We are the go-to technology platform for lodging businesses, and as a Recruiting Coordinator, you will help build and organize talent pipelines to some of the most imperative positions we hire at Cloudbeds.
I truly believe that Cloudbeds has made me a better person, not because it is a great company (which it is), but because I speak to incredible people EVERYDAY that are trying to change hospitality forever.
Cloudbeds is also building a world class Marketplace and App Store for Hoteliers of all sizes to seamlessly connect their systems to all of the tools they need to run their business effectively and efficiently.
As a Principal Software Platform Engineer at Cloudbeds, you will be focusing on building libraries, platform and domain services, best practices, tools, and back-end systems that will be used by other engineers working on product features.
The Engineers at Cloudbeds have set the bar high for new hires - this is an opportunity for you to push yourself to target, engage, and attract the best in the market.
FEATURED BLOG POSTS
How Far Back Should a Resume Go, Exactly?
If you’re reading this article, then chances are you’re looking for a new job and want to whip your resume into shape. But lots of questions can arise as you begin to do that. After all, most of us aren’t career coaches or resume experts. Job hunters frequently ask one common question: how far back should a resume go? As in, should you list all of your work history – even if it stretches on for years – or should you be more selective?
Do Your Candidates Really Need a College Degree?
As a hiring manager tasked with making major decisions, it's easy to target a college degree as a way of saying yes, this candidate is qualified. I mean, how many times have we seen candidates without degrees try to squeeze their way into positions that they aren't qualified for. In fact, many hiring managers (maybe like yourself) believe that college degrees make candidates more job-ready. However, the current job market has shifted so much recently that it begs the question
Structured vs Unstructured Interviews
The goal of an interview is to evaluate candidates based on their skills, personality, and knowledge. You want to choose the BEST candidate from your candidate pool, so the interview is something you can't mess up. As you begin planning your interview process, one of the major decisions you'll face is whether the interview should be a structured vs unstructured interview. So let's take a dive into the differences and sort out which circumstances warrant which interview process.
How to Describe Your Personality with Examples
Imagine you’re in an elevator with the CEO of your dream company and you get to talking. The conversation is going well and you start to imagine yourself working for their company when the CEO turns around and asks you “tell me a bit about yourself.” Would this catch you off guard or would you be able to give a clear and succinct description of who you are?
4 Ways to Make Your Job Posting More Inclusive
According to a Glassdoor survey,
To ATS or not to ATS
As hiring is becoming more analytical and data-driven, companies have found ways to incorporate technology to help hire and recruit more efficiently. ATS, also known as an applicant tracking system, has become one of the most widely adopted technological recruiting tools to date. In fact, according to data from Capterra: