Site Lead / Manager (In Office - Accra, Ghana) at Invisibletech

About Invisible

Invisible Technologies makes AI work. Our end-to-end AI platform structures messy data, automates digital workflows, deploys agentic solutions, measures outcomes, and integrates human expertise where it matters most.

Our platform cleans, labels, and structures company data so it is ready for AI. It adapts models to each business and adds human expertise when needed, the same approach we have used to improve models for more than 80% of the world’s top AI companies, including Microsoft, AWS, and Cohere.

Our successes span industries, from supply chain automation for Swiss Gear to AI-enabled naval simulations with SAIC, and validating NBA draft picks for the Charlotte Hornets.

Profitable for more than half a decade, Invisible reached $134M in revenue and ranked as the number two fastest growing AI company on the 2024 Inc. 5000. In September 2025, we raised $100M in growth capital to accelerate our mission of making AI actually work in the enterprise and to advance our platform technology.

Role Overview

The Site Lead is a first-line people manager responsible for the day-to-day quality, performance, and wellbeing of a growing onsite team. They directly manage experts and specialists, own quality assurance across their team’s output, surface data-driven insights to flag issues and opportunities, and handle personnel matters up to escalation threshold. This is a hands-on floor role — the Site Lead’s primary advantage is physical presence, direct observation, and real-time intervention.

Key Responsibilities

People Management

Directly manage experts and specialists — set daily priorities, unblock work, and maintain clear accountability
Conduct regular 1:1s focused on performance, development, and issue resolution
Manage attendance, punctuality, and floor adherence; document patterns and address them early
Handle first-line personnel issues (conflicts, conduct, underperformance); escalate where appropriate
Support onboarding of new team members and ensure ramp-up is structured and tracked

Quality Assurance

Review output against SOP and style guide standards; provide direct, timely feedback
Distinguish between individual errors and systemic issues; escalate the latter with evidence
Run calibration checks to ensure consistent interpretation of quality standards across the team
Maintain QA logs; track error rates by agent, task type, and time period
Use observed floor behavior to reinforce quality in real time — the onsite advantage over virtual supervision

Data Tracking & Reporting

Read and interpret daily/weekly performance dashboards covering throughput, error rates, SLA adherence, and utilization
Identify trends and anomalies in team output data; surface findings with clear context and recommended action
Maintain accurate records: attendance logs, QA scores, task completion rates, and coaching notes
Contribute to weekly team performance summaries submitted to the Operations Manager
Use data to support personnel decisions — coaching plans, performance conversations, and escalations must be evidence-based

Process Optimization

Identify task-level inefficiencies observed on the floor and propose specific, low-disruption fixes
Flag SOP gaps or outdated guidance to the Operations Manager with suggested revisions
Support implementation of approved process changes; ensure experts are trained and adherent before closing the loop

Required Skills & Experience

People & Quality	Data & Reporting
1–2 years supervisory experience. 1-2 years Customer Support/Service experience.	Comfortable reading performance dashboards and deriving actionable insights
Demonstrated ability to deliver difficult feedback and manage underperformance	Proficient in Google Sheets for logging, tracking, and light analysis
Experience running QA calibration and structured output reviews	Able to identify error patterns across agents and workstreams from raw data
Able to document personnel issues clearly and maintain confidential records	Experience contributing to or writing structured performance reports. As well as aggregating data for reporting to leadership.

What Good Looks Like

Floor presence: noticed when something is off before data confirms it; addresses it in the moment
Evidence-first: never raises a personnel issue without documentation; never escalates without data
Coaching instinct: default response to underperformance is structured support, not immediate escalation
Scope awareness: proposes optimizations at the task level; does not attempt to redesign workflows unilaterally
Reliability: reports are accurate, on time, and require minimal correction from the Operations Manager

English Proficiency

C1 Advanced minimum (IELTS 7.0+). The Site Lead writes performance documentation, conducts structured feedback conversations, and communicates findings to the Operations Manager. Written accuracy and verbal clarity are both required. B2 is not sufficient for this role.

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.

*Offers will also include bonus + equity

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 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.

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.

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

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.