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 ...