New

Head of Performance

United States - Remote

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

The best organizations don’t just hire great people — they build environments where greatness compounds. As Head of Performance, you’ll design and operationalize a system where clarity, coaching, and growth are continuous. This is not a compliance role, it’s a product-building role for human performance.

Your mandate: architect the systems, data, and culture that align individual slope with company velocity.

We’ve moved beyond static annual reviews and vague competency models. Our performance system will be:

  • Continuous — feedback loops embedded in daily work.
  • Data-rich — measurable, comparable, and predictive.
  • Human — enabling managers and individuals to make better decisions about growth.

You’ll lead the creation of both the human systems (feedback, coaching, cultural reinforcement) and the technical systems (data model, analytics, predictive insights) that make this possible.

What You’ll Do

  • Design and Implement a Performance Operating System: Replace static annual reviews with clarity engines (e.g., monthly “Greenlight” conversations, narrative-driven reviews, track-based calibration) and architect growth tracks for Technical Depth, People Leadership, and Cross-Functional Influence.
  • Build and Manage the Data Layer for Performance: Partner with or build a team of data scientists and analysts to integrate data from systems like 15Five, ATS, hiring rubrics, project tools, and coaching logs. Develop the performance data model (slope, clarity, manager impact, retention signals, velocity) and create dashboards, automated manager prompts, and predictive models to identify high-potential talent or early risk indicators.
  • Enable and Equip Managers: Train managers to recognize inflection points early, coach effectively, and deliver precise, frequent feedback. Provide managers with real-time performance insights that inform proactive decisions, not just retroactive ratings.
  • Foster a Feedback Culture: Develop and roll out coaching, training, and feedback programs that embed continuous learning and improvement into the fabric of the organization.
  • Lead and Collaborate: Build and lead a small, high-performing team (initially two direct reports) while collaborating closely with business partners to connect performance insights with talent decisions and workforce planning.
  • Balance Data and Human Elements: Ensure performance systems are not only data-driven and measurable but also human, actionable, and adopted across teams.

Examples of Strategic Outcomes You’ll Drive

  • Reduce time from performance signal → intervention by 50%.
  • Increase % of employees who can articulate “what great looks like” in their role to 90%+.
  • Tie hiring rubric scores to actual performance trajectory within 6 months of hire.
  • Deliver manager coaching prompts monthly based on aggregated team data.
    Reduce bias in performance assessment through multi-source, auto trigger input, multi-method inputs.

30-60-90 Day Plan

First 30 Days – Discovery & Alignment

  • Audit Current State: Review existing 15Five workflows, review templates, feedback logs, and manager usage data.
  • Stakeholder Interviews: Meet with 15–20 managers and ICs to identify clarity gaps, feedback culture blockers, and early adoption champions.
  • Data Mapping: Partner with data team to inventory existing performance data sources (15Five, ATS, hiring rubrics, retention metrics).
  • Quick Win: Launch one “Greenlight” conversation pilot in a high-visibility team.

Next 60 Days – Build & Prototype

  • Design the Performance OS: Define the framework for growth tracks, review cycles, and manager enablement.
  • Data Layer Prototyping: Build an MVP dashboard showing slope, clarity, and manager impact metrics using live data.
  • Manager Training Sprint: Run first “feedback fluency” workshop for 10–15 managers.
  • Integration Planning: Create a roadmap for connecting hiring signals (ATS) to performance data (15Five).
  • Quick Win: Roll out narrative-driven reviews for 1–2 teams to replace checkbox formats.

Next 90 Days – Operationalize & Scale

  • System Rollout: Launch the new performance operating system across all teams with embedded growth tracks and clarity definitions.
  • Data-Driven Coaching: Deploy monthly manager coaching prompts based on aggregated performance insights.
  • Predictive Model Pilot: Test early-warning indicators for underperformance and high-potential signals.
  • Change Adoption Tracking: Monitor adoption metrics for 15Five usage, coaching prompt completion, and review quality scores.

What We Need

We’re looking for a proven leader who has built and managed performance management systems in high-talent-density environments where expectations are high. The ideal candidate brings a strong foundation in industrial-organizational psychology, organizational design, or data-driven performance analytics, and has demonstrated the ability to create frameworks, tools, and programs from the ground up. They combine sharp analytical and problem-solving skills with the ability to connect hiring, coaching, and performance data into actionable insights.

Candidates who have led Performance Ops functions, scaled people analytics programs, designed organizations with a strong data lens, or applied IO psychology to tech-enabled performance systems will be especially well suited. Familiarity with AI and modern data analytics tools is a plus.

  • Hybrid Skillset: Equal comfort designing human systems and architecting data models.
  • People Science Fluency: Deep understanding of IO psychology principles (validity, reliability, bias mitigation). Formal degree not required if experience demonstrates mastery.
  • Data & Product Mindset: Able to design a performance “stack” like a product manager — from requirements gathering to launch and iteration.
  • Cross-Functional Leadership: Proven ability to partner with Engineering, People Ops, and Business Leadership.
  • Bias for Action: Translates insights into operational changes, not just reports.

What’s In It For You

Invisible 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 1

$218,000 - $257,000 USD

Tier 2

$199,000 - $234,000 USD

Tier 3

$179,000 - $210,000 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 at accommodation@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. 

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