Sr. Manager, Talent Acquisition - Technology & Digital

Gap Inc.•San Francisco, CA

About The Position

The Senior Manager, Talent Acquisition leads recruiting for Global Technology Solutions (GTS) and reports to the Senior Director, Talent Acquisition. This 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. It serves as Talent Acquisition’s subject matter expert for technology hiring, with performance measured by quality of hire, hiring manager satisfaction, offer acceptance, and progress on leading indicators that drive hiring results. The role advises GTS leaders, aligns search plans with Gap Inc. and GTS priorities, and builds recruiter capability in technical recruiting and talent advisory. It operates within the Talent Acquisition operating model and Search Fundamentals, in partnership with HRBPs and Talent Acquisition Centers of Excellence. The position leads technical sourcing and market strategy for critical and hard-to-fill skills, applies recruiting metrics and market insight to improve results, and partners on playbooks, AI-enabled tools, and process improvements.

Requirements

At least 8 years of recruiting experience, including at least 5 years in technology recruiting.
Experience hiring engineers, architects, product leaders, data and AI professionals, and security professionals, including for hard-to-fill and Director-level and above roles.
Proven track record recruiting senior technical leaders and specialized technical talent in direct competition with technology companies.
Deep recruiter-level technical fluency, rather than hands-on engineering experience, across the technologies GTS hires for, including Java and microservices architecture; Azure, AWS, or GCP cloud platforms; Kubernetes; Docker; CI/CD tooling; SQL, Kafka, and Spark data platforms; AI and machine learning; cybersecurity; and enterprise systems such as Oracle.
Ability to understand technology-team structures, discuss architecture, scale, and technical tradeoffs with engineering leaders, assess technical candidates, and design technical interview processes.
At least 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 prioritize team results over 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.
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.
Experience using technical sourcing channels such as GitHub and technical communities, and technical assessment platforms such as HackerRank or CodeSignal.

Nice To Haves

Workday Recruiting experience.

Responsibilities

Lead, coach, and develop GTS recruiters; set priorities, ownership, and performance expectations, and establish a rhythm of commitments, follow-through, and peer accountability across a geographically dispersed team and through organizational change.
Build recruiters’ capabilities in technical recruiting, talent advisory, business acumen, sourcing strategy, market insight, and stakeholder influence.
Advise GTS leaders on search approach, starting with the required business outcome and aligning search plans with Gap Inc. and GTS priorities.
Partner with HRBPs to provide market insight on talent availability and compensation when the market does not support a role as scoped.
Own the most critical Director-level and above GTS searches and maintain execution standards across the full portfolio, including success-profile alignment, early candidate calibration, timely feedback, candidate communication and engagement, offer closing, and hiring manager experience.
Provide technical recruiting expertise across software engineering, architecture, product, data and AI, cybersecurity, cloud and infrastructure, and enterprise platforms; assess technical capability beyond keywords, partner on interview loops and assessments, prepare interviewers to use clear criteria, and raise technical fluency across the team.
Apply Search Fundamentals across GTS, manage leading indicators, maintain Workday data accuracy, resolve stalled searches at their root cause, and allocate recruiter capacity against priorities.
Lead technical sourcing and market strategy for hard-to-fill and critical technical skills, including mapping competitor and adjacent talent markets, applying technical sourcing methods, engaging and closing technical talent, and searching nontraditional talent backgrounds.
Partner with Talent Acquisition Centers of Excellence on playbooks, AI-enabled tools, and process improvement.
Establish recruiting-team operating rhythms, standard work, and performance measures, and use recruiting metrics and market data to manage results.
Advise senior technology leaders and influence hiring decisions with data and market insight while working across matrixed stakeholders.