Talent Sourcer – AI-Driven Hiring

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…