hackajob is collaborating with Babylist to connect them with exceptional professionals for this role.
What the Role Is
Babylist is at an inflection point: $750M in revenue, expanding into new verticals, and building the teams that will take us there. You will own Babylist's most complex and strategically important technical roles, including senior, staff, and director-level engineers, principal product managers, and emerging AI/Builder profiles. You are a trusted advisor who sets the standard for excellent technical recruiting: calibrated, opinionated, and grounded in a genuine understanding of Babylist's culture and how our technical teams' work drives our long-term goals. Day to day, this is a mix of targeted full-cycle recruiting and team-level infrastructure work, partnering directly with engineering directors and product leaders as a thought partner, not a service function. Our focus is on quality: building candidate relationships over years, probing deeply enough in screens to distinguish candidates who owned an outcome from those who sat near it, and navigating offers with confidence and first-principles comp strategy.
Who You Are
* Technical fluency to probe engineering impact in a screen. You can speak the language with top technical talent and distinguish between elite technologists and strong subject matter experts.
* 10+ years of full-cycle technical recruiting , not supported by a dedicated sourcing function or coordinator handling the heavy lift.
* Experience driving genuinely complex offer situations : above-band justifications, counter-offer re-engagements where the competing number is 2 to 3x, and role upleveling mid-process, using comp strategy grounded in first-principles thinking and logic, not just benchmarking data.
* Hiring manager-level judgment : you push back when a search is miscalibrated, propose process changes before you're asked, and make calls in ambiguous situations without needing sign-off on every decision.
* You've acted as a mentor on your team, helping other recruiters grow. Operationally, you've built new tools for your team, such as a coaching program, a tracking system, a process change, or a framework that outlasted your direct ownership of it.
* You're genuinely curious: about the market, about what strong engineering looks like in practice, about which candidates would do well in the Babylist culture, and about why a candidate hesitated and what it would take to change that.
* You naturally email addresses only. We will never ask for
What the Role Is
Babylist is at an inflection point: $750M in revenue, expanding into new verticals, and building the teams that will take us there. You will own Babylist's most complex and strategically important technical roles, including senior, staff, and director-level engineers, principal product managers, and emerging AI/Builder profiles. You are a trusted advisor who sets the standard for excellent technical recruiting: calibrated, opinionated, and grounded in a genuine understanding of Babylist's culture and how our technical teams' work drives our long-term goals. Day to day, this is a mix of targeted full-cycle recruiting and team-level infrastructure work, partnering directly with engineering directors and product leaders as a thought partner, not a service function. Our focus is on quality: building candidate relationships over years, probing deeply enough in screens to distinguish candidates who owned an outcome from those who sat near it, and navigating offers with confidence and first-principles comp strategy.
Who You Are
* Technical fluency to probe engineering impact in a screen. You can speak the language with top technical talent and distinguish between elite technologists and strong subject matter experts.
* 10+ years of full-cycle technical recruiting , not supported by a dedicated sourcing function or coordinator handling the heavy lift.
* Experience driving genuinely complex offer situations : above-band justifications, counter-offer re-engagements where the competing number is 2 to 3x, and role upleveling mid-process, using comp strategy grounded in first-principles thinking and logic, not just benchmarking data.
* Hiring manager-level judgment : you push back when a search is miscalibrated, propose process changes before you're asked, and make calls in ambiguous situations without needing sign-off on every decision.
* You've acted as a mentor on your team, helping other recruiters grow. Operationally, you've built new tools for your team, such as a coaching program, a tracking system, a process change, or a framework that outlasted your direct ownership of it.
* You're genuinely curious: about the market, about what strong engineering looks like in practice, about which candidates would do well in the Babylist culture, and about why a candidate hesitated and what it would take to change that.
* You naturally email addresses only. We will never ask for
Senior Technical Recruiter in remote at Unknown Company
This position is listed as full time and onsite.