Sr. Manager, Talent Acquisition - Technology & Digital

The Gap•Folsom, CA

About The Position

The Senior Manager, Talent Acquisition - Global Technology Solutions leads recruiting for 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 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 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 the HRBP and Talent Acquisition COEs.

Requirements

8+ years of recruiting experience, including 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 technologies GTS hires for, including Java and microservices architecture; Azure, AWS, or GCP; Kubernetes; Docker; CI/CD tooling; SQL, Kafka, and Spark; AI and machine learning; cybersecurity; and enterprise systems such as Oracle.
Fluency sufficient to understand technology-team structures, 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.
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, ATS systems, technical sourcing channels such as GitHub and technical communities, and technical assessment platforms such as HackerRank or CodeSignal.

Nice To Haves

Workday Recruiting experience preferred.

Responsibilities

Lead, coach, and develop GTS recruiters; set priorities, ownership, and performance expectations, and establish a weekly rhythm of commitments, follow-through, and peer accountability.
Align the recruiting team, GTS leaders, and HRBPs on priorities, including across a geographically dispersed team and through organizational change.
Build recruiter capability in talent advisory, technical recruiting, business acumen, sourcing strategy, market insight, and stakeholder influence.
Advise GTS leaders on search approach, starting from required business outcomes and aligning search plans with Gap Inc. and GTS priorities.
Partner with the HRBP 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.
Bring technical recruiting depth across software engineering, architecture, product, data and AI, cybersecurity, cloud and infrastructure, and enterprise platforms; understand the relevant skills, roles, and talent markets.
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 candidates against 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, using technical sourcing channels and methods, engaging and closing technical talent, and searching the full market, including nontraditional backgrounds.
Partner with Talent Acquisition COEs on playbooks, AI-enabled tools, and process improvement.