Voice AI that resolves, not transfers.
Most phone systems trap callers in menus and scripts. Vapi is the platform for deploying voice agents that know your business and can listen, adapt, and resolve in minutes.
The numbers: 1 billion calls. 1 million developers. 10x enterprise ARR growth
The customers: Amazon Ring, ServiceTitan, New York Life, Intuit, Kavak, and thousands more, from YC startups to the Fortune 500
The news: a $50M Series B led by Peak XV Partners, with Bessemer Venture Partners, Kleiner Perkins, M12 (Microsoft's Venture Fund), Y Combinator, and our earlier backers. Total raised: $72M
Why We’re Hiring This Role:
At Vapi, the quality of every hire compounds. As Director of Talent, you set that standard and build the function that upholds it at scale.
Take a strong recruiting foundation and scale it into a best-in-class capability with genuine sourcing reach, systems that make great hiring feel inevitable, and a reputation candidates respect.
Own the full hiring plan across Engineering, Product, and GTM, and lead a team of recruiters who can execute searches end-to-end without defaulting to agencies.
Raise the bar on every touchpoint: how your team runs intake, how candidates are treated at every stage, and how Vapi shows up in the market before a role is ever posted.
What You’ll Do:
30 Day:
Get close to every open search and the hiring plan behind them. Know what's on track, what's at risk, and why
Build trust with the team and the hiring managers you'll serve. Listen before you change anything
Audit the current process end-to-end: intake quality, pipeline coverage, candidate experience, and where time is being lost
Make early wins on the searches that matter most. Show the team what great recruiting looks like in practice
60 Day:
Close the highest-priority open roles without leaning on agencies. Prove the in-house model works
Ship an updated intake and scorecard process that makes hiring decisions faster, more consistent, and easier to defend
Map where Vapi has weak sourcing reach in technical communities and start building presence there
Give hiring managers clear, honest pipeline updates. Set the standard for how recruiting communicates with the business
90 Day:
Own the full pipeline with predictable coverage across Engineering, Product, and GTM. No search should start from scratch
Launch Vapi's first structured employer brand initiative targeting engineers and operators who haven't heard of us yet
Operate at near-zero agency spend without sacrificing quality or speed
Build the reporting cadence that gives you and leadership clear signal on recruiting health: pipeline coverage, time-to-fill, offer acceptance, and quality of hire
Who You Are:
7+ years in recruiting with at least 2 years leading a team at a high-growth startup in developer tools, infrastructure, or AI
Proven track record of building in-house recruiting capability that reduced or eliminated agency spend without sacrificing quality or speed
Deep sourcing instincts for technical talent. You know how to find engineers who aren’t looking and make them genuinely interested
Operationally sharp, direct, and a closer: you build the systems, give honest feedback to candidates and hiring managers alike, and get to yes
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 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.
Why Vapi:
Generational impact: Build the human interface for every business
Ownership culture: 70% of the company are previous founders
Kind team: The founders, Jordan and Nikhil, are Canadians
Tier-1 Investors: YC, KP seed, Bessemer Series A
What We Offer:
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