Technical Recruiter

Vapi (/ˈVɑːpi/):

• Voice AI that resolves, not transfers

• Powering 1 billion calls for companies like Amazon Ring, Intuit, ServiceTitan, and New York Life

• Trusted by 1 million developers building the future of voice agents

• Backed by Peak XV, Bessemer, Kleiner Perkins, M12, Y Combinator, and more with $72M raised

• Try talking to Vapi now!

Why We’re Hiring This Role:

• Vapi is approaching 100 employees, and we're building a world-class Talent Acquisition function from the ground up.

• This isn't a recruiting role where you inherit mature processes and spend your days moving candidates through an existing machine. You'll help build that machine.

• We're looking for an exceptional technical recruiter who wants to own hiring for Engineering end-to-end while helping shape how recruiting operates as Vapi scales. You'll partner directly with engineering leaders, influence hiring strategy, and play a meaningful role in building one of the strongest engineering teams in AI.

• If you thrive in ambiguity, enjoy solving hard hiring problems, and want genuine ownership instead of just managing requisitions, you'll love this role.

• 30 Day:

  • Learn Vapi's engineering organization, interview philosophy, and hiring bar.

  • Build trusted relationships with Engineering leaders and hiring managers.

  • Take ownership of your initial portfolio of technical searches.

  • Develop a deep understanding of your hiring funnels, identifying where candidates enter, where they drop off, and what needs to improve.

• 60 Day:

  • Independently run full-cycle recruiting across your engineering portfolio.

  • Build high-quality pipelines through outbound sourcing, referrals, networking, and creative talent strategies—not simply relying on inbound applicants.

  • Partner with hiring managers to refine job definitions, interview design, and scorecards.

  • Lead candidate management through offer, including compensation discussions and closing.

• 90 Day:

  • Consistently deliver exceptional engineering hires while maintaining a high hiring bar.

  • Bring meaningful market intelligence and recruiting insights back to leadership to improve hiring across the organization.

  • Become a trusted advisor to hiring managers rather than simply an execution partner.

  • Deliver a candidate experience that reflects the quality, speed, and ambition of Vapi.

• We're less interested in checking boxes than finding someone who consistently delivers exceptional hiring outcomes.

• You likely have:

  • 4+ years of full-cycle recruiting experience with significant ownership of technical and engineering hiring.

  • Experience scaling an early-stage or hyper-growth technology company where hiring velocity mattered.

  • A track record of sourcing and closing exceptional engineering talent in competitive markets.

  • Strong recruiting judgment and the confidence to push for quality over speed when necessary.

  • Excellent partnership skills with engineering leaders, executives, and candidates alike.

  • Exceptional organization and operational discipline—your pipelines, communication, and ATS hygiene are consistently excellent.

  • High agency. You identify problems, propose solutions, and improve systems without waiting for permission.

  • Curiosity about technology and the products you're hiring for. Experience recruiting within AI, infrastructure, developer tools, or distributed systems is a plus but not required.

• Build something worthy of love

  • Craft matters. We aim to build products and experiences customers genuinely love, not just tolerate.

• Commit and follow through

  • We finish what we start and build trust by being people others can count on.

• Why not today?

  • We value urgency and momentum. The fastest path to customer value usually wins.

• Seek raw input

  • We go directly to customers, data, and teammates instead of relying on summaries or assumptions.

• It’s our problem

  • We operate as one team. We share credit, own mistakes together, and support each other when things get hard.

• Be direct and kind

  • We give feedback clearly, respectfully, and without delay.

• Generational impact: Build the human interface for every business

• Ownership culture: Many of us are previous founders

• Kind team: The founders, Jordan and Nikhil, are Canadians

• Tier-1 Investors: YC, KP seed, Bessemer Series A

• Real stake: We offer a competitive salary and excellent equity ownership

• Comprehensive health coverage: medical, dental, and vision plans

• Team love: We love hanging out, and we do quarterly off-sites

• Flexible time off: take what you need

• More: catered meals, transportation, gym, and a $10k annual L&D budget