Head of Talent Acquisition - 80-100K package + BSPCE

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 15 000+ 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 teaser

Eliott's interview for Welcome to the jungle

Eliott's quick interview for Speedinvest

Articles on our A round ( techfundingnews , Maddyness , les echos , our blog )

Context

Vocca builds AI voice agents that answer calls, schedule and reschedule appointments for healthcare providers, so their teams can focus on care. We are 50 today.

We've just raised a $20M Series A led by Norrsken, with the founders of Alan and Datadog, and we're opening the US from New York. In 2027, we'll hire 60 to 80 people across France and the US. How well we execute these hires will directly decide whether we hit our business goals.

Talent Acquisition is the last function we haven't built in-house. Today it runs on freelancers, and every transition means starting over: new onboarding, relationship to rebuild, company story to re-explain. We're now hiring the person who will build and own this function for the long run, as a member of the COMEX.

Your mission

Build the team and the system that let Vocca hire 60 to 80 people a year at the pace and quality level the business needs, across several countries. You set the recruiting strategy with the founders, you build and lead the TA team, and you personally own the hardest hires.

Expected outcomes

Improve our recruiting model, based on quality over quantity: with the founders, you've sharpened how Vocca hires (who owns what between TA and hiring managers, where we raise the bar, where we cut steps) and turned it into a hiring plan mapped to business needs, by team and by country. Every hire meets the bar, even when volume goes up.

A TA team built from scratch: from today's freelance setup to a team of 4 to 6 recruiters by end of 2027, in France and the US, with the right mix of permanent recruiters and freelancers for speed, quality and cost.

60 to 80 hires delivered in 2027 at the expected quality bar.

A scalable recruiting system: playbook, scorecards, referrals system, tooling and dashboards live, with tracked KPIs (time-to-hire, offer acceptance, probation validation, quality of hire).

AI across the funnel: a recruiting AI strategy you designed and own, with a measurable gain in team productivity.

Critical roles closed: senior and critical hires closed by you at first.

Autonomous hiring managers: HMs trained on the key recruiting skills, and high satisfaction among HMs and leadership.

Employer brand and budget: employer brand live in France and the US, team budget respected.

What you'll own

Strategy and planning

Refine the recruiting operating model with the founders

Translate the business plan into a hiring plan and a team budget, then own both

Build and lead the TA team

Hire your own team (5 to 6 recruiters by end of 2027) across countries, and set the freelance vs permanent mix

Train your recruiters until they're autonomous, structure the team, and manage the development of your direct reports

Build the playbook, methods, and tooling that make the team scale

AI in recruiting

Define and own Vocca's AI strategy for recruiting, from sourcing to closing

Test, keep what works, drop what doesn't

Own the hardest hires

Recruit senior and critical roles yourself, especially in the US, and know when to delegate and when to own the desk

Help hiring managers formalize their needs (scorecards)

Build direct sourcing channels that don't always rely on headhunters

Run processes end to end

Beyond hiring

Train and advise hiring managers on the key recruiting skills

Build Vocca's employer brand in France and the US

Work with the People team on topics connected to recruiting: key people, onboarding/offboarding, probation validation etc

This role is for you if

Prerequisites:

6+ years in recruiting, including building and leading a TA team in a scaling tech company: you've managed recruiters, set up a playbook and tooling, and managed direct reports.

You've deployed AI tools in a real recruiting workflow, and your opinions come from what worked and what failed.

Fluent in French and English, based in Paris.

What we'll assess:

Business acumen: you understand how a company works, you know the tech market, and you tie hiring to revenue and budget.

Data-driven: you diagnose funnel problems with data and make both strategic and operational decisions from it.

Ownership: you move without being asked, stay engaged when things get hard, welcome feedback and see things through.

Leadership: you know how to sell the company and yourself. Senior candidates see you as Vocca's first showcase, and your team follows you.

Multi-country hiring: you can run recruiting across several countries at once, with different markets, comp standards and candidate expectations, even when you're not based there.

Nice to have:

A US hiring track record.

Experience outside TA: ops, sales, consulting, or building a company.

This role is NOT for you if

You want to step away from the desk once your team is in place. Here, you stay close to the hardest hires.

You see TA as a support function that executes requests, not a COMEX seat that shapes business and hiring decisions with the founders.

AI in recruiting is something you've read about more than used.

Compensation

OTE between €80K-100K

Equity (BSPCE)

Perks and benefits

Executive contract (cadre) on a forfait-jours basis, with ~8-12 RTT days per year (depending on the year's public holidays)

4 days a week in our offices in Paris

Meal vouchers: €9 per working day (55% covered by the company)

EGYM Wellpass (Gymlib)

Health insurance: 50% of Alan covered

Annual offsite and multiple team events throughout the year

Hiring process

Screening call with our Hector, Head of Talent Part-time (visio, 30-45min)

Hiring manager interview with Maxime, Chief of staff (visio, 45min)

Business case with Hector and Maxime (on site, 1h30)

COMEX fit with Eliott (CEO), Hugo (CTO), Julie (Head of Ops), Charles (Head of Product) and Max (on site, 30 min for each duo)

Reference checks

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

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!