Talent Acquisition Program Manager
About Invisible
Invisible is the operations innovation company transforming how companies are built and run.
We are a tech-enabled service providing solutions to the world’s most complex business problems. Driven by our proprietary process orchestration platform, we seamlessly integrate advanced AI and automation with a global network of over 3,500 experts. This powerful combination delivers new capabilities and eliminates barriers to execution for our clients, unlocking unprecedented efficiency, scale, and growth opportunities.
Invisible has experienced exponential growth, quadrupling in size year over year for the past three years. At the beginning of 2024, we surpassed an Annual Recurring Revenue (ARR) of $100 million and continue to grow at speed. Operating as a profitable business, we maintain near complete ownership, with a firm foundation built on creating long-term shareholder value. We are excited to offer substantial equity compensation as part of our commitment to our team, presenting life-changing opportunities for our partners.
About The Role
The Talent Acquisition Program Manager will play a critical role in scaling and optimizing our recruiting processes. This role will ensure the efficiency and effectiveness of the recruiting operations, drive continuous improvements, and support the Talent Acquisition team in meeting aggressive hiring goals.The Talent Acquisition Program Manager will work closely with various stakeholders, including HR, hiring managers, and external partners.
What You’ll Do
- Optimize Recruiting Processes: Identify, implement, and manage improvements to recruiting processes to enhance efficiency and effectiveness.
- Data and Metrics Management: Develop and maintain recruiting metrics and dashboards to track and analyze key performance indicators. Provide regular reporting to leadership.
- Technology and Tools Management: Manage recruiting tools and technologies, ensuring they are optimized and effectively utilized by the team.
- Training and Support: Provide training and support to the Talent Acquisition team and hiring managers on best practices and use of recruiting tools and processes.
- Compliance: Ensure all recruiting practices are compliant with local, state, and federal regulations, as well as company policies.
- Project Management: Lead and manage various recruiting projects and initiatives, from conception through to execution and evaluation.
- Stakeholder Collaboration: Collaborate with HR, Finance, hiring managers, and other stakeholders to understand recruiting needs and develop strategies to meet them.
Key Programs You Will Focus On
- Onboarding: Develop and enhance onboarding programs to ensure new hires are effectively integrated into the company. Streamline onboarding processes to support rapid scaling.
- Interviewer Training: Design and implement training programs for interviewers to ensure they are well-equipped to conduct effective and consistent interviews. Monitor the effectiveness of training programs and make improvements as needed.
- Candidate Sourcing: Develop and optimize candidate sourcing strategies to attract top talent. Utilize data and analytics to measure the effectiveness of sourcing channels and make data-driven decisions.
What We Need
- Experience: 5+ years of experience in recruiting operations, talent acquisition, or a related field.
- Skills: Strong project management, data analysis, and process optimization skills.
- Tools: Proficiency with Applicant Tracking Systems (Greenhouse), project management tools, and data analysis tools (Talent Wall).
- Communication: Excellent verbal and written communication skills, with the ability to influence and engage stakeholders at all levels.
- Problem-Solving: Strong problem-solving skills with a focus on continuous improvement.
- Detail-Oriented: Exceptional attention to detail and organizational skills.
- Adaptability: Ability to thrive in a fast-paced, dynamic environment and manage multiple priorities.
What’s In It For You
We believe in recognizing exceptional work with exceptional benefits. That’s why we empower our Partners to work remotely around the world on a schedule that suits their lifestyle. Our Partner Pay Model is fully transparent and designed for co-ownership, recognizing that professionals have unique needs. We balance profitability and growth by reinvesting annual profits to fuel expansion and fairly compensate our partners. With over 65% ownership already in the hands of our partners, we are committed to achieving 100% partner ownership. Moreover, our leadership team is legally obligated to buy back partner shares according to a formal liquidity plan. This ensures a clear path for those who choose to sell their stake in the company.
Compensation:
- Base: $100,000
- Base + Bonus Target: $120,000
- This role is eligible to participate in Invisible’s equity plan.
The amount listed above is the expected annual base salary for this role, subject to change.
Country Hiring Guidelines:Invisible hires new team members in countries around the world. All of our roles are remote, however some roles may carry specific location-based eligibility requirements. Our Talent Acquisition team can help answer any questions about location after starting the recruiting process.
Privacy Policy:
All candidates and residents of California may visit our Recruitment Privacy Policy and Notice at Collection here.
Accessibility Statement:We are 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 are 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.
You may view Invisible Pay Transparency Policy, and Equal Employment Opportunity is the Law notice, by clicking on the corresponding links.
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.
