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As VP of Talent Acquisition at Babylist, you own the end-to-end hiring function and how the company shows up in the talent market. This is a strategic and hands-on role sitting at the center of company building, partnering closely with the SVP of People and senior leadership to shape hiring plans, challenge assumptions, and drive measurable outcomes.
You will operate as a core member of the People leadership team, responsible for delivering against current hiring needs while evolving processes, tooling, evaluation frameworks, and employer brand to support Babylist's growth trajectory. You'll step into critical or complex searches, guide leaders through high-stakes hiring decisions, and set the standard for talent assessment across the company. In parallel, you'll define and activate the employer brand and EVP in partnership with Marketing, ensuring external communications are clear, differentiated, and grounded in reality.
This role requires someone who builds while operating—not someone inheriting a well-oiled machine or operating within clearly defined boundaries. You'll own how the company evolves its TA tech stack, with a clear point of view on where AI improves speed, signal, and candidate experience. You'll change how the company hires, not just how the recruiting team operates, including training hiring managers, implementing structured evaluation frameworks, and improving interviewer calibration.
Required experience: 12+ years in talent acquisition with 5+ years leading recruiting functions at 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 measurably. Applied point of view on AI in recruiting with hands-on experience implementing tools (sourcing automation, interview intelligence, screening augmentation) and assessing real impact. Experience building or significantly evolving employer brand/EVP in partnership with Marketing. Strong command of modern recruiting tools (Greenhouse, LinkedIn Recruiter, Gem, BrightHire or equivalent). Experience operating in high-growth or evolving environments where systems are being built while hiring continues. You'll be a credible, trusted partner to senior leadership, advising on headcount planning, hiring tradeoffs, and talent market realities with a data-informed point of view.
