Invisible Technologies makes AI work. Our end-to-end AI platform structures messy data, automates digital workflows, deploys agentic solutions, measures outcomes, and integrates human expertise where it matters most.
Our platform cleans, labels, and structures company data so it is ready for AI. It adapts models to each business and adds human expertise when needed, the same approach we have used to improve models for more than 80% of the world’s top AI companies, including Microsoft, AWS, and Cohere.
Our successes span industries, from supply chain automation for Swiss Gear to AI-enabled naval simulations with SAIC, and validating NBA draft picks for the Charlotte Hornets.
Profitable for more than half a decade, Invisible reached $134M in revenue and ranked as the number two fastest growing AI company on the 2024 Inc. 5000. In September 2025, we raised $100M in growth capital to accelerate our mission of making AI actually work in the enterprise and to advance our platform technology.
About The Role
The Senior Manager of Strategic Staffing owns end-to-end recruiting delivery for high-volume, client-facing staffing engagements. You will build and run the hiring engine behind large staff augmentation programs, from forecasting and sourcing through offer, onboarding handoff, and backfill. You will lead a team of recruiters and coordinators, own fill-rate and time-to-fill commitments, and act as the client's primary talent partner.
This is a hands-on leadership role for someone who has scaled hiring in a staffing or staff augmentation business and is comfortable being accountable to client SLAs.
What You’ll Do
- Own the full recruiting lifecycle for assigned client programs: workforce forecasting, requisition intake, sourcing, screening, interviewing, offers, and start-date readiness.
- Translate client headcount plans and SLAs into a hiring plan with weekly targets, pipeline ratios, and recruiter capacity models.
- Build, lead, and coach a team of recruiters, sourcers, and coordinators, including contract recruiters during peak ramps.
- Serve as the client-facing talent lead: run weekly hiring reviews, report on fill rate and time-to-fill, and escalate risks early with a mitigation plan.
- Design high-volume processes, such as assessment screening, group interviews, hiring events, and automated scheduling, that keep quality steady at scale.
- Manage sourcing channels and spend, including job boards, referral programs, agencies, community partnerships, and talent pools.
- Partner with Operations, Training, and Workforce Management to align start dates with training classes and backfill attrition.
- Own recruiting data in the ATS and dashboards; use funnel metrics to diagnose drop-off and improve conversion.
- Ensure compliance with employment law, background check, and drug-screen requirements, plus client-specific onboarding rules.
- Support new-business efforts by contributing hiring plans, staffing timelines, and cost estimates to proposals and RFPs.
What We Need
- 8+ years in recruiting, including 3+ years as a Senior Manager or above at a staffing, staff augmentation, RPO, or managed services firm.
- Track record of delivering 200+ hires within a single program or quarter against client SLAs.
- Experience leading recruiting teams of 4 or more, including remote and contract recruiters.
- Strong client management skills: you've owned the talent relationship with enterprise accounts and presented hiring performance to senior stakeholders.
- Fluency with recruiting metrics (fill rate, time-to-fill, submittal-to-hire, offer acceptance, 90-day retention) and comfort building capacity models in spreadsheets.
- Hands-on experience with an enterprise ATS and high-volume tools such as assessments, chatbots, and automated scheduling.
- Working knowledge of US employment law, I-9/E-Verify, background screening, and multi-state hiring.
- Experience contributing to staffing RFPs or proposals.
- Background in BPO, contact center, or customer support hiring.
- Experience with bilingual or multi-site hiring programs.
What’s In It For You
Invisible is committed to fair and competitive pay, ensuring that compensation reflects both market conditions and the value each team member brings. Our salary structure accounts for regional differences in cost of living while maintaining internal equity.
For this position, the annual salary ranges by location are:
[tier information]
An Invisible Talent Acquisition Partner can provide more information on which locations are included in each of our geographic pay tiers during the interview process. For candidates outside the U.S., compensation will be adjusted to reflect local market conditions and cost-of-living differentials.
Bonuses and equity are included in offers above entry level. Final compensation is determined by a combination of factors, including location, job-related experience, skills, knowledge, internal pay equity, and overall market conditions. Because of this, every offer is unique. Additional details on total compensation and benefits will be discussed during the hiring process.
You can find more information about our geographic pay tiers here. During the interview process, your Invisible Talent Acquisition Partner will confirm which tier applies to your location. For candidates outside the U.S., compensation is adjusted to reflect local market conditions and cost of living.
*Bonuses and equity are included in all full-time offers. Final compensation is determined by a combination of factors, including location, job-related experience, skills, knowledge, internal pay equity, and overall market conditions. Because of this, every offer is unique. Additional details on total compensation and benefits will be discussed during the hiring process.
At Invisible, we’re not just redefining work—we’re reinventing it. We operate at the intersection of advanced AI and human ingenuity, pushing the boundaries of what’s possible to unlock productivity and scale. Ownership is at the core of everything we do. Here, you won’t just execute tasks—you’ll build, innovate, and shape the future alongside world-class clients pushing the boundaries of AI.
We expect bold ideas, relentless drive, and the ability to turn ambiguity into opportunity. The pace is fast, the challenges are big, and the growth is unmatched. We’re not for everyone, and we’re okay with that. If you’re looking for predictable routines, this isn’t the place for you. But if you’re driven to create, thrive in dynamic environments, and want a front-row seat to the AI revolution, you’ll fit right in.
Country Hiring Guidelines:
Invisible is a hybrid organization with offices and team members located around the world. While some roles may offer remote flexibility, most positions involve in-office collaboration and are tied to specific locations. Any location-based requirements or hybrid expectations will be communicated by our Talent Acquisition team during the recruiting process.
AI Interviewing Guidelines:
Our hiring team thoughtfully uses AI to support an efficient, engaging, and inclusive interview process. Since AI can also be a helpful tool for candidates, we've outlined expectations for using it ethically throughout your interview journey. Click here to learn more about how we use AI and our guidelines for candidates.
Accessibility Statement:
We are committed to providing reasonable accommodations for individuals with disabilities. If you require an accommodation to participate in the application or interview process, please submit your request using our accommodation request form. A member of our team will follow up to support your request. Here is the link the google form: https://docs.google.com/forms/d/e/1FAIpQLScqsu0PCQ0m0lwt-VFeXovNbZxWk0jogv8QI_ciGqZsIbSBjQ/viewform?usp=sharing&ouid=102356854798492362557
Equal Opportunity Statement:
We’re an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, national origin, disability, or veteran status, or any other basis protected by law.
Due to a high volume of candidates, Invisible may use automated decision-maker technologies to filter candidates based on response to our application questions and other provided information. Our use of automated decision-making enables us to be efficient by providing a manageable list of possible candidates that meet our mandatory hiring criteria. If you object to our use of automated decision-making please contact us.
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