Recruiting Programs Manager at Vapi

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!

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!

We're competing directly with Anthropic, OpenAI, and other high-profile AI companies for the same talent. At that level of competition, employer brand and a candidate-facing presence are part of how we win offers, not a nice-to-have.
Today this work happens informally, absorbed by our Talent leaders on top of their day jobs. We're building the capability in-house with a dedicated owner instead of outsourcing it to an agency, or letting it not happen at all.
You'll own every candidate-facing program at Vapi: employer brand and careers content, technical events and community, the referral program, university and early-career pipeline, and our talent community. You'll report directly to our Head of Talent.

30 Day: Go deep on how we hire today. Meet hiring managers, Recruiting, and Marketing's events lead; audit our careers site, Glassdoor/Comparably presence, referral program, and event footprint; baseline the numbers (cost-per-hire, referral %, sourced-hire %, time-to-fill, offer acceptance).
60 Day: Ship the first wins. Relaunch the referral program with clear incentives, campaigns, and tracking toward 25–30% of hires via referral; stand up the shared event calendar with Marketing (and the monthly dedupe sync); publish your first wave of careers-site and “life at Vapi” content.
90 Day: Run your first programs end-to-end. Host a recruiting-focused technical event (hackathon, meetup, or campus session); launch the talent community and nurture motion (newsletter, team spotlights, silver-medalist re-engagement); present a 12-month program roadmap with targets against your baseline.

You've built recruiting programs, employer brand, or talent community from scratch, ideally at a fast-growing startup competing for technical talent.
You're an events operator: you can run a hackathon, engineering meetup, or campus info session end-to-end, on time and on budget.
You think in recruiting metrics: cost-per-hire, referral %, sourced-hire %, time-to-fill, and offer acceptance are how you measure your own work.
You know the difference between marketing to customers and marketing to candidates, and you can partner tightly with a Marketing team without duplicating it.
You write well. Careers pages, newsletters, event copy, and team spotlights will all carry your voice.
You're a builder who's comfortable being the first and only owner of this function, going from zero to working programs fast.

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.