Head of Performance
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
About the job
Apply for this position
Head of Performance
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