Military Talent Recruiting Lead - Oracle Data Centers
for each heading. Use - for lists. Use
for prose. Do not repeat job title as heading. Do not put Job ID etc. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. Must preserve all substantive info. Only include sections when posting has real specific content. Must not include filler like "commensurate with experience". Pay and Benefits sections only if posting actually states them. The posting includes "Range and benefit information provided in this posting are specific to the stated locations only US: Hiring Range in USD from: $90,100 - $209,500 per year. May be eligible for bonus and equity." Also benefits list. So we need Pay section with salary range and bonus/equity note. Benefits section with list of benefits. Schedule? Not mentioned explicitly; travel 30% is mentioned but not schedule. Could include Schedule? Not required. Probably not include Schedule unless explicit. The posting mentions travel approx 30% but not schedule like full-time etc. Could include maybe under About the role? Not needed. We'll include About the role (intro paragraph), Responsibilities (list), Requirements (Qualifications) (list), Benefits (list), Pay (salary range). Possibly also Skills? Not separate. We'll combine Requirements and Qualifications into one section maybe "Requirements". Use
Requirements
. Provide list of required qualifications and preferred qualifications? Could separate but we can include both as list items. Must preserve all substantive info. We'll include required qualifications bullet list, then preferred qualifications bullet list. Also include "What Success Looks Like" maybe as part of About the role? Could be separate section but not required headings list includes About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We could include Qualifications as separate from Requirements? Might be redundant. Better to follow instruction: Use headings for those categories if content exists. We have content for About the role (intro), Responsibilities, Requirements (maybe combine required and preferred), Benefits, Pay. We'll not include Skills unless separate. We'll not include Schedule.
Now craft HTML.
We need to strip boilerplate: The "About Us" section includes some fluff but it's substantive? It's about Oracle mission; could be considered About the role? Might be considered boilerplate but it's about company. The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The "About Us" paragraph is not exactly boilerplate but could be considered generic marketing. However it's substantive? Might be okay to keep as part of About the role? The About the role section should contain description of the opportunity. We already have a paragraph under "The Opportunity". That's substantive. We'll use that as About the role. The "About Us" could be omitted as it's generic marketing not specific to role. We'll drop it.
Also drop "Qualifications Disclaimer:" etc. That's legal boilerplate; remove.
Also drop "The role will generally accept applications..." that's application instruction; remove.
Also drop "As part of Oracle's onboarding process..." that's legal; remove.
Also drop "Only Oracle brings together..." that's About Us; remove.
Also drop "Oracle is an Equal Employment Opportunity Employer..." remove.
Now construct.
We'll need to preserve all substantive info: The Opportunity paragraph, Responsibilities bullet points (the subheadings under Responsibilities: What You'll Own, then subpoints). We'll need to flatten into list items preserving details.
Let's extract responsibilities:
- 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.
Now Required Qualifications bullet list:
- 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 bullet list:
- 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 bullet list (maybe include as part of About the role or separate? Could be its own section but not in allowed headings; we could incorporate into About the role as a paragraph. But we need to preserve all substantive info; we can include as a paragraph under About the role after the opportunity description. That's fine.
Benefits list: from posting:
- Medical, dental, and vision insurance, including expert medical opinion
- Short term disability and long term disability
- Life insurance and AD&D
- Supplemental life insurance (Employee/Spouse/Child)
- Health care and dependent care Flexible Spending Accounts
- Pre-tax commuter and parking benefits
- 401(k) Savings and Investment Plan with company match
- 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.
- 11 paid holidays
- 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.
- Paid parental leave
- Adoption assistance
- Employee Stock Purchase Plan
- Financial planning and group legal
- Voluntary benefits including auto, homeowner and pet insurance
Pay: Hiring Range in USD from: $90,100 - $209,500 per year. May be eligible for bonus and equity.
Travel: Approximately 30% (we already included in qualifications). Could also mention in About the role? Already in qualifications.
Now produce HTML.
Structure:
About the role
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.
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.
But we have two paragraphs; maybe combine into one? Could keep as two paragraphs.
Now Responsibilities:
Responsibilities
- 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
for prose. Do not repeat job title as heading. Do not put Job ID etc. Remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. Must preserve all substantive info. Only include sections when posting has real specific content. Must not include filler like "commensurate with experience". Pay and Benefits sections only if posting actually states them. The posting includes "Range and benefit information provided in this posting are specific to the stated locations only US: Hiring Range in USD from: $90,100 - $209,500 per year. May be eligible for bonus and equity." Also benefits list. So we need Pay section with salary range and bonus/equity note. Benefits section with list of benefits. Schedule? Not mentioned explicitly; travel 30% is mentioned but not schedule. Could include Schedule? Not required. Probably not include Schedule unless explicit. The posting mentions travel approx 30% but not schedule like full-time etc. Could include maybe under About the role? Not needed. We'll include About the role (intro paragraph), Responsibilities (list), Requirements (Qualifications) (list), Benefits (list), Pay (salary range). Possibly also Skills? Not separate. We'll combine Requirements and Qualifications into one section maybe "Requirements". Use
Requirements
. Provide list of required qualifications and preferred qualifications? Could separate but we can include both as list items. Must preserve all substantive info. We'll include required qualifications bullet list, then preferred qualifications bullet list. Also include "What Success Looks Like" maybe as part of About the role? Could be separate section but not required headings list includes About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We could include Qualifications as separate from Requirements? Might be redundant. Better to follow instruction: Use headings for those categories if content exists. We have content for About the role (intro), Responsibilities, Requirements (maybe combine required and preferred), Benefits, Pay. We'll not include Skills unless separate. We'll not include Schedule. Now craft HTML. We need to strip boilerplate: The "About Us" section includes some fluff but it's substantive? It's about Oracle mission; could be considered About the role? Might be considered boilerplate but it's about company. The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. The "About Us" paragraph is not exactly boilerplate but could be considered generic marketing. However it's substantive? Might be okay to keep as part of About the role? The About the role section should contain description of the opportunity. We already have a paragraph under "The Opportunity". That's substantive. We'll use that as About the role. The "About Us" could be omitted as it's generic marketing not specific to role. We'll drop it. Also drop "Qualifications Disclaimer:" etc. That's legal boilerplate; remove. Also drop "The role will generally accept applications..." that's application instruction; remove. Also drop "As part of Oracle's onboarding process..." that's legal; remove. Also drop "Only Oracle brings together..." that's About Us; remove. Also drop "Oracle is an Equal Employment Opportunity Employer..." remove. Now construct. We'll need to preserve all substantive info: The Opportunity paragraph, Responsibilities bullet points (the subheadings under Responsibilities: What You'll Own, then subpoints). We'll need to flatten into list items preserving details. Let's extract responsibilities: - 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. Now Required Qualifications bullet list: - 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 bullet list: - 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 bullet list (maybe include as part of About the role or separate? Could be its own section but not in allowed headings; we could incorporate into About the role as a paragraph. But we need to preserve all substantive info; we can include as a paragraph under About the role after the opportunity description. That's fine. Benefits list: from posting: - Medical, dental, and vision insurance, including expert medical opinion - Short term disability and long term disability - Life insurance and AD&D - Supplemental life insurance (Employee/Spouse/Child) - Health care and dependent care Flexible Spending Accounts - Pre-tax commuter and parking benefits - 401(k) Savings and Investment Plan with company match - 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. - 11 paid holidays - 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. - Paid parental leave - Adoption assistance - Employee Stock Purchase Plan - Financial planning and group legal - Voluntary benefits including auto, homeowner and pet insurance Pay: Hiring Range in USD from: $90,100 - $209,500 per year. May be eligible for bonus and equity. Travel: Approximately 30% (we already included in qualifications). Could also mention in About the role? Already in qualifications. Now produce HTML. Structure:About the role
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.
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.
But we have two paragraphs; maybe combine into one? Could keep as two paragraphs. Now Responsibilities:Responsibilities
- 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