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-movi