Military Talent Recruiting Lead

Military Talent Recruiting Lead – Oracle Data Centers

Location: Michigan, New Mexico, Texas, or Wisconsin
Travel: Approximately 30%

The Opportunity

Oracle Data Centers is growing, creating significant demand for technical, operations, engineering, and skilled-trades talent across multiple U.S. markets. Military talent represents an important workforce channel for meeting that demand.

We are seeking a Military Talent Recruiting Lead to develop and scale a military recruiting program that connects transitioning service members, veterans, and military-connected talent to Oracle Data Center workforce needs.

This role starts with business demand and ends with measurable hiring outcomes.

You will translate workforce needs into targeted military recruiting strategies, shaping the approach recruiters and hiring leaders use to identify and hire military talent while directly owning requisitions and managing searches yourself. You will build qualified candidate pipelines, evaluate recruiting funnel performance, and equip recruiting teams with the insights, tools, and practices needed to strengthen military talent acquisition.

This is a senior individual-contributor role with broad influence across Talent Acquisition and the Data Center organization. You will work closely with Talent Acquisition leaders, recruiters, hiring leaders, Employer Brand, and other internal stakeholders to strengthen Oracle's ability to recruit military talent at scale.

Success will be measured by the ability to create a repeatable, data-driven military recruiting strategy that produces qualified candidates and hires against Oracle's workforce demand.

Disclaimer:

Certain U.S. based or U.S. customer or client-facing roles may be required to comply with applicable requirements, such as immunization/occupational health mandates, and/or drug testing requirements.

Range and benefit information provided in this posting are specific to the stated locations only

US: Hiring Range in USD from: $90,100 to $209,500 per annum. May be eligible for bonus and equity.


Oracle maintains broad salary ranges for its roles in order to account for variations in knowledge, skills, experience, market conditions and locations, as well as reflect Oracle's differing products, industries and lines of business.
Candidates are typically placed into the range based on the preceding factors as well as internal peer equity.

Oracle US offers a comprehensive benefits package which includes the following:
1. Medical, dental, and vision insurance, including expert medical opinion
2. Short term disability and long term disability
3. Life insurance and AD&D
4. Supplemental life insurance (Employee/Spouse/Child)
5. Health care and dependent care Flexible Spending Accounts
6. Pre-tax commuter and parking benefits
7. 401(k) Savings and Investment Plan with company match
8. Paid time off: Flexible Vacation is provided to all eligible employees assigned to a salaried (non-overtime eligible) position. Accrued Vacation is provided to all other employees eligible for vacation benefits. For employees working at least 35 hours per week, the vacation accrual rate is 13 days annually for the first three years of employment and 18 days annually for subsequent years of employment. Vacation accrual is prorated for employees working between 20 and 34 hours per week. Employees working fewer than 20 hours per week are not eligible for vacation.
9. 11 paid holidays
10. Paid sick leave: 72 hours of paid sick leave upon date of hire. Refreshes each calendar year. Unused balance will carry over each year up to a maximum cap of 112 hours.
11. Paid parental leave
12. Adoption assistance
13. Employee Stock Purchase Plan
14. Financial planning and group legal
15. Voluntary benefits including auto, homeowner and pet insurance

The role will generally accept applications for at least three calendar days from the posting date or as long as the job remains posted.
As part of Oracle's onboarding process and consistent with applicable law, US-based employees are required to complete identity verification, which involves the collection and processing of their biometric information. Accommodations to this requirement may be granted following an individualized assessment.

What You'll Own

Translate Workforce Demand into Military Recruiting Strategy

• Partner with Talent Acquisition and business leaders to understand and prioritize the requisitions you own by role, skill, geography, volume, and timing.
• Identify where military experience and transferable skills align with priority Oracle Data Center workforce needs.
• Translate hiring demand into military sourcing, pipeline, and candidate-engagement priorities.
• Develop recruiting plans that balance immediate hiring requirements with longer-term military talent availability.

Build Military Talent Pipelines

• Own military talent pipelines and requisitions across supported Data Center markets, roles, and hiring priorities.
• Identify and activate appropriate military talent sources, transition pathways, digital sourcing channels, recruiting campaigns, and talent communities to deliver qualified candidates for owned requisitions.
• Map relevant military occupational backgrounds and skill sets to Oracle Data Center technical, engineering, operations, and skilled-trades roles.
• Partner with Employer Brand to inform targeted messaging and campaigns for priority military talent populations.

Measure and Optimize Recruiting Performance

• Analyze the military recruiting funnel from source through hire to understand pipeline health, candidate progression, and hiring outcomes.
• Track key measures by requisition, including qualified pipeline, interviews, offers, hires, conversion rates, time-to-fill, and source effectiveness.
• Adjust sourcing, recruiting practices, candidate engagement, or hiring processes based on recruiting performance and progress against requisition goals.

Enable Recruiters and Hiring Leaders

• Serve as a senior military talent subject matter expert for Talent Acquisition and Data Center hiring stakeholders.
• Equip recruiters with practical guidance on military sourcing, transferable skills, candidate engagement, and assessment of military experience.
• Help hiring leaders understand how military occupational experience, training, and skills translate to Oracle Data Center roles.

Provide Military Talent Market Expertise

• Maintain current knowledge of military transition pathways, occupational frameworks, candidate motivations, geographic talent availability, and military recruiting trends.
• Provide military talent-market intelligence to inform workforce planning, role targeting, and sourcing decisions.
• Maintain knowledge of SkillBridge, Hiring Our Heroes, and other military transition pathways and how they can support Oracle's recruiting needs.
• Monitor relevant market and competitor practices to identify emerging opportunities for military talent acquisition.

What We're Looking For

We are looking for someone who combines strong recruiting capability and analytical skill with meaningful military talent expertise.

The strongest candidates will have demonstrated experience translating workforce demand into recruiting strategy, directly owning requisitions, developing qualified talent pipelines, evaluating recruiting performance, and influencing recruiters and hiring leaders to produce measurable hiring outcomes.

This role requires someone who can operate at both the enterprise and practical level—connecting business demand, military talent-market knowledge, sourcing, and recruiting performance while delivering hires.

Required Qualifications

• 8+ years of combined professional and/or military experience, including a minimum of 4 years of corporate Talent Acquisition experience in recruiting, sourcing, recruiting strategy, recruiting analytics, workforce strategy, or related talent acquisition disciplines.
• Demonstrated experience translating significant workforce or hiring demand into recruiting strategies and measurable hiring outcomes.
• Strong knowledge of military talent markets, transition pathways, occupational specialties, and transferable skills.
• Experience developing recruiting pipelines across multiple roles, locations, or hiring priorities.
• Demonstrated ability to use recruiting data and talent-market intelligence to inform recruiting decisions.
• Experience influencing recruiters, hiring leaders, and senior stakeholders without direct authority.
• Strong communication, analytical, consulting, and critical-thinking skills.
• Bachelor's degree or equivalent combination of education and experience.
• Ability to travel approximately 30%.

Preferred Qualifications

• Military service or significant professional experience in military or veteran talent acquisition.
• Experience recruiting technical, engineering, operations, skilled-trades, infrastructure, or Data Center talent.
• Experience applying military recruiting strategies across multiple locations, roles, or business groups within a large organization.
• Familiarity with MOS, AFSC, Navy Ratings, or equivalent military occupational frameworks and their translation into civilian roles.
• Knowledge of SkillBridge, Hiring Our Heroes, and other military transition and talent pathways.
• Experience with recruiting analytics, ATS data, sourcing data, or talent-market intelligence.

What Success Looks Like

Success in this role means Oracle can clearly answer:

• Where can military talent address our most important Data Center workforce needs?
• Are we generating qualified military candidates against those needs?
• Which talent sources are producing the strongest candidates and hiring outcomes?
• Where are candidates being lost between source and hire?
• Are recruiters and hiring leaders effectively recognizing and converting relevant military experience?
• Can we demonstrate measurable hiring impact from our military recruiting strategy?

The goal is to create a military recruiting program that is repeatable, scalable, data-driven, and directly connected to Oracle Data Center hiring outcomes.

#LI-NP4