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 $150 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
As our first ever Compensation and Total Rewards expert, you will work closely with our Chief People Officer to help us attract, retain, and engage high caliber global talent while reinforcing our values and culture as we grow quickly.
What You’ll Do
- Develop and maintain a global compensation and rewards strategy aligned to our unique values and culture, particularly those of ownership and transparency
- Design, implement, and maintain the right sized systems to reliably execute on that strategy across a diverse global employee population
- Conduct market benchmarking and analysis to support fair and competitive compensation, driving to synthesis and presenting recommendations to senior leadership
- Compellingly communicate the wholistic value proposition of working at Invisible and educate managers and employees about our compensation philosophy and approach across the organization
- Provide expertise on all critical compensation programs and processes including performance review cycles, pay equity, compensation guidelines, job families, salary review, and equity refresh programs, partnering with your teammates on People team to ensure employees experience an integrated approach
- Participate cross functionally in a variety of People Ops and compensation-related projects as we build together
What We Need
- Deep experience in the compensation field, ideally in a fast-growing, global tech company
- Strong understanding of compensation fundamentals including benchmarking and market pricing, job evaluation methodologies, equity mechanics, incentive and commission plan development, comp analysis, and testing
- Experience analyzing and administering equity programs at private companies
- Excellent verbal, written, and interpersonal communication skills
- Strong attention to detail and rigorous organizational skills, tested in complex and growing organizations
- Experience with global compensation models is a plus, but not required
- Experience with Carta or Pave compensation planning tools is a plus, but not required
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: $110,000
- Base + Bonus Target: $145,000
- 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 accommodation@invisible.email.
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.
