VP, Talent Strategy & Employer Brand

Who We Are Babylist is the leading registry, e-commerce, and content platform for growing families. More than 9 million people shop with Babylist every year, making it the go-to destination for seamless purchasing, trusted guidance, and expert product recommendations for new parents and the people who love them. What began as a universal registry has grown into a full ecosystem for new parents, including the Babylist Shop, Babylist Health, and a flagship showroom in Los Angeles. Hundreds of brands in baby and beyond partner with Babylist to engage meaningfully with families during one of life’s most important transitions. With over $1 billion in annual GMV, and more than $500 million in 2024 revenue, Babylist is reshaping the $320 billion baby product industry. We’re helping parents feel confident, connected, and cared for at every step. As we build the generational brand in baby, our mission remains simple: to connect growing families with everything they need to thrive.To learn more, visit [ Our Ways of Working Babylist is remote-first with team members across the U.S. and Canada who move fast, think smart, and use AI as part of how they work every day — not as an experiment, as an expectation. We come together twice a year to build the relationships behind the work, and we hire people who are genuinely excited about what's possible and prove it through how they show up. What the Role Is As VP, Talent Strategy & Employer Brand, you own how Babylist hires, end to end, and how we show up to the talent market. This role sits at the center of how we build the company. You’re responsible for delivering against current hiring needs while evolving how we operate across process, tooling, evaluation, and employer brand to support where Babylist is going. You’ll operate as a core member of the People leadership team, partnering closely with the SVP, People and senior leaders to shape hiring plans, challenge assumptions, and drive better outcomes. This is both strategic and hands-on work. You’ll step into critical or complex searches, guide leaders through high-stakes hiring decisions, and set the standard for how we assess talent across the company. In parallel, you’ll define and activate our employer brand and EVP with Marketing, ensuring what we communicate externally is clear, differentiated, and grounded in reality. You’ll also own how we evolve our TA tech stack, with a clear point of view on where AI improves speed, signal, and candidate experience. This is not a role for someone who wants to inherit a well-oiled recruiting machine or operate within clearly defined boundaries. You’re building while operating. If your experience has relied on strong inbound pipelines, established brand pull, or large, specialized recruiting teams, this will feel like a different kind of environment. If you prefer to stay at the strategy layer or focus on a narrow slice of talent acquisition, this won’t be the right fit. This role requires someone who sets direction, stays close to the work, and is accountable for whether hiring outcomes improve. If you need fully defined systems or clear playbooks before moving forward, this will feel uncomfortable. Who You Are * 12+ years in talent acquisition, including 5+ years leading recruiting functions at the Director or VP level, with accountability for hiring outcomes across technical and business roles * Proven track record improving or rebuilding TA functions in-place, including redesigning processes, introducing new tooling, and improving hiring speed and quality in measurable ways * Clear, applied point of view on AI in recruiting, with hands-on experience implementing tools or workflows (e.g., sourcing automation, interview intelligence, screening augmentation) and assessing their real impact * Experience building or significantly evolving employer brand / EVP, in partnership with Marketing, and activating it across multiple channels to reach specific talent segments * Strong command of modern recruiting tools (e.g., Greenhouse, LinkedIn Recruiter, Gem, BrightHire or equivalent), paired with sound judgment on what to adopt, build, or ignore * Experience changing how companies hire, not just how recruiting teams operate, including training hiring managers, implementing structured evaluation frameworks, and improving interviewer calibration * Experience operating in high-growth or evolving environments where systems are still being built while hiring continues * Credible, trusted partner to senior leadership, with experience advising on headcount planning, hiring tradeoffs, and talent market realities with a clear, data-informed point of view * You're genuinely excited about what AI can do, not just as a concept, but as something you want to get your hands on. At Babylist, every team uses AI daily, and we're looking for people who lean in. How You Will Make An Impact * Own and evolve Babylist’s recruiting strategy, ensuring hiring is aligned to business priorities and executed with clarity and consistency * Build a recruiting function that reliably delivers against headcount plans, improving speed, quality, and predictability of hiring outcomes * Redesign the candidate lifecycle, from sourcing through offer, to remove friction, improve signal, and create a more consistent experience * Define and launch Babylist’s employer brand and EVP, and partner with Marketing to activate it across the channels that matter for our priority talent segments * Establish structured interviewing frameworks and competency models that improve the quality and consistency of hiring decisions * Lead capacity planning with business leaders, bringing a grounded view of timelines, tradeoffs, and pipeline risk based on real market conditions * Own the TA tech stack strategy, including evaluating, implementing, and optimizing tools that improve recruiter effectiveness and decision quality * Develop and elevate the recruiting team into trusted partners who influence hiring decisions and raise the bar with hiring managers * Build shared accountability for hiring quality across the company by enabling interviewers, improving calibration, and strengthening decision-making practices About Compensation We use a market-based approach to compensation. The starting salary range for this role is: $275,000 to $320,000 Your starting salary will be based on your location, experience, and qualifications, with increases over time tied to performance, role growth, and internal pay equity. Why You Will Love Working At Babylist Our Culture

• We work with focus and intention, then step away to recharge
• We believe in exceptional management and invest in tools and opportunities to

connect with colleagues

• We build products that positively impact millions of people's lives
• AI is intentionally embedded in how we work, create, and scale—supporting

innovation and impact Growth & Development

• Competitive pay and meaningful opportunities for career advancement
• We believe technology and data can solve hard problems
• We're committed to career progression and performance-based advancement

Compensation & Benefits

• Competitive salary with equity and bonus opportunities
• Company-paid medical, dental, and vision insurance
• Retirement savings plan with company matching and flexible spending accounts
• Generous paid parental leave and PTO
• Remote work stipend to set up your office
• Perks for physical, mental, and emotional health, parenting, childcare, and

financial planning

IMPORTANT NOTICES

Recorded Interviews Babylist uses an interview recording tool to record and transcribe interviews for evaluation purposes in accordance with applicable privacy laws. By participating in an interview, you consent to this recording and transcription. Interview Integrity At Babylist, every team uses AI daily and we love it. During interviews though, we want to see you — your thinking, your problem-solving, your creativity. All interviews and assessments should be completed independently without AI tools or third-party assistance unless we tell you otherwise. We'll always be clear when AI is welcome. Misrepresentation during the process may result in removal from consideration. Protect Yourself from Scams All official communication comes from the Babylist Talent Team via @babylist.com email addresses. We will never ask for payment, bank information, or personal financial details. If you receive outreach via WhatsApp, Telegram, or a non-Babylist email, it's not us. Verify open roles on our careers page. Connections at Babylist In line with our conflict of interest policy, please let us know if you have a family member or close personal relationship with a current Babylist employee. This helps us keep our process fair for everyone. Text Message Updates You may opt in to receive SMS updates about your application. Opting out won't affect your status. Message and data rates may apply. Reply STOP to unsubscribe or HELP for assistance. See our Privacy Policy for details.