TA Enablement Specialist

ABOUT THE JOB

Andurils Talent Strategy Experience & Enablement team is seeking a TA Onboarding Specialist to own the end-to-end onboarding experience for our Recruiters and Recruiting Coordinators. This is not a generic HR onboarding role this person will design and execute an onboarding program purpose-built for TA professionals ensuring every new recruiter and coordinator ramps faster builds confidence in our tools and processes and integrates into Andurils recruiting culture from day one.

The right person for this role understands that onboarding a recruiter is fundamentally different from onboarding a software engineer or a finance hire. Recruiters need to learn our ATS sourcing tools and CRM. They need to understand our operating principles interview methodology and competency framework. They need to know the business lines they support the hiring managers theyll partner with and the technical domains theyll recruit for. And they need to build credibility with their stakeholders fast because every week a recruiter is ramping is a week theyre not filling roles.

You will be the primary point of contact for every new TA hire from offer acceptance through their first 90 days. Youll partner closely with the Talent Enablement Program Manager on training content the TA Systems team on tool access and proficiency and recruiting leadership on business line immersion. If you thrive on building seamless experiences obsess over the details that make someone feel set up for success and want to directly impact how fast our recruiting engine scales this role is for you.

WHAT YOULL DO

• TA-Specific Onboarding Ownership:Own the end-to-end onboarding experience for all new Recruiters and Recruiting Coordinators from offer acceptance through 90-day check-in ensuring a seamless structured and confidence-building ramp into their role.
• Recruiter Ramp Program Design:Design and maintain a TA-specific onboarding curriculum that covers ATS/CRM proficiency sourcing tool training interview methodology operating principles and competency framework orientation business line immersion and hiring manager relationship-building.
• Role-Specific Onboarding Paths:Build and maintain structured 30/60/90 day onboarding plans for each TA role (Recruiter Senior Recruiter Recruiting Coordinator Sourcer) with clear milestones proficiency checkpoints and success criteria.
• Pre-boarding & Day One Readiness:Coordinate pre-boarding logistics: system access tool provisioning team introductions hiring manager connection and first-week scheduling. Ensure no new hire shows up on day one without everything they need.
• TA Culture & Process Orientation:Conduct engaging TA-specific orientation sessions that go beyond generic company onboarding instilling a deep understanding of Andurils recruiting culture operating principles (Speed Autonomy Scale Impact) the Behavioral Question Bank and what great looks like in our hiring process.
• New Hire Liaison & Support:Serve as the primary point of contact for new TA hires providing guidance answering questions and proactively identifying when someone is struggling or falling behind on ramp milestones.
• Cross-Functional Partnership:Partner with the Talent Enablement Program Manager to ensure onboarding content stays current and aligned with broader enablement programs. Collaborate with TA Systems on tool training and access. Work with recruiting leadership on business line immersion scheduling.
• Onboarding Materials & Knowledge Base:Develop refine and maintain onboarding playbooks checklists guides and resource libraries specific to the TA function. Ensure materials reflect current processes tools and best practices.
• Metrics & Continuous Improvement:Track onboarding completion rates ramp time to first hire new hire satisfaction scores and hiring manager confidence in new recruiter readiness. Use data to identify gaps and continuously improve the onboarding experience.
• Feedback Loops & Iteration:Proactively identify friction points in the TA onboarding experience and drive improvements. Gather feedback from new hires their managers and their stakeholders to inform iteration.

WORKS WITH

• Talent Enablement Program Manager (content alignment training curriculum)
• TA Systems Senior Manager (tool access ATS/CRM training)
• Recruiting Leadership & Functional Managers (business line immersion hiring manager intros)
• People Operations (HR onboarding integration compliance benefits enrollment)
• New Recruiters & Recruiting Coordinators (primary audience)

REQUIRED QUALIFICATIONS

• 3 years of experience in onboarding people operations program management or talent acquisition enablement.
• Direct experience onboarding recruiting or talent acquisition professionals or strong enough TA domain knowledge to design a credible ramp program for recruiters and coordinators.
• Strong knowledge of onboarding processes procedures and best practices with a bias toward structured milestone-driven programs over ad-hoc orientation.
• Excellent organizational and project management skills with the ability to manage multiple new hire cohorts simultaneously without dropping details.
• Exceptional communication and interpersonal abilities with a customer-service mindset new hires should feel supported not processed.
• Strong attention to detail ensuring accurate and thorough completion of all onboarding tasks system access and documentation.
• Proficiency with HRIS applicant tracking systems (ATS) and recruiting tools youll be teaching new hires to use these so you need to know them yourself.
• Analytical mindset: ability to track onboarding metrics (ramp time completion rates satisfaction scores) and use data to drive improvement.
• Experience working in a fast-paced high-growth environment where the onboarding program needs to scale with hiring volume.
• Must be a U.S. Person due to required access to U.S. export controlled information or facilities

PREFERRED QUALIFICATIONS

• Prior experience in a recruiting or talent acquisition role youve lived the ramp yourself and know what new recruiters actually need vs. what onboarding programs typically provide.
• Experience in the defense aerospace or a related high-tech industry where cleared talent mission context and technical domain knowledge are factors in recruiter ramp.
• Experience designing 30/60/90 day onboarding plans with structured milestones and proficiency checkpoints.
• Background in creating onboarding content: playbooks quick-reference guides video walkthroughs or e-learning modules.
• Ability to work autonomously with discretion and minimal supervision comfortable owning the full onboarding experience without waiting for direction.
• Prior event coordination experience (orientation sessions team immersion days cohort kickoffs).

The salary range for this role is an estimate based on a wide range of compensation factors inclusive of base salary only. Actual salary offer may vary based on (but not limited to) work experience education and/or training critical skills and/or business considerations. Highly competitive equity grants are included in the majority of full time offers; and are considered part of Andurils total compensation package. Additionally Anduril offers top-tier benefits for full-time employees including:

Benefits

At Anduril we invest in our people. Our comprehensive competitive benefits package (available at little to no cost to employees) ensures youre supported in health recovery and whatever comes next.For more information Explore Our Benefits.

Data Privacy

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