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Hadrian - Manufacturing the Future

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.

Valued at $1.6B, 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.

The Role

Hadrian is entering a phase of rapid, high-volume growth, and we are seeking a Head of Workforce Recruiting to build the engine that powers that scale. This leader will own and operationalize a data-driven recruiting function designed to deliver exceptional talent at speed. The ideal candidate brings deep expertise in high-volume workforce hiring, recruiting analytics, and systems optimization with a track record of building structured, performance-oriented recruiting organizations that consistently hit aggressive hiring targets.

This role is equal parts strategist and operator: defining the metrics, infrastructure, and forecasting models required to scale; building and leading a high-performing team; and partnering cross-functionally to ensure hiring plans align tightly with business growth objectives.

What You’ll Do

• Own and execute the workforce recruiting strategy to support aggressive, high-volume hiring targets across manufacturing, operations, and corporate functions.

• Build, lead, and scale a high-performing recruiting organization (recruiters, sourcers, recruiting operations) capable of delivering consistent, high-quality hires at speed.

• Establish a data-driven recruiting engine by defining KPIs, building dashboards, forecasting hiring needs, and using analytics to drive continuous improvement in throughput, quality, and efficiency.

• Design scalable systems, workflows, and infrastructure that support high-volume hiring while maintaining strong candidate experience and hiring manager satisfaction.

• Optimize full-cycle recruiting operations, including sourcing strategies, funnel management, workforce planning, and ATS/CRM utilization to reduce time-to-fill and cost-per-hire.

• Implement rigorous performance management within the recruiting team, setting clear productivity benchmarks, accountability standards, and development plans.

• Partner closely with People leadership and cross-functional executives to translate business growth plans into actionable hiring forecasts and capacity models.

• Serve as a strategic advisor to hiring leaders, providing market intelligence, workforce insights, and data-backed recommendations to improve hiring outcomes.

• Collaborate cross-functionally with employer branding, compensation, and people operations to build sustainable, scalable talent pipelines.

What We're Looking For

• 10+ years of recruiting and talent acquisition leadership experience, with a strong track record of building and scaling high-volume recruiting functions in fast-growth or operationally complex environments (e.g., manufacturing, operations, field, or workforce hiring).

• Proven success leading recruiting teams responsible for large-scale hiring targets, managing recruiter productivity, capacity planning, and throughput to consistently meet aggressive headcount goals.

• Deep expertise in recruiting metrics, funnel analytics, forecasting, and performance dashboards. Demonstrated ability to use data to diagnose bottlenecks, improve conversion rates, optimize time-to-fill, and drive continuous operational improvement.

• Strong experience designing scalable recruiting systems, workflows, and service models that support speed, consistency, and quality at volume. Experience implementing structured processes, SLAs, and performance benchmarks.

• Experienced strategic partner to senior leaders, translating workforce plans into hiring forecasts and capacity models, and providing data-backed insights on labor markets, compensation trends, and talent availability.

• Advanced proficiency with ATS/CRM platforms and recruiting technologies; proven ability to leverage automation, reporting tools, and process optimization to increase efficiency and recruiter productivity.

What Will Set You Apart

• Experience in high-growth startups or scaling hiring teams.

• Exposure to recruiting in manufacturing, operations, or workforce/volume hiring environments.

• Experience building diverse and inclusive hiring strategies.

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.