Recruiting Programs Manager
Vapi · Hybrid
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Job details
- Work model
- Hybrid
- Salary
- Not listed by source
- Location
- San Francisco
What the role asks for
What you'd do
- 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.
What they're asking for
- You've built recruiting programs, employer brand, or talent community from scratch, ideally at a fast-growing startup competing for technical talent.SkillPreferred
- You're an events operator: you can run a hackathon, engineering meetup, or campus info session end-to-end, on time and on budget.Skill
- You think in recruiting metrics: cost-per-hire, referral %, sourced-hire %, time-to-fill, and offer acceptance are how you measure your own work.Skill
- You know the difference between marketing to customers and marketing to candidates, and you can partner tightly with a Marketing team without duplicating it.Skill
- You write well. Careers pages, newsletters, event copy, and team spotlights will all carry your voice.Skill
- You're a builder who's comfortable being the first and only owner of this function, going from zero to working programs fast.Skill
- Build something worthy of loveSkill
- Craft matters. We aim to build products and experiences customers genuinely love, not just tolerate.Skill
- Commit and follow throughSkill
- We finish what we start and build trust by being people others can count on.Skill
- Why not today?Skill
- We value urgency and momentum. The fastest path to customer value usually wins.Skill
- Seek raw inputSkill
- We go directly to customers, data, and teammates instead of relying on summaries or assumptions.Skill
- It’s our problemSkill
- We operate as one team. We share credit, own mistakes together, and support each other when things get hard.Skill
- Be direct and kindSkill
- We give feedback clearly, respectfully, and without delay.Skill
- Generational impact: Build the human interface for every businessSkill
- Ownership culture: 70% of the company are previous foundersSkill
- Kind team: The founders, Jordan and Nikhil, are CanadiansSkill
- Tier-1 Investors: YC, KP seed, Bessemer Series ASkill
Parsed by MeritLog from the employer’s own posting. The full description follows below.
Job description
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! https://vapi.ai/ 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! https://vapi.ai/ WHY WE’RE HIRING THIS ROLE: - 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. WHAT YOU’LL DO: - 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. WHO YOU ARE: - 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. 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