Senior Director, 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 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 that how you attract, develop, and retain talent is one of the most meaningful competitive advantages a company can have.

The Senior Director, Talent Acquisition & Brand Strategy is a critical leadership role at the intersection of how we hire, how we show up as an employer, and how we build the team that will take Babylist into its next chapter. You'll own the full talent acquisition function — building a world-class recruiting engine that operates with discipline, creativity, and a long-term view. You'll define our employer brand and employee value proposition, partner deeply with Finance and People leadership on headcount planning, and bring the strategic thinking needed to win the talent we need now and into the future.

You'll also bring strong fluency in compensation strategy, particularly executive comp. You'll work in close partnership with our SVP, People and external comp consultants to ensure our packages are competitive and clearly communicated. You don't need to be the primary modeler, but you need to understand executive comp deeply enough to be a trusted thought partner and to ensure our TA team can confidently represent our total rewards story.

The right person thinks in systems, not just requisitions. You see the connection between talent brand, employee experience, compensation philosophy, and hiring outcomes — and you know how to move all of those levers at once.

Who You Are

• TA-first leadership: Deep experience leading talent acquisition organizations with clear accountability and measurable results
• Executive recruiting expertise: Proven ability to assess and close VP+ candidates, including running or closely partnering on executive searches
• Employer brand & EVP ownership: Experience defining and building a talent brand that goes beyond job postings — connecting culture, candidate experience, and pipeline strategy
• Compensation fluency: Strong enough understanding of executive and corporate comp to be a credible thought partner. Doesn't need to be the primary modeler, but needs to know what competitive looks like and why
• Systems thinker: Sees how TA, employer brand, employee experience, and total rewards connect — and knows which levers to pull
• AI-forward mindset: Fluent with AI in recruiting, can speak to outcomes, and knows how to lead a team through that change
• Hands-on and strategic: Equally comfortable setting direction and rolling up their sleeves
• Strong communicator: Translates complex comp and talent concepts into clear, practical guidance for executives, managers, and candidates
• High-growth experience: Has operated in a fast-moving environment where the rules are still being written
• Low drama, high trust: Someone leadership will trust with sensitive conversations, hard decisions, and real accountability

How You Will Make An Impact

Own and Evolve Our Talent Acquisition Strategy

• Set the long-term recruiting strategy for Babylist — not just how we hire today, but how we position ourselves to win the talent we'll need six, twelve, and eighteen months from now
• Define what great looks like across every stage of the recruiting process, and build the standards, frameworks, and programmatic infrastructure that make that bar consistent and repeatable across the team
• Own capacity planning in close partnership with Finance and business leaders — bringing a clear, data-backed point of view on timelines, tradeoffs, and what's realistic given pipeline realities
• Push our interview practices beyond "have they done this before?" — building the competency frameworks and interview training that help hiring teams assess problem-solving ability, adaptability, and learning mindset instead of just credential-matching
• Define the metrics and reporting that give leadership and the business clear visibility into hiring progress, pipeline health, and where we're at risk against plan
• Bring a strong POV on where our recruiting process needs to evolve — identifying bottlenecks, quality gaps, and structural changes that will have the biggest impact on outcomes
• Have a considered perspective on staffing agency partnerships across different talent populations and leave coverage scenarios, and set the standard for how and when we use them

Shape Our Culture and How We Show Up as an Employer

• Develop a deep, honest understanding of what makes Babylist a distinctive place to work — and close the gap between what we offer and what candidates and employees actually experience and feel
• Define and own our employee value proposition in a way that starts from the inside: what our best people love about working here, what we're building toward, and why that's genuinely compelling to the talent we want to attract
• Partner with People, Marketing, and Communications to make sure our culture is legible — that employees can articulate what makes Babylist great, and that what we say externally reflects what people actually feel internally
• Build proactive talent pipelines — partnerships, communities, university programs, internal mobility — that attract people who are drawn to who we are, not just what we're paying
• Shape how Babylist shows up at every candidate touchpoint — from how recruiters talk about the company to how our interview process itself signals what kind of place this is
• Bring a clear POV on what the next generation of talent actually wants, and make sure Babylist is evolving to meet that — not just competing on the same dimensions as everyone else

Lead Executive Recruiting with Excellence

• Own the executive recruiting process — partnering with the CPO, CEO, and senior leaders to attract and assess VP+ talent
• Bring strong executive assessment skills: the ability to evaluate leadership capability, cultural fit, and long-term trajectory
• Partner with search firms effectively — knowing when to use them, how to manage the relationship, and when to run processes internally
• Understand executive compensation well enough to advise on competitive offers and help close senior candidates

Bring Fluency in Total Rewards & Compensation Strategy

• Partner with the CPO and external comp consultant on compensation strategy for corporate, engineering, and executive populations

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

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.

Important Notices

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.

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