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Head of Marketing Insights at Invisible Technologies. Location Information: United States - Remote. . 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.. About The Role. . Invisible is hiring a Head of Insights — a unique, hybrid role at the intersection of marketing, data science, and communications. This is a high-visibility leadership position for a deeply analytical and creatively strategic thinker who can translate model evaluation data into compelling narratives that drive industry awareness.. . You’ll be the architect of Invisible’s thought leadership around AI model performance, using our proprietary evaluation platform and human-in-the-loop capabilities to surface insights, trends, and compelling storytelling. Your mission is to turn those insights into moments of virality, clarity, and credibility — online, on stage, and in the press.. . This is a role for someone who thrives on working across disciplines: data, content, visualization, social, and media. The North Star is awareness — of our platform, our capabilities, and the role we play at the cutting edge of AI model performance.. . What You’ll Do. . . Design, lead, and interpret evaluations of major AI models — leveraging both automated techniques and human evaluators.. . Distill complex model performance trends into actionable, narrative-driven insights for the board market.. . Drive Invisible’s awareness strategy through high-impact data storytelling across social media, industry publications, and earned media.. . Own the development and distribution of visual content — including charts, graphs, dashboards, and data-driven reports — that communicate evaluation finding clearly and memorably. . . Act as Invisible’s external voice on model performance trends: speaking at conferences, engaging with media, and briefing industry stakeholders.. . Work closely with marketing, engineers, and client-facing teams to identify stories worth telling and ensure alignment across channels.. . Build repeatable systems for identifying and publishing trend-based insights from client data (with appropriate discretion and anonymization) . . Author Compelling narrative — from tweet threads to bylined articles — that showcases Invisible’s thought leadership in the AI space.. . . What We Need. . . A rare blend of analytical rigor and marketing creativity — you can interpret a model evaluation and imagine how it plays on Twitter.. . Deep fluency in model evaluation techniques, particularly LLMs — both technical methodologies and the strategic importance of different benchmarks. . Experience designing or interpreting human-in-the-loop eval processes; understands where humans outperform automated evals and why.. . Experience designing or interpreting human-in-the-loop eval processes; understands where humans outperform automated evals and why.. . Excellent writing skills and experience publishing thought leadership in your name or on behalf of a brand or executive.. . A sharp eye for social and cultural trends — knows how to make technical content resonate across broader digital channels.. . Comfort representing an organization publicly — at conferences, on panels, or in briefings with journalists and analysts.. . Experience working cross-functionally with marketing, product, and engineering teams to shape narratives based on real data.. . Bonus: experience in PR, communications, or journalism; an existing following on social platforms; or a background in content strategy for AI companies.. . . 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.. . 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 remote-first organization and hires new team members in countries around the world. Although many of our roles are fully remote, 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. . 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 [email protected]. . . 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. . 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 remote-first organization and hires new team members in countries around the world. Although many of our roles are fully remote, 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.. 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 . [email protected]. . . . 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. . .