Job Description

Havenly is on a mission to make beautiful, expertly designed homes accessible to everyone — and behind that mission is a team that moves fast, thinks creatively, and uses technology to do things better. We're a digitally native, Denver-based house of brands (Havenly, Interior Define, Burrow, The Citizenry, The Inside, St. Frank, and The Expert) that's been growing rapidly through innovation and a relentless focus on the customer experience.

Havenly is investing in its internal recruiting function, and this contract role is the first step. In this role you’ll have full ownership of talent acquisition from day one — minimal inherited process or existing playbook.

To be direct: this role is high-volume and tactical. You’ll be managing 15–25 open requisitions at any given time, spanning the full breadth of our business — from Retail to Engineering, Sales, and Business Operations. You’ll need to hit the ground running, establish a process quickly, and execute relentlessly. If you thrive in a fast-moving environment, love building things, and want to make a real impact — read on.

This role starts as a 6-month contract with a real possibility of extension or conversion to a permanent position based on role fit, team fit, and business needs. You’ll sit within our People team, report directly to the Director of People & Culture, and be on-site at our Denver HQ five days a week.

WHAT YOU’LL DO

• Own full-cycle recruiting across all open roles simultaneously — from job brief through signed offer
• Manage 15–25 active requisitions at any given time across Retail, Engineering, Sales, and Business Operations
• Proactively source and build candidate pipelines using AI-assisted tools and automated outreach
• Partner closely with hiring managers to define roles, build scorecards, and run structured interview processes
• Coordinate interviews, collect feedback, and keep hiring managers accountable to timelines
• Negotiate and close offers, managing candidate experience through to Day 1
• Maintain a clean, reliable ATS (we use Rippling) and keep data accurate in real time
• Build and own recruiting infrastructure from scratch: role kickoff templates, scorecard frameworks, offer letter processes, and reporting
• Track and report on key metrics — time-to-fill, pipeline health, source effectiveness, cost-per-hire — and use the data to make better decisions

WHAT WE’RE LOOKING FOR

• 4+ years of full-cycle recruiting experience, in-house preferred
• Demonstrated ability to manage high volumes, including evergreen reqs — 15–25+ open reqs simultaneously — without sacrificing quality
• Experience recruiting across multiple functions (Retail, Technical, Sales, or Ops — breadth matters here)
• Strong data instincts: you track what matters, build reports without being asked, and let the numbers guide your prioritization
• Experience building recruiting infrastructure from scratch — scorecards, kickoff templates, process documentation
• Proficiency with a modern ATS; Rippling experience is a plus but not required
• Excellent communicator — with candidates, hiring managers, and leadership alike
• Comfortable operating with ambiguity and a bias toward action

WHO YOU ARE

You’re genuinely AI-native. Not in the resume-bullet sense — in the way you actually work. You rely on tools like Claude, ChatGPT, or similar to run automated outreach sequences, generate screening summaries, draft job descriptions, and compress the administrative lift so your time goes to judgment calls and relationships. You’ve built systems before and you know what good process looks like. You don’t wait to be handed a playbook — you write it.

You move fast without being sloppy. You treat candidates like humans, not pipeline entries. You’re comfortable being the only recruiter in the building and you know how to earn trust with hiring managers quickly. Data is your best ally — you know what’s moving, what’s stuck, and why.

WHAT’S IN IT FOR YOU

• $50–$60/hour, commensurate with experience
• 6-month contract with genuine potential to extend or convert to a permanent role based on fit and business needs
• Full ownership of the recruiting function from day one — no bureaucracy, no committee decisions
• Direct visibility with the Head of People and senior leadership
• The opportunity to build something that didn’t exist before and leave your fingerprints on how Havenly hires

WHAT SUCCESS LOOKS LIKE

• 30 days: ATS organized, all open roles briefed, sourcing pipelines live, hiring managers aligned on process
• 60 days: Offers extended and accepted; hiring velocity meaningfully increased; reporting cadence established
• 90 days: Recruiting infrastructure documented and running; hiring managers operating on your process
• 6 months: Pipeline healthy across all functions; clear case made (by results) for what comes next