Talent Operations Lead, True Anomaly

• 8+ years in recruiting, with at least 4 in a recruiting operations, programs, or analytics-focused role at a high-growth company. Defense, aerospace, or hard tech experience strongly preferred
• Demonstrated track record leading enterprise talent initiatives end-to-end — you've defined a problem, designed the solution, driven cross-functional adoption, and measured the result
• Advanced analytical skills. You can pull, model, and tell a story with recruiting data. BI tool experience (Looker, Tableau, Sigma) required; experience with predictive modeling or forecasting strongly preferred
• Demonstrated experience managing or leading recruiting coordinators — you've hired, developed, and retained early-career talent
• Operating maturity to interface with executives
• Comfort with ambiguity, ITAR-regulated environments, and the operational tempo of a fast-moving defense tech company
• U.S. person status required (ITAR)
• Ability to maintain or obtain TS//SCI clearance
• Work Location: this role will be hybrid at our Centennial, CO or Long Beach, CA office
• Work environment is in a standard office, working at a desk or in a production factory

Desirable

• The Recruiting Operations Lead will own the strategy, systems, and data that power how we hire.
• This is a builder role: you'll lead enterprise-wide Talent initiatives, mature our analytical capabilities, and architect the operational backbone of a function that's scaling rapidly, while also leading our recruiting coordinator pod to deliver a candidate experience that matches the caliber of people we're trying to hire
• You'll report to the Head of Talent, and partner directly with the recruiting team, hiring managers up to the ELT, and cross-functional partners in People Ops, Finance, IT, and Security
• Lead strategic initiatives for the Talent Team. Drive high-impact projects across the full Talent Acquisition lifecycle, from sourcing through onboarding. Define the problem, design the solution, lead the implementation. This is the work that turns "we should fix that" into shipped systems the whole team uses
• Deliver advanced data insights and business intelligence. Run deep-dive analyses across Talent Team data — pipeline efficiency, source effectiveness, recruiter performance, hiring capacity, market intelligence, offer decline drivers, comp competitiveness — and translate findings into the narratives, recommendations, and executive presentations that inform ELT and board decisions
• Mature the Talent Team's analytical capabilities. Own the roadmap for advancing our data maturity: data governance, predictive models (capacity planning, time-to-fill forecasting, attrition risk), advanced analytics frameworks, and self-service reporting that lets every recruiter, coordinator, and hiring manager answer their own questions
• Optimize systems and drive process excellence. Serve as the strategic partner to Talent Team leadership on technology and process. Own the Greenhouse and Gem ecosystems and drive enhancements across ATS, CRM, and HRIS integrations. Design and roll out the process foundation — structured interview plans, intake frameworks, debrief standards, offer workflows, referral programs, internal mobility — and hold the bar on adoption
• Lead the recruiting coordinator team. Manage the coordinator pod supporting recruiters across orgs and locations. Set coverage models, develop your team, run 1:1s, manage performance, and build the career path that turns coordinators into recruiters or ops specialists. Through your team, own the end-to-end candidate journey: scheduling, communication, travel, onsite logistics, NDA and ITAR workflows, and the polish that signals what kind of company we are
• Own compliance, vendor management, and programs. EEO and ITAR-relevant hiring controls and audit-readiness. Sourcing tools, assessment platforms, background check providers, agencies, job boards — contracts, renewals, utilization, ROI. AI-in-recruiting evaluation, and whatever else needs an owner