Postúlate en Kit Empleo: kitempleo.com.co/empleo/1a8znu

About the Role

Recruiting is marketing. Your candidate pipeline is a conversion funnel. Sourcing is demand generation. Screening is qualification. Closing is sales.

If that framing doesn't resonate, stop here.

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.

This is not a post-and-pray role. 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, 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.

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 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

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

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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Postúlate en Kit Empleo: kitempleo.com.co/empleo/1a8znu

📌 Talent Sourcer – AI-Driven Hiring (Bogotá)
🏢 Cloud9
📍 Bogotá