About Cloud9
At Cloud9, we are on a mission to revolutionize the hospitality industry. 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.
Responsibilities
🤓 As a Founding Talent Partner, the company expects you to perform the following tasks
Partner directly with the CEO and company leadership to define hiring priorities and talent strategy.
Own full-cycle recruiting processes across technical, commercial, operations, hospitality, and business functions.
Build proactive talent pipelines before hiring needs become urgent.
Develop sourcing strategies that consistently generate high-quality candidates.
Map talent markets, identify target companies, and build relationships with top performers.
Own inbound recruiting processes, including application review and candidate qualification.
Continuously improve job descriptions, employer branding, and candidate messaging.
Leverage LinkedIn, referrals, communities, networking groups, university programs, and creative sourcing channels.
Use AI tools and automation to improve sourcing efficiency and candidate engagement.
Coordinate interview processes and ensure an exceptional candidate experience.
Keep hiring managers aligned and moving efficiently through hiring decisions.
Identify hiring bottlenecks and proactively implement solutions.
Act as the primary point of contact for recruiting and people-related matters.
Support onboarding initiatives and employee experience programs.
Partner with external providers to ensure compliance with Colombian labor regulations.
Build recruiting workflows, scorecards, dashboards, reporting, and scalable hiring systems.
Track funnel performance, conversion rates, sourcing effectiveness, and hiring velocity.
Use recruiting data to continuously improve hiring outcomes.
Requirements
🌟 They will be even more excited if you...
Have partnered directly with founders, executives, or senior leadership teams.
Have built recruiting processes, scorecards, reporting systems, or talent operations functions from scratch.
Have experience in agency recruiting, executive search, or highly competitive talent markets.
Enjoy talent mapping, market research, and proactive sourcing strategies.
Have exposure to onboarding, employee experience, or people operations initiatives.
Thrive in highly autonomous startup environments.
Are comfortable being accountable for hiring outcomes and recruiting performance.
📈 What Success Looks Like
First 30 Days
Develop a deep understanding of Cloud9’s hiring priorities and organizational needs.
Take ownership of active recruiting processes with minimal supervision.
Establish sourcing plans and pipeline targets for priority roles.
Become a trusted recruiting partner to leadership.
First 90 Days
Multiple critical roles are actively progressing through the hiring funnel.
Consistent sourcing and inbound review systems are operating effectively.
Recruiting metrics and reporting are established.
Hiring managers view recruiting as a competitive advantage.
12 Months
Cloud9 has a predictable recruiting engine capable of supporting company growth.
Strong talent pipelines exist across technical and business functions.
Multiple high-impact hires have joined the company.
Recruiting processes are scalable, data-driven, and highly efficient.
🚨 This Role Is Not For You If...
You believe recruiting starts and ends with posting jobs.
You are uncomfortable proactively sourcing candidates.
You need constant direction to prioritize your work.
You struggle to manage multiple hiring processes simultaneously.
You avoid difficult hiring conversations or decisions.
You prefer highly structured corporate environments over fast-moving startups.
You are uncomfortable being accountable for hiring outcomes.