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 AI Solutions Engineer, Talent Acquisition to join our rapidly growing TA Operations team. This role is embedded within the TA Team — and you will be the hands-on technical owner of AI and automation across Anduril's TA function. You will build AI agents and automations that solve concrete recruiting problems, improving efficacy and efficiency. You will use that to inform what gets built, what gets bought, and what doesn't get built at all. You will spend most of your time shipping — primarily on strategically prioritized projects, but also unblocking the team with home-grown ad hoc tools and quick-turn solutions. You will form a strong, defensible point of view on where AI and automation will drive value across the recruiting funnel, surface the highest-leverage opportunities, and lead build-vs.-buy assessments grounded in scalability, cost, safety, and compliance. You will own TA's AI and automation roadmap end-to-end — communicating progress and tradeoffs to TA leadership, giving regular read-outs, and partnering with our TA Enablement team to drive baseline AI literacy across the broader recruiting org. This will require strong applied AI engineering chops (LLMs, agentic workflows, tool use, retrieval, evals), real software engineering rigor (Python, APIs, integrations, version control, testing, deployment), and the judgment to ship pragmatic systems in a regulated environment. If you are someone who is energized by ambiguous problem spaces, who can sit with recruiters and sourcers to understand their friction before writing a line of code, who has strong opinions about when AI is the right tool and when it isn't, and who wants to own both the build and the strategy behind it, then this role is for you.
WHAT YOU’LL DO
• Build AI agents and automations that solve real recruiting problems — sourcing, screening, outreach, scheduling, candidate research, pipeline operations, reporting — with measurable ROI tied to recruiter time saved, funnel improvements, or hiring outcomes.
• Own TA's AI and automation roadmap end-to-end — prioritization, sequencing, communication, and progress read-outs to TA leadership and stakeholders.
• Partner closely with Anduril's Corporate Technology team to understand the company's AI tooling, model access, infrastructure, security posture, and roadmap — and design solutions that ride those rails rather than fight them.
• Form and defend a clear point of view on where AI and automation will and won't drive value across the recruiting function, and proactively surface opportunities the team hasn't asked for yet.
• Lead rigorous build-vs.-buy assessments — evaluating vendors, internal platforms, and custom builds against scalability, total cost, safety, compliance, and long-term maintainability.
• Ship pragmatically — strategically prioritized initiatives most of the time, but also fast, home-grown solutions for ad hoc team requests when that's the rightcall.
• Partner with the TA Enablement team to drive baseline AI literacy across the recruiting org — internal training, documentation, prompt patterns, guardrails, and best practices that recruiters and sourcers can actually use.
• Own the safety, compliance, and governance posture of every AI and automation system you ship — PII handling, role-based access, audit trails, model risk, data residency, and ITAR/CUI considerations where applicable.
• Define and instrument success metrics for every shipped system — adoption, time saved, quality, error rates, cost per outcome — and retire what isn’t working.
• Establish lightweight engineering practices for the function — version control, testing, evals, deployment, monitoring — so AI work is durable rather than throwaway.
REQUIRED QUALIFICATIONS
• 4+ years of hands-on technical experience building production software, with at least 1–2 years of that focused on applied AI / LLM-based systems (agents, tool use, RAG, evaluations, automations).
• Genuinely curious about the recruiting / TA domain (prior experience strongly preferred) — willing to sit with recruiters and sourcers, learn their workflows, and build for their problems rather than the most technically interesting ones.
• Strong software engineering fundamentals — APIs and integrations, version control, testing, CI/CD, basic infrastructure, and deployment.
• Production experience building AI agents or LLM-driven automations for use across a growing team (250+ people) — including prompt design, tool use, retrieval, evaluation, and the failure modes that come with non-deterministic systems.
• Experience integrating with SaaS APIs and stitching workflows across multiple tools — comfort reading API docs, handling auth, rate limits, pagination, and webhooks.
• Demonstrated ability to identify high-leverage opportunities in an operational function, ship working systems against them, and quantify the impact.
• Strong build-vs.-buy judgment — can rigorously evaluate vendors and internal platforms against custom builds on scalability, cost, safety, compliance, and maintainability.
• Comfortable owning a roadmap end-to-end — prioritization, communication to non-technical leadership, and clear written read-outs.
• Strong written and verbal communication — can explain technical tradeoffs to recruiting leadership and translate fuzzy operational pain into specific technical scope.
• Genuinely curious about the recruiting / TA domain — willing to sit with recruiters and sourcers, learn their workflows, and build for their problems rather than the most technically interesting ones.
• Must be a U.S. Person due to required access to U.S. export controlled information or facilities
PREFERRED QUALIFICATIONS
• Prior experience embedded in or directly partnering with a Talent Acquisition, Recruiting Operations, or People function as the primary technical owner of AI / automation.
• Familiarity with the modern recruiting stack — Greenhouse, Gem, LinkedIn Recruiter, Workday, scheduling tools, etc. — and the ways their data and workflows fit together.
• Experience designing AI literacy programs, internal enablement, or hands-on training for non-technical end users.
• Background in defense, aerospace, financial services, healthcare, or another regulated industry where compliance, PII handling, and auditability are first-class requirements.
• Track record of retiring or replacing systems you previously shipped — strong taste for what to kill, and when to iterate, not just what to build.
US Salary Range
$161,000—$212,000 USD
The salary range for this role is an es
