Technical Recruiter

Job details

Work model

Hybrid

Salary

$150K - $170K

Location

San Francisco

Occupation

Human Resources Specialists(O*NET 13-1071.00)

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 $150K - $170K sits above 30% of the 33 other Vapi roles quoted over the same currency and period.

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

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/ Why We’re Hiring This Role: - Vapi is approaching 100 employees, and we're building a world-class Talent Acquisition function from the ground up. - This isn't a recruiting role where you inherit mature processes and spend your days moving candidates through an existing machine. You'll help build that machine. - We're looking for an exceptional technical recruiter who wants to own hiring for Engineering end-to-end while helping shape how recruiting operates as Vapi scales. You'll partner directly with engineering leaders, influence hiring strategy, and play a meaningful role in building one of the strongest engineering teams in AI. - If you thrive in ambiguity, enjoy solving hard hiring problems, and want genuine ownership instead of just managing requisitions, you'll love this role. WHAT YOU’LL DO: - 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. WHO YOU ARE: - 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. - Strong recruiting judgment and the confidence to push for quality over speed when necessary. - Excellent partnership skills with engineering leaders, executives, and candidates alike. - Exceptional organization and operational discipline-your pipelines, communication, and ATS hygiene are consistently excellent. - High agency. You identify problems, propose solutions, and improve systems without waiting for permission. - Curiosity about technology and the products you're hiring for. Experience recruiting within AI, infrastructure, developer tools, or distributed systems is a plus but not required. 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: Many of us 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

• Recruiting CoordinatorHive · On-site