February 20, 2025

How Anduril hires (beyond the #DontWorkAtAnduril stunt)

Cristina Bunea

Head of Marketing @ Paraform

In this blog

The boldest (and loudest) recruitment campaign in techThe foundational principle: Hire for what you lackThe Anduril recruiting engineThe influence of Palmer Luckey’s philosophyTheir careers pageWhat startups can learn from AndurilDon’t work at Anduril

The boldest (and loudest) recruitment campaign in tech

Anduril doesn’t hire engineers. They recruit believers.

Their latest marketing campaign, #DontWorkAtAnduril, is a full-blown rallying cry. Every recruiter posted the same stark image, the same stark caption:

“Don’t work at Anduril. It’s hard work, on hard problems, on hard mode. If that isn’t for you, then Anduril isn’t the place for you. But if you’re ready to transform U.S. military capabilities with advanced tech, we want to hear from you.”

They even changed their profile pictures to mimic the LinkedIn “HIRING” banner, but instead it says “Don’t Work At Anduril” in purple text.

The message is blunt and paradoxical—yet it encapsulates their entire hiring philosophy: they’re not looking for people who can do the job. They want people who live for it.

The foundational principle: Hire for what you lack

This approach traces back to Palmer Luckey, who built Oculus, sold it for $2 billion, and walked away with enough capital to found Anduril.

Luckey’s personal ethos is rooted in a simple concept:

“You don’t need to be good at everything—you just need to surround yourself with people who are.”

He recognized his own limitations early, hiring Brendan Iribe as CEO of Oculus because Iribe excelled at managing a company.

At Anduril, the same logic applies. They don’t believe in unicorn employees who can do it all. They build teams where each person has a distinct superpower. If you’re not bringing something unique, you’re not invited.

The Anduril recruiting engine

1. A massive recruitment team

While many companies laid off recruiters in the past few years, Anduril doubled down. A quick look at their LinkedIn People page shows 100+ recruiters on staff. They see recruiting as a competitive edge. They’re constantly on the hunt for niche skill sets in AI, hardware, software, and defense strategy. They don’t wait around for a perfect resume; they go out and find you.

2. High-autonomy, high-stakes culture

Anduril doesn’t resemble the typical defense contractor with endless red tape. Junior hires are expected to own entire projects from day one. This environment is closer to SpaceX than Lockheed Martin, encouraging employees to move fast and deliver results without layers of approvals.

“If you see something broken, fix it—don’t wait for permission.”

That’s the guiding principle. It demands confidence, but also humility. Because if you fail, you can’t hide behind process. You learn quickly or you leave.

3. Technical rigor and interview speed

Anduril’s hiring funnel is not for the faint of heart:

• Multi-hour coding challenges
• System design tests under realistic constraints
• Deep dives with senior engineers on how you’d handle complex warfighter scenarios

But it’s also fast. Some engineers report going from first call to offer in under two weeks—a stark contrast to legacy defense contractors that drag out the process for months.

4. Recruiting like a VC-backed tech startup

Anduril takes cues from Silicon Valley. They target FAANG, Palantir, SpaceX alumni with meaningful stock options and salary combos that outstrip the typical pay at defense stalwarts like Raytheon or Northrop Grumman.

They’re building the next wave of “defense tech” in the style of a hyper-growth startup.

5. Mission-driven hiring: patriotism and purpose

Anduril’s entire website screams patriotism. They hang American flags above factory floors and emphasize a mission to “deter conflict” by providing cutting-edge defense products. The company is unapologetic about building weapons and surveillance systems for the U.S. and allied militaries.

This is not a place for anyone hesitant about defense. Interviewers ask pointed questions about ethics and national security. The mission is not optional—it is existential. That ideology filters out those who are not fully committed.

6. Internships as a key pipeline

Anduril runs an internship program reminiscent of top finance or tech giants. They:

• Give interns live, production-critical projects
• Identify top performers fast
• Deliver same-day offers to lock in the best before rivals can swoop

An Anduril internship is an unspoken signal in the startup world—employers see you as someone who can hold your own in a high-stakes environment.

7. Comp strategy: Outbidding the old guard

While they may not always match FAANG levels, Anduril consistently outpays old-school defense players. Their job ads mention unlimited snacks, dog-friendly offices, and full family health coverage.

But the real kicker is equity.

They fund R&D internally, which means big upsides for employees if a product scales. You get the speed of a startup and the relative stability of a defense contract pipeline.

The influence of Palmer Luckey’s philosophy

Luckey has voiced 10 major ideas that define how Anduril (and he, personally) operates:

1. Step outside orthodoxy: He believes in pushing radical ideas on conventional institutions.
2. Aim higher: He wants massive impact, not modest goals.
3. Self-sacrifice: He rails against the “me, me, me” culture.
4. Revisit old ideas: Luckey digs up the past to find inspiration for the future.
5. Change minds before actions: You must make people care about VR, AI, or any technology before they buy.
6. Make meaningful change: He’s in it to reshape industries, not just build incremental improvements.
7. Know your weaknesses: Surround yourself with people who can fill your gaps.
8. Attack weak spots: Focus on areas where incumbents fail.
9. Use AI to unlock scale: Automate what used to require armies of people.
10. Never settle for the obvious: Listen to user problems, but don’t take their solutions at face value.

Anduril’s hiring process reflects these principles. They reject complacency, challenge orthodoxy in the defense sector, and prioritize big thinkers over safe hires.

Their careers page

A quick look at Anduril’s careers section reveals big, bold statements:

• “Creating technology that’s helping deter conflict.”
• “If you like building quickly and seeing your work deployed in real operational scenarios, we want you at Anduril.”

They offer family planning benefits, dog-friendly offices, top-tier medical coverage—even mental health resources 24/7. But make no mistake: these perks exist to enable a culture that demands everything you’ve got.

What startups can learn from Anduril

• Hiring is a first-class function: Anduril invests heavily in recruiters. Their big team isn’t overhead. It’s a strategic investment in future growth.
• Mission over everything: Hiring people who actually believe in the mission fosters loyalty and grit.
• Uncompromising selectivity: They won’t fill seats with mediocrity. If you’re not the right fit, no amount of smooth-talking will land you the job.
• Year-round search: They don’t wait for an open role. They’re always in contact with top talent.
• Embrace hard mode: Hard problems attract relentless builders. If you want a cushy 9-to-5, look elsewhere.

Don’t work at Anduril

Anduril’s #DontWorkAtAnduril campaign isn’t a cheeky slogan. It’s a genuine invitation to self-select out if you’re not ready to tackle problems that could shape national security. Their message is clear: We want people who run toward the hardest work, not away from it.

They are building a new kind of defense tech giant with unflinching ambition. And they want team members who share that unwavering mindset. If you’re not all in, Anduril’s not for you.

So no, don’t work at Anduril—unless you should.