About this role
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Oracle Cloud Infrastructure builds compute, storage, networking, database, security, and foundational cloud services for customers operating at global scale. The Senior Manager, Talent Acquisition partners with engineering and business leaders to secure the technical and leadership talent needed to deliver those services.
The manager leads and develops recruiters and recruiting managers, as applicable to the assigned organization. Working with executive leadership, HR, Finance, business operations, and regional TA partners, the role connects workforce demand, market realities, assessment quality, and recruiting capacity. Success requires sound judgment, candid advice, inclusive leadership, and reliable execution across a complex global organization.
Core responsibilities
Advise the business. Build trusted relationships with VP-level and other senior stakeholders. Translate business strategy into near-term hiring priorities and longer-term talent plans, including critical engineering and leadership gaps. Use market intelligence to challenge assumptions about skills, location, level, compensation, and hiring timelines.
Plan and deliver hiring. Establish demand-planning mechanisms with business leaders, Finance, and HR. Validate approved and actionable demand, allocate recruiting capacity, identify dependencies, and agree on realistic delivery commitments. Escalate barriers with clear owners and recommended decisions.
Use evidence to guide decisions. Define recruiting goals and useful metrics. Analyze requisition aging, pipeline depth, stage progression, offer workflow, starts, and cost per hire. Explain limitations and separate recruiting execution issues from upstream approval, assessment, or business-readiness constraints.
Lead people and performance. Set clear expectations, coach recruiters and managers, address performance gaps, and build succession and career-development plans. Retain strong talent, recognize contributions, and create conditions for constructive disagreement and equitable opportunity.
Improve operations and assessment. Strengthen recruiting processes, interview consistency, and candidate assessment frameworks. Deliver a respectful candidate experience, timely communication, and transparent decisions. Maintain recruiting policies, procedures, and applicable compliance standards.
Lead change and technology adoption. Evaluate recruiting tools and workflows, identify practical improvements, and lead adoption through pilots, training, and feedback. Influence recruiting-system roadmaps and demonstrate sustained benefits rather than adoption activity alone.
Coordinate across teams and regions. Partner with global TA, Employer Branding, HR, and business operations to maintain a consistent employee value proposition and coordinated delivery. Manage external recruiting vendors and contractual relationships within delegated authority.
Required qualifications
- At least 7 years of progressive recruiting experience in a high-technology or agency environment, with demonstrated success hiring engineering professionals.
- At least 3 years of successful recruiting-team management, including at least 1 year as a first-level manager and experience leading in a large, complex global organization.
- At least 2 years partnering with and influencing VP-level leaders.
- Experience developing talent strategies, reaching passive candidates, and using varied sourcing methods for specialized and difficult-to-attract talent.
- Strong analytical judgment: gather information from multiple sources, assess data quality, evaluate alternatives and consequences, and turn findings into business decisions.
- Demonstrated inclusive people leadership, performance management, coaching, change leadership, and clear written and verbal communication.
- Working knowledge of HR and business operations and the legal, regulatory, and internal requirements relevant to recruiting in the supported locations.
- Ability to manage multiple complex initiatives and changing priorities, and travel as needed.
Preferred qualifications
Bachelor’s or master’s degree in a related field. Experience leading recruiting managers, supporting global engineering organizations, and improving recruiting technology, assessment practices, or vendor performance.
What success looks like
Business leaders receive credible hiring forecasts and timely decisions on constraints. Recruiting teams demonstrate measurable progress against agreed priorities, consistent assessment quality, effective use of resources, and a respectful candidate experience. Team members have clear expectations, actionable coaching, and development opportunities. Targets are agreed with the business based on scope and baseline performance.
OTA values in practice: We Care; Differences Matter; Dare to Own; Celebrate and Support; Embrace and Grow your Expertise. The role demonstrates these through candidate care, inclusive decisions, accountability, recognition, and continuous learning.