Trade Sales & Enablement Manager
for section headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We need to decide which sections have content.
From posting:
- About Havenly (company description) – not a required heading; we could maybe put under "About the role"? Actually "About the role" is a heading we can use for role description. The posting includes "About The Role" section. So we can put that under About the role
with paragraphs.
- "What You’ll Own" and "What You’ll Drive" are responsibilities. Could combine into Responsibilities section.
- "We Are Looking For People Who Have" is qualifications/requirements. Could be Requirements or Qualifications.
- Bonus points etc could be Skills? Might be Skills.
- Benefits and Pay are present: Compensation: $95,000 - $110,000; Benefits: generous PTO, volunteer days off, health benefits..., etc. So we need Benefits and Pay sections.
- Schedule: Not mentioned (full-time, exempt). Could infer schedule but not explicit; we should not create Schedule unless posting actually states them. It says Employment type: Full-time, exempt. That's not a schedule like hours. Probably we should not create Schedule section.
- Location: Could be minor metadata; we can fold into a short
maybe under About the role or separate? The instruction: do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Location is minor metadata; we can include a short p. - Application deadline etc is application instructions; we should remove application instructions. So drop deadline, interview process, etc. - Equal Opportunity boilerplate: remove. - Also remove cookie/navigation/legal/EEO etc. Thus we need sections: About the role, Responsibilities, Requirements (or Qualifications), Skills, Benefits, Pay. We need to decide which headings to use. Use exactly those headings as per instruction: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We should only include sections that have real specific content. So we will include About the role, Responsibilities, Requirements, Skills, Benefits, Pay. Possibly Qualifications if we separate Requirements and Qualifications? The posting has "We Are Looking For People Who Have ..." which is requirements/qualifications. Could treat as Requirements. Could also have Qualifications separate but we don't have separate distinct qualifications beyond that. To avoid thin sections, we can combine into Requirements and omit Qualifications. Or we could have Requirements and Qualifications both but risk thin. Better to have Requirements only. Skills: The posting includes bullet points like "Bring real analytical range", "Have driven a field or inside sales team", "Build and automate by default", "Write clean, on-brand customer-facing copy", "comfortable operating cross-functionally", "Approach ambiguous problems", "Move fast, take real ownership", "Collaborate well across teams". Those are skills/attributes. Could put under Skills. Thus sections: - About the role: include the paragraph(s) from "About The Role" plus maybe the opening paragraph about Havenly? The instruction: do NOT repeat the job title as a heading (the page already shows it) and do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. The "About Havenly At Havenly Brands..." is company overview; could be included in About the role? Might be considered minor metadata but it's substantive about company. Could include as a paragraph under About the role before role description. That seems okay. - Responsibilities: combine "What You’ll Own" and "What You’ll Drive" into a list of duties. Use
- for each bullet.
- Requirements: the "We Are Looking For People Who Have ..." paragraph plus bullet points? Actually it's a paragraph with multiple sentences each starting with a verb. Could turn into
- each requirement.
- Skills: maybe the bullet points after "Bonus points if you also have experience..." plus the earlier skill-like statements? Could combine.
But we need to avoid duplication. Let's parse the posting text for responsibilities and requirements.
Responsibilities (What You’ll Own):
- The routing logic behind rep books across the inside (retail) and outside sales teams: prioritization, assignment, reassignment, and firm-linking. You’ll build the systems and partner with our HubSpot Admin so accounts move into the right hands fast and no opportunity sits idle.
- The analysis behind how the trade motion is structured, covering book structures, engagement volume, sales activities, and deal management from creation through conversion, with clear recommendations for what to change.
- Trade program operations: the tier-progression mechanics, verified delivery of earned perks and benefits, and the feedback loop into marketing and sales leadership that shapes the Trade Perks program.
- The cross-brand shopping mechanisms: promo and pricing management across brands, plus the cross-functional order support that makes them work.
- Trade sequences and campaigns across acquisition, onboarding, and re-engagement. You’ll write and QA the copy, keep messaging on-brand and consistent, and test and iterate to lift conversion, repeat, and cross-brand rates.
- Day-to-day trade CRM and HubSpot administration and data integrity, so routing and reporting stay trustworthy without constant manual cleanup.
- Trade performance reporting: application health, application-to-order conversion, and tier movement, delivered as self-serve dashboards and automated alerts that show both teams where to prioritize in real time.
- The prioritization signals the field runs on, including leading indicators like primed leads, idle accounts, stalled deals, and tier gaps.
- The voice-of-the-trade reporting to leadership: surfacing what’s happening on the ground, escalating it cross-functionally, and tracking it until it’s actioned.
- The CX and Supply Chain relationship for trade: the single point of contact both teams route trade through, the escalation path and expected response times, and the mechanisms that find and unblock stuck orders before delivery friction costs us accounts we’ve already won.
- The trade special-order request process end-to-end, from intake and approval routing through post-order monitoring to delivery.
What You’ll Drive:
- Sales teams to actively work their trade pipeline, using triggered alerts and account-prioritization views to point reps at the right accounts at the right time, and keeping the pipeline clean enough that routing and reporting stay trustworthy.
- Tier progression through sales campaigns, incentives, and partnership with marketing, so accounts move up in tiers as spend and engagement grow.
- Enablement for the DE and retail teams: training, playbooks, perks and tier fluency, and a central resource hub, increasingly AI-assisted, so reps always have what they need to sell to the trade.
- Motivation and urgency across a large retail team through contests, SPIFFs, and clear targets, partnering with retail leadership to hold the motion accountable.
- Follow-through on leadership priorities, translating insight into clear plays and targets for the field so they get enacted, not just shared.
- CX and cross-functional teams toward shared accountability for retaining trade customers, with trade SLAs met and a dedicated Trade CX team trained on tier and perks fluency, what a trade client expects versus a B2C client, and when to escalate rather than resolve in queue.
- Application to first-order conversion: the share of approved applicants who place a first order within 90 days, and our primary signal of onboarding and early lifecycle effectiveness.
- 90-day repeat rate and 12-month trade LTV: through post-first-order sequences and lifecycle nudges that turn a first order into a relationship, and average revenue per activated account in year one.
- Tier progression rate: the share of active accounts that advance at least one loyalty tier within the calendar year.
- Cross-brand shopping, total trade revenue, and active-account growth: whether trade customers transact across Havenly trade brands, whether the channel’s overall revenue is growing, and whether the pool of ordering accounts is growing as a share of total approved accounts.
These are many bullet points; we can keep them as list items.
Requirements (We Are Looking For People Who Have):
- 6+ years of hands-on experience in B2B, trade, or wholesale sales operations and enablement, including CRM administration and reporting (HubSpot strongly preferred) and building automated outreach sequences and lifecycle campaigns.
- Bring real analytical range: comfortable in the data themselves, building funnel reporting and self-serve dashboards, and turning what they find into a prioritized plan of action rather than a deck.
- Have driven a field or inside sales team to a number without managing it directly, through prioritized books, playbooks, training, contests, and SPIFFs.
- Build and automate by default, reaching for tooling, triggers, and alerts before manual follow-up.
- Write clean, on-brand customer-facing copy and can QA someone else’s.
- Are comfortable operating cross-functionally with marketing, CX, supply chain, and RevOps, including owning an escalation path other teams depend on.
- Approach ambiguous problems by figuring out what’s broken and acting on it, not waiting to be told what’s next.
- Move fast, take real ownership of outcomes, and hold themselves to a high bar.
- Collaborate well across teams, with a low-ego, no-drama approach to getting things done.
- Bonus points if you also have experience with loyalty or membership programs category, multi-brand or marketplace retail, or CX and supply chain escalation design.
- At Havenly, we’re building with AI as part of how we work. We’re looking for people who are genuinely curious about AI-assisted tools and eager to adopt them; this is about openness, not existing expertise.
We could treat the bonus points and AI curiosity as part of Requirements or Skills. Might be better to put them under Skills.
Skills: maybe include "comfortable in the data themselves, building funnel reporting and self-serve dashboards", "Write clean, on-brand customer-facing copy", "comfortable operating cross-functionally", "Approach ambiguous problems", "Move fast, take real ownership", "Collaborate well across teams", "experience with loyalty or membership programs", "multi-brand or marketplace retail", "CX and supply chain escalation design", "genuinely curious about AI-assisted tools and eager to adopt them". That seems like skills.
Thus we can have Requirements as the core experience (6+ years etc) and maybe the first few bullet points that are more about experience. Skills as the rest.
But we need to avoid thin sections. Let's decide:
Section About the role: include company overview + role description paragraph.
Section Responsibilities: combine What You’ll Own and What You’ll Drive as list.
Section Requirements: include the 6+ years experience and maybe the bullet points about analytical range, driven a team, build and automate, write copy, cross-functional, approach ambiguous, move fast, collaborate. That's many items; still substantive.
Section Skills: include bonus points (loyalty/membership, multi-brand, CX/supply chain escalation) and AI curiosity.
Benefits: list benefits.
Pay: compensation range.
We should not include Schedule.
Now produce HTML.
We need to use
for each section heading. Use
for prose. Use
- for lists.
We must not include any extra text outside HTML fragment.
Let's craft.
First, About the role:
About Havenly At Havenly Brands, we’re building this generation’s premier destination for all things home. Alongside our award winning Havenly design services, we proudly own and operate some of the best home furnishings brands in the business including Havenly, Interior Define, The Citizenry, Burrow, Inside, and St. Frank. Our family of brands is growing and we’re looking for amazing people to join us on this journey! Havenly is not just the #1 residential interior design service in America. We’re architecting the future of how millions design their homes. With our proprietary 3D visualization technology, our worldwide network of designers empowered with AI tools, and our revolutionary customer-facing AI design assistant, we’re at the inflection point of a massive market transformation. This isn’t just another role, it’s the opportunity to build the
- for lists.
We must not include any extra text outside HTML fragment.
Let's craft.
First, About the role:
- each requirement.
- Skills: maybe the bullet points after "Bonus points if you also have experience..." plus the earlier skill-like statements? Could combine.
But we need to avoid duplication. Let's parse the posting text for responsibilities and requirements.
Responsibilities (What You’ll Own):
- The routing logic behind rep books across the inside (retail) and outside sales teams: prioritization, assignment, reassignment, and firm-linking. You’ll build the systems and partner with our HubSpot Admin so accounts move into the right hands fast and no opportunity sits idle.
- The analysis behind how the trade motion is structured, covering book structures, engagement volume, sales activities, and deal management from creation through conversion, with clear recommendations for what to change.
- Trade program operations: the tier-progression mechanics, verified delivery of earned perks and benefits, and the feedback loop into marketing and sales leadership that shapes the Trade Perks program.
- The cross-brand shopping mechanisms: promo and pricing management across brands, plus the cross-functional order support that makes them work.
- Trade sequences and campaigns across acquisition, onboarding, and re-engagement. You’ll write and QA the copy, keep messaging on-brand and consistent, and test and iterate to lift conversion, repeat, and cross-brand rates.
- Day-to-day trade CRM and HubSpot administration and data integrity, so routing and reporting stay trustworthy without constant manual cleanup.
- Trade performance reporting: application health, application-to-order conversion, and tier movement, delivered as self-serve dashboards and automated alerts that show both teams where to prioritize in real time.
- The prioritization signals the field runs on, including leading indicators like primed leads, idle accounts, stalled deals, and tier gaps.
- The voice-of-the-trade reporting to leadership: surfacing what’s happening on the ground, escalating it cross-functionally, and tracking it until it’s actioned.
- The CX and Supply Chain relationship for trade: the single point of contact both teams route trade through, the escalation path and expected response times, and the mechanisms that find and unblock stuck orders before delivery friction costs us accounts we’ve already won.
- The trade special-order request process end-to-end, from intake and approval routing through post-order monitoring to delivery.
What You’ll Drive:
- Sales teams to actively work their trade pipeline, using triggered alerts and account-prioritization views to point reps at the right accounts at the right time, and keeping the pipeline clean enough that routing and reporting stay trustworthy.
- Tier progression through sales campaigns, incentives, and partnership with marketing, so accounts move up in tiers as spend and engagement grow.
- Enablement for the DE and retail teams: training, playbooks, perks and tier fluency, and a central resource hub, increasingly AI-assisted, so reps always have what they need to sell to the trade.
- Motivation and urgency across a large retail team through contests, SPIFFs, and clear targets, partnering with retail leadership to hold the motion accountable.
- Follow-through on leadership priorities, translating insight into clear plays and targets for the field so they get enacted, not just shared.
- CX and cross-functional teams toward shared accountability for retaining trade customers, with trade SLAs met and a dedicated Trade CX team trained on tier and perks fluency, what a trade client expects versus a B2C client, and when to escalate rather than resolve in queue.
- Application to first-order conversion: the share of approved applicants who place a first order within 90 days, and our primary signal of onboarding and early lifecycle effectiveness.
- 90-day repeat rate and 12-month trade LTV: through post-first-order sequences and lifecycle nudges that turn a first order into a relationship, and average revenue per activated account in year one.
- Tier progression rate: the share of active accounts that advance at least one loyalty tier within the calendar year.
- Cross-brand shopping, total trade revenue, and active-account growth: whether trade customers transact across Havenly trade brands, whether the channel’s overall revenue is growing, and whether the pool of ordering accounts is growing as a share of total approved accounts.
These are many bullet points; we can keep them as list items.
Requirements (We Are Looking For People Who Have):
- 6+ years of hands-on experience in B2B, trade, or wholesale sales operations and enablement, including CRM administration and reporting (HubSpot strongly preferred) and building automated outreach sequences and lifecycle campaigns.
- Bring real analytical range: comfortable in the data themselves, building funnel reporting and self-serve dashboards, and turning what they find into a prioritized plan of action rather than a deck.
- Have driven a field or inside sales team to a number without managing it directly, through prioritized books, playbooks, training, contests, and SPIFFs.
- Build and automate by default, reaching for tooling, triggers, and alerts before manual follow-up.
- Write clean, on-brand customer-facing copy and can QA someone else’s.
- Are comfortable operating cross-functionally with marketing, CX, supply chain, and RevOps, including owning an escalation path other teams depend on.
- Approach ambiguous problems by figuring out what’s broken and acting on it, not waiting to be told what’s next.
- Move fast, take real ownership of outcomes, and hold themselves to a high bar.
- Collaborate well across teams, with a low-ego, no-drama approach to getting things done.
- Bonus points if you also have experience with loyalty or membership programs category, multi-brand or marketplace retail, or CX and supply chain escalation design.
- At Havenly, we’re building with AI as part of how we work. We’re looking for people who are genuinely curious about AI-assisted tools and eager to adopt them; this is about openness, not existing expertise.
We could treat the bonus points and AI curiosity as part of Requirements or Skills. Might be better to put them under Skills.
Skills: maybe include "comfortable in the data themselves, building funnel reporting and self-serve dashboards", "Write clean, on-brand customer-facing copy", "comfortable operating cross-functionally", "Approach ambiguous problems", "Move fast, take real ownership", "Collaborate well across teams", "experience with loyalty or membership programs", "multi-brand or marketplace retail", "CX and supply chain escalation design", "genuinely curious about AI-assisted tools and eager to adopt them". That seems like skills.
Thus we can have Requirements as the core experience (6+ years etc) and maybe the first few bullet points that are more about experience. Skills as the rest.
But we need to avoid thin sections. Let's decide:
Section About the role: include company overview + role description paragraph.
Section Responsibilities: combine What You’ll Own and What You’ll Drive as list.
Section Requirements: include the 6+ years experience and maybe the bullet points about analytical range, driven a team, build and automate, write copy, cross-functional, approach ambiguous, move fast, collaborate. That's many items; still substantive.
Section Skills: include bonus points (loyalty/membership, multi-brand, CX/supply chain escalation) and AI curiosity.
Benefits: list benefits.
Pay: compensation range.
We should not include Schedule.
Now produce HTML.
We need to use