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.

We recently raised $260 million dollar Series C to accelerate this mission. We are excited to be launching a new Factory in Mesa, Arizona, a 270,000 square foot facility that will create 350 new jobs immediately. We are opening a new headquarters to support thousands of future hires, launching Hadrian Maritime to serve naval production, and introducing a Factory-as-a-Service model that delivers complete systems instead of individual parts.

Hadrian works with startups, Tier 1 and Tier 2 suppliers, and major defense contractors across space, shipbuilding, and aviation to scale production, reduce costs, and accelerate delivery on mission-critical programs. We are backed by leading investors including Lux Capital, Founders Fund, and Andreessen Horowitz. Our fast-growing team is united by a shared mission to reindustrialize American manufacturing for the 21st century and beyond!

The Role

At Hadrian, our ability to scale depends on hiring exceptional talent at high speed and with high precision. The Recruiting team cannot meet that bar without strong operational infrastructure behind it. Recruiting Operations is the force that keeps the hiring engine running smoothly, removes friction from every step of the process, and ensures our systems, tools, and data work together to support fast and informed decision making.

We are looking for a Recruiting Operations Lead who thrives at the intersection of systems, data, tooling, and process optimization. This is a senior individual contributor role focused on raising the operational maturity of our recruiting function. You will own the operational backbone that powers a best in class hiring engine, with a particular emphasis on completing and optimizing our Ashby setup, strengthening data hygiene, and improving forecasting accuracy.

You will partner closely with Recruiting Leads, the People Ops People Tech Lead (including shared ownership of the Ashby vendor relationship), and the People Ops Analyst to ensure our recruiting systems and workflows are clean, efficient, and built to scale.

What You’ll Do

• Own the daily health of the recruiting tech stack, including Ashby and connected tools like scheduling and email automation. Ensure everything works as intended and troubleshoot issues quickly.

• Serve as the day-to-day Ashby administrator and operator, including configuration and optimization of:

  • Fields, stage architecture, workflows, templates, automations, views, and permissions

  • Data standards, required fields, and auditing routines to ensure system integrity

• Act as the primary point of contact with the Ashby vendor, partnering closely with the People Ops People Tech Lead on ongoing support, enablement, and platform improvements.

• Build and refine workflows in the ATS to improve speed, consistency, and clarity across the recruiting lifecycle.

• Create dashboards, reports, and operational insights using Ashby Analytics to give visibility into:

  • Pipeline health and funnel performance

  • Hiring progress, stage aging, and operational bottlenecks

  • Forecasting inputs and accuracy drivers

• Maintain clean, accurate, and up to date data in all systems. Audit data regularly and partner with recruiters to correct inconsistencies.

• Monitor key recruiting metrics and identify bottlenecks or inefficiencies in workflows. Propose and implement fixes that improve speed and quality.

• Establish, implement, and monitor operational standards and SLAs (for example: stage aging, feedback turnaround time, scheduling speed), and drive adoption through clear enablement and follow-through.

• Train and support recruiters and hiring managers in the effective use of recruiting tools, features, and workflows.

• Document and maintain clear process guides, SOPs, and best practices for the recruiting function.

• Identify opportunities for automation and help implement scalable solutions that reduce manual work.

• Support compliance requirements including documentation, system hygiene, audit readiness, and operational controls (including access controls and consistency of process execution).

• Partner with Finance and People Ops to align headcount planning, req approvals, and system updates (without adding unnecessary friction).

What We’re Looking For

• 4+ years of experience in recruiting operations, HR operations, talent operations, or talent systems management with clear ownership of tooling and workflow optimization.

• Strong understanding of ATS platforms, ideally Ashby, with experience building and maintaining custom workflows, fields, views, templates, and automation.

• Proven strength with recruiting analytics (ideally Ashby Analytics), including building dashboards, operational reporting, and translating insights into process improvements.

• High attention to detail and an ownership mindset for data quality and operational integrity.

• Ability to pull, clean, interpret, and communicate operational recruiting data clearly.

• Passion for improving systems and processes, and a natural ability to find root causes behind workflow issues.

• Strong cross-functional partnership skills, particularly with Recruiting Leads, People Ops People Tech, People Analytics, and Finance.

• Excellent communication skills and the ability to explain systems concepts to technical and non-technical audiences with clarity.

• Comfort in fast paced environments with shifting needs and a high volume of priorities.

• Curiosity, initiative, and a strong sense of responsibility for keeping the recruiting engine running smoothly.

What Will Set You Apart

• Deep experience with Ashby or similar next generation ATS platforms.

• A track record of improving forecasting accuracy through better data hygiene, consistent funnel definitions, and reliable reporting.

• Experience rolling out new recruiting workflows, automation, or tool features with high adoption.

• Proven ability to diagnose and fix operational bottlenecks across the recruiting lifecycle.

• History of raising the operational maturity of a recruiting team through scalable systems, training, and documentation.

• Strong partnership skills with other People Ops centers of excellence, enabling seamless handoffs from hiring to onboarding.

Compensation

For this role, the target salary range is $110,000 - $137,000 (actual range may vary based on experience and performance).

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 stipend if you’re moving from outside of the area

• 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.