Principal Executive Recruiter
Babylist, Washington, District of Columbia, United States
Principal Executive Recruiter
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. Babylist thrives as a remote-first company, with HQ team members located across the U.S. and Canada. We meet in person twice a yearonce 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 resultstogether, from anywhere. Babylist is at an inflection point. We've built a category-defining brand with over $500M in revenue, and we're now expanding into entirely new verticals, which means we need to build the leadership team that will take us there. This is where you come in. As our
Principal Executive Recruiter , you'll own the most consequential searches at Babylist. Director through C-suite roles across Product, Marketing, Operations, and new business lines we're standing up from scratch. You'll work directly with our executive team, not as a support function but as a true thought partner, helping them think clearly about what they actually need, shaping role narratives before they go to market, and closing leaders who will define our next chapter. This is not a role for someone who executes against a clean spec. Many of the searches you'll run will start with ambiguity: undefined scope, no comp benchmark, shifting organizational context. You'll be the one who brings clarity. You'll write the spec, build the market map, lead the intake, and manage the process end-to-end with the kind of executive presence that makes senior leaders trust you completely. If you've spent your career doing exactly this kind of work and you're ready to do it inside a company you actually believe in, this role was built for you. Who You Are
15+ years of recruiting experience, with Director through C-suite searches as the sustained focus of your work, including 8+ years leading end-to-end retained searches at a dedicated executive search firm; preferably trained at True Search, Daversa Partners, Heidrick & Struggles, Spencer Stuart, or a peer firm of similar caliber Deep experience placing executive leaders at growth-stage or pre-IPO companies, ideally during periods of expansion into new business lines or verticals Proven track record on zero-to-one searches: first-of-their-kind roles, newly formed functions, or revenue line leaders where scope and leveling were undefined when you started Experienced running highly confidential searches, including sensitive replacement hires, with the judgment and discretion those situations demand Skilled at shaping executive role narratives from scratch; you know how to partner with executives to surface what they truly need, not just what's on paper Comfortable operating independently; you can build market maps, competitive landscapes, and candidate theses on your own without a research team behind you Fluent in the tools of the trade: you use LinkedIn Recruiter for complex search strategy and deep sourcing, Greenhouse for ATS management and pipeline reporting, and Gem for outreach sequencing and campaign management; these aren't things you're learning, they're how you already work Expert in executive total rewards; you independently structure, benchmark, and negotiate full compensation packages including base, short- and long-term incentives, equity grants, and pre-IPO value modeling, and you can communicate that value to candidates in a way that actually lands Strong executive presence; you run calibration sessions with confidence, push back respectfully when market reality differs from internal expectations, and advise senior leaders without losing their trust Experienced managing external search firm partnerships; you know when to bring one in, how to hold them accountable, and how to course-correct when they aren't delivering Thrives in growth-stage environments where roles are fluid, comp benchmarks may not exist, and ambiguity is part of the work, not a problem to escalate High editorial bar and AI fluency; you use AI for market mapping, competitive intelligence, and to accelerate your work, but your candidate briefs, outreach, and executive-facing materials are always sharp, human, and unmistakably yours How You Will Make An Impact
Own the searches that matter most. You'll run Director through C-suite searches across Babylist's most critical and complex hiring needs, including confidential, first-of-their-kind, and new vertical roles, from intake to close Bring clarity before the process begins. You'll lead intake sessions that lock in role scope, leveling, scorecard criteria, and compensation parameters so that when the right candidate surfaces, the team can move Serve as the executive team's thought partner. You'll push back on scope when the market doesn't support it, advise on org design when relevant, and bring independent market expertise that shapes how we hire at the top Close with sophistication. You'll lead executive compensation negotiations across the full total rewards package, structuring offers that reflect market reality, Babylist's comp philosophy, and what it takes to get a great person across the finish line Elevate every touchpoint. From first outreach through offer close, candidates will walk away with a strong impression of Babylist regardless of outcome Build something lasting. You'll manage external search firm partnerships with accountability while steadily building the internal executive search capability that reduces our reliance on agencies over time 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 scalesupporting 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 $181,770 to $219,000 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.
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. Babylist thrives as a remote-first company, with HQ team members located across the U.S. and Canada. We meet in person twice a yearonce 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 resultstogether, from anywhere. Babylist is at an inflection point. We've built a category-defining brand with over $500M in revenue, and we're now expanding into entirely new verticals, which means we need to build the leadership team that will take us there. This is where you come in. As our
Principal Executive Recruiter , you'll own the most consequential searches at Babylist. Director through C-suite roles across Product, Marketing, Operations, and new business lines we're standing up from scratch. You'll work directly with our executive team, not as a support function but as a true thought partner, helping them think clearly about what they actually need, shaping role narratives before they go to market, and closing leaders who will define our next chapter. This is not a role for someone who executes against a clean spec. Many of the searches you'll run will start with ambiguity: undefined scope, no comp benchmark, shifting organizational context. You'll be the one who brings clarity. You'll write the spec, build the market map, lead the intake, and manage the process end-to-end with the kind of executive presence that makes senior leaders trust you completely. If you've spent your career doing exactly this kind of work and you're ready to do it inside a company you actually believe in, this role was built for you. Who You Are
15+ years of recruiting experience, with Director through C-suite searches as the sustained focus of your work, including 8+ years leading end-to-end retained searches at a dedicated executive search firm; preferably trained at True Search, Daversa Partners, Heidrick & Struggles, Spencer Stuart, or a peer firm of similar caliber Deep experience placing executive leaders at growth-stage or pre-IPO companies, ideally during periods of expansion into new business lines or verticals Proven track record on zero-to-one searches: first-of-their-kind roles, newly formed functions, or revenue line leaders where scope and leveling were undefined when you started Experienced running highly confidential searches, including sensitive replacement hires, with the judgment and discretion those situations demand Skilled at shaping executive role narratives from scratch; you know how to partner with executives to surface what they truly need, not just what's on paper Comfortable operating independently; you can build market maps, competitive landscapes, and candidate theses on your own without a research team behind you Fluent in the tools of the trade: you use LinkedIn Recruiter for complex search strategy and deep sourcing, Greenhouse for ATS management and pipeline reporting, and Gem for outreach sequencing and campaign management; these aren't things you're learning, they're how you already work Expert in executive total rewards; you independently structure, benchmark, and negotiate full compensation packages including base, short- and long-term incentives, equity grants, and pre-IPO value modeling, and you can communicate that value to candidates in a way that actually lands Strong executive presence; you run calibration sessions with confidence, push back respectfully when market reality differs from internal expectations, and advise senior leaders without losing their trust Experienced managing external search firm partnerships; you know when to bring one in, how to hold them accountable, and how to course-correct when they aren't delivering Thrives in growth-stage environments where roles are fluid, comp benchmarks may not exist, and ambiguity is part of the work, not a problem to escalate High editorial bar and AI fluency; you use AI for market mapping, competitive intelligence, and to accelerate your work, but your candidate briefs, outreach, and executive-facing materials are always sharp, human, and unmistakably yours How You Will Make An Impact
Own the searches that matter most. You'll run Director through C-suite searches across Babylist's most critical and complex hiring needs, including confidential, first-of-their-kind, and new vertical roles, from intake to close Bring clarity before the process begins. You'll lead intake sessions that lock in role scope, leveling, scorecard criteria, and compensation parameters so that when the right candidate surfaces, the team can move Serve as the executive team's thought partner. You'll push back on scope when the market doesn't support it, advise on org design when relevant, and bring independent market expertise that shapes how we hire at the top Close with sophistication. You'll lead executive compensation negotiations across the full total rewards package, structuring offers that reflect market reality, Babylist's comp philosophy, and what it takes to get a great person across the finish line Elevate every touchpoint. From first outreach through offer close, candidates will walk away with a strong impression of Babylist regardless of outcome Build something lasting. You'll manage external search firm partnerships with accountability while steadily building the internal executive search capability that reduces our reliance on agencies over time 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 scalesupporting 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 $181,770 to $219,000 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.