Recruiting Programs Manager Full Time NEW

Hadrian is building autonomous factories that help aerospace and defense companies manufacture rockets, satellites, jets, and ships up to 10x faster and up to 2x cheaper. By combining advanced software, robotics, and full-stack manufacturing, we are reinventing how America produces its most critical parts.

We’re accelerating our mission with the launch of Factory 3 in Mesa, Arizona, a 290,000-square-foot facility creating 350 new jobs. We are expanding rapidly to support thousands of future hires, launching Hadrian Maritime to expand into naval production, and introducing a Factory-as-a-Service model that delivers complete systems instead of individual parts.

Hadrian is backed by leading investors including T. Rowe Price, Lux Capital, Founders Fund, and Andreessen Horowitz, our fast-growing team is united around reindustrializing American manufacturing for the 21st century and beyond.

Your Role

As our first Recruiting Programs Manager, you’ll drive the end-to-end delivery of the programs and operational frameworks that enable our recruiting team to hire at scale. Sitting at the intersection of Recruiting, People Ops, Finance, and the broader business, you’ll translate ambitious hiring goals into structured, executable programs, and build the operating cadence that keeps our team aligned, accountable, and moving fast. This role is about bringing clarity to ambiguity and enabling our recruiters to do their best work.

You’ll serve as a key partner to our recruiting team, designing and operationalizing the programs, processes, and enablement resources that allow recruiters and hiring managers to perform with consistency and confidence. You’ll build and maintain dashboards that give the recruiting team and leadership clear, real-time visibility into pipeline health, funnel performance, and hiring outcomes, using data to drive decisions and continuously improve how we hire. You’ll also work closely with our Recruiting Systems Product Manager to configure our ATS and data flows to fit our evolving needs, owning data integrity and ensuring our systems reflect the way we actually work.

This is a high-visibility, high-impact role for someone who thrives at the intersection of program management, recruiter enablement, and recruiting operations. The ideal candidate is a curious, humble, action-oriented builder who cares deeply about people, process, and performance.

What You’ll Do

• Drive end-to-end delivery of highest-priority recruiting programs; from discovery and design through execution, iteration, and long-term scaling (e.g., headcount planning, interview operations, offer workflows, onboarding handoffs)
• Lead recruiter enablement; develop clear training, documentation, and onboarding resources that help recruiters and hiring managers operate with consistency, confidence, and a high bar for quality
• Drive process analysis and design, identify opportunities for standardization, automation, and scalability across recruiting and hiring operations
• Partner cross-functionally with Recruiting, People Ops, Finance, and People Partners to align on priorities, translate hiring goals into executable plans, and deliver programs that directly influence business outcomes
• Define and own recruiting metrics and reporting; build and maintain dashboards for both the recruiting team and leadership that surface actionable insights on pipeline health, funnel performance, time-to-fill, and hiring capacity; use data to drive decisions, identify gaps, and continuously improve our hiring outcomes
• Work closely with our Recruiting Systems Product Manager to configure our ATS and data flows to fit our operational needs, owning data integrity and ensuring our systems reflect the way we actually work
• Lead large-scale change management efforts across the recruiting team, ensuring new programs, tools, and processes land with adoption and lasting impact
• Oversee candidate and hiring manager experience, including scheduling operations, interview process quality, and experience-related KPIs that hold us to a high bar
• Identify and implement initiatives that move key recruiting metrics; measure, monitor, and deliver ad hoc analyses that inform hiring strategy and leadership decision-making
• Collaborate with cross-functional teams to guide implementation of critical programs and priorities, keeping the recruiting function tightly connected to broader People and business goals

What We’re Looking For

• 8+ years of experience in recruiting operations, HR consulting, program management, or a similar role in a high-growth environment
• Proven track record of owning and delivering complex, cross-functional programs that drive measurable business outcomes
• Proficiency in project management methodologies, change management principles, tools, and best practices, with a proven track record of managing complex, multi-disciplinary initiatives
• High confidence in and commitment to relationship-building, especially at the leadership level; ability to influence stakeholders and clearly articulate complex ideas to both technical and non-technical audiences
• Resourcefulness, persistence, and the ability to thrive in a fast-paced, entrepreneurial environment, navigating ambiguity, prioritizing well, and juggling multiple programs simultaneously
• Ability to evaluate insights and translate them into audience-appropriate messages – strong editing and communication skills, with a bias toward action and a strong sense of ownership
• Experience supporting both exempt and non-exempt populations, ideally in manufacturing, defense, or similarly complex operational environments
• Demonstrated ability to define metrics, build and maintain dashboards for recruiting and leadership audiences, and use data to drive decisions, surface insights, and continuously improve outcomes

What Will Set You Apart

• Experience building or scaling a recruiting operations or recruiting programs function from the ground up
• Direct experience with Ashby or leading ATS implementations or re-implementations, with a solid grasp of data flows, field configurations, and reporting structures
• Exposure to people analytics or BI tools (e.g., Tableau, Looker, Power BI) and experience building or improving hiring forecasting models
• Background in manufacturing, aerospace, defense, or similarly complex operational environments

Compensation

For this role, the target salary range is 160,000 – 200,000 (actual range may vary based on experience).

This is the lowest to highest salary we reasonably and in good faith believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee’s pay position within the salary range will be based on several factors, including, but not limited to, relevant education, qualifications, certifications, experience, skills, geographic location, performance, and business or organizational needs.

Benefits

• Medical, dental, vision, and life insurance plans for employees
• 401k
• Relocation support may be provided for certain situations, based on business need.
• Flexible vacation policy

ITAR Requirements

To conform to U.S. Government space technology export regulations, including the International Traffic in Arms Regulations (ITAR) you must be a U.S. citizen, lawful permanent resident of the U.S., protected individual as defined by 8 U.S.C. 1324b(a)(3), or eligible to obtain the required authorizations from the U.S. Department of State. Learn more about the ITAR here.

Hadrian Is An Equal Opportunity Employer

It is the Company’s policy to provide equal employment opportunity for all applicants and employees. The Company does not unlawfully discriminate on the basis of race inclusive of traits historically associated with race (including, but not limited to, hair texture and protective hairstyles, such as braids, locks and twists), color, religion, sex (including pregnancy, childbirth, or related medical conditions), gender identity, gender expression, transgender status, national origin (including, in California, possession of a drivers license), ancestry, citizenship, age, physical or mental disability, height or weight, medical condition, family care status, military or veteran status, marital status, domestic partner status, sexual orientation, genetic information, exercise of reproductive rights, any other basis protected by local, state, or federal laws, or any combination of the above characteristics. When necessary, the Company also makes reasonable accommodations for disabled candidates and employees, including for candidates or employees who are disabled by pregnancy, childbirth, or related medical conditions.