About Cloud9Cloud9 is an AI-native luxury short-term rental operator. We turn long-term luxury rentals into exceptional short-term stays, delivering hotel-grade quality to guests while helping property managers unlock the top-line potential of their buildings. We run 60+ units across 13 Class-A residential buildings in Chicago, and we’re expanding city by city across the U.S. We exist to reinvent hospitality with AI-driven execution.How we work: a small, AI-native team that builds 4:1 leverage. You work alongside Claude every day; AI is a co-pilot, not abuzzword. The team is distributed, some in Chicago, some in Latam. We move fast, decide fast, and cut politics. We don’t hire to fill seats. We hire to pull levers that move numbers. Outcomes beat effort beats intentions.We run on C.L.O.U.D.9, our culture operating system:C · Customer Obsession. If they’re not raving, we missed it.L · Leadership Through Ownership. No passengers, only drivers.O · Operational Excellence. How we do one thing is how we do everything.U · Urgency With Intelligence. Act now, iterate later.D · Do the Right Thing. Character over convenience.9 · The 9x Mindset. 10% better is safe; 9x better is unforgettable.About the RoleWe’re looking for a Founding Talent Partner who operates like a talent entrepreneur—not a recruiter waiting for applications to arrive.You’ll partner directly with the CEO to build the teams that will define Cloud9’s next stage of growth. You’ll hire across engineering, AI, operations, hospitality, commercial, and business functions while building a recruiting engine capable of consistently attracting top performers.This role combines talent acquisition, talent operations, and people partnership. You’ll own sourcing, inbound conversion, hiring processes, candidate experience, and become the go-to person for recruiting and people-related matters across the company.You find talent others miss.You create pipelines before they become urgent.You move fast without sacrificing quality.What You’ll DoPartner with Leadership on Critical HiringWork directly with the CEO and hiring managers to define hiring priorities across the business.Act as a strategic thought partner on talent decisions, organizational needs, and hiring plans.Help identify and attract the people who will have the highest impact on company growth.Build A-Player Talent PipelinesOwn recruiting across technical, commercial, operations, hospitality, and business functions.Develop proactive sourcing strategies that consistently generate high-quality candidate pipelines.Map talent markets, identify target companies,



and build relationships with exceptional candidates before positions become urgent.Own Inbound RecruitingReview and qualify inbound applications daily.Continuously improve job descriptions, employer branding, and candidate messaging to increase applicant quality.Treat inbound recruiting as a conversion funnel, measuring quality, speed, and outcomes.Source Creatively and RelentlesslyLeverage LinkedIn, Ashby, referral networks, WhatsApp communities, industry groups, university programs, niche communities, and emerging sourcing channels.Test new sourcing approaches continuously and double down on what works.Use AI tools to increase sourcing efficiency and candidate engagement.Run a High-Velocity Recruiting ProcessMaintain strong pipeline coverage across all active roles.Coordinate interview processes and ensure fast candidate communication.Keep hiring teams aligned and moving quickly through decisions.Identify risks early and proactively solve bottlenecks before they impact hiring outcomes.Act as the Internal People PartnerServe as the primary point of contact for day-to-day recruiting and people operations matters.Support onboarding, employee experience initiatives, and basic HR processes.Partner with external providers to ensure compliance with Colombian labor regulations and hiring practices.Build Recruiting SystemsCreate scalable recruiting workflows, templates, scorecards, dashboards, and reporting.Track funnel performance, conversion rates, hiring velocity, and sourcing effectiveness.Use data to improve recruiting outcomes across the organization.What Success Looks LikeDay 30Develop a deep understanding of Cloud9’s hiring needs and talent priorities.Own active recruiting processes with minimal oversight.Establish sourcing plans and pipeline targets for priority roles.Become a trusted recruiting partner to leadership.Day 90Multiple critical roles actively progressing through the pipeline.Consistent sourcing and inbound review systems operating effectively.Recruiting metrics and reporting established.Hiring managers view recruiting as a competitive advantage.Month 12Cloud9 has a predictable recruiting engine capable of supporting company growth.Strong talent pipelines exist across key functions.The company has successfully hired multiple high-impact contributors across technical and business teams.Recruiting processes are scalable, data-driven,



and highly efficient.What We’re Looking ForRequired Experience3–6+ years of recruiting experience in startup, technology, agency, or high-growth environmentsExperience hiring across multiple functions, including technical and non-technical rolesStrong sourcing capabilities and experience building candidate pipelines from scratchExperience managing high-volume inbound applicant reviewsExcellent written and verbal communication in English and SpanishFamiliarity with ATS platforms such as Ashby, Greenhouse, Lever, or similarTraits We ValueYou thrive in fast-paced environments where priorities change quicklyYou take ownership and move without waiting for instructionsYou are highly organized and can manage multiple searches simultaneouslyYou enjoy solving difficult hiring challengesYou think creatively about talent acquisition and candidate engagementYou are comfortable working under pressure and maintaining high standardsYou leverage AI tools daily to improve productivity and recruiting outcomesRole SetupLocation: Bogotá, ColombiaSchedule: OnsiteType of Contract: Colombian Labor Contract (local employment and benefits)This Role Is NOT For You IfYou believe recruiting starts and ends with posting jobsYou are uncomfortable sourcing candidates proactivelyYou need constant direction to prioritize your workYou struggle to manage multiple hiring processes simultaneouslyYou avoid difficult conversations or hiring decisionsYou prefer highly structured corporate environments over fast-moving startupsYou are uncomfortable being accountable for hiring outcomesWhy This Role Is DifferentYou’ll partner directly with the CEO on some of the company’s most important decisionsYou’ll hire across every major function in the businessYou’ll help shape the talent strategy of a growing companyYou’ll have significant ownership and visibility from day oneYou’ll build systems and processes rather than simply follow existing onesYou’ll develop broad recruiting, people, and business exposure rarely available in traditional recruiting rolesWhy Cloud9If you want to own a number, move fast, and build with AI instead of around it, this is the place. Small team, real leverage, high standards, and the people who build the systems get to run them as we scale city by city. If you want a comfortable seat where effort counts more than outcomes, we are not it.Cloud9 does not discriminate based on 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.#J-18808-Ljbffr

📌 Founding Talent Aquisition Lead (Cundinamarca)
🏢 Pentice
📍 Cundinamarca