8+ years in People/HR, with leadership experience in a high-growth tech environment
Proven ability to build performance, compensation, and culture programs from the ground up
Strong judgment in employee relations and restructuring matters
Data-oriented; adept at presenting and defending metrics to executive teams
High ownership mentality with a low ego, ready to be hands-on while developing the team
Responsibilities
Meet with leadership and staff to audit current HR programs and establish an operational rhythm
Deliver a comprehensive diagnosis of the People function within 60 days, including a prioritized roadmap
Initiate quick wins on the most pressing gaps in HR practices
Launch the first major program from your identified roadmap by the 90-day mark
Operate as a trusted advisor to the leadership team on people matters
Benefits
Competitive salary and equity ownership
Comprehensive health coverage, including medical, dental, and vision plans
Quarterly team off-sites for engagement and bonding
Flexible time off policy
Additional perks like catered meals, transportation subsidies, gym access, and an annual $10k learning and development budget
Full Job Description
Why We're Hiring This Role:
We're scaling fast, and how we develop, reward, and support our people needs to keep pace with the business
We're ready for a dedicated People leader, reporting to the CEO, to own everything post-hire: performance, comp, culture, L&D, and HR operations (Talent Acquisition is a separate function you'll partner with)
Most of this doesn't exist yet. You'll build it from scratch, not inherit it
What You'll Do:
30 Day:
Meet leadership, managers, and employees across the company; audit current programs, systems, and compliance; establish your operating rhythm with the CEO and Head of Talent
60 Day:
Deliver a diagnosis of the People function and a prioritized 12-month roadmap; ship quick wins on the most urgent gaps; stand up baseline people metrics the exec team can rely on
90 Day:
Launch the first major program from your roadmap (performance cycle or comp bands); put manager development in motion; operate as a trusted thought partner to the leadership team
Who You Are:
8+ years in People/HR, including leading the function at a high-growth tech company
A builder: you've created performance, comp, and culture programs from scratch, not just run inherited ones
Strong judgment on hard calls: employee relations, managing out, restructures. Direct, kind, and decisive
Data-driven: you build and defend people metrics with an executive team
Low ego, high ownership: comfortable being hands-on while building the team underneath you
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
