Senior Strategic Staffing Lead — High-Volume Recruiting

Invisible Technologies Inc.; United States; Remote; USD 161,000 - 189,000; Full time

Job summary

Invisible Technologies is hiring a Senior Manager of Strategic Staffing to own end-to-end recruiting for large client programs. You will forecast demand, lead a team of recruiters and coordinators, and ensure fill-rate and time-to-fill commitments while maintaining SLAs.

This hands-on leadership role requires scaling hiring in staffing or staff augmentation, with accountability to clients and enterprise stakeholders.

Qualifications

• 8+ years in recruiting, including leadership roles in staffing or MSP/RPO environments.
• Proven track record delivering 200+ hires within programs or quarters against SLAs.
• Experience leading recruiting teams of 4+ including remote/contract recruiters.

Responsibilities

• Own end-to-end recruiting delivery for high-volume client programs, including forecasting, sourcing, screening, interviewing, offers and start dates.
• Translate headcount plans and SLAs into hiring plans with weekly targets and capacity models.
• Build, lead and coach recruiting teams, including contract recruiters during peak ramps.
• Serve as client-facing talent lead: weekly hiring reviews, risk mitigation, and reporting.
• Design scalable high-volume processes and manage sourcing channels and spend.
• Partner with Operations and Workforce Management to align start dates with training.
• Own ATS data and dashboards; use funnel metrics to improve conversion.
• Ensure compliance with employment law, background checks, and onboarding rules.
• Support new-business by contributing hiring plans and cost estimates to proposals.

Skills

Leadership

Client management

Forecasting

High-volume recruiting

Team coaching

Tools

ATS software

Assessment tools

Sourcing platforms

Job description

Invisible Technologies is hiring a Senior Manager of Strategic Staffing to own end-to-end recruiting for large client programs. You will forecast demand, lead a team of recruiters and coordinators, and ensure fill-rate and time-to-fill commitments while maintaining SLAs.

This hands-on leadership role requires scaling hiring in staffing or staff augmentation, with accountability to clients and enterprise stakeholders.