About The RoleThe 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 in a staffing or staff augmentation business 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- 8+ years in recruiting, including 3+ years as a Senior Manager or above at a staffing, staff augmentation, RPO, or managed services firm.
- 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.
What's In It For YouInvisible is committed to fair and competitive pay, ensuring that compensation reflects both market conditions and the value each team member brings. Our salary structure accounts for regional differences in cost of living while maintaining internal equity.
For this position, the annual salary ranges by location are:
[tier information]
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.
Salary Range
$161,000-$189,000 USD
You can find more information about our geographic pay tiers
here. 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.
