Air Force Recruitment Strategy Consultant (Part-time Contract)

EAB

2d•$54 - $80•Remote

About The Position

At EAB [https://www.eab.com/], our mission is to make education smarter and our communities stronger. We work with more than 2,800 institutions to drive transformative change through data-driven insights and best-in-class capabilities. From kindergarten to college to career, EAB partners with leaders and practitioners to accelerate progress and drive results across enrollment, student success, institutional strategy, data analytics, and advancement. We work with each partner differently, tailoring our portfolio of research, technology, and marketing and enrollment solutions to meet the unique needs of every leadership team, as well as the students and employees they serve. At EAB, we serve not only our partner institutions but each other—that's why we are always working to make sure our team members love their jobs and are invested in their communities. See how we've been recognized for this dedication to our staff by checking out our recent awards [https://www.eab.com/careers/awards-and-recognition]. For more information, visit our careers page. [https://www.eab.com/careers] The Role in Brief: Air Force Recruitment Strategy Consultant (Part-time Contract) EAB is seeking an Air Force Recruitment Strategy Consultant to provide subject matter expertise on military talent acquisition, with a focus on helping shape services tailored to Air Force recruitment needs. This consultant will bring firsthand experience in Air Force recruiting operations, pipeline management, and candidate conversion. The goal of this role is twofold: 1. Market & Sales Enablement: Help EAB understand how to effectively position and sell services to Air Force recruitment leadership and related stakeholders. 2. Graduate Recruitment Strategy: Inform strategies to attract, engage, and convert college students and recent graduates into Air Force career pathways. This is a strategic advisory role designed to translate operational recruiting expertise into actionable service design and go-to-market strategy. The ideal consultant understands both the structure of Air Force recruiting operations and the mindset of today’s young applicants. They can bridge the gap between military recruitment realities and modern outreach expectations, helping shape services that improve engagement, credibility, and conversion outcomes. This contract role offers an opportunity to influence how recruitment services are designed and positioned to support Air Force talent acquisition efforts nationwide. Contract Duration: 3-6 months, with potential extension Location: Remote (U.S.-based) Estimated Weekly Hours: 10-15 Target Start Date: As soon as possible

Requirements

6+ years of experience in Air Force recruiting and talent acquisition, ideally at a leadership level.
Direct experience with enlisted and/or officer accession processes.
Demonstrated success meeting or exceeding recruiting goals.
Strong understanding of applicant qualification standards (ASVAB, medical, security clearance considerations, etc.).
Experience managing high-volume outreach and long-cycle candidate pipelines.
Ability to translate operational experience into strategic recommendations.

Nice To Haves

Experience recruiting on college campuses or managing officer commissioning pipelines (e.g., OTS, ROTC).
Prior advisory, training, or consulting experience.
Comfort collaborating in cross-functional, remote environments.

Responsibilities

Advise on current Air Force recruiting goals, challenges, and eligibility standards.
Provide insight into recruiter workflows, squadron-level operations, and command decision-making structures.
Identify barriers to enlistment or officer accession, including testing, medical qualification, waivers, and public perception challenges.
Clarify how recruiting metrics are tracked (leads, appointments, contracts, ship rates, etc.).
Partner with EAB teams to refine messaging and value propositions for Air Force audiences.
Inform development of materials tailored to recruiting squadrons, regional leadership, and national stakeholders.
Participate in select conversations to provide operational credibility and answer technical questions.
Advise on positioning Air Force careers for high school graduates, college students and recent college graduates (enlisted and officer pathways).
Recommend strategies to improve lead generation, engagement, and follow-up.
Provide insight into effective outreach channels, including high school and campus partnerships, digital marketing, and referral networks.
Contribute to playbooks for structured, high-volume candidate outreach and pipeline progression.
Share best practices for recruitment funnel management and performance tracking.
Recommend engagement strategies to increase conversion from inquiry to contract.
Provide feedback to strengthen pilot services and ensure alignment with military recruiting realities.