Head of Strategic Sourcing & Category Management, Procurement ID-10725
About Invisible
Invisible Technologies is the AI training and scaling partner for the leading foundation model providers, enterprises, and governments, bridging the gap between AI potential and production. Invisible’s unique AI Process Platform combines elite global human expertise, cutting edge technology, and deep institutional knowledge gained by training 80% of the world’s leading AI models. Trusted by AWS, Microsoft, and Cohere, we have an unparalleled ability to operationalize AI for real-world applications. Our explosive growth landed us the #2 spot on the Inc. 5000 in 2024, closing the year on $134m revenue.
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Part-TimeAbout The Role
We are seeking a strategic, hands-on leader to serve as the second-in-command within the Revenue Operations (RevOps) team. Reporting to the Head of RevOps, this role will play a critical part in shaping and scaling our GTM tech stack, leading Salesforce program management, and supporting cross-functional collaboration across Sales, Marketing, Client Services, and Finance. This person will own tool procurement and system integration, building our revenue tech stack from the ground up and shaping our GTM systems with plenty of room for design and optimization to ensure seamless operations. Additionally, they will mentor and manage Salesforce Admin(s) while driving efficiency through process improvements and automation. This position offers significant ownership, career growth, and the opportunity to lead transformation initiatives that impact the entire organization.
What You’ll Do
- Lead GTM systems strategy and execution, overseeing the consolidation and optimization of the revenue tech stack, including Salesforce and adjacent tools.
- Own tool procurement, implementation, and management, ensuring technology solutions align with business needs and scalability goals.
- Collaborate with cross-functional teams (Sales, Marketing, Client Services, Finance) to identify inefficiencies and implement technology-driven solutions.
- Manage and mentor Salesforce Admin(s), providing guidance on system architecture, best practices, and workflow automation.
- Develop and enforce governance policies, ensuring data integrity, compliance, and scalability across all GTM systems.
- Assess and mitigate risks in system implementations, leading rollout plans that minimize disruption and maximize adoption.
- Hold stakeholders accountable in driving operational efficiencies and leveraging systems effectively.
- Communicate strategic initiatives to executive leadership, advocating for process improvements and system investments.
What We Need
- 8+ years of experience in Revenue Operations, Salesforce program management, and GTM systems, ideally in a high-growth SaaS or product-led company.
- Proven experience managing Salesforce implementations, including multi-instance environments, risk assessment, and technology evaluation.
- Deep understanding of sales operations, change management, and automation, with the ability to balance strategic vision with technical execution.
- Strong leadership and mentorship skills, with a track record of developing talent and managing high-performing teams.
- Proficiency in Salesforce and GTM tech stacks and enablement tools.
- Highly collaborative and detail-oriented, with the ability to align stakeholders, influence decision-making, and drive execution in a fast-paced environment.
What’s In It For You
Compensation:
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.
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.
