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 www.babylist.com.
Our Ways of Working
Babylist thrives as a remote-first company, with HQ team members located across the U.S. and Canada. We meet in person twice a year—once as a company and once by department to strengthen the relationships that power our work. We show up consistently, stay purpose-driven, leverage AI to amplify our impact, and achieve results—together, from anywhere.
What the Role Is
At Babylist, we believe great companies are built by great people, and how you attract, reward, and retain talent is a true competitive advantage. The Senior Director, Talent & Rewards Strategy is a critical leadership role responsible for shaping how we hire, how we reward, and how we plan for growth in a thoughtful, disciplined, and future-focused way. This role leads both the Talent Acquisition and Total Rewards teams, with a mandate to deeply align recruiting, compensation, and benefits into one cohesive people strategy. The goal is to continue to attract exceptional talent, retain our best people, and scale Babylist responsibly as the business grows.
This leader will own corporate and executive compensation, oversee recruiting strategy and execution, and bring strong external market insight. They will have the ability to break down a problem and look at it differently than we have before so we aren’t just optimizing a process that’s worked well in the past but breaking it apart and reimagining what we need now.
Why This Role Matters
This role sits at the intersection of how Babylist grows, how we compete for talent, and how we take care of the people building this company. The Senior Director, Talent & Rewards Strategy will help ensure we are hiring the right people, rewarding them thoughtfully, and building systems that scale with ambition, discipline, and care.
Who You Are
Senior leadership experience owning both Talent Acquisition and Total Rewards, or deep expertise in one with strong working knowledge of the other
Proven experience building and leading recruiting organizations with clear accountability and results
Deep understanding of compensation strategy for corporate, engineering, and executive populations
Experience working with external compensation consultants and navigating complex compensation decisions
AI Aptitude especially as it relates to talent acquisition and total rewards programs
Strong business and financial acumen
Ability to translate complex recruiting and compensation concepts into clear, practical guidance
Strategic thinker who is also hands-on and execution-oriented
Comfortable operating in ambiguity and moving quickly to close gaps
Clear, trusted communicator with executives, managers, recruiters, and employees
How You Will Make An Impact
Lead and Align Talent Acquisition & Total Rewards
Lead the Talent Acquisition and Total Rewards teams with a unified strategy that connects hiring, compensation, benefits, and retention
Close the gap between recruiting and compensation by ensuring recruiters can confidently and accurately represent our compensation and benefits offerings
Partner closely with Finance, Legal, and People leadership to align headcount planning, compensation strategy, and business goals
Design compensation and benefit programs that attract and retain top performers
Be the connector connecting how we should craft Total Rewards to attract and retain the talent we want
Talent Acquisition Strategy & Execution
Own headcount and capacity planning in partnership with business leaders and Finance
Set performance expectations and provide strategic direction to ensure the TA team delivers against hiring plans, timelines, and quality standards
Ensure appropriate team structure, capabilities, and resources are in place to meet current and future recruiting demands
Build and continuously evolve a long-term recruiting strategy that scales with the business
Refine and streamline the recruiting process to improve efficiency, consistency, and quality.
Push interview practices beyond “have they done this before” to focus on core competencies, problem-solving ability, adaptability, and learning mindset.
Build interview training programs so hiring teams consistently assess the right signals
Develop pattern recognition across hiring outcomes to understand what works and where to adjust
Define TA metrics and reporting standards that provide organizational visibility into hiring progress, pipeline health, and delivery against plan
Ensure the organization always has a clear view of how many roles have been filled, where each role is in process, and what is happening with open positions
Assess talent quickly and accurately, identifying and filling gaps as the organization evolves
Have a strong pov on staffing agency partnerships for our different populations and leave coverages
Employee Retention Strategy
Own corporate and executive compensation, including salary, equity, and incentive programs
Bring strong external compensation insight to ensure ranges are competitive while maintaining fiscal discipline
Partner with an external compensation consultant and lead a small internal Total Rewards team
Design and evolve compensation philosophies for a corporate, engineering-heavy organization
Bring experience with executive compensation in a pre-IPO company going through the transition to public company
Design a talent and total rewards strategy to support the goal of attracting and retaining top tier talent
Guide benefits evolution with thoughtful change management so updates feel natural and well understood
Educate the company on our compensation philosophy, how pay decisions are made, and how equity works
Bring a strong understanding of stock administration, including options, RSUs, and the equity lifecycle
Build Proactive, Scalable Programs
Design forward-looking programs in both Talent Acquisition and Total Rewards that anticipate future business needs.
Identify skill and capability gaps early and partner with leaders to address them quickly.
Support disciplined growth by leveraging automation, efficiency, and smarter planning to help Babylist remain a tight, focused team.
Why You Will Love Working At Babylist
Our Culture
Growth & Development
Compensation & Benefits
About Compensation
We use a market-based approach to compensation. The starting salary range for this role is:
$230,740 to $276,805
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.
Interview Process & Consent
Babylist uses AI to record and transcribe all interviews for evaluation purposes in accordance with CCPA and GDPR. By participating in an interview, you consent to this recording and transcription.
Interview Integrity
During the interview process, we're evaluating your individual problem-solving skills, creativity, and approach to challenges. While AI tools like ChatGPT, Claude, and Cursor are part of your daily toolkit once you join Babylist, all interviews, assessments, and take-home assignments must be completed independently.
You may not use AI tools, third-party services, coaching platforms, or content-farming services during any part of the interview process unless we explicitly permit it. We will clearly communicate when AI tools are allowed for specific assessments.
Any indication of third-party assistance or AI-generated responses will result in immediate disqualification. We may also verify educational credentials through third-party sources—providing false or misleading information will result in removal from consideration.
Official Communication
All communication will come only from the Babylist Talent Team via an @babylist.com email address. We will never request payment, bank information, or personal financial details. Be cautious of fraudulent outreach via non-company email addresses, messaging platforms (e.g., WhatsApp, Telegram), or unsolicited phone calls. Verify legitimate opportunities on our careers page.
SMS Consent
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