VP, Talent Acquisition

What the Role Is

As VP, Talent Acquisition, 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 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 + target 35% annual bonus and competitive equity

Who We Are

Babylist is the leading platform for ex…