manager Jobs in Alabama (NOW HIRING)

The Air Dominance & Strike team develops the most advanced combat aircraft and systems that ensure our forces own the skies and strike with precision when it matters most. From next-generation fighters to autonomous unmanned systems, we're building the future of aerial warfare. When pilots take off on missions, when commanders make split-second decisions, when national security hangs in the balance-our technology is there. We're not just building aircraft; we're building the edge that keeps our nation safe and our warfighters protected.

As a Senior Recruiting Manager, you are the single-threaded owner of talent delivery for a Business Line and/or Strategic Program within one of Anduril's Divisions. You combine strategic business partnership with direct people leadership. This role exists at the intersection of strategy and execution. You are embedded deeply within your Business Line - understanding its programs, products, revenue drivers, and leadership priorities at a level that allows you to translate business objectives into hiring strategies, prioritize demand against capacity, and ensure the right talent lands on the right programs at the right time.
As a Sr. Recruiting Manger, you add direct people leadership - owning performance management, coaching, career development, and capacity allocation for a team of recruiters while simultaneously acting as the strategic advisor for your key stakeholders.
You are the voice of the business to TA and the voice of TA to the business. You own the hiring plan, the reporting, the escalations, and the outcomes. This is the formalized leadership layer within our Business Line construct - the person who ensures every major program and initiative has the talent it needs to hit its milestones.

• 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.

• 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.

• 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.

• 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.

• 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.

• Experience in frontier-tech, defense, aerospace, or advanced manufacturing industries with understanding of clearance requirements, site-based hiring, and program-driven demand.
• Direct experience managing or leading a team of recruiters
• Experience partnering with BizOps, Finance, and HR Business Partners on workforce planning, budget alignment, and headcount governance.
• Formal program or project management background (PMP, Agile, or similar).
• Experience building and scaling recruiting operations for a specific business unit during a period of high growth or organizational change.
• Track record of developing recruiters - evidence of coaching, mentoring, or managing team members to improved performance outcomes.