Principal Executive Recruiter

Babylist is at an inflection point. We've built a category‑defining brand with over $750M in revenue, and we're now expanding into entirely new verticals, which means we need to build the leadership team that will take us there. This is where you come in. As our Principal Executive Recruiter , you’ll own the most consequential searches at Babylist. Director through C‑suite roles across every department including new business lines we're standing up from scratch. You’ll work directly with our executive team, not as a support function but as a true thought partner, helping them think clearly about what they actually need, shaping role narratives before they go to market, and closing leaders who will define our next chapter. This is not a role for someone who executes against a clean spec. Many of the searches you’ll run will start with ambiguity: undefined scope, no comp benchmark, shifting organisational context. You’ll bring clarity, writing the spec, building the market map, leading the intake, and managing the process end‑to‑end with the kind of executive presence that makes senior leaders trust you completely. If you’ve spent your career doing exactly this kind of work and you’re ready to do it inside a company you actually believe in, this role was built for you. Who You Are 15+ years of recruiting experience, with Director through C‑suite searches as the sustained focus of your work, including 8+ years leading end‑to‑end retained searches at a dedicated executive search firm; preferably trained at True Search, Daversa Partners, Heidrick & Struggles, Spencer Stuart, or a peer firm of similar calibre. Deep experience placing executive leaders at growth‑stage or pre‑IPO companies, ideally during periods of expansion into new business lines or verticals. Proven track record on zero‑to‑one searches: first‑of‑their‑kind roles, newly formed functions, or revenue line leaders where scope and leveling were undefined when you started. Experienced running highly confidential searches, including sensitive replacement hires, with the judgement and discretion those situations demand. Skilled at shaping executive role narratives from scratch; you know how to partner with executives to surface what they truly need, not just what’s on paper. Comfortable operating independently; you can build market maps, competitive landscapes, and candidate theses on your own without a research team behind you. Fluent in the tools of the trade: you use LinkedIn Recruiter for complex search strategy and deep sourcing, Greenhouse for ATS management and pipeline reporting, and Gem for outreach sequencing and campaign management; these aren’t things you’re learning, they’re how you already work. Expert in executive total rewards; you independently structure, benchmark, and negotiate full compensation packages including base, short‑ and long‑term incentives, equity grants, and pre‑IPO value modelling, and you can communicate that value to candidates in a way that actually lands. Strong executive presence; you run calibration sessions with confidence, push back respectfully when market reality differs from internal expectations, and advise senior leaders without losing their trust. Experienced managing external search firm partnerships; you know when to bring one in, how to hold them accountable, and how to course‑correct when they aren’t delivering. Thrives in growth‑stage environments where roles are fluid, comp benchmarks may not exist, and ambiguity is part of the work, not a problem to escalates. High editorial bar and AI fluency; you use AI for market mapping, competitive intelligence, and to accelerate your work, but your candidate briefs, outreach, and executive‑facing materials are always sharp, human, and unmistakably yours. 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 the searches that matter most. You’ll run Director through C‑suite searches across Babylist’s most critical and complex hiring needs, including confidential, first‑of‑their‑kind, and new vertical roles, from intake to close. Bring clarity before the process begins. You’ll lead intake sessions that lock in role scope, leveling, scorecard criteria, and compensation parameters so that when the right candidate surfaces, the team can move. Serve as the executive team’s thought partner. You’ll push back on scope when the market doesn’t support it, advise on org design when relevant, and bring independent market expertise that shapes how we hire at the top. Close with sophistication. You’ll lead executive compensation negotiations across the full total rewards package, structuring offers that reflect market reality, Babylist’s comp philosophy, and what it takes to get a great person across the finish line. Elevate every touchpoint. From first outreach through offer close, candidates will walk away with a strong impression of Babylist regardless of outcome. Build something lasting. You’ll manage external search firm partnerships with accountability while steadily building the internal executive search capability that reduces our reliance on agencies over time. About Compensation We use a market‑based approach to compensation. The starting salary range for this role is: $181,770 to $219,000 + target 22.5% annual bonus and competitive equity 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. Who We Are Babylist is the leading platform for expecting and new families. More than 10 million people shop with Babylist every year, making it the go‑to destination for seamless purchasing, guidance, and expert recommendations. As a modern, AI‑forward tech company, Babylist has expanded from a universal registry into a full ecosystem — the Babylist Shop, Babylist Health, Babylist Money, NYC and LA showrooms, branded content, and more — generating $750M in revenue in 2025. Building the generational brand in baby, Babylist is reshaping the $235B kids and baby market and helping parents feel confident, connected, and cared for at every step. 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. 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 we invest in the tools and the time to connect with colleagues. We build products that positively impact millions of people’s lives. AI is part of how we work, not a side experiment. You’ll have leading tools like Claude and ChatGPT from day one, with no waiting on access, so the busywork gets handled and your judgement goes where it counts. 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. Company‑paid medical, dental, and vision insurance. Retirement savings plan with company matching and flexible spending accounts. Generous paid parental leave and PTO. Winter Wonder Week: the whole company takes a paid week off at the end of the year, whether or not you celebrate anything, so everyone’s out at once and comes back refreshed. Remote work stipend to set up your office. Perks for physical, mental, and emotional health, parenting, childcare, and financial planning. As set forth in Babylist’s Equal Employment Opportunity policy, we do not discriminate on the basis of any protected group status under any applicable law. #J-18808-Ljbffr Babylist