Head of Talent

About Wispr

Wispr is an AI research and product company building the voice interface for computing. AI can now reason, code, and act. Yet, humans still do the work of the interface. We think that’s backwards.

Our first products are Flow, which lets you speak naturally in any application, and Notetaker, which builds context across conversations. We’re building toward an interface that can perceive, understand, and take action with earned trust. That means solving hard problems across models, systems, and product - and caring about the final human experience as deeply as the technology underneath it.

We’re a talent-dense team that holds strong opinions, tests them quickly, and builds technology that sparks joy. Our goal is to build the first voice interface used every day by a billion people.

The role

You'll build the talent infrastructure from the ground up while personally sourcing and closing candidates yourself. You'll report to the founders, sit in on every leadership hire, and hire your own recruiting team as you go.

In practice, you'll:

• Source and close top talent: a researcher happy at a frontier lab, a former founder, the first sales leader at a winning team.

• Design a seven-star candidate experience, built with the same care our designers put into the first five minutes of Wispr Flow. People should feel understood, and even those we turn down should tell their friends how it felt.

• Improve our hiring process across every function so our loops hold up as we scale. You’ll coach hiring managers and give our founders the hard truths when they need to hear them.

• Hire world-class recruiters. Build a team that’s a force multiplier of the Wispr talent flywheel.

• Build compounding automation. Bring efficiencies into how the team works: we firmly believe that agents and internal tooling can provide a small, experienced team an incredible amount of leverage.

• Own our employer brand. Shape how the best people in the world first hear about Wispr, well before we ever reach out to them.
  

What you won't be doing

• Installing the playbook from your last company. We want first-principled thinkers who will think through the business problem first.

• Playing telephone, where a hiring manager asks a recruiter who asks an interviewer and back again. We hire for agency across the board.

• Waiting on three layers of approval. We get to decisions in hours, not weeks.
  

Who you are

• You’ve built and scaled recruiting through hypergrowth. You’ve seen where funnels break as a company grows from 100 to 1,000 people.

• You can tell an exceptional hire from a strong one and you can do it in a quick chat.

• You have stories about improbable closes where most folks would have given up.

• You sell by understanding people first. You can pitch a frontier-lab researcher and a first sales hire with equal credibility because you took the time to learn what each of them actually wants.

• Candidates you didn't close still send you referrals. Some try to hire you at their next role.

• Great recruiters want to work for you. Some would follow you here.

• You make founders better, and you tell them the truth.

• You’re willing to try and kill experiments, and you have a bias for simple processes that work.

• You're an active user of Wispr Flow. It’ll be clear to candidates if you do not love the product and mission yourself.

Why now

Most Head of Talent roles hand you a system someone else built and ask you to keep it running. We want you to build this system from first principles at a company that will triple in size this year.

You'll work directly with our founders and a team that's already excellent at what they do, with equity in a company that's growing fast. You’ll be the most important hire we make this year, everything stands on the team we put together as we scale.

Logistics

We sponsor H1B, O1, EB1, L1, STEM OPT, and more. We can't guarantee sponsorship for every role, but if we make you an offer we'll make every reasonable effort, with help from our immigration law firm.

We strongly encourage you to apply even if you don't meet every qualification. The strongest candidates we meet rarely do, so don't exclude yourself prematurely. We're rethinking how humans interact with AI, and doing that well demands diversity of perspective and experience.

We're committed to a fair and accessible interview process. If you need any accommodations or adjustments, please let us know.