Principal Executive Recruiter

About the role

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 is remote-first with team members across the U.S. and Canada who move fast, think smart, and use AI as part of how they work every day - not as an experiment, as an expectation. We come together twice a year to build the relationships behind the work, and we hire people who are genuinely excited about what's possible and prove it through how they show up. What the Role Is 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.

Requirements

• 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 edi

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