Talent Marketplace Manager, Internal Mobility

ROLE OVERVIEW

We're looking for a Talent Marketplace Manager to join our Internal Mobility team and own the design, build, and evolution of our internal talent marketplace. This role is part of Wayfinder, Anduril's internal mobility program, and will be central to how we develop, deploy, and retain our best talent.

This role sits at the intersection of People Ops, Talent Acquisition Ops, and Division Ops - you'll support standing up the platforms, skills architecture, and matching capabilities that allow employees to find their next role at Anduril. You'll drive this from early-stage build through full maturity: a skills-based marketplace where people are matched to opportunities based on what they actually bring, not just what's on their last job description. If you're energized by building something from scratch that changes how Anduril discovers and deploys its own talent against the mission, this is the role for you.


WHAT YOU’LL DO

Marketplace Strategy & Platform Development

• Develop a concrete product roadmap from initial launch through skills-based matching and AI-enabled discovery and drive execution against it. Own the sequencing, trade-offs, and delivery milestones that move the platform forward as the program matures.
• Own platform implementation and configuration. This could be building within existing systems, integrating third-party marketplace tools, or standing up custom solutions. As the marketplace matures, inform platform direction based on what you're seeing in adoption, performance, and user feedback.
• Own the employee-facing experience: posting quality, search and discovery, matching accuracy, and the overall feel of navigating internal opportunities at Anduril.

Skills Architecture & Data

• Design and implement the skills taxonomy and data model that powers marketplace matching partnering with People Business Partners and Division leaders to define what skills matter, how they map to roles, and how they're captured, categorized, validated, and kept current across the organization.
• Establish governance for data quality and skills validation so the marketplace earns trust and keeps the trust of employees and hiring managers. Bad matches erode adoption faster than no matches.

Launch and Scaling

• Build and execute the adoption strategy for marketplace launch and expansion. This means understanding what makes managers and employees actually use a new tool, not just announcing it exists.
• Develop enablement materials, training, and feedback loops for each user group: employees exploring opportunities, hiring managers searching for internal talent, recruiters coordinating internal pipelines, and People Business Partners advising on talent movement.
• Establish marketplace governance: posting standards, matching criteria transparency, how internal candidates are surfaced and prioritized, and how the marketplace integrates with existing hiring and transfer workflows.
• Partner closely with the Mobility Operations Manager to ensure marketplace activity connects cleanly to downstream processes: eligibility checks, compensation treatment, start-date coordination, and transition support.

Cross-Functional Partnership

• Serve as the go-to partner for People Business Partners, Talent Acquisition, Compensation, HR Technology, and Division Ops on anything related to internal talent visibility and marketplace capabilities.
• Coordinate across the People organization to align on how internal opportunities are posted, how skills data is used, and how marketplace tools interact with the broader talent technology stack and People programs.

Analytics & Program Health

• Define and track the metrics that tell you whether the marketplace is working: match quality, internal application rates, time-to-fill for internally sourced roles, employee engagement with the platform, skills coverage, and conversion from match to hire.
• Build reporting that gives leadership visibility into marketplace impact — including cost savings vs. external hires, retention effects, and the relationship between internal mobility and employee engagement.
• Use data to continuously improve matching algorithms, surface gaps in skills coverage, and identify where the marketplace is underserving parts of the organization.

REQUIRED QUALIFICATIONS

• 5+ years of experience in talent technology, HR technology, talent management, or internal mobility — ideally in a high-growth technology or defense environment.
• Direct experience standing up or scaling an internal talent marketplace, skills-based talent platform, or comparable employee-facing talent product. You’ve been through the cycle of evaluation, implementation, launch, and iteration, not just strategy.
• Strong understanding of skills taxonomies, talent matching methodologies, and the data infrastructure that supports them. You don’t need to write code, but you need to understand data models, system integrations, and platform architecture well enough to drive technical decisions alongside engineering and HR Tech partners.
• Experience with HRIS platforms (Workday strongly preferred), applicant tracking systems (Greenhouse preferred), and familiarity with the internal talent marketplace vendor landscape.
• Demonstrated ability to drive adoption of new tools and programs — you understand that launching a platform is the easy part and that sustained adoption requires ongoing attention to user experience, enablement, and feedback.
• Strong analytical skills with the ability to define metrics, build dashboards, and use data to tell a story about program health and impact.
• Excellent communication skills, with the ability to present to leadership, coordinate across teams with different priorities, and translate technical concepts for non-technical stakeholders.
• Demonstrated ability to influence without authority — this role coordinates across People, TA, HR Tech, and Division Ops without managing any of them.
• Must be a U.S. Person (U.S. Citizen or Permanent Resident) to satisfy federal contract requirements.