Invisible Technologies, Inc.
Contract Senior Technical Talent Acquisition Partner
Invisible Technologies, Inc., New York, New York, us, 10261
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.
To be considered for an interview, please make sure your application is full in line with the job specs as found below.
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 $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 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 ataccommodation@invisible.email . 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. Apply for this job * indicates a required field First Name * Last Name * Email * Phone * Resume/CV * Enter manually Accepted file types: pdf, doc, docx, txt, rtf Enter manually Accepted file types: pdf, doc, docx, txt, rtf LinkedIn Profile * This role is only eligible to be based in the United States, please confirm which State you currently reside in. (Select N/A if you are based outside the USA) * Select... Will you now or in the future require Invisible to commence (“sponsor”) an immigration case in order to employ you (for example, H-1B or other employment-based immigration case)? This is sometimes called “sponsorship” for an employment-based visa status. * Select... The expectation for this role is a hybrid schedule, with an average of three days per week onsite at our office. Are you willing and able to commit to this schedule? * Select... How did you learn about this opportunity? * Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file. As set forth in Invisible Technologies’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. Select... Voluntary Self-Identification of Disability Form CC-305 Page 1 of 1 OMB Control Number 1250-0005 Expires 04/30/2026 Voluntary Self-Identification of DisabilityForm CC-305 Page 1 of 1 OMB Control Number 1250-0005 Expires 04/30/2026 Why are you being asked to complete this form? We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years. Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp . How do you know if you have a disability?
A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability.
Disabilities include, but are not limited to: Alcohol or other substance use disorder (not currently using drugs illegally) Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS Blind or low vision Cancer (past or present) Cardiovascular or heart disease Celiac disease Cerebral palsy Deaf or serious difficulty hearing Diabetes Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders Epilepsy or other seizure disorder Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome Intellectual or developmental disability Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD Missing limbs or partially missing limbs Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS) Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities Partial or complete paralysis (any cause) Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema Short stature (dwarfism) Traumatic brain injury Disability Status Select... PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.
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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.
To be considered for an interview, please make sure your application is full in line with the job specs as found below.
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 $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 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 ataccommodation@invisible.email . 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. Apply for this job * indicates a required field First Name * Last Name * Email * Phone * Resume/CV * Enter manually Accepted file types: pdf, doc, docx, txt, rtf Enter manually Accepted file types: pdf, doc, docx, txt, rtf LinkedIn Profile * This role is only eligible to be based in the United States, please confirm which State you currently reside in. (Select N/A if you are based outside the USA) * Select... Will you now or in the future require Invisible to commence (“sponsor”) an immigration case in order to employ you (for example, H-1B or other employment-based immigration case)? This is sometimes called “sponsorship” for an employment-based visa status. * Select... The expectation for this role is a hybrid schedule, with an average of three days per week onsite at our office. Are you willing and able to commit to this schedule? * Select... How did you learn about this opportunity? * Voluntary Self-Identification For government reporting purposes, we ask candidates to respond to the below self-identification survey.Completion of the form is entirely voluntary. Whatever your decision, it will not be considered in the hiringprocess or thereafter. Any information that you do provide will be recorded and maintained in aconfidential file. As set forth in Invisible Technologies’s Equal Employment Opportunity policy,we do not discriminate on the basis of any protected group status under any applicable law. If you believe you belong to any of the categories of protected veterans listed below, please indicate by making the appropriate selection.As a government contractor subject to the Vietnam Era Veterans Readjustment Assistance Act (VEVRAA), we request this information in order to measurethe effectiveness of the outreach and positive recruitment efforts we undertake pursuant to VEVRAA. Classification of protected categoriesis as follows: A "disabled veteran" is one of the following: a veteran of the U.S. military, ground, naval or air service who is entitled to compensation (or who but for the receipt of military retired pay would be entitled to compensation) under laws administered by the Secretary of Veterans Affairs; or a person who was discharged or released from active duty because of a service-connected disability. A "recently separated veteran" means any veteran during the three-year period beginning on the date of such veteran's discharge or release from active duty in the U.S. military, ground, naval, or air service. An "active duty wartime or campaign badge veteran" means a veteran who served on active duty in the U.S. military, ground, naval or air service during a war, or in a campaign or expedition for which a campaign badge has been authorized under the laws administered by the Department of Defense. An "Armed forces service medal veteran" means a veteran who, while serving on active duty in the U.S. military, ground, naval or air service, participated in a United States military operation for which an Armed Forces service medal was awarded pursuant to Executive Order 12985. Select... Voluntary Self-Identification of Disability Form CC-305 Page 1 of 1 OMB Control Number 1250-0005 Expires 04/30/2026 Voluntary Self-Identification of DisabilityForm CC-305 Page 1 of 1 OMB Control Number 1250-0005 Expires 04/30/2026 Why are you being asked to complete this form? We are a federal contractor or subcontractor. The law requires us to provide equal employment opportunity to qualified people with disabilities. We have a goal of having at least 7% of our workers as people with disabilities. The law says we must measure our progress towards this goal. To do this, we must ask applicants and employees if they have a disability or have ever had one. People can become disabled, so we need to ask this question at least every five years. Completing this form is voluntary, and we hope that you will choose to do so. Your answer is confidential. No one who makes hiring decisions will see it. Your decision to complete the form and your answer will not harm you in any way. If you want to learn more about the law or this form, visit the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) website at www.dol.gov/ofccp . How do you know if you have a disability?
A disability is a condition that substantially limits one or more of your “major life activities.” If you have or have ever had such a condition, you are a person with a disability.
Disabilities include, but are not limited to: Alcohol or other substance use disorder (not currently using drugs illegally) Autoimmune disorder, for example, lupus, fibromyalgia, rheumatoid arthritis, HIV/AIDS Blind or low vision Cancer (past or present) Cardiovascular or heart disease Celiac disease Cerebral palsy Deaf or serious difficulty hearing Diabetes Disfigurement, for example, disfigurement caused by burns, wounds, accidents, or congenital disorders Epilepsy or other seizure disorder Gastrointestinal disorders, for example, Crohn's Disease, irritable bowel syndrome Intellectual or developmental disability Mental health conditions, for example, depression, bipolar disorder, anxiety disorder, schizophrenia, PTSD Missing limbs or partially missing limbs Mobility impairment, benefiting from the use of a wheelchair, scooter, walker, leg brace(s) and/or other supports Nervous system condition, for example, migraine headaches, Parkinson’s disease, multiple sclerosis (MS) Neurodivergence, for example, attention-deficit/hyperactivity disorder (ADHD), autism spectrum disorder, dyslexia, dyspraxia, other learning disabilities Partial or complete paralysis (any cause) Pulmonary or respiratory conditions, for example, tuberculosis, asthma, emphysema Short stature (dwarfism) Traumatic brain injury Disability Status Select... PUBLIC BURDEN STATEMENT: According to the Paperwork Reduction Act of 1995 no persons are required to respond to a collection of information unless such collection displays a valid OMB control number. This survey should take about 5 minutes to complete.
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