Invisible Technologies is the AI operating system for the enterprise. Our end-to-end AI Software Platform structures messy data, builds digital workflows, deploys agentic solutions, evaluates/measures impact, and mobilizes relevant human experts. Invisible has trained foundation models for more than 80% of the world’s leading AI model providers, including Cohere, Microsoft, and AWS, and we have the expertise to customize AI for any industry, function, or use case.
Invisible makes AI work in the real world. In 2024, we reached $134M in revenue and were named the #2 fastest growing AI company on the Inc. 5000.
We are Invisible's Hiring Team, dedicated to driving measurable business impact through the attraction of elite talent. Our mission is to build scalable, data-informed programs that accelerate our ability to attract, assess, and hire elite candidates globally.
As the Senior Manager of Talent Acquisition Programs, you will architect and lead Invisible’s talent acquisition programmatic strategy across interview training, tools, enablement, and process improvement. Reporting to the VP of Talent Acquisition, this role will collaborate closely with Senior Leadership to align hiring infrastructure and initiatives with business needs. You will own the success of programs that ensure hiring excellence at scale, creating systems that elevate interviewer quality, reduce bias, and optimize time-to-fill and candidate experience across the board.
What You’ll Do- Lead the strategy, design, and execution of key talent acquisition programs (for example, interview training, hiring team enablement, candidate experience, etc.)
- In partnership with our Talent Brand Manager, build our campus recruiting strategy and execution, including university partnerships and early-career pipelines
- Define and track key metrics and KPIs to evaluate program success and identify areas for continuous improvement
- Build strong partnerships across People, Operations, and executive leadership to align talent acquisition programs with company goals
- Continuously improve hiring processes by analyzing funnel data, candidate feedback, and internal feedback loops to eliminate friction and increase efficiency
- Collaborate with Talent Acquisition Operations to enhance tools, reporting, and process automation to support global hiring
- 12+ years of experience in Talent Acquisition, People Programs, or Recruiting Operations, with at least 4 years managing talent acquisition initiatives at scale
- Solid program management skills with a track record of designing and implementing global talent acquisition programs
- Experience building or refining interview training, recruiting enablement, or hiring manager education
- Deep familiarity with recruiting metrics and tools (such as Greenhouse, Crosschq, BrightHire), and funnel diagnostics
- Demonstrated ability to work cross-functionally, influence without authority, and communicate with senior leadership
- Passion for great candidate and interviewer experience, and a relentless drive for continuous improvement
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:
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.
What It's Like to Work at Invisible: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’re committed to providing reasonable accommodations for individuals with disabilities. If you need assistance or accommodation due to a disability, please contact our Talent Acquisition team during the recruitment process at [email protected].
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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