Military Talent Recruiting Lead - Oracle Data Centers

Socket.dev; Town of Texas (WI); On-site; USD 110,000 - 170,000; Full time

Job summary

Oracle is seeking a Senior Military Talent Recruiting Lead to translate workforce needs into a scalable military recruiting program. You will own requisitions, build pipelines, and partner with Talent Acquisition leaders to deliver measurable hiring outcomes across Oracle Data Center roles.

You will influence recruiters and hiring leaders, leverage military transition pathways, and maintain market intelligence to inform workforce planning.

Qualifications

• 8+ years combined experience in corporate Talent Acquisition and/or military recruiting.
• Experience translating hiring demand into sourcing strategies and measurable outcomes.
• Strong knowledge of military talent markets, transition pathways, and transferable skills.
• Ability to travel approximately 30%.
• Bachelor's degree or equivalent combination of education and experience.
• Experience influencing recruiters, hiring leaders, and senior stakeholders without direct authority.

Responsibilities

• Translate workforce demand into military recruiting strategy and priorities.
• Build and own military talent pipelines across designated Data Center markets.
• Measure recruiting performance and optimize funnel metrics from source to hire.
• Enable recruiters and hiring leaders with guidance on sourcing, engagement, and assessment of military experience.
• Provide market intelligence on military transition pathways and talent availability.

Skills

Recruiting Analytics

Talent Acquisition

Workforce Strategy

Stakeholder Influence

Interviewing & Assessment

Education

Bachelor's degree or equivalent

PMP / Scrum Master certification

Job description

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.

Responsibilities

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

Qualifications

Minimum Qualifications: A minimum of 8 years combined experience with project management, data analysis and direct business experience within a specialized function. Preferred Qualifications: Bachelor's degree in Business Administration, Management or related field. PMP / Scrum Master certification. Proven ability to work cross-functionally with functional and technical teams. Experience with building and managing reporting tools to support Programs; such as scorecards and KPI metrics to further drive insights around our program strategy. Demonstrated ability to balance quantitative and qualitative metrics to provide a holistic viewpoint. Expert level experience with Excel, creating dynamic pivot reports and data visualization. Ability to influence through data visualization and interpretation. Must be self-directed and able to work independently as well as in a team environment. Must be comfortable working in ambiguous situations. Excellent interpersonal skills. Depending on the job there may be additional minimum requirements and/or preferred qualifications.

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