Technical Recruiter

30 Day:

Learn Vapi's engineering organization, interview philosophy, and hiring bar.

Build trusted relationships with Engineering leaders and hiring managers.

Take ownership of your initial portfolio of technical searches.

Develop a deep understanding of your hiring funnels, identifying where candidates enter, where they drop off, and what needs to improve.

60 Day:

Independently run full-cycle recruiting across your engineering portfolio.

Build high-quality pipelines through outbound sourcing, referrals, networking, and creative talent strategies—not simply relying on inbound applicants.

Partner with hiring managers to refine job definitions, interview design, and scorecards.

Lead candidate management through offer, including compensation discussions and closing.

90 Day:

Consistently deliver exceptional engineering hires while maintaining a high hiring bar.

Bring meaningful market intelligence and recruiting insights back to leadership to improve hiring across the organization.

Become a trusted advisor to hiring managers rather than simply an execution partner.

Deliver a candidate experience that reflects the quality, speed, and ambition of Vapi.

We're less interested in checking boxes than finding someone who consistently delivers exceptional hiring outcomes.

You likely have:

4+ years of full-cycle recruiting experience with significant ownership of technical and engineering hiring.

Experience scaling an early-stage or hyper-growth technology company where hiring velocity mattered.

A track record of sourcing and closing exceptional engineering talent in competitive markets.