Director of Talent

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