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:
At Hadrian, we’re not just building autonomous factories — we’re building the teams, systems, and culture that will power the future of aerospace and defense manufacturing. As we scale, the People team plays a critical role in shaping how we attract, enable, and retain world-class talent across both engineering and advanced manufacturing.
Working on the People team at Hadrian means designing and operationalizing the foundation of a company that blends cutting-edge robotics, AI, and precision manufacturing — while supporting a workforce that spans software engineers, machinists, program managers, and everything in between.
We’re looking for builders: thoughtful, action-oriented team members who care deeply about people, process, and performance — and who want to help create a company culture that’s as strong as the infrastructure we’re deploying.
If you're energized by complexity, mission-critical work, and the chance to shape the trajectory of a generational company from the inside out, we’d love to hear from you.
As our first Recruiting Systems Product Manager, you'll own the full product lifecycle of our recruiting technology. You'll sit at the intersection of Recruiting, People Ops, Finance, and the business - translating fragmented processes and siloed data into clean automations, trusted reporting, and recruiting analytics that leaders can actually use to make fast, informed hiring decisions.
We're looking for a builder with a product mindset - someone who can move from discovery to roadmap to shipped solution without needing a fully defined spec. You think in systems, care deeply about data integrity, and are just as comfortable pulling a funnel report as you are presenting a quarterly recruiting ops roadmap to leadership. You bring strategic rigor and a willingness to get into the weeds. You're the kind of person who fixes the thing nobody asked you to fix, and somehow already has a roadmap for the next six months.
What You’ll Do
Serve as the internal product owner for Ashby and all connected recruiting tools — owning the roadmap, driving configuration decisions, and ensuring the platform scales with the business
Identify where native Ashby capabilities end and integrations are needed, scope those requirements clearly, and manage any consultants or vendors brought in to execute
Own our recruiting data integrity — establish and enforce governance standards across stage definitions, disposition reasons, pipeline fields, and hiring manager data so that everything downstream is trustworthy
Define what leadership needs to know from our recruiting data, then build the dashboards and reports that answer those questions — clearly, accurately, and without needing an analyst in the room to interpret them
Build forecasting infrastructure that gives Finance and the business reliable headcount tracking, pipeline health signals, and time-to-fill projections
Design and implement scalable recruiting workflows and SOPs that raise the operational maturity of the entire recruiting function — not just the tooling
Establish operational standards and SLAs (stage aging, feedback turnaround, scheduling speed) and drive adoption through enablement, documentation, and follow-through — not just policy
Train and support recruiters and hiring managers on systems, workflows, and best practices — with the ability to explain complex concepts clearly to non-technical audiences
Partner with Recruiting Leads, People Ops, Finance, and IT to align on priorities, manage competing demands, and communicate tradeoffs in plain language
What We’re Looking For
6+ years owning or deeply administering an ATS or recruiting tech stack — Ashby experience strongly preferred; comparable platforms (Greenhouse, Lever, Workday Recruiting) considered
Demonstrated product ownership instincts: you've built and maintained a roadmap, managed stakeholder priorities, and made sequencing decisions under competing demands
Hands-on experience building workflow automations within an ATS - not just configuring fields, but designing logic, testing edge cases, and maintaining rules at scale
A track record of owning data quality in a fast-moving recruiting environment - you've cleaned up a messy system and built processes to keep it clean
Strong analytical instincts - you define what a dashboard needs to answer before you build it, and you catch data problems before they become leadership problems
Experience scoping integration requirements - you know enough to write a clear brief, manage a vendor, and QA the output, even if you didn't build the pipelines yourself
Excellent communication skills - you can explain systems concepts and data findings to both technical and non-technical audiences with clarity and credibility
A bias toward action and ownership - comfortable operating independently in a hyper-growth startup environment
What Will Set You Apart
Direct Ashby implementation or re-implementation experience at a scaling company
Experience building forecasting infrastructure — improving accuracy through better data hygiene, consistent funnel definitions, and reliable reporting
Exposure to people analytics or BI tools (ChartHop, Tableau, Looker, Power BI)
Enough familiarity with APIs or data pipelines to scope engineering work and validate delivery
Experience building a recruiting operations function — or a people systems function — during a high-growth period
A track record of rolling out new recruiting workflows or tool features with measurable adoption
Compensation
For this role, the target salary range is $95,000 - $150,000 (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.
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 hadrian-automationAbout hadrian-automation