Vapi (/ˈwɑːpi/):

Why We’re Hiring This Role:

Vapi is scaling rapidly across Engineering and Product, and we need a senior technical recruiter to own and drive this growth.
This role will build and execute the recruiting strategy that scales Vapi from 50 to 100+ employees.
You will partner closely with founders and engineering leadership on org design, headcount prioritization, and hiring strategy.
This is a hands-on recruiting leadership role, not a transactional req-management position.

30 Days
- Focus on top of funnel sourcing for Engineering and Product searches and fully ramp on Vapi’s roles, interview loops, and talent bar.
- Build strong working relationships with the key stakeholders in engineering.
- Assess current pipeline health, sourcing strategies, and interview pass-through rates.
60 Days
- Independently run full-cycle recruiting for priority Engineering and Product roles assigned.
- Build high-quality top-of-funnel pipeline through sourcing, outbound campaigns, referrals, and networking.
- Partner with the Lead Technical Recruiter as well as hiring managers to refine role definitions, interview loops, and scorecards.
- Begin influencing closing strategy and candidate experience improvements.
90 Days
- Consistently close top-tier engineering and product talent at velocity.
- Drive funnel optimization using Ashby data and recommend improvements to hiring speed and quality.
- Act as a thought partner on headcount planning and future hiring needs.
- Represent Vapi externally as a recruiting brand ambassador in technical and developer communities.

2+ years of technical recruiting experience in high-growth technology companies; ideally hyper scaling startups.
Proven track record hiring senior, high-impact engineering talent.
Deep sourcing and research expertise with the ability to map markets and identify exceptional candidates. (Ability to show metrics)
Comfortable owning closing strategy, including comp, equity, and mission-driven storytelling.
Experienced in building or refining structured interview processes and analytics.
High ownership mindset, bias for action, and comfort operating in ambiguity.
Strong communicator who can influence founders, executives, and hiring managers.
Former engineer and CS degree highly desirable.