[All remote jobs](https://jobicy.com/jobs.md)[![Invisible Technologies logo](https://jobicy.com/data/server-nyc0409/galaxy/mercury/2025/06/5d284c35-221.jpeg)](https://jobicy.com/company/invisible-technologies.md)[Invisible Technologies](https://jobicy.com/company/invisible-technologies.md) # Senior Manager of Strategic Staffing Review the role, location requirements, compensation details, and application process before deciding whether this opportunity fits your next career move. [Apply for this job](#job-application)[View company](https://jobicy.com/company/invisible-technologies.md)ShareRemote from[USA](https://jobicy.com/job-region/usa.md)SalaryUSD 161k–189k / yrDepartment[HR & Recruiting](https://jobicy.com/categories/hr.md)EmploymentFull TimeExperienceSeniorPublished16 Oct 2026Apply before15 Nov 2026Listing views35Application actions2Application toolkit ## Make your next move. Prepare your resume, explore your fit, and draft a cover letter for this opportunity. AI Summary ## The role, at a glance. This senior HR and recruiting leadership role owns high-volume, client-facing staffing programs from demand forecasting through offer, onboarding handoff, and backfill. The manager leads recruiters, sourcers, and coordinators while remaining accountable for client SLAs, fill rates, time-to-fill, and hiring quality. Success requires agency, RPO, or staff-augmentation experience and a demonstrated ability to deliver 200 or more hires in a program or quarter. The role is highly analytical, requiring capacity models, ATS funnel reporting, sourcing-channel management, and compliance oversight across multi-state U.S. hiring. It is a fast-moving, hands-on leadership position with substantial client communication and operational ownership. ## Role DNA A quick view of the complexity, pace, ownership and collaboration implied by the job description. ### Job Complexity 5/5EasyHard ### Pace & Pressure 5/5RelaxedFast-paced ### Autonomy Level 5/5GuidedFull ownership ### Communication Load 5/5IndependentCollaborative AI insightThe role combines senior people leadership with direct accountability for large-scale delivery against client SLAs, often during rapid hiring ramps. It requires deep expertise in agency-style recruiting operations, workforce planning, compliance, data analysis, and enterprise stakeholder management. ## Salary analysis Estimated compensation compared with the broader US market for similar roles. Estimated job median (per year)Market rate$175,000US market range (per year)$150k–$205k0$225.50k AI insightThe yearly pay period is inferred from the job context; it was not explicitly stated by the employer. The employer discloses a salary range of $161,000–$189,000 USD. The annual cadence is inferred from the senior, full-time U.S. recruiting leadership context and compensation magnitude. The estimated U.S. market range for a senior strategic staffing leader is $150,000–$205,000 annually, depending on location, staffing-program scale, client ownership, and people-management scope. ## Core skills Skills and capabilities most closely associated with this opportunity. [High-volume recruiting](https://jobicy.com/jobs?search_keywords=High-volume%20recruiting.md)[Strategic workforce planning](https://jobicy.com/jobs?search_keywords=Strategic%20workforce%20planning.md)[Staff augmentation](https://jobicy.com/jobs?search_keywords=Staff%20augmentation.md)[Client relationship management](https://jobicy.com/jobs?search_keywords=Client%20relationship%20management.md)[Recruiting team leadership](https://jobicy.com/jobs?search_keywords=Recruiting%20team%20leadership.md)[ATS management](https://jobicy.com/jobs?search_keywords=ATS%20management.md)[Recruiting analytics](https://jobicy.com/jobs?search_keywords=Recruiting%20analytics.md)[Capacity modeling](https://jobicy.com/jobs?search_keywords=Capacity%20modeling.md)[Sourcing strategy](https://jobicy.com/jobs?search_keywords=Sourcing%20strategy.md)[SLA management](https://jobicy.com/jobs?search_keywords=SLA%20management.md)[Employment law compliance](https://jobicy.com/jobs?search_keywords=Employment%20law%20compliance.md)[I-9 and E-Verify](https://jobicy.com/jobs?search_keywords=I-9%20and%20E-Verify.md)[Talent pipeline development](https://jobicy.com/jobs?search_keywords=Talent%20pipeline%20development.md)[RFP support](https://jobicy.com/jobs?search_keywords=RFP%20support.md) Sample interview questionsDescribe a high-volume client hiring program you led and how you delivered against its SLAs.I would explain the hiring volume, timeline, roles, client commitments, team structure, and operating cadence. I would highlight how I built pipeline targets and capacity plans, monitored funnel conversion daily or weekly, escalated risks early, and adjusted sourcing or process design to achieve the required fill rate and time-to-fill. How do you translate a client headcount forecast into a recruiter capacity model? I start with expected starts by week, account for attrition and backfill, then use historical funnel conversion rates to calculate the candidate volume needed at each stage. I factor recruiter productivity, requisition complexity, interview capacity, time-to-start, and contingency coverage to determine recruiter and coordinator staffing needs. What metrics would you use to diagnose a declining fill rate? I would review requisition aging, source yield, screen-to-interview conversion, interview pass-through, offer acceptance, background-check clearance, candidate withdrawal, and start-date attendance. Segmenting the data by role, location, recruiter, source, and client program helps identify whether the issue is supply, process speed, compensation, selection criteria, or onboarding friction. How would you manage a client stakeholder whose requested hiring volume exceeds realistic market capacity? I would bring transparent market data, funnel assumptions, and scenario-based capacity models to the discussion. I would propose practical levers such as phased ramping, revised qualification criteria, broader sourcing geography, adjusted compensation, alternate channels, or a modified start-date schedule while clearly documenting risks and commitments. How do you maintain compliance while scaling multi-state hiring quickly? I build compliance checkpoints directly into the recruiting and onboarding workflow, including approved job language, consistent selection processes, background-screening requirements, I-9 and E-Verify procedures, and client-specific rules. I partner closely with legal, HR, and operations teams, audit exceptions, train recruiters regularly, and use the ATS to maintain accurate, auditable records. Opportunity details ## About this role. ### 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 quality steady at scale. * Manage sourcing channels and spend, including job boards, referral programs, agencies, community partnerships, and talent pools. * Partner with Operations, Training, and Workforce Management to align start dates with training classes and backfill attrition. * Own recruiting data in the ATS and dashboards; use funnel metrics to diagnose drop-off and improve conversion. * Ensure compliance with employment law, background check, and drug-screen requirements, plus client-specific onboarding rules. * Support new-business efforts by contributing hiring plans, staffing timelines, and cost estimates to proposals and RFPs. What We Need * Agency experience is required: you have worked at a staffing agency, staff augmentation firm, RPO, or have worked directly with agency partners to deliver client hiring programs. * 8+ years in recruiting, including 3+ years as a Senior Manager or above. * Track record of delivering 200+ hires within a single program or quarter against client SLAs. * Experience leading recruiting teams of 4 or more, including remote and contract recruiters. * Strong client management skills: you’ve owned the talent relationship with enterprise accounts and presented hiring performance to senior stakeholders. * Fluency with recruiting metrics (fill rate, time-to-fill, submittal-to-hire, offer acceptance, 90-day retention) and comfort building capacity models in spreadsheets. * Hands-on experience with an enterprise ATS and high-volume tools such as assessments, chatbots, and automated scheduling. * Working knowledge of US employment law, I-9/E-Verify, background screening, and multi-state hiring. ### Nice to have * Experience contributing to staffing RFPs or proposals. * Background in BPO, contact center, or customer support hiring. * Experience with bilingual or multi-site hiring programs. Salary Range $161,000—$189,000 USD You can find more information about our geographic pay tiers [here](https://invisibletech.ai/compensation-and-pay-tiers). During the interview process, your Invisible Talent Acquisition Partner will confirm which tier applies to your location. For candidates outside the U.S., compensation is adjusted to reflect local market conditions and cost of living. *Bonuses and equity are included in all full-time offers. 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.](https://www.invisible.co/ai-interview-guidelines) Accessibility Statement: We are committed to providing reasonable accommodations for individuals with disabilities. If you require an accommodation to participate in the application or interview process, please submit your request using our accommodation request form. A member of our team will follow up to support your request. Here is the link the google form: [https://docs.google.com/forms/d/e/1FAIpQLScqsu0PCQ0m0lwt-VFeXovNbZxWk0jogv8QI_ciGqZsIbSBjQ/viewform?usp=sharing&ouid=102356854798492362557](https://docs.google.com/forms/d/e/1FAIpQLScqsu0PCQ0m0lwt-VFeXovNbZxWk0jogv8QI_ciGqZsIbSBjQ/viewform?usp=sharing&ouid=102356854798492362557) 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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