C
Cloud9via Ashby
Talent Sourcer – AI-Driven Hiring (Colombia)
BOG HybridPosted 1mo ago
OtherMid LevelFull-time
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About the Role
ABOUT US
Our mission to revolutionize the hospitality industry. We exist to reinvent hospitality with AI-driven execution. By transforming long-term luxury rentals into exceptional short-term experiences, we deliver unparalleled quality and service to our guests.
At the same time, we empower property managers to unlock the full potential of their properties, maximizing their buildings top line. Our vision? To become the go-to solution for property managers across the U.S. We're expanding city by city, bringing our innovative approach and passion for excellence to new markets and communities. What makes Cloud9 truly unique isn’t just our commitment to service—it's our people. We believe in the power of teamwork to drive success. Whether you're a guest, a partner, or part of our team, you'll find collaboration, trust, and shared purpose at the heart of everything we do.
We don’t hire to fill seats. We hire to pull levers that move numbers. Outcomes > effort > intentions.
Our core values are speed, meritocracy, accountability, and execution.
ABOUT US
Cloud9 is building the first AI-native hospitality operating system. We transform luxury apartments into world-class short-term rental experiences across Chicago — and we're turning that operation into a licensable technology platform.
We don't hire to fill seats. We hire to pull levers that move numbers. Every unfilled role is lost output. Every great hire accelerates the entire machine.
About the Role
We're looking for a Talent Acquisition Specialist who operates like a growth marketer — with conversion rates, channel attribution, and pipeline velocity as their daily vocabulary. You'll hire across AI, engineering, revenue, operations, and hospitality roles, partnering directly with the CEO and our remote Recruiting Lead.
You go find the people. You build the channels. You measure what works. You kill what doesn't.
What You'll Do
Source like an operator, not an administrator
Own multi-channel sourcing across LinkedIn, Computrabajo, El Empleo, Torre.co http://Torre.co, university networks, WhatsApp groups, referral programs, and direct outbound. Job boards are one channel, not the strategy. Continuously test and refine sourcing approaches based on data.
Maintain pipeline velocity
Keep 10+ qualified candidates per open role at all times. Track conversion rates by channel and by stage. If the pipeline is thin, you fix it before anyone asks.
Move at Cloud9 speed
4-hour response target on every candidate touchpoint. 24-hour hard ceiling. No exceptions. Speed is a brand signal — we treat candidates the way we treat guests.
Write JDs that convert
Treat every job description like sales copy. Attract Drivers, repel Passengers. A/B test messaging. If a posting isn't pulling qualified applicants, you rewrite it — you don't wait to be told.
Use AI as your leverage
Use ChatGPT, Claude, Gemini, and other tools daily — for outreach, screening, sourcing automation, and workflow optimization. Automate repetitive tasks. Increase throughput without increasing hours.
Partner closely with leadership
Work directly with the CEO and Recruiting Lead on active roles. Calibrate profiles, align on priorities, and move quickly on decisions. Deliver a weekly pipeline dashboard every Monday — applications by channel, screen-to-interview rate, time-to-fill, and offer acceptance rate.
Run structured process
Screen candidates against scorecards in Ashby. Coordinate interviews across time zones (Chicago, Bogotá, Turkey, France, Argentina). Ensure strong communication with candidates across all roles.
Support onboarding and local compliance
Assist with onboarding for new hires. Ensure hiring and contracting align with Colombian labor law.
What Success Looks Like
- Day 30 – Active pipelines for GS Specialist and GS Lead — 10+ qualified candidates in Ashby per role. First weekly pipeline dashboard delivered. First phone screens run without hand-holding.
- Day 60 – At least one P0 role closed. Full-Stack Engineer and AI Generalist pipelines are built and moving. At least 4 sourcing channels mapped and activated for the Colombian market — with conversion data to show what's working.
- Day 90 – Two roles closed minimum. You own the sourcing system — every channel, every template, every screen-to-interview benchmark. You can tell us, without being asked, which role is most at risk and why.
What We're Looking For
- 2–4 years of recruiting experience in Colombia, with exposure to both tech and non-tech hiring
- You think in funnels — conversion rates, channel attribution, and velocity metrics are how you measure yourself
- You source proactively — LinkedIn outreach, talent mapping, community engagement, referral networks
- You write compelling copy — JDs, outreach messages, rejection emails. Every touchpoint is a brand signal
- AI-driven mindset — you actively use ChatGPT, Claude, Gemini, or similar tools daily, not experimentally
- Experience with ATS platforms (Ashby preferred, Greenhouse/Lever acceptable)
- Strong written and verbal communication in English and Spanish
- Solid understanding of Colombian labor law and hiring practices
- You take ownership and move without waiting for direction
Bonus: Experience hiring in hospitality or operations-heavy environments.
Role Setup
Contract: Initially contract-based
Location: Bogotá, Colombia
Schedule: Hybrid — 3 days in-office, 2 days remote
This Role Is NOT For You If
- You think recruiting means posting a job and checking the inbox. That's not sourcing. That's waiting.
- You've never tracked conversion metrics in a hiring pipeline. If you can't tell us your screen-to-interview rate from your last role, we're not aligned.
- You need to be told which channels to source from. If you can't independently research and activate channels for the Colombian and LATAM market, this role will overwhelm you.
- You treat recruiting as an admin function, not a revenue function.
- You overpromise to candidates. We have a non-negotiable rule: never represent team size, infrastructure, or resources that don't exist today.
- You need hand-holding or step-by-step instructions to take action.
Why This Role Is Different
- You'll hire across the entire company — not just one function
- You'll work directly with the CEO on critical roles
- You'll build sourcing systems and workflows using AI — not inherit someone else's playbook
- You'll be measured on outcomes, not activity: pipeline velocity, conversion rates, hires closed
- You'll develop a modern, AI-first recruiting skillset that makes you dangerous in any market
WHY JOIN US?
Cloud9 is more than a company; it’s a community of dreamers, doers, and problem-solvers who share a common goal: delivering excellence in every interaction. If you’re passionate about innovation, value teamwork, and want to grow in a fast-paced environment, Cloud9 is the place for you. Together, we’re not just building better stays—we’re building a better way forward for the hospitality industry.
Our Core Values
- Meritocracy – Performance is public, measurable, and rewarded.
- Execution – Doers win. Deliver fast, adjust faster.
- Radical Feedback – Real-time corrections, no politics.
- Championship Team – Only A-players stay. Mediocrity is cut.
Cloud9 does not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.
Our mission to revolutionize the hospitality industry. We exist to reinvent hospitality with AI-driven execution. By transforming long-term luxury rentals into exceptional short-term experiences, we deliver unparalleled quality and service to our guests.
At the same time, we empower property managers to unlock the full potential of their properties, maximizing their buildings top line. Our vision? To become the go-to solution for property managers across the U.S. We're expanding city by city, bringing our innovative approach and passion for excellence to new markets and communities. What makes Cloud9 truly unique isn’t just our commitment to service—it's our people. We believe in the power of teamwork to drive success. Whether you're a guest, a partner, or part of our team, you'll find collaboration, trust, and shared purpose at the heart of everything we do.
We don’t hire to fill seats. We hire to pull levers that move numbers. Outcomes > effort > intentions.
Our core values are speed, meritocracy, accountability, and execution.
ABOUT US
Cloud9 is building the first AI-native hospitality operating system. We transform luxury apartments into world-class short-term rental experiences across Chicago — and we're turning that operation into a licensable technology platform.
We don't hire to fill seats. We hire to pull levers that move numbers. Every unfilled role is lost output. Every great hire accelerates the entire machine.
About the Role
We're looking for a Talent Acquisition Specialist who operates like a growth marketer — with conversion rates, channel attribution, and pipeline velocity as their daily vocabulary. You'll hire across AI, engineering, revenue, operations, and hospitality roles, partnering directly with the CEO and our remote Recruiting Lead.
You go find the people. You build the channels. You measure what works. You kill what doesn't.
What You'll Do
Source like an operator, not an administrator
Own multi-channel sourcing across LinkedIn, Computrabajo, El Empleo, Torre.co http://Torre.co, university networks, WhatsApp groups, referral programs, and direct outbound. Job boards are one channel, not the strategy. Continuously test and refine sourcing approaches based on data.
Maintain pipeline velocity
Keep 10+ qualified candidates per open role at all times. Track conversion rates by channel and by stage. If the pipeline is thin, you fix it before anyone asks.
Move at Cloud9 speed
4-hour response target on every candidate touchpoint. 24-hour hard ceiling. No exceptions. Speed is a brand signal — we treat candidates the way we treat guests.
Write JDs that convert
Treat every job description like sales copy. Attract Drivers, repel Passengers. A/B test messaging. If a posting isn't pulling qualified applicants, you rewrite it — you don't wait to be told.
Use AI as your leverage
Use ChatGPT, Claude, Gemini, and other tools daily — for outreach, screening, sourcing automation, and workflow optimization. Automate repetitive tasks. Increase throughput without increasing hours.
Partner closely with leadership
Work directly with the CEO and Recruiting Lead on active roles. Calibrate profiles, align on priorities, and move quickly on decisions. Deliver a weekly pipeline dashboard every Monday — applications by channel, screen-to-interview rate, time-to-fill, and offer acceptance rate.
Run structured process
Screen candidates against scorecards in Ashby. Coordinate interviews across time zones (Chicago, Bogotá, Turkey, France, Argentina). Ensure strong communication with candidates across all roles.
Support onboarding and local compliance
Assist with onboarding for new hires. Ensure hiring and contracting align with Colombian labor law.
What Success Looks Like
- Day 30 – Active pipelines for GS Specialist and GS Lead — 10+ qualified candidates in Ashby per role. First weekly pipeline dashboard delivered. First phone screens run without hand-holding.
- Day 60 – At least one P0 role closed. Full-Stack Engineer and AI Generalist pipelines are built and moving. At least 4 sourcing channels mapped and activated for the Colombian market — with conversion data to show what's working.
- Day 90 – Two roles closed minimum. You own the sourcing system — every channel, every template, every screen-to-interview benchmark. You can tell us, without being asked, which role is most at risk and why.
What We're Looking For
- 2–4 years of recruiting experience in Colombia, with exposure to both tech and non-tech hiring
- You think in funnels — conversion rates, channel attribution, and velocity metrics are how you measure yourself
- You source proactively — LinkedIn outreach, talent mapping, community engagement, referral networks
- You write compelling copy — JDs, outreach messages, rejection emails. Every touchpoint is a brand signal
- AI-driven mindset — you actively use ChatGPT, Claude, Gemini, or similar tools daily, not experimentally
- Experience with ATS platforms (Ashby preferred, Greenhouse/Lever acceptable)
- Strong written and verbal communication in English and Spanish
- Solid understanding of Colombian labor law and hiring practices
- You take ownership and move without waiting for direction
Bonus: Experience hiring in hospitality or operations-heavy environments.
Role Setup
Contract: Initially contract-based
Location: Bogotá, Colombia
Schedule: Hybrid — 3 days in-office, 2 days remote
This Role Is NOT For You If
- You think recruiting means posting a job and checking the inbox. That's not sourcing. That's waiting.
- You've never tracked conversion metrics in a hiring pipeline. If you can't tell us your screen-to-interview rate from your last role, we're not aligned.
- You need to be told which channels to source from. If you can't independently research and activate channels for the Colombian and LATAM market, this role will overwhelm you.
- You treat recruiting as an admin function, not a revenue function.
- You overpromise to candidates. We have a non-negotiable rule: never represent team size, infrastructure, or resources that don't exist today.
- You need hand-holding or step-by-step instructions to take action.
Why This Role Is Different
- You'll hire across the entire company — not just one function
- You'll work directly with the CEO on critical roles
- You'll build sourcing systems and workflows using AI — not inherit someone else's playbook
- You'll be measured on outcomes, not activity: pipeline velocity, conversion rates, hires closed
- You'll develop a modern, AI-first recruiting skillset that makes you dangerous in any market
WHY JOIN US?
Cloud9 is more than a company; it’s a community of dreamers, doers, and problem-solvers who share a common goal: delivering excellence in every interaction. If you’re passionate about innovation, value teamwork, and want to grow in a fast-paced environment, Cloud9 is the place for you. Together, we’re not just building better stays—we’re building a better way forward for the hospitality industry.
Our Core Values
- Meritocracy – Performance is public, measurable, and rewarded.
- Execution – Doers win. Deliver fast, adjust faster.
- Radical Feedback – Real-time corrections, no politics.
- Championship Team – Only A-players stay. Mediocrity is cut.
Cloud9 does not discriminate based upon race, religion, color, national origin, gender (including pregnancy, childbirth, or related medical conditions), sexual orientation, gender identity, gender expression, age, status as a protected veteran, status as an individual with a disability, or other applicable legally protected characteristics.
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