Motta 2028 • U.S. Military Recruiting & Readiness Policy (Draft)
Commander-in-Chief intent: Rebuild end-to-end recruiting with a laser focus on readiness, standards, and mission outcomes—merit first, politics last. We will remove non-mission bureaucracy that slows recruiting and distracts units, while keeping lawful equal-opportunity protections in place. The goal is simple: more qualified Americans signing, training, deploying, and winning.
I. Principles
Merit & Standards: One set of published standards per MOS/AFSC/rating—medical, physical, cognitive, and character. Selection is based on performance and aptitude.
Mission Focus, Not Bureaucracy: Streamline training commands and recruiting commands; cut non-mission paperwork and duplicative briefings that don’t measurably increase readiness.
Equal Opportunity Under Law: We comply with all applicable federal laws and DoD regulations protecting service members from unlawful discrimination. “No DEI bureaucracy” means no political litmus tests or quota engineering—not the removal of lawful EO protections.
Modern Incentives: Targeted bonuses for critical MOS/ratings, skilled-trade bridges (cyber, aviation maintenance, nuclear, space ops), and family-forward policies (predictable rotations, housing, childcare access) to improve retention.
Veteran & Guard/Reserve Pathways: Fast-track re-entry for honorably discharged vets (especially special operations, cyber, linguists, pilots, maintainers); flexible Guard/Reserve billet conversions for high-skill civilians.
Transparency: Quarterly recruiting dashboards by branch, MOS family, and region. Publish goals vs. results.
II. Recruiting Reforms (All Branches)
One-Stop Recruit Hubs: Co-located Army/Navy/AF/USMC/USSF/USCG counters in major metros + rural mobile units; shared medical pre-screens and background pre-checks to shorten wait times.
Faster Medical Pipelines: Expand tele-pre-screens; standardized waivers with response SLAs; partner clinics where DoD capacity is thin.
Aptitude & Trades on Day 1: Optional skills challenge during recruiting (coding, mechanics, language, navigation) to place talent faster.
Fitness On-Ramp: “Ship-ready” 6–8 week conditioning cohorts for near-miss applicants; retest and contract on completion.
Career Bridges: Credit FAA A&P, CompTIA, GIAC, HAM radio, EMT, and other civilian quals toward training pipelines where appropriate.
Influencer & analysis references to inform the discussion (opinions are their own): aviation and readiness voices (e.g., “Max Afterburner”), geostrategy commentators (e.g., Scott Ritter), and other veteran analysts. We welcome all perspectives while our policy remains mission-first and law-compliant.
III. Veteran & Ex-SOF Return Program
“Come Back Stronger” track: Condensed re-quals; pay/bonus multipliers for hard-to-fill billets; leadership billets for prior NCOs/SNCOs/Officers.
Small-Unit Excellence: SOF alumni mentoring for high-tempo formations; urban search/rescue, cyber defense, anti-drone skill lanes.
IV. Tech & Innovation (Presidential Patent Library)
Launch a Presidential Patent Library at IdeasToInvent.com featuring open calls for energy, power density, comms, materials, autonomy, and counter-UAS. Innovators (e.g., Ken Wheeler, Dr. Weiping Yu, David LaPoint, Malcolm Bendall) can submit ideas for independent technical evaluation.
Reality-first gatekeeping: safety, replicability, emissions/EMI, export controls (ITAR/EAR), and test-range verification. Promising techs go to sandbox prototyping with national labs / DOD test centers.
Hostinger-ready embed (Recruiting Hub + Map + RSS + Patent Library)
Paste this as-is into a Hostinger HTML block (no <html>/<head>). You can edit the RSS list and add your own playlist links.