Senior Manager of Strategic Staffing

Job description

About Invisible 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 at, or in close partnership with, a staffing agency or staff augmentation firm 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 qua…