layiq

/la·yiq/adjective

worthy; deserving; fitting; suitable.

A role, opportunity, or path that merits attention, time, and pursuit.

Recruiting Programs Manager at Vapi | LAYIQ

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

Recruiting Programs Manager

Employer job description

Vapi (/ˈVɑːpi/):

Vapi (/ˈVɑːpi/):

Why We’re Hiring This Role:

What You’ll Do:

What We Offer:

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