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Reporting to the Senior Director, Talent Acquisition, you will partner with senior business and HR leaders to translate each brand’s strategy, product direction, and evolving capability needs into effective talent strategies. You will lead and develop the Brands TA team, building trusted talent advisors who understand the business, anticipate talent needs, and influence decisions that strengthen business performance.
Aligned with the broader TA strategy, you will strengthen recruiting practices, optimize capacity and execution, and champion technology, AI, and new ways of working that improve quality, speed, and business impact.What You'll Do
• Lead, coach, and develop the Brands TA team, setting clear expectations,
managing performance, and building judgment through feedback and practice
while fostering a culture of trust, accountability, and shared learning
• Own the Brands recruiting strategy, translating distinct brand identities, business priorities, product direction, and workforce needs into actionable talent plans aligned with the broader TA strategy
• Advise senior brand and HR leaders, using business context and market
intelligence to identify talent needs, challenge assumptions, and recommend trade-offs that advance business priorities
• Bring deep design and creative recruiting expertise to sourcing and assessment, building external talent relationships and proactive pipelines for critical and emerging capabilities
• Lead recruiting across functional pods, balancing capacity against search
complexity and business priorities, clarifying ownership, resolving barriers, and establishing effective operating rhythms
• Build hiring manager capability and shared accountability for clear success criteria, high assessment standards, timely decisions, and an inclusive, thoughtful candidate experience
• Use recruiting data and business feedback to diagnose root causes, remove
barriers, and measure improvements in hiring quality, effectiveness, and business outcomes
• Personally lead selected critical searches within the Brands remit and partner with Executive Search on leadership hiring
• Partner with HR, Talent Management, and Early Talent leadership to support
internal mobility, anticipate capability needs, and deliver recruiting support for
relevant programs
• Lead the adoption of TA playbooks, technology, and AI, guiding the team through change and simplifying work to create capacity for talent relationships, assessment, and advising the business
Who You Are• Deep design and creative recruiting expertise within apparel, fashion, or a closely related environment, including established talent networks and experience partnering with leaders on portfolio and capability assessment
• Demonstrated success leading and developing sizable recruiting teams across multiple functions or brands, with the ability to coach experienced recruiters and team leaders, elevate performance, and build accountability
• Strong understanding of brand and product organizations, with experience
translating business strategy, customer needs, and product direction into recruiting priorities and talent strategies
• Proven ability to develop recruiters who ask insightful business questions, assess talent challenges, and influence leaders with clear, evidence-based recommendations
• Credibility and influence with senior business and HR leaders, with the ability to build relationships, communicate clearly, constructively challenge assumptions, and navigate a matrixed organization
• Strong operational leadership, including prioritizing complex search portfolios, managing capacity, establishing effective ways of working, and delivering measurable results
• Experience using recruiting data, talent intelligence, sourcing technologies, and AI- enabled tools to improve decision-making, productivity, and hiring outcomes
• Demonstrated ability to lead through change with sound judgment, curiosity,
openness to feedback, and a commitment to inclusive practices, team development, and continuous learning
Skills Required
- Deep design and creative recruiting expertise in apparel, fashion, or a closely related environment
- Established talent networks and experience partnering with leaders on portfolio and capability assessment
- Experience leading and developing sizable recruiting teams across multiple functions or brands
- Ability to coach experienced recruiters and team leaders, elevate performance, and build accountability
- Strong understanding of brand and product organizations
- Experience translating business strategy, customer needs, and product direction into recruiting priorities and talent strategies
- Ability to develop recruiters who assess talent challenges and influence leaders with evidence-based recommendations
- Credibility and influence with senior business and HR leaders in a matrixed organization
- Strong operational leadership, including prioritizing complex search portfolios and managing capacity
- Experience using recruiting data, talent intelligence, sourcing technologies, and AI-enabled tools
- Demonstrated ability to lead through change and support inclusive practices, team development, and continuous learning
Gap (gapinc.com). Compensation & Benefits Highlights
The following summarizes recurring compensation and benefits themes identified from responses generated by popular LLMs to common candidate questions about Gap (gapinc.com). and has not been reviewed or approved by Gap (gapinc.com)..
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Healthcare Strength — Comprehensive medical, dental, and vision coverage is offered, alongside programs that support physical, mental, and financial wellbeing. Feedback suggests eligible employees can also leverage tools like FSAs and additional wellbeing resources.
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Leave & Time Off Breadth — Paid time off, company-paid holidays, and multiple leave options (sick, disability, and family leave) create broad time-away coverage. Some roles start with substantial PTO accrual and can access flexible leave arrangements.
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Wellbeing & Lifestyle Benefits — A generous cross-brand merchandise discount is a standout perk, complemented by commuter benefits, on-the-clock volunteer hours, and matching donations. Feedback suggests these lifestyle benefits add meaningful value beyond base pay.
Gap (gapinc.com). Insights
What We Do
In 1969, Don and Doris Fisher opened the first Gap store on Ocean Avenue in San Francisco. They wanted to make it easier to find a great pair of jeans, and they did. Their denim and records store was a hit, and it grew to become one of the world’s most iconic brands. Today we’re represented in more than 1400 stores in over 40 countries, and online. We have headquarters in New York, London, Shanghai, Tokyo, and, of course, San Francisco. Our unique aesthetic is optimistic cool, elevated American style. Our clothes are crafted with care, with focused attention to thoughtful design. We believe in staying true to our heritage while creating what’s next. Don and Doris Fisher always wanted to “do more than sell clothes.” They wanted to support the people who ran their company, to be active in their communities, and to have a positive impact on the world. Their vision helped transform retail, and we’re still following their lead. We stand for freedom and possibility for all; we champion diverse ideas that transcend generations, geographies and genders.
