Oracle Data Centers is seeking a strategic, collaborative, and execution-focused Senior Principal Recruiting Lead to own the operational delivery and program management of our enterprise military recruiting strategy, translating recruiting and channel execution into the talent outcomes required by the business.
Working in partnership with Talent Acquisition leadership, recruiters, business stakeholders, onboarding program, Employer Brand, military organizations, and community partners, this role determines how military recruiting execution will achieve hiring goals. The Senior Principal Recruiting Lead owns military recruiting delivery, pipeline strategy, candidate engagement, recruiting partnerships, and the operating mechanisms that drive consistent execution and measurable outcomes.
This role provides senior operational and program leadership without people-manager accountability. The Senior Principal Recruiting Lead establishes execution priorities, plans and directs multiple concurrent military recruiting initiatives, monitors funnel and pipeline health, manages cross-functional dependencies, identifies sourcing and conversion trends, drives process improvement, resolves operational recruiting issues, and serves as a senior subject matter expert across the military recruiting ecosystem. The role also coaches and enables recruiters and partners, drives risk mitigation and issue resolution, escalates program, policy, budget, or resource constraints as necessary, and represents Oracle at high-value military events and partnerships.
Internal Responsibilities
Military Recruiting Strategy & Operational Leadership
Determine how recruiting and channel execution will achieve required military talent outcomes and translate strategy into clear operational priorities, actions, and measures.
Own the military recruiting strategy and execute it end to end to meet military hiring goals, partnering closely with Talent Acquisition leadership, recruiters, and business stakeholders.
Own military recruiting delivery, pipeline strategy, candidate engagement, and recruiting partnerships to achieve military hiring goals.
Continuously monitor process efficiency, identify improvement opportunities, and implement changes that improve speed, quality, consistency, and candidate experience.
Recruiting Ecosystem & Partnerships
Operate across the military recruiting ecosystem, including recruiters, onboarding team, Employer Brand, military organizations and partners, transition programs, and candidates.
Build and leverage relationships with military installations, transition programs, veteran organizations, pathway programs, and community networks to generate qualified pipeline candidates and strengthen recruiting reach.
Partner with Employer Brand to develop content and messaging that support military talent demand fulfillment and strengthen engagement with military audiences.
Represent Oracle at candidate events, military partner meetings, and strategic community engagements to expand awareness and recruiting channels.
Military Pipeline & Candidate Engagement
- Lead end-to-end recruitment of transitioning service members, veterans, Reservists, and military spouses for corporate roles across multiple functions and locations
Own military funnel and pipeline strategy, monitoring the health and outcomes of candidate pipelines across supported markets and hiring priorities.
Own military funnel and pipeline reporting; identify sourcing, conversion, and recruiter-performance trends and recommend actions to improve results.
Leverage military partnerships, transition programs, and community networks to build a continuous flow of qualified candidates aligned to business demand.
Operational Performance & Issue Resolution
Train, coach, and enable recruiters and recruiting partners on military recruiting practices, channel execution, funnel management, and performance expectations; monitor operational KPIs and reinforce accountability.
Serve as the front line for operational military recruiting issues; resolve recruiting, candidate, and channel issues and escalate program, policy, or resource constraints as needed.
Monitor recruiting performance, pipeline health, conversion, and service-level outcomes; use data and market insights to identify risks and implement corrective actions.
Provide clear operational reporting and recommendations to Talent Acquisition leadership and business stakeholders, connecting recruiting activity to hiring outcomes.
Military Market Expertise & Talent Advocacy
Apply deep knowledge of military competitor programs, candidate motivations, military transition pathways, and veteran market dynamics to shape recruiting approaches and improve outcomes.
Educate recruiters and hiring stakeholders on military talent, transferable skills, candidate motivations, and military hiring practices.
Partner cross-functionally with Employer Brand and other stakeholders to strengthen Oracle's military employment brand and support demand fulfillment.
Represent military recruiting as a strategic capability across the recruiting organization and business, using market intelligence and candidate feedback to improve the talent strategy.
Program Management & Process Improvement
Identify, prioritize, and execute a portfolio of military recruiting initiatives and programs aligned to business demand, enterprise priorities, and measurable talent outcomes.
- Build and manage relationships with military-transition organizations, bases, veteran networks, universities, and external recruiting partners; measure conversion, hiring, retention, and internal mobility outcomes
Develop and direct integrated schedules, milestones, deliverables, and critical paths for multiple concurrent programs; maintain execution discipline through program closure.
Proactively identify program risks, issues, and constraints; establish mitigation plans, assign clear ownership, drive regular follow-up, and escalate decisions or blockers as necessary to protect outcomes and timelines.
Influence internal and external stakeholders to align priorities, secure commitments, resolve competing demands, and maintain accountability for program deliverables and decisions.
Evaluate program effectiveness, identify bottlenecks and root causes, and implement scalable improvements that increase recruiter effectiveness, candidate conversion, execution quality, and business impact.
Drive disciplined execution across military recruiting initiatives, balancing near-term hiring demand with sustainable pipeline development, long-term channel health, and enterprise program objectives.
Minimum Qualifications
This role requires demonstrated success recruiting military-affiliated talent into professional, technical, and leadership roles within a corporate, enterprise, or third-party recruiting environment, partnering directly with business leaders. Experience limited to military service, government staffing, or campus/community outreach is not sufficient.
Bachelor's degree or equivalent combination of education and experience.
8+ years of Talent Acquisition or Recruiting experience, with significant military recruiting experience preferred.
Deep knowledge of military recruiting, transition programs, veteran hiring, and military talent markets.
Experience building and managing relationships across military installations, transition programs, veteran organizations, workforce partners, and other external recruiting channels.
- Demonstrated experience working within corporate recruiting systems, including applicant-tracking systems, workforce planning, compliance requirements, and stakeholder-driven hiring processes.
Experience leading complex recruiting operations, pipeline strategy, workforce planning, or talent acquisition programs, including multiple concurrent workstreams, without requiring formal people-management responsibility.
Demonstrated experience translating recruiting strategy into operational execution, measurable outcomes, and continuous process improvement.
Strong analytical and program-management skills with experience using recruiting funnel metrics, pipeline reporting, KPIs, schedules, risk and issue tracking, budget/forecast analysis, and data to identify trends and recommend actions.
Excellent communication, stakeholder management, coaching, organization, and critical thinking skills.
Ability to manage multiple programs and priorities in a fast-paced environment, operate through ambiguity, influence without authority, and drive accountability across a global cross-functional recruiting ecosystem.
Demonstrated experience with formal program-management practices, including requirements capture, integrated planning, dependency management, risk mitigation, stakeholder governance, and budget oversight.
Estimated 30% travel.
Preferred Experience
- Experience translating military skills and credentials into corporate job requirements, compensation structures, and career pathways.
Military service or significant experience supporting military recruiting initiatives.
Experience recruiting for technical, engineering, operations, skilled trades, or data center roles.
Familiarity with Military Occupational Specialties (MOS), Air Force Specialty Codes (AFSC), Navy Ratings, or equivalent military experience translation.
Experience with military pathway programs such as SkillBridge, Hiring Our Heroes, Washington Vets to Tech, or comparable transition and workforce programs.
Experience within a large enterprise Talent Acquisition organization.
Travel Component: Up to 30% travel is estimated
Position Location: Remote/Work from Home in Texas, US – ideally in Western or Central Texas, ideally within 90-miles of Abilene or El Paso
#LI-NP4
External Responsibilities
Military Recruiting Strategy & Operational Leadership
Determine how recruiting and channel execution will achieve required military talent outcomes and translate strategy into clear operational priorities, actions, and measures.
Own the military recruiting strategy and execute it end to end to meet military hiring goals, partnering closely with Talent Acquisition leadership, recruiters, and business stakeholders.
Own military recruiting delivery, pipeline strategy, candidate engagement, and recruiting partnerships to achieve military hiring goals.
Continuously monitor process efficiency, identify improvement opportunities, and implement changes that improve speed, quality, consistency, and candidate experience.
Recruiting Ecosystem & Partnerships
Operate across the military recruiting ecosystem, including recruiters, onboarding team, Employer Brand, military organizations and partners, transition programs, and candidates.
Build and leverage relationships with military installations, transition programs, veteran organizations, pathway programs, and community networks to generate qualified pipeline candidates and strengthen recruiting reach.
Partner with Employer Brand to develop content and messaging that support military talent demand fulfillment and strengthen engagement with military audiences.
Represent Oracle at candidate events, military partner meetings, and strategic community engagements to expand awareness and recruiting channels.
Military Pipeline & Candidate Engagement
- Lead end-to-end recruitment of transitioning service members, veterans, Reservists, and military spouses for corporate roles across multiple functions and locations
Own military funnel and pipeline strategy, monitoring the health and outcomes of candidate pipelines across supported markets and hiring priorities.
Own military funnel and pipeline reporting; identify sourcing, conversion, and recruiter-performance trends and recommend actions to improve results.
Leverage military partnerships, transition programs, and community networks to build a continuous flow of qualified candidates aligned to business demand.
Operational Performance & Issue Resolution
Train, coach, and enable recruiters and recruiting partners on military recruiting practices, channel execution, funnel management, and performance expectations; monitor operational KPIs and reinforce accountability.
Serve as the front line for operational military recruiting issues; resolve recruiting, candidate, and channel issues and escalate program, policy, or resource constraints as needed.
Monitor recruiting performance, pipeline health, conversion, and service-level outcomes; use data and market insights to identify risks and implement corrective actions.
Provide clear operational reporting and recommendations to Talent Acquisition leadership and business stakeholders, connecting recruiting activity to hiring outcomes.
Military Market Expertise & Talent Advocacy
Apply deep knowledge of military competitor programs, candidate motivations, military transition pathways, and veteran market dynamics to shape recruiting approaches and improve outcomes.
Educate recruiters and hiring stakeholders on military talent, transferable skills, candidate motivations, and military hiring practices.
Partner cross-functionally with Employer Brand and other stakeholders to strengthen Oracle's military employment brand and support demand fulfillment.
Represent military recruiting as a strategic capability across the recruiting organization and business, using market intelligence and candidate feedback to improve the talent strategy.
Program Management & Process Improvement
Identify, prioritize, and execute a portfolio of military recruiting initiatives and programs aligned to business demand, enterprise priorities, and measurable talent outcomes.
- Build and manage relationships with military-transition organizations, bases, veteran networks, universities, and external recruiting partners; measure conversion, hiring, retention, and internal mobility outcomes
Develop and direct integrated schedules, milestones, deliverables, and critical paths for multiple concurrent programs; maintain execution discipline through program closure.
Proactively identify program risks, issues, and constraints; establish mitigation plans, assign clear ownership, drive regular follow-up, and escalate decisions or blockers as necessary to protect outcomes and timelines.
Influence internal and external stakeholders to align priorities, secure commitments, resolve competing demands, and maintain accountability for program deliverables and decisions.
Evaluate program effectiveness, identify bottlenecks and root causes, and implement scalable improvements that increase recruiter effectiveness, candidate conversion, execution quality, and business impact.
Drive disciplined execution across military recruiting initiatives, balancing near-term hiring demand with sustainable pipeline development, long-term channel health, and enterprise program objectives.
Minimum Qualifications
This role requires demonstrated success recruiting military-affiliated talent into professional, technical, and leadership roles within a corporate, enterprise, or third-party recruiting environment, partnering directly with business leaders. Experience limited to military service, government staffing, or campus/community outreach is not sufficient.
Bachelor's degree or equivalent combination of education and experience.
8+ years of Talent Acquisition or Recruiting experience, with significant military recruiting experience preferred.
Deep knowledge of military recruiting, transition programs, veteran hiring, and military talent markets.
Experience building and managing relationships across military installations, transition programs, veteran organizations, workforce partners, and other external recruiting channels.
- Demonstrated experience working within corporate recruiting systems, including applicant-tracking systems, workforce planning, compliance requirements, and stakeholder-driven hiring processes.
Experience leading complex recruiting operations, pipeline strategy, workforce planning, or talent acquisition programs, including multiple concurrent workstreams, without requiring formal people-management responsibility.
Demonstrated experience translating recruiting strategy into operational execution, measurable outcomes, and continuous process improvement.
Strong analytical and program-management skills with experience using recruiting funnel metrics, pipeline reporting, KPIs, schedules, risk and issue tracking, budget/forecast analysis, and data to identify trends and recommend actions.
Excellent communication, stakeholder management, coaching, organization, and critical thinking skills.
Ability to manage multiple programs and priorities in a fast-paced environment, operate through ambiguity, influence without authority, and drive accountability across a global cross-functional recruiting ecosystem.
Demonstrated experience with formal program-management practices, including requirements capture, integrated planning, dependency management, risk mitigation, stakeholder governance, and budget oversight.
Estimated 30% travel.
Preferred Experience
- Experience translating military skills and credentials into corporate job requirements, compensation structures, and career pathways.
Military service or significant experience supporting military recruiting initiatives.
Experience recruiting for technical, engineering, operations, skilled trades, or data center roles.
Familiarity with Military Occupational Specialties (MOS), Air Force Specialty Codes (AFSC), Navy Ratings, or equivalent military experience translation.
Experience with military pathway programs such as SkillBridge, Hiring Our Heroes, Washington Vets to Tech, or comparable transition and workforce programs.
Experience within a large enterprise Talent Acquisition organization.
Travel Component: Up to 30% travel is estimated
Position Location: Remote/Work from Home in Texas, US – ideally in Western or Central Texas, ideally within 90-miles of Abilene or El Paso
#LI-NP4
