Invisible Technologies - Director of Engineering, Data Labs
Requirements
• 10+ years in software engineering, with significant experience building ML or AI systems. • 5+ years in engineering leadership, including experience managing managers across multiple teams. • A track record of setting multi-year technical strategy and making platform investment decisions that paid off commercially. • Deep, current understanding of the AI training and evaluation landscape, including how frontier labs and enterprises approach fine-tuning, RLHF/RLAIF, and evaluation methodology. • Hands-on familiarity with LLM training pipelines, deep enough to make and defend architectural decisions. • Experience building benchmarking, data curation, or RL infrastructure that produced measurable client outcomes. • Ability to read market and competitive signals and turn them into a technical roadmap and a clear product point of view. • Strong cross-functional partnership with applied research, product, and commercial teams. • Excellent executive communication, and confidence acting as a technical advisor in client and pre-sales conversations. • Prior experience at an AI services firm, applied research consultancy, frontier lab, or enterprise AI product company. • A visible point of view on the AI data and evaluation market, such as talks, writing, or open-source work. • Familiarity with data licensing, synthetic data generation, or contamination detection involving client data. • Experience shaping new product lines or service offerings from a technical foundation. • Experience leading an org through rapid growth or significant change.
Responsibilities
• Technical Strategy & Roadmap • Own the multi-year technical strategy for Data Labs, and translate it into a roadmap tied to where the AI training and evaluation market is heading. • Decide where to build shared platform versus engagement-specific solutions, weighing reuse against team autonomy so platforms speed teams up rather than creating over-dependency. • Set architectural direction for benchmarking infrastructure, data pipelines, and RL environments so they stay reproducible, portable across client deployments, and ready for the next generation of training methods. • Anticipate technical shifts 6–18 months out, such as new post-training techniques, agentic evaluation, and synthetic data, and place the bets that keep Invisible ahead of them. • Set expectations for how AI is used in design reviews and day-to-day engineering work. • Market Intelligence & Competitive Positioning • Build a clear, current view of how frontier labs and enterprises are training, evaluating, and deploying models, and what that means for the data and infrastructure they'll need from us. • Track the competitive landscape across AI data, evaluation, and RL environment providers, and help define where Invisible differentiates. • Turn client signals, research developments, and market trends into investment recommendations for executive leadership. • Partner with product and commercial teams to shape new offerings, pricing logic, and the technical story behind them. • Evaluation & Data Strategy • Define Invisible's point of view on benchmarking and evaluation, including pre- and post-engagement comparisons, capability gap analyses, and regression tracking. • Make sure evaluation design ties to client-defined success metrics, validate automated checks against human judgment, and be explicit about what each approach can't see. • Identify reusable data assets, frameworks, and pipelines that become durable advantages and improve margins across engagements. • Shape practices for data licensing, privacy, and contamination risk as a strategic differentiator, not just a compliance requirement. • Client & Executive Engagement • Represent engineering in executive conversations, strategic client relationships, and pre-sales, translating technical reality into clear, honest narratives. • Act as a trusted technical advisor to client research and engineering leaders, bringing back what you learn to inform the roadmap. • Help leaders weigh client-specific asks against broader platform and business goals, with clear short- and long-term paths. • Organizational Leadership • Lead and grow an engineering org of multiple teams, including engineering managers, senior managers, FDEs, and Staff+ ICs. • Coach managers to build sound technical judgment and strategic awareness in their teams. • Build hiring pipelines that reinforce a rigorous, client-focused, strategy-aware engineering culture. • Make sure the org has the planning, quality, and operational practices it needs to execute on the strategy reliably, delegating day-to-day delivery to strong managers.
Benefits
• 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 will include a 20% annual bonus and an additional incentive structure. The base salary range for SF/NY are: • $252,000 - $300,000 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. • here. • 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. • Country Hiring Guidelines: • AI Interviewing 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 • Accessibility Statement:
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