Director of Talent

Responsibilities

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

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

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

Qualifications

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

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