Internal Recruiter

Who you are

• A strong track record hiring Sales, Business Development, Marketing, Customer Success or other go-to-market roles within SaaS businesses
• Previous in-house experience within a startup, scale-up or fast-moving business is preferred, although we’re open to strong agency recruiters with clear reasons for moving internally
• Confidence managing vacancies end to end, from shaping the brief and sourcing candidates through to assessment and offer
• Strong direct sourcing skills, with the ability to build targeted pipelines rather than depending on applications
• Comfortable partnering with founders and hiring managers, challenging unclear requirements and improving hiring processes
• Highly organised, commercially aware and interested in developing broader experience across employer branding, talent planning and People operations
• You don’t need to have recruited every type of role. Your main strength should be go-to-market recruitment, with specialist external support available for highly technical or senior searches

What the job involves

• We’re looking for a hands-on, mid-level Talent Partner to lead Housr’s core hiring, initially focusing on go-to-market roles across Sales, Business Development, Marketing, Customer Success and related commercial teams
• You’ll manage vacancies from the initial hiring brief through to accepted offer. This means understanding what the business genuinely needs, creating realistic recruitment plans, finding candidates directly and running an organised, consistent process
• Alongside live hiring, you’ll improve how recruitment works across Housr, including headcount planning, role intake, interview structure, candidate assessment, employer branding and proactive talent pipelining
• You won’t be expected to recruit every specialist role alone. We’ll continue working with our external talent partner on technical, senior and specialist searches where additional expertise or capacity is needed
• This is a recruiter-first role, but there will be opportunities to contribute to onboarding and wider People projects as the business grows
• Own Housr’s core commercial and operational hiring, with a particular focus on go-to-market roles
• Run structured intake meetings, shape clear hiring briefs and agree realistic recruitment plans with hiring managers
• Proactively source, screen and assess candidates rather than relying mainly on inbound applications
• Build consistent interview processes, scorecards and candidate communication across each vacancy
• Manage recruitment from initial brief through to offer and onboarding handover
• Support headcount planning, salary benchmarking, recruitment reporting and future talent pipelines
• Strengthen Housr’s employer brand through better job adverts, LinkedIn activity and candidate content
• Work closely with external recruitment partners where specialist knowledge or additional capacity is required
• Contribute to onboarding and wider People projects as the internal function develops
• What good looks like:
• Within your first few months, you’ll have taken ownership of Housr’s core vacancies, built trusted relationships with hiring managers and introduced a consistent approach to briefs, interviews and candidate assessment
• Within six months, we should have stronger pipelines, clearer recruitment reporting and better visibility across future hiring. Hiring managers should spend less time chasing activity and more time meeting well-matched candidates
• Longer term, you’ll help shape Housr’s internal Talent function, with room to broaden into onboarding and wider People work as the business grows

The application process

• Introductory call with our Fractional Talent Lead (Matt) 30 minutes
• Deep dive with our COO (Nick), 45 to 60 minutes
• Practical hiring exercise and F2F in-person discussion 60 minutes
• Final conversation with the Housr leadership team, 30 minutes