Manager, Global Talent Acquisition

• 8+ years of progressive Talent Acquisition experience.

• 5+ years of recruiting leadership experience.

• Significant SaaS or high-growth technology recruiting experience.

• Strong recruiting expertise, including GTM, Customer Success, Technology, and Revenue organizations.

• Executive recruiting experience.

• Experience implementing structured hiring assessments and hiring governance frameworks.

• Workforce planning and talent intelligence expertise.

• Experience leading globally distributed recruiting teams.

• Strong analytical, operational, and strategic planning capabilities.

• Excellent communication and executive stakeholder management skills.

• Demonstrated ability to influence senior leaders and drive business outcomes.

• Experience working in a fast-paced, high-growth, remote-first environment.

• Experience with ATS platforms, recruiting analytics, and workforce planning tools.

• Professional working proficiency in English (written and spoken).

Compensation: Depending on your skills and experience, you can expect your annual compensation to be between $180,000 and $195,000 USD (the salary is only for US-based candidates).

• Remote First, Remote Always

• PTO in accordance with local labor requirements

• Fully Paid Parental Leave

• Home office stipend based on country of residency

• Professional development courses in Cloudbeds University

• Access to professional development, including manager training, upskilling, and knowledge transfer

Work Authorization: Please note that applicants must be currently authorized to work in the location where the position is located without requiring visa sponsorship. At this time, Cloudbeds is unable to provide sponsorship for work visas.

As the Manager, Global Talent Acquisition, you will be responsible for defining and executing Cloudbeds' global talent acquisition strategy while elevating the quality, consistency, and effectiveness of hiring across the organization.

This is far more than a traditional recruiting leadership role.

You will serve as a strategic partner to executive leadership, helping shape workforce planning decisions, hiring strategies, talent market positioning, executive recruiting initiatives, hiring governance, and recruiting operations.

You will lead a globally distributed Talent Acquisition team while partnering closely with leaders across Customer Success, Onboarding, GTM, Product, Engineering, Finance, and Staff & Corporate functions.

This role will directly impact Cloudbeds' ability to attract exceptional talent, improve quality of hire, strengthen leadership pipelines, and support the company's next phase of growth.

In this role, you will also be responsible for driving recruiting analytics, workforce planning initiatives, hiring process optimization, executive recruiting programs, and talent intelligence efforts globally. You will leverage data and market insights to influence hiring decisions, identify opportunities, and support organizational growth.

Given the strategic nature of the role, this position requires strong business acumen, executive presence, operational excellence, and the ability to influence stakeholders across all levels of the organization.

• Develop, execute, and continuously evolve Cloudbeds' global Talent Acquisition strategy in alignment with business priorities and long-term organizational growth.

• Partner with executive leadership to anticipate future hiring needs and translate business objectives into scalable talent acquisition strategies.

• Build recruiting programs that enable sustainable growth while maintaining a strong focus on hiring quality, speed, and consistency.

• Continuously evaluate market trends, talent availability, and competitive intelligence to ensure Cloudbeds remains positioned to attract exceptional talent globally.

• Champion hiring excellence across the organization by continuously raising the quality, consistency, and effectiveness of hiring decisions.

• Design and implement structured interviewing frameworks, assessment methodologies, and hiring governance processes that improve long-term hiring success.

• Partner with leaders to calibrate hiring expectations, strengthen interview practices, and reduce bias throughout the selection process.

• Establish quality-of-hire metrics and continuously evaluate hiring outcomes to improve recruiting effectiveness and long-term organizational performance.

• Promote an exceptional candidate experience while maintaining rigorous hiring standards and a high hiring bar.

• Lead executive and senior leadership searches across multiple functions globally.

• Develop proactive talent mapping strategies and build long-term relationships with high-caliber leadership talent.

• Partner with executive search firms when appropriate while ensuring an outstanding candidate experience throughout the executive hiring process.

• Serve as a trusted advisor to executives throughout complex leadership hiring decisions.

• Partner closely with Finance, People, and business leaders to develop workforce plans aligned with company growth objectives.

• Provide data-driven recommendations regarding hiring locations, organizational design, market availability, compensation trends, and talent competitiveness.

• Leverage recruiting analytics, talent intelligence, and market insights to influence executive decision-making and support long-term business planning.

• Build executive dashboards and reporting that provide visibility into recruiting performance, talent risks, and future hiring opportunities.

• Continuously improve recruiting operations, workflows, systems, reporting, and recruiting technology to ensure scalability and operational excellence.

• Identify opportunities to simplify processes, eliminate bottlenecks, and improve efficiency without compromising hiring quality.

• Ensure recruiting processes remain globally consistent while balancing regional requirements and business needs.

• Drive operational excellence through clear metrics, accountability, and continuous improvement initiatives.

• Lead, coach, and develop a high-performing, globally distributed Talent Acquisition team.

• Foster a culture of collaboration, ownership, innovation, continuous learning, and accountability.

• Support career development through regular coaching, feedback, mentoring, and succession planning.

• Create an environment where recruiters operate as strategic business partners rather than transactional recruiters.

• Serve as a trusted strategic advisor to executives and senior leaders across the organization.

• Influence workforce planning, organizational growth, leadership hiring, and talent strategy through strong business acumen and data-driven recommendations.

• Challenge hiring assumptions when appropriate, providing thoughtful guidance that balances business needs, talent availability, and long-term organizational success.

• Build strong cross-functional partnerships that position Talent Acquisition as a trusted business partner and a key driver of organizational growth.

• Winner - Hotel Management Software | HotelTechAwards (2026)

• Overall 10 Best Places to Work | HotelTechAwards (2026)

• Overall Top 10 Hotelier's Choice | HotelTechAwards (2026)

• Finalist - Property Management Systems (PMS) & Channel Managers | HotelTechAwards (2026)

• Most Loved Workplace® Certified (2024)

• Deloitte Technology Fast 500 (2024)