Our team shared’s mission is deploy AI agents to transform how patients and doctors connect

We believe healthcare shouldn’t be defined by missed calls, endless waiting lines, and overwhelmed staff. Patients and professionals deserve better.

Vocca builds AI voice agents that answer every call instantly, schedule and reschedule appointments, and free up staff to focus on what matters most: care.

Already trusted by 3500+ providers, we’re transforming the patient–provider relationship, one call at a time.

Want to shape the future of healthcare?

Join us !

• Discover our company culture and values

• Here is a product Demo

• Meet the team

• Article on our seed round of 5,5M$

Your mission

Build Vocca’s recruiting engine from the ground up, and help us hire the next wave of builders (with a high bar and a great candidate experience).

You will own end-to-end recruiting for our priority roles, drive both inbound and outbound pipelines, partner closely with founders and hiring managers, and create simple systems that scale (process, tooling, reporting, talent pools).

Key responsibilities

1) Lead hiring for priority roles (hands-on execution)

• Own searches end-to-end: kickoff → sourcing → interviews → debrief → offer → close.

• Run multiple roles in parallel across functions (tech, product, ops, sales, customer success).

• Keep velocity high without compromising on quality, signal, or candidate experience.

• Act as a true partner to founders and hiring managers, and push for clarity when briefs are fuzzy.

2) Design the hiring process (high-signal, repeatable, founder-friendly)

• Create scorecards, interview plans, and evaluation rubrics that keep decisions consistent and fast.

• Set weekly recruiting rhythms (pipeline review, calibration, debrief discipline).

• Continuously improve the funnel: where we lose great candidates, why, and how to fix it.

3) Build world-class sourcing (outbound + talent mapping)

• Define sourcing strategies by role and seniority, including target companies and profiles.

• Write and iterate outreach sequences (LinkedIn/email), measure performance, and improve response rates.

• Produce shortlists fast for critical roles, and keep warm pipelines for upcoming hires.

4) Make inbound work (career content + referral engine)

• Improve job posts and career messaging to increase qualified inbound.

• Build and run a referral engine that the team actually uses.

• Partner with the team to ship employer brand content that is simple, authentic, and high-signal.

5) Own recruiting ops and tooling (ATS + reporting + data hygiene)

• Own the ATS: stages, templates, tagging, automations, permissions, and reporting.

• Ensure clean data and strong adoption across the company.

• Build weekly reporting and dashboards: funnel conversion, source quality, time-to-hire, pass-through rates, offer acceptance, and drop-offs.

Expected outcomes

1 month

• Fully ramped on roles, bar, and the hiring needs for the next 6–12 months.

• ATS structured into a simple, adopted process.

• First priority pipelines live (inbound + outbound), with interviews running.

3 months

• Recruiting cadence running smoothly with founders and hiring managers (weekly pipeline + disciplined debriefs).

• Outbound engine reliably generating qualified candidates each week.

• Faster decisions and clearer signal in interviews.

6–12 months

• A repeatable recruiting system that scales with growth, without becoming bureaucratic.

• Strong talent pools for critical roles, and predictable hiring forecasting.

• Meaningful improvement on core metrics (time-to-hire, source quality, offer acceptance, drop-offs).

Who you are

This is for you if you:

• Are a true builder: you enjoy creating systems from scratch in ambiguous environments.

• Are hands-on and fast: you can source, screen, close, and keep momentum daily.

• Have strong judgment and can uphold a high bar while hiring at speed.

• Communicate clearly, challenge assumptions, and help founders and managers make decisions.

• Are comfortable owning tooling, data, and process adoption.

Nice to have:

• Experience recruiting in an early-stage startup or helping a team scale quickly.

• Strong outbound writing and sourcing craft.

• Experience hiring across multiple functions, including technical roles.

Why you should join this role :

• Real ownership from day one: you build the recruiting foundations for our next phase.

• High standards, fast execution, and a team that cares about craft.

Hiring Process

• Intro call (30 min) with our Talent acquisition manager part time (Hector)

• Call fit (30 min) with Eliott, CEO

• Case study (45 min) with Eliott & Hector

• Final fit interview (30 min) with Hugo (CTO)

• References

• Offer

We aim to keep the process within 30 days. You’ll receive continuous feedback throughout.

Why should you join Vocca?

• An entrepreneurial adventure, with a supportive, high-energy, execution-focused team

• A product already live, with delighted customers in a fast-growing market (healthcare automation, voice AI)

• A true scaling phase, with everything still to build

• Real responsibilities from day one

• An attractive package + BSPCE

We hire people, not roles.

If you're excited about our opportunities but don't check every box, we'd love to hear from you. Everyone, no matter how underrepresented, should feel free to apply as it can only bring learnings or success. If you identify yourself as a woman: Did you know that research shows women often apply only when meeting 100% of requirements?

We'll be thrilled to receive your application!