Job Opportunities API

ABOUT WISPR We're building the first voice interface a billion people use every day. Our first product, Flow, lets you talk instead of type anywhere on your computer or phone, and turns messy speech into polished text that is ready to send. It's scaled from $2M → $50M in ARR in under 12 months with millions of users and thousands of enterprise customers. Read the master plan → https://wisprflow.ai/post/the-master-plan The team is still small enough that every person shapes what gets built. The role   We're around 80 people today, growing to 250 by the end of the year. You'll own building the talent team that builds Wispr The people you hire this year will outnumber everyone currently here two to one. The 250-person Wispr does not exist yet (i.e. you are making it).   You'll come in as a hands-on player and coach: sourcing and closing candidates yourself from the beginning, while hiring your own recruiting team, and you'll be in the room for every leadership hire. You'll report directly to the founders and work daily with hiring managers across ML research, product engineering, sales, marketing, and G&A.   What’s fun is…your job is made of the thing we sell. A talent leader's day is conversations: pitches, screens, debriefs, follow-ups, notes. Our product turns speech into finished work. You'll run your craft on Wispr, your feedback will shape our roadmap, and every candidate will watch you use the product they're being recruited to build.   What the role looks like in practice - Personally source, pitch, and close senior candidates, including people who have no business looking: a researcher at a frontier lab, a former founder, a staff engineer with four competing offers - Build the talent org itself from first principles, pairing a small senior team with real AI leverage, much of it built down the hall - Hire and lead an exceptional recruiting team, holding your own hires to the same bar you hold candidates - Instrument the pipeline like an operator: pass-through rates, source effectiveness, time to offer, offer accept. You find the bottleneck before it finds you - Coach hiring managers to be great interviewers and closers, and push back, on them and on the founders, when a candidate isn't exceptional - Craft the candidate experience the way our designers craft the first five minutes of Flow: people should feel understood, and even the ones we don't hire should tell their friends about the process - Partner with the exec team on employer brand: how the world sees Wispr as the place to do the best work of your life, and how that story reaches people before we ever reach out - Design creative, competitive offers and navigate the hard closes: unvested equity, competing offers, non-standard structures   What you won't be doing - Installing the playbook from your last company - we can do better - Managing a vendor bench that is “ok” - Waiting for reqs to move through three layers of approval - we move with rigor and intensity to get to an answer in days not weeks - When our process is broken, you'll say so, and you'll be thanked for it   The bar We hire people their former employers are still trying to get back. That's the standard for everyone we bring in, it's the standard for this role, and once you're here, it's the standard you'll hold for the whole company.   Who you are - You can articulate the difference between a strong hire and an exceptional one, and you can tell them apart in a 45-minute conversation - Candidates trust you. You're perceptive about what people actually want, not what they say in a screening call, and candidates you didn't close still send you referrals - You sell with empathy. You can pitch a frontier-lab researcher and a first sales hire with equal credibility because you understood them first - You have stories about improbable closes and the creativity behind them - Great recruiters want to work for you, and some would f