Senior Technical Talent Acquisition Partner

About Invisible

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.

About The Role

As a Senior Technical Talent Acquisition Partner, you will play a mission-critical role in scaling Invisible’s technical talent pipeline. In this role you’ll be responsible for building and maintaining evergreen pipelines of world-class engineers across data engineering, machine learning, and full stack development. These engineers are deployed in our forward deployed engineering teams—elite squads embedded directly with customers to build transformative AI-powered solutions.

This role demands proactive pipeline development, seamless coordination with sales and delivery leads & Field CTOs and a deep understanding of technical talent acquisition in a fast-scaling, customer-responsive environment. Your success will ensure that Invisible is always ready to deploy top engineering talent the moment opportunity strikes.

This is a hybrid role based out of either our New York or San Francisco office hubs, with an expectation of approximately three in-office days per week.

What You’ll Do

• Build and maintain robust, high-quality candidate pipelines for evergreen roles across data engineering, machine learning, and full stack development.
• Collaborate closely with sales, delivery, and engineering leadership to forecast hiring needs tied to customer deployments and revenue pipeline.
• Develop and execute outbound sourcing strategies to identify and engage top-tier candidates across key technical domains.
• Establish candidate readiness protocols so that qualified engineers are pre-vetted and able to accept offers at short notice.
• Own end-to-end hiring processes, ensuring fast, smooth, and high-quality candidate experiences.
• Leverage data and insights to continuously optimize sourcing channels, screening processes, and pipeline conversion rates.
• Build campaigns which ensure vetted candidates are constantly engaged with the Invisible brand, ready and willing to start in short notice
• Partner with hiring managers to define technical role requirements, assessment frameworks, and success profiles.
• Represent Invisible as a talent brand ambassador across technical communities and events.

What We Need

• Proven experience in full-cycle technical recruiting experience, with deep expertise in sourcing and hiring engineering talent across data, ML, and software development.
• A track record of building evergreen or just-in-time pipelines in high-growth, high-demand environments.
• Experience supporting forward deployed or professional services-style teams is a strong plus.
• Strong stakeholder management skills, especially across sales, product, and engineering organizations.
• Bias toward action: you are proactive, resourceful, and thrive in dynamic, rapidly evolving environments.
• Excellent communication, prioritization, and project management skills.
• Familiarity with ATS platforms (ideally Greenhouse) sourcing tools, and data-driven recruiting strategies.
• Comfort with a hybrid work environment, with an expectation of approximately three in-office days per week

Tier 1$128,000—$151,000 USD

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 c