Production Talent, Planning & Strategy Lead

At Anduril our ability to achieve ambitious goals is directly tied to our ability to plan for and attract the right talent. The TA Operations role for Talent Planning & Strategy is the embedded strategic operations partner to the Head of Talent for Production owning the data the capacity model the demand narrative and the prioritization framework so your leader can make decisions with confidence and the business always knows where we stand.

This is a high-impact strategic role designed for a systems-thinker with a recruiting background who thrives on translating business ambiguity into a clear actionable roadmap. While your roots are in talent acquisition your primary focus will be on the before the req strategy capacity planning demand prioritization and the executive narrative that connects hiring to business outcomes. You will not carry a req load but your TA practitioner DNA is what gives you credibility with the recruiting team and the instinct to catch plans that wont survive contact with the market.

• Own the Planning System for Production: Build operate and continuously improve the headcount planning and capacity modeling system for the Production TA function. This is not a shared service you own it end-to-end for your Head of TA.
• Model Capacity Against Demand: Maintain a real-time view of recruiting capacity (OBd recruiters ramp curves hires/recruiter/month) vs. incoming demand. Surface gaps before they become crises. Frame trade-offs not just were short but here are three options to close the gap: prioritize improve efficiency or add capacity.
• Drive Prioritization: Work with your Head of TA and Production/site leaders to prioritize hiring demand against constrained capacity. Build the data-backed narrative that explains WHY certain roles are sequenced before others (revenue impact contract milestones build-rate and ramp dependencies single-point-of-failure).
• Build the Executive Narrative: Translate raw data into compelling stories for leadership. Your Head of TA should never walk into a QBR MBR or exec review without a capacity story you built one that connects hiring progress to business outcomes frames risks clearly and proposes solutions rather than just surfacing problems.
• Standardize Demand Intake: Design and operate the framework for how business lines and sites in Production submit justify and prioritize hiring needs. Create a single source of truth from disparate requests.
• Govern the Plan: Serve as the steward of the master headcount plan for Production. Track approvals model scenarios manage change control and ensure leadership always has a reliable current view of where we stand.
• Align Cross-Functionally: Partner with Finance Strategy HR and your peer planning partners (the other two in this team) to ensure Productions plan ladders into the enterprise view. Same methodology same tools same reporting cadence but deep expertise in Productions dynamics.

• Lead Assigned TA Projects: Act as the TA subject-matter expert for projects that impact Production process improvements system enhancements reporting maturity or cross-functional initiatives.
• Drive Efficiency: Identify inefficiencies in the broader talent ecosystem for Production. Surface them with data propose solutions and lead implementation. Your Head of TA should view you as the person who makes the recruiting machine run better not just measures it.
• Be the Connective Tissue: Because you see the full demand/capacity picture for Production you are uniquely positioned to spot patterns where pipeline is building faster than expected where conversion rates suggest a systemic issue where a process change could unlock capacity without adding headcount.

You are a strategic operator with recruiting DNA. Youve been a great recruiter you know what it feels like to manage a pipeline miss a target start close a hard candidate and feel the weight of capacity constraints firsthand. But youve evolved beyond individual execution into systems thinking: how do you build the operational engine that makes 50 recruiters more effective without adding a 51st

You find joy in creating order from chaos. You are equally comfortable building a multi-quarter forecast in a spreadsheet and telling a VP why their demand plan is infeasible at current capacity and what to do about it. You are a master facilitator skilled at leading rooms of strong-willed leaders to consensus. You see talent acquisition not as a series of transactions but as a complex system that can be optimized for massive business impact.

Your Head of TA will come to rely on you the way a Division SVP relies on their DivOps leaders: youre the person who always knows the number always has the context and always has a recommendation not just a report.

• 6 years of professional experience with a foundation in talent acquisition (minimum 3 years as a practicing recruiter or recruiting leader) PLUS experience in planning operations strategy or analytics.
• Proven experience building or significantly redesigning a planning capacity or demand management process not just operating within one.
• Demonstrated mastery of data analysis and modeling: highly proficient in Excel/Google Sheets capable of building headcount and capacity models from the ground up.
• Exceptional communication and narrative skills: can translate a spreadsheet into a 3-slide executive story that drives a decision. Not just heres the data but heres what it means and what we should do.
• Experience driving prioritization decisions across competing stakeholders not just collecting inputs but shaping outcomes through data and influence.
• Deep understanding of the recruiting lifecycle capacity math (hires/recruiter/month ramp models conversion rates) and labor market dynamics enough to catch infeasible plans before theyre committed.
• Ability to operate with high autonomy in an ambiguous fast-paced environment. You will be building infrastructure that doesnt exist yet.

• Experience in a BizOps FP&A or Strategy & Ops role (in addition to TA background) the combination is the superpower.
• Direct experience building and managing a headcount planning or workforce planning process in a high-growth technology or manufacturing environment.
• Experience in management consulting with a focus on human capital org design or operational strategy.
• Familiarity with HRIS (Workday ChartHop) and ATS (Greenhouse) youll be pulling data from these systems to build your models.
• Experience operating in a matrixed or divisional org structure where planning requires aligning multiple P&Ls with different incentives.
• Experience with the DivOps or BizOps embedded partner model youve seen this operating rhythm and want to bring it to TA.

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:

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.

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