People & HRHybrid

Recruiting Programs Manager

Vapi · Hybrid

Apply

Last seen by MeritLog September 8, 2026Source: AshbySource version: ashby-public-job-posting-v1

MeritLog read this listing from Vapi's Ashby job board and last checked it on September 8, 2026.

Source: the employer's Ashby job board. Open the original listing for current details.

Job details

Work model: Hybrid
Salary: $160K - $200K
Location: San Francisco
Company website: www.daily.co

Hiring context

How this role compares at Vapi

Vapi has 35 live roles in MeritLog’s catalog across 8 job families, and 3 of them are in people & hr. 34 of those listings publish a pay range, a disclosure rate of 97%.

This role's posted range of $160K - $200K sits above 45% of the 33 other Vapi roles quoted over the same currency and period.

Vapi concentrates this hiring in:

Counted across the job boards MeritLog tracks, at the time this page was served. Pay comparisons use only listings that publish a complete range in the same currency and period.

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