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! https://vapi.ai/

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.

WHAT YOU’LL DO:

- 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.

WHO YOU ARE:

- 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.

HOW WE WORK:

- 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 …