Principal Technical Recruiter

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 reach for AI in your work. At Babylist, every team uses AI daily. You’re already using it to move faster and improve your output, and you stay curious about what’s coming next. How You Will Make An Impact You become a true trusted partner to the technical leadership team. Own and close Babylist’s complex technical roles: senior, staff, and director-level engineers, principal PMs, and emerging AI/Builder profiles that require creative calibration and non-standard comp strategy. Build and maintain the team’s hiring intelligence infrastructure: finals trackers, pipeline health dashboards, and funnel analysis tools that surface bottlenecks and patterns before they become problems. Present pipeline health, hiring trends, and forward-looking recommendations to Engineering Leadership, with a point of view on what the data means, not just what it says. Drive the offer strategy on hard-to-close situations: above-band requests, counter-offer re-engagements, and role upleveling decisions, with a framed recommendation and clear rationale, not just a list of options. Design and run team capability programs, including peer screen reviews, calibration sessions, and recruiter coaching, that raise the quality bar across the full tech TA function. Manage external agency partnerships using performance data you build and track: submittal quality, pass-through rates, and hire outcomes, holding partners to quality over volume. Shape how Engineering and Product leadership thinks about hiring calibration and process, not just executing searches, but actively influencing the standards and decisions that determine who gets hired. Why T…