Data Analyst, Talent Acquisition

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 TEAM

The Talent Operations Systems team is responsible for the systems, data, process, and infrastructure that make Anduril's recruiting function work at scale. We work in a highly cross-functional manner, sitting between TA leadership, recruiters, business leaders, and the people data team to drive recruiting processes and systems and turn fragmented operational data into a trusted, decision-ready data product.

Our work directly shapes how Anduril finds, evaluates, and hires the engineers, operators, and builders behind the future of defense, and it's how recruiting leadership knows where to invest, what's working, and where the funnel is breaking.

ABOUT THE JOB

We are looking for an Data Analyst, Talent Acquisition to join our rapidly growing Talent Operations team. In this role, you will be the analytics engineer embedded inside our TA function, responsible for transforming recruiting and people data into the models, metrics, tools and applications that recruiting leadership, sourcers, and recruiters use every day to run the function.

You will partner directly with the people doing the work, learn the underlying recruiting processes end-to-end, and translate fuzzy business questions into a coherent semantic/metrics layer and self-service tools and applications that users trust and regularly turn to. You will also partner with the People Data team to own the ingestion and warehousing layer where it matters — but most of your time will go to modeling, metrics, dashboards, and stakeholder partnership.

This will require strong SQL and data transformation framework know-how, real experience with a semantic/metrics layer and self-service BI tooling (we use Foundry), working Python for custom API connectors, and prior depth in recruiting, talent acquisition, or people analytics data.

If you are someone who is genuinely curious about the TA domain, who wants to sit with users and learn their processes before writing a line of SQL, who has a real point of view on what "good" looks like for recruiting metrics, and who enjoys fast but responsible iteration and builds, then this role is for you.

WHAT YOU'LL DO

• Partner directly with recruiting leadership, sourcers, and recruiters — learn the recruiting processes end-to-end and understand the context behind the data and translate fuzzy business questions into specific, well-scoped data products.
• Own models for sourcing funnels, candidate journey, requisition lifecycle, sourcer/recruiter activity, outreach, and hiring outcomes — so the same numbers show up the same way everywhere they're consumed.
• Build and maintain a semantic/metrics layer that defines metrics once and exposes them consistently to self-serve dashboards for downstream consumers.
• Ship self-service dashboards (in Foundry) — for example: funnel health, time-to-fill, sourcer productivity, outreach response rates, source-of-hire, pipeline coverage by req, conversion by stage and segment — and iterate with users until they actually self-serve.
• Write and maintain custom connectors for systems without off-the-shelf integrations (for TA tools), and partner with People Data Team on orchestration, scheduling, and the warehouse layer that everything sits on.
• Partner with TA Ops team to enforce data quality so leadership can trust the numbers in board decks, headcount reviews, and weekly business reviews.
• Handle people-data with rigor — PII, role-based access, audit trails, and ITAR/CUI considerations where applicable.

REQUIRED QUALIFICATIONS

• 5+ years in data analytics, analytics engineering, data engineering, or a hybrid role, with at least 2 years specifically in recruiting analytics, talent acquisition data, or broader people analytics.
• Deep familiarity with the recruiting domain: ATS schemas, funnel mechanics, requisition lifecycle, etc. with a point of view on what "good" looks like for recruiting metrics — funnel conversion, pass-through rates, sourcer effectiveness, source-of-hire attribution, etc.
• Strong SQL experience.
• Experience building a real semantic/metrics layer that humans and BI tools actually query through.
• Track record shipping self-service dashboards for use at scale — meaning end users actually used it without coming back for every question.
• Working Python skills and real experience writing and operating custom API connectors in production.
• Comfort with modern orchestration, ELT tooling, and a cloud warehouse.
• Sharp judgment about when to invest in infrastructure vs. answer the question manually.
• Must be a U.S. Person due to required access to U.S. export controlled information or facilities.

PREFERRED QUALIFICATIONS

• Scaled recruiting analytics at a high-growth company (5,000+ employees) from "spreadsheets and tribal knowledge" to a trusted data product.
• Experience building self-serve dashboards in Foundry.
• Experience embedded in or directly partnering with a TA / recruiting function as the primary data person.
• Familiarity with handling PII and access control on sensitive people datasets in a regulated environment.
• Comfortable using modern AI tools to expedite dashboard builds, where and when appropriate.

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 Anduril's 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 you're supported in health, recovery, and whatever comes next. For more information, Explore Our Benefits.

Protecting Yourself from Recruitment Scams

Anduril is committed to maintaining the integrity of our Talent acquisition process and the security of our candidates. We've observed a rise in sophisticated phishing and fraudulent schemes where individuals impersonate Anduril representatives, luring job seekers with false interviews or job offers. These scammers often attempt to extract payment or sensitive personal information.

To ensure your safety and help you navigate your job search with confidence, please keep the following critical points in mind:

• No Financial Requests: Anduril will never solicit payment or demand personal financial details (such as banking information, credit card numbers, or social security numbers) at any stage of our hiring process. Our legitimate recruitment is entirely free for candidates.
• Please always verify communications:
• Direct from Anduril: If you receive an email from one of our recruiters, it will only come from an @anduril.com address.
• Via Agency Partner: If contacted by a recruiting agency for an Anduril role, their email will clearly identify their agency. If you suspect any suspicious activity, please verify the agency's authenticity by reaching out to contact@anduril.com.
• Exercise Caution with Unsolicited Outreach: If you receive any communication that appears suspicious, contains grammatical errors, or makes unusual requests, do not engage. Always confirm the sender's email domain is @anduril.com before providing any personal information or clicking on links.
• What to Do If You Suspect Fraud: Should you encounter any questionable or fraudulent outreach claiming to be from Anduril, please report it immediately to contact@anduril.com. Your proactive caution is invaluable in protecting your personal information and upholding the security and trustworthiness of our recruitment efforts.

Data Privacy

To view Anduril's candidate data privacy policy, please visit https://anduril.com/applicant-privacy-notice/.

By submitting your application, you consent to Anduril Industries using a third-party service provider to conduct pre-employment risk, integrity, and due diligence screening and assessing potential risks as part of your application process.

This third-party service provider provides risk-intelligence services that may include analysis of sanctions and watchlists, adverse media, public-record information, and other lawful open-source or commercial data sources. This third-party service provider does not act as a consumer reporting agency.

Use of this provider helps to ensure compliance with applicable laws and protect technology, intellectual property, and organizational security.