Talent Lead Jobs
Talent Lead jobs are open across technology, fintech, healthcare, retail, and professional services, at every level from early-career recruiter to senior talent lead and head of talent, with specializations in technical recruiting, employer branding, and talent operations. Scan the live roles below and apply to whichever ones fit.
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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 Role
Every part of the business needs someone who knows its hiring picture cold and can turn that into a plan. That is this role. You are the embedded planning partner for an assigned scope, running its demand and capacity picture and producing the read that goes up into the enterprise view. The work sits between the analytics and the business. You own the numbers for your scope: the demand, the capacity against it, and where the plan is going to miss. You also own what happens next. That means the conversation with the stakeholders behind the numbers, the process or operational change that follows, and the systems-level fix so the same problem is not back next month. The output is a decision, not a report.
You are the operating partner to SG&A (Sales, General, Admin) recruiting leadership; equal parts chief of staff, business operator, and strategic planner. You assess upcoming demand across this entire organization, turn messy data into clear plans, and make the business decisions that set this team up to win before the requisitions even open. You sit in leadership meetings, represent TA (talent acquisition) to cross-functional partners and division leaders, and own the roadmap for how we plan, allocate, and scale our recruiting capacity.
The output of your work is not a dashboard. It is a decision: where we should be pointed, what we should prioritize, and what we should deprioritize, delivered with the conviction and executive presence to make it stick.
Who You Are
You are a planner with recruiting instincts and an operator's mindset. You have enough TA exposure to know when a plan will not survive contact with the market, and enough business acumen to frame the tradeoff in terms a CFO would respect.
You have executive presence. You are comfortable being the most junior person in a room full of VPs and presenting the recommendation, not the options. You build trust by being the person who always has the answer — or knows exactly how to get it.
Most of all, you are resourceful. You get handed a messy, half-documented problem and you find the path forward. When the obvious answer does not work you do not stop, and you do not wait to be told where to look. You can tell what matters from what is noise, and you turn incomplete information into a recommendation that moves the business.
What You'll Do
Talent Planning, Capacity Strategy & Systems (~70%)
- Own the Headcount Plan. Run the SG&A headcount planning and capacity model: track approvals, update scenarios, manage change control, and keep leadership on a current, reliable view.
- Model Capacity Against Demand. Maintain a live picture of recruiting capacity against incoming demand. Produce the rolling roadmap — demand, capacity, gap, decision needed, date — that feeds the enterprise view.
- Run Demand Intake and Drive Prioritization. Frame the tradeoffs and see the sequence demand against constrained capacity with data-backed rationale. Operate the framework for how business lines submit, justify, and prioritize hiring needs. Turn disparate requests into one source of truth.
- Build the Infrastructure & Own the Data Layer. Replace tribal knowledge and manual processes with automation, structure, and repeatable systems. Be the counterpart on recruiting analytics — funnel velocity, capacity modeling, scorecards, BI platform — and drive adoption so stakeholders can self-serve.
- Partner With Finance. Connect hiring plans to SG&A financials: budget alignment, cost modeling, and downstream implications of capacity decisions.
- Own TA Market Mapping for Expansion. For new sites, facilities, or countries — own the talent read: density, competitor presence, hiring ramp, wage implications, and the recruiting capacity to staff it. Put the talent picture in the room before the decision, not after.
- Report International Movement. International expansion lands in your plan on the same methodology as domestic demand — country tier changes, new in-country needs, and the capacity that follows.
Business Operations & Executive Partnership (~30%)
- Be the Operating Partner to TA Leadership. Your TA leader should never walk into a business review without a capacity story you built — one that connects hiring progress to business outcomes and carries the recommendation on the page.
- Program manage SG&A's section end to end — capacity against demand, productivity, funnel health, SLA burndown. You own the meeting, the materials, and the follow-ups.
- Represent TA Across the Business. You are in the room with division leaders, finance partners, and cross-functional stakeholders — representing what TA sees, what the data says, and what it means for their plans.
Required Qualifications
- 5+ years of professional experience in talent acquisition, people operations, business operations, strategy, consulting, or a related planning-intensive function.
- Strong analytical skills: proficient in Excel or Google Sheets, capable of building and maintaining headcount and capacity models, and comfortable working in messy data environments.
- Experience building structure in ambiguous situations where the process did not exist and the data was incomplete.
- Able to translate analysis into a short, decision-ready narrative for leadership. Strong slide craft, your decks carry the recommendation on the page and hold up when read without you in the room.
- Understanding of the recruiting lifecycle and capacity math (hires per recruiter per month, ramp, conversion) well enough to catch an infeasible plan.
- Experience influencing stakeholders who do not report to you.
- Comfort operating with high autonomy and making prioritization calls with limited guidance.
- Must be a U.S. Person due to required access to U.S. export controlled information or facilities.
Preferred Qualifications
- Background in BizOps, management consulting, FP&A, Chief of Staff, or Strategy & Ops in addition to People or TA workstreams.
- Experience with Palantir Foundry or similar data platforms.
- Familiarity with HRIS (Workday, ChartHop, Oracle, Rippling), ATS (Greenhouse), and BI or analytics platforms.
- Exposure to the embedded partner model (DivOps, BizOps, or similar).
- Defense, aerospace, or other program-driven hiring environment.
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.
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 Role
Every part of the business needs someone who knows its hiring picture cold and can turn that into a plan. That is this role. You are the embedded planning partner for an assigned scope, running its demand and capacity picture and producing the read that goes up into the enterprise view. The work sits between the analytics and the business. You own the numbers for your scope: the demand, the capacity against it, and where the plan is going to miss. You also own what happens next. That means the conversation with the stakeholders behind the numbers, the process or operational change that follows, and the systems-level fix so the same problem is not back next month. The output is a decision, not a report.
You are the operating partner to SG&A (Sales, General, Admin) recruiting leadership; equal parts chief of staff, business operator, and strategic planner. You assess upcoming demand across this entire organization, turn messy data into clear plans, and make the business decisions that set this team up to win before the requisitions even open. You sit in leadership meetings, represent TA (talent acquisition) to cross-functional partners and division leaders, and own the roadmap for how we plan, allocate, and scale our recruiting capacity.
The output of your work is not a dashboard. It is a decision: where we should be pointed, what we should prioritize, and what we should deprioritize, delivered with the conviction and executive presence to make it stick.
Who You Are
You are a planner with recruiting instincts and an operator's mindset. You have enough TA exposure to know when a plan will not survive contact with the market, and enough business acumen to frame the tradeoff in terms a CFO would respect.
You have executive presence. You are comfortable being the most junior person in a room full of VPs and presenting the recommendation, not the options. You build trust by being the person who always has the answer — or knows exactly how to get it.
Most of all, you are resourceful. You get handed a messy, half-documented problem and you find the path forward. When the obvious answer does not work you do not stop, and you do not wait to be told where to look. You can tell what matters from what is noise, and you turn incomplete information into a recommendation that moves the business.
What You'll Do
Talent Planning, Capacity Strategy & Systems (~70%)
- Own the Headcount Plan. Run the SG&A headcount planning and capacity model: track approvals, update scenarios, manage change control, and keep leadership on a current, reliable view.
- Model Capacity Against Demand. Maintain a live picture of recruiting capacity against incoming demand. Produce the rolling roadmap — demand, capacity, gap, decision needed, date — that feeds the enterprise view.
- Run Demand Intake and Drive Prioritization. Frame the tradeoffs and see the sequence demand against constrained capacity with data-backed rationale. Operate the framework for how business lines submit, justify, and prioritize hiring needs. Turn disparate requests into one source of truth.
- Build the Infrastructure & Own the Data Layer. Replace tribal knowledge and manual processes with automation, structure, and repeatable systems. Be the counterpart on recruiting analytics — funnel velocity, capacity modeling, scorecards, BI platform — and drive adoption so stakeholders can self-serve.
- Partner With Finance. Connect hiring plans to SG&A financials: budget alignment, cost modeling, and downstream implications of capacity decisions.
- Own TA Market Mapping for Expansion. For new sites, facilities, or countries — own the talent read: density, competitor presence, hiring ramp, wage implications, and the recruiting capacity to staff it. Put the talent picture in the room before the decision, not after.
- Report International Movement. International expansion lands in your plan on the same methodology as domestic demand — country tier changes, new in-country needs, and the capacity that follows.
Business Operations & Executive Partnership (~30%)
- Be the Operating Partner to TA Leadership. Your TA leader should never walk into a business review without a capacity story you built — one that connects hiring progress to business outcomes and carries the recommendation on the page.
- Program manage SG&A's section end to end — capacity against demand, productivity, funnel health, SLA burndown. You own the meeting, the materials, and the follow-ups.
- Represent TA Across the Business. You are in the room with division leaders, finance partners, and cross-functional stakeholders — representing what TA sees, what the data says, and what it means for their plans.
Required Qualifications
- 5+ years of professional experience in talent acquisition, people operations, business operations, strategy, consulting, or a related planning-intensive function.
- Strong analytical skills: proficient in Excel or Google Sheets, capable of building and maintaining headcount and capacity models, and comfortable working in messy data environments.
- Experience building structure in ambiguous situations where the process did not exist and the data was incomplete.
- Able to translate analysis into a short, decision-ready narrative for leadership. Strong slide craft, your decks carry the recommendation on the page and hold up when read without you in the room.
- Understanding of the recruiting lifecycle and capacity math (hires per recruiter per month, ramp, conversion) well enough to catch an infeasible plan.
- Experience influencing stakeholders who do not report to you.
- Comfort operating with high autonomy and making prioritization calls with limited guidance.
- Must be a U.S. Person due to required access to U.S. export controlled information or facilities.
Preferred Qualifications
- Background in BizOps, management consulting, FP&A, Chief of Staff, or Strategy & Ops in addition to People or TA workstreams.
- Experience with Palantir Foundry or similar data platforms.
- Familiarity with HRIS (Workday, ChartHop, Oracle, Rippling), ATS (Greenhouse), and BI or analytics platforms.
- Exposure to the embedded partner model (DivOps, BizOps, or similar).
- Defense, aerospace, or other program-driven hiring environment.
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.
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Find Talent Lead JobsTalent Lead Job Market
Who's Hiring
Top Industries Hiring
- Non-Profit & Social Services
- Healthcare & Medical Services
- Manufacturing
What Employers Look For
The qualifications that appear most often in talent lead jobs.
- Five or more years of full-cycle recruiting experience across multiple roles or departments
- Demonstrated experience owning a requisition load independently and closing candidates at all seniority levels
- Proficiency with applicant tracking systems such as Greenhouse, Lever, or Workday
- Experience building or improving sourcing strategies for technical, go-to-market, or executive roles
- Strong data literacy including ability to report on pipeline metrics, time-to-fill, and hiring funnel conversion
- Bachelor's degree in human resources, business, psychology, or a related field, or equivalent experience
Tips for Your Talent Lead Job Search
Quantify your recruiting pipeline impact
Talent lead resumes that land interviews show numbers: how many requisitions you owned at once, how you reduced time-to-fill, or how you improved offer acceptance rates. Generic phrases like 'managed full-cycle recruiting' won't separate you from other applicants.
Tailor your resume to each hiring stage
Job postings for talent leads split between operators who run a team and individual contributors who own a niche like technical or executive hiring. Read the posting carefully and lead with the experience that matches that specific scope, not a one-size-fits-all summary.
Apply early to roles that fit
Migrate Mate lists talent lead openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Signal domain knowledge in your cover letter
Hiring managers for talent lead roles want to know you understand their industry's candidate market. If you're applying to a healthtech company, mention that you know clinical and engineering roles compete for different talent pools and require different sourcing strategies.
Prepare a sourcing strategy walkthrough for interviews
Most talent lead interviews include a live or take-home exercise where you outline how you'd fill a hard-to-hire role. Practice walking through your sourcing channels, screening criteria, and how you'd pitch the role to a passive candidate who isn't actively looking.
Negotiate scope alongside compensation
When you receive an offer, ask about team size, requisition load, and whether the role has a path to building out a function. Talent leads who clarify these points upfront avoid situations where the actual job is narrower than the title suggests.
Talent Lead Jobs: Frequently Asked Questions
Which companies are hiring the most talent leads?
The most active employers for talent leads right now are CBRE, PEARL, and Anduril, and the most openings are in California, New York, and Texas, based on current listings on Migrate Mate as of November 2026. Demand tends to be highest at companies that are scaling their engineering, go-to-market, or operations headcount quickly.
How many talent lead jobs are remote?
About 68% of talent lead openings are fully remote or hybrid as of November 2026, reflecting how broadly distributed recruiting teams have become. Fully remote options are most common for roles focused on technical recruiting, sourcing, and talent operations, while talent leads who manage on-site teams or run campus programs are more likely to be required in office.
How do you become a talent lead?
Most talent leads start as recruiters or talent coordinators and move up by owning a full requisition load, then taking on harder-to-fill roles in engineering, sales, or executive search. Building data fluency, learning to manage ATS workflows, and demonstrating that you can close candidates at all levels are the steps that consistently open doors to lead-level titles.
Can you get a talent lead job with little experience?
Some companies post talent lead roles that are open to candidates with two to three years of recruiting experience, particularly startups building their first in-house function. Your strongest argument is evidence that you've run a full requisition from sourcing to offer without heavy oversight. Specializing in a niche like technical or clinical recruiting early makes you more competitive for lead roles faster than staying generalist.
What does the talent lead interview process look like?
Talent lead interviews typically move through a recruiter screen, a hiring manager conversation focused on your sourcing approach and pipeline management, and a panel with cross-functional partners like engineering managers or HR business partners. Most processes include a practical exercise, either a take-home sourcing plan or a live role-play where you pitch a role to a skeptical passive candidate.
Where can I find and apply to talent lead jobs?
You can find and apply to talent lead jobs on Migrate Mate, which lists current openings from across the United States. Search the roles available, find the ones that match your experience and the type of team you want to work with, and apply directly to each listing that fits.
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