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The Role
Leads global technology recruiting for GTS, managing a distributed recruiting team and executive-level searches. Advises technology leaders, builds recruiter capability, develops sourcing and market strategies, and ensures consistent hiring execution. The role requires strong technical recruiting fluency across engineering, cloud, data, AI, cybersecurity, and enterprise platforms, along with expertise in recruiting metrics, stakeholder influence, candidate assessment, and talent advisory.
Summary Generated by Built In
About the RoleThe Senior Manager, Talent Acquisition - Global Technology Solutions leads recruiting for GTS and reports to the Senior Director, Talent Acquisition. The role manages a geographically dispersed team of GTS recruiters, owns the most critical Director-level and above technology searches, and is accountable for the quality, speed, and consistency of GTS hiring. The role requires deep technical recruiting expertise and serves as Talent Acquisition's subject matter expert for technology hiring. Performance is measured by quality of hire, hiring manager satisfaction, offer acceptance, and progress on the leading indicators that drive hiring results.
The role serves as a talent advisor to GTS leaders, aligns search plans to Gap Inc. and GTS priorities, and builds recruiter capability in technical recruiting and talent advisory. The role operates within the Talent Acquisition operating model and Search Fundamentals, in partnership with the HRBP and the Talent Acquisition COEs.What You'll Do
The role serves as a talent advisor to GTS leaders, aligns search plans to Gap Inc. and GTS priorities, and builds recruiter capability in technical recruiting and talent advisory. The role operates within the Talent Acquisition operating model and Search Fundamentals, in partnership with the HRBP and the Talent Acquisition COEs.What You'll Do
- Lead, coach, and develop GTS recruiters. Set clear priorities, ownership, and performance expectations; align the team, GTS leaders, and HRBPs on priorities; and run a weekly rhythm of commitments, follow-through, and peer accountability, including across a dispersed team and through organizational change.
- Build recruiter capability as talent advisors, including technical recruiting, business acumen, sourcing strategy, market insight, and stakeholder influence.
- Advise GTS leaders on search approach, starting each search from the business outcome required and aligning search plans to Gap Inc. and GTS priorities. When the market does not support a role as scoped, provide market insight on talent availability and compensation in partnership with the HRBP.
- Own the most critical Director-level and above GTS searches, and maintain execution standards across the full portfolio, including alignment with hiring leaders on the success profile, early candidate calibration, timely feedback, candidate communication and engagement, offer closing, and hiring manager experience.
- Bring technical depth across each GTS discipline, including software engineering, architecture, product, data and AI, cybersecurity, cloud and infrastructure, and enterprise platforms. Understand the skills, roles, and talent market in each area; assess candidates' technical capability beyond keywords, including architecture, scale, and impact; partner with hiring leaders on interview loops and technical assessments; prepare interviewers to assess technical candidates against clear criteria; and raise technical fluency across the team.
- Apply Search Fundamentals across GTS. Manage to the leading indicators that predict results, maintain Workday data accuracy, resolve stalled searches at the root cause, and allocate recruiter capacity against priorities.
- Lead technical sourcing and market strategy for hard-to-fill and critical technical skills. Map competitor and adjacent talent markets, apply technical sourcing channels and methods, engage and close technical talent in competitive markets, and search the full market, including nontraditional backgrounds. Partner with the Talent Acquisition COEs on playbooks, AI-enabled tools, and process improvement.
- 8+ years of recruiting experience, including 5+ years in technology recruiting, hiring engineers, architects, product leaders, data and AI professionals, and security professionals, including hard-to-fill and Director-level and above roles, and a proven track record recruiting senior technical leaders and specialized technical talent in direct competition with technology companies.
- Deep recruiter-level technical fluency, not hands-on engineering experience, across the technologies GTS hires for, including Java and microservices architecture, cloud platforms (Azure, AWS, or GCP), Kubernetes, Docker, and CI/CD tooling, data platforms such as SQL, Kafka, and Spark, AI and machine learning, cybersecurity, and enterprise systems such as Oracle. Sufficient fluency to understand how technology teams are structured, discuss architecture, scale, and technical tradeoffs with engineering leaders, assess technical candidates, and design technical interview processes.
- 3+ years leading recruiting teams, including building recruiter capability in talent advisory and managing team performance.
- Experience building teams that engage in healthy debate, commit to decisions, hold each other accountable, and put team results ahead of individual credit.
- Experience establishing operating rhythms, standard work, and performance measures for a recruiting team, and using recruiting metrics and market data to manage results. Workday Recruiting experience preferred.
- Experience advising senior technology leaders, influencing hiring decisions with data and market insight, and working across matrixed stakeholders.
- Proficiency with recruiting and sourcing technology, including AI-enabled tools, LinkedIn Recruiter, talent intelligence platforms, and ATS systems, as well as technical sourcing channels such as GitHub and technical communities and technical assessment platforms such as HackerRank or CodeSignal.
Skills Required
- 8+ years of recruiting experience
- 5+ years of technology recruiting experience
- Experience recruiting engineers, architects, product leaders, data and AI professionals, and security professionals
- Experience recruiting senior technical leaders and specialized technical talent, including Director-level and above roles
- Deep recruiter-level technical fluency across Java, microservices, cloud platforms, Kubernetes, Docker, CI/CD, SQL, Kafka, Spark, AI and machine learning, cybersecurity, and Oracle
- 3+ years leading recruiting teams
- Experience building recruiter capability in talent advisory and managing team performance
- Experience establishing operating rhythms, standard work, and performance measures for recruiting teams
- Experience using recruiting metrics and market data to manage results
- Experience advising senior technology leaders and influencing hiring decisions with data and market insight
- Experience working across matrixed stakeholders
- Proficiency with recruiting and sourcing technology, AI-enabled tools, LinkedIn Recruiter, talent intelligence platforms, and ATS systems
- Experience using technical sourcing channels such as GitHub and technical communities
- Experience with technical assessment platforms such as HackerRank or CodeSignal
- Workday Recruiting experience
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
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The Company
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.
