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

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About the role

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 se

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