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Greater London, England, United Kingdom
Hybrid
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 JOB
As the Head of Talent Acquisition, EMEA, you own the build-out of Anduril's talent acquisition capability across
the EMEA region. Reporting to the Senior Director of Talent Acquisition and partnering closely with the Head of
Strategic Planning for Talent Acquisition, you are a key member of the TA Leadership team with a specific
mandate: geo-specific scaling. You own the in-country, site-specific, and division-specific hiring build-out across
EMEA, working in close partnership with the Head of Talent Acquisition, APAC and with each Divisional Head of
TA who is adding headcount into your region.
This is not a divisional leadership seat. You are not embedded in any single business unit's leadership team; you
are the connective tissue across all of them for one geography. Multiple divisions will be scaling into EMEA at
once, often into the same countries and talent pools, and your job is to make sure their combined demand lands
on a coherent, compliant, and well-resourced regional hiring capability, rather than five uncoordinated efforts
competing for the same candidates.
WHAT YOU’LL DO
Regional Strategy and Build-Out
• Define and execute Anduril's EMEA talent acquisition strategy, directly informed by the combined hiring
demand of every division scaling into the region.
• Own EMEA hiring outcomes (time-to-fill, quality, acceptance rates) as the single accountable owner for
regional delivery.
• Own EMEA hiring governance, compliance, and workforce planning across the region's countries, each with
distinct labor law, works council, and candidate market dynamics.
• Develop EMEA hiring playbooks, and partner with the Head of Talent Acquisition, APAC to share what's
working across both regions rather than each building in isolation.
• Partner with the Head of Strategic Planning for Talent Acquisition to evaluate where EMEA needs additional
in-country or sub-regional leadership as demand grows (e.g., a dedicated UK or Germany lead), and help
build the case and the structure for it.
Cross-Divisional Partnership and Prioritization
• Serve as the senior talent advisor to EMEA-based business leaders and to every Divisional Head of TA adding
headcount into the region, synthesizing what could otherwise be five disconnected divisional views into one
coherent regional talent picture.
• Partner with in-region recruiting resources and EMEA business leaders to ensure the regional model reflects
on-the-ground reality, not just headquarters assumptions.
• Act as the tie-breaker when multiple divisions' hiring demand converges on the same country, site, or talent
pool with more need than the region can serve at once, using an objective, business-impact-driven
framework.
• Drive continuous improvement through data and feedback loops, standardizing what should be consistent
across EMEA while preserving the flexibility each country and division genuinely needs.
Operational Cohesion with Peer Regions
• Partner closely with the Head of Strategic Planning for Talent Acquisition, a peer, not a manager, who is
accountable for cross-regional cohesion, shared playbooks, and consistency of operating rhythm across
EMEA and APAC.
• Loop in the Head of Strategic Planning early on build-out choices (tooling, process, governance) so that
EMEA and APAC remain coherent for divisions scaling into both regions.
• Resolve cross-regional alignment issues collaboratively, escalating to the Senior Director of Talent
Acquisition only when peer alignment can't be reached.
REQUIRED QUALIFICATIONS
• 10+ years of progressive TA experience, including demonstrated success building or scaling EMEA hiring
specifically, not just supporting it from a distance.
• Deep understanding of EMEA labor markets, employment law, works councils, and compliance
considerations across the region's key countries.
• Proven experience designing and executing an end-to-end regional talent acquisition strategy.
• Demonstrated ability to lead and influence across a matrixed structure, partnering with multiple Divisional
Heads of TA and business leaders who do not report to you.
• Strong track record of driving continuous improvement through data-driven decision making, with the ability
to report regional hiring outcomes credibly to Global TA Leadership.
• Exceptional communication and influencing skills, with the ability to reconcile competing divisional demand
for the same regional capacity and drive consensus without formal authority.
PREFERRED QUALIFICATIONS
perience partnering with or building out in-country resources as part of a broader regional build.
• Experience building a regional operating model that other regions (e.g., APAC) have adapted or could adapt.
• Prior experience as part of a broader transition from a U.S.-led to a localized, globally scalable TA model.
• Experience in defense, aerospace, or other hardware and software-intensive industries.
• A background in or strong familiarity with BizOps, program management, or business strategy.
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:
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.
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.
@anduril.com address.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.
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.
