Global Director, Mid-Market Onboarding

We need to output HTML fragment with sections: About the role? Actually the posting includes sections: "What Makes Cloudbeds Unique" (intro), "How You'll Make an Impact", "Our Onboarding Team", "What You Bring to the Team", "What Sets You Up for Success", "Bonus Skills to Stand Out", "Compensation", "Work Authorization", "What to Expect - Your Journey with Us", "Cloudbeds Awards", "Discover our Benefits", "Everyone is Welcome - A Culture of Inclusion". We need to use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). However we should only include sections when posting has real specific content. We need to map content to these headings? The instruction says: use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It seems they expect us to use those standard headings, but we can also use other headings? It says "use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." Likely they want us to use those headings where applicable. But we can also use other headings if needed? The examples are just examples; they didn't forbid other headings. However they say "use

for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." So we should use those headings for sections we include. We need to decide which sections map. We have content: intro about company (maybe "About the role"? Actually "About the role" is typical for role description. Could use "About the role" for the intro about Cloudbeds uniqueness and mission. Then responsibilities: "How You'll Make an Impact" and "What You Bring to the Team" maybe responsibilities. Requirements/Qualifications: "What Sets You Up for Success" and "Bonus Skills to Stand Out". Skills: maybe combine. Benefits: "Discover our Benefits". Pay: "Compensation". Schedule: maybe remote work? Not explicit schedule. Could omit Schedule if not present. Also "Work Authorization" maybe not needed. "What to Expect - Your Journey with Us" could be part of About the role or maybe separate but we could incorporate into About the role. "Cloudbeds Awards" maybe not needed as boilerplate? It's specific content about awards; could be part of About the role. "Everyone is Welcome - A Culture of Inclusion" is EEO boilerplate; we should remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate. So we should remove that section. Also "Work Authorization" maybe not needed? It's not boilerplate but it's a requirement; could be part of Requirements. But we can include as a short p under Requirements? The instruction: do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short

or drop it. Work Authorization is not minor metadata; it's a requirement. Could be part of Requirements. We need to preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. Thus we need to produce HTML with sections:

About the role

containing intro about Cloudbeds uniqueness, mission, remote team, awards, etc. Also maybe "What to Expect - Your Journey with Us" could be included there. Then

Responsibilities

containing "How You'll Make an Impact" and "What You Bring to the Team" (the latter is more about what you bring, but could be responsibilities). Actually "What You Bring to the Team" is a list of duties (lead, coach, develop, own end-to-end, etc.) That's responsibilities. So we combine. Then

Requirements

containing "What Sets You Up for Success" (required qualifications) and maybe "Work Authorization". Also maybe "Bonus Skills to Stand Out" could be under Skills or Qualifications? Could be under Skills. But we have a separate

Skills maybe? The instruction list includes Skills as a possible heading. So we could have

Skills

for bonus skills. Or we could put bonus skills under Requirements as "Preferred qualifications". But better to follow instruction: we have headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We could use both Requirements and Qualifications separate? Might be redundant. But we can use Requirements for mandatory, Qualifications for preferred? Or Skills for bonus skills. Let's decide: - About the role: company overview, mission, remote, awards, etc. - Responsibilities: How You'll Make an Impact + What You Bring to the Team (list of duties) - Requirements: What Sets You Up for Success (mandatory experience) - Qualifications: maybe empty? Could skip if no specific qualifications beyond requirements. But we have Work Authorization; could be under Requirements. - Skills: Bonus Skills to Stand Out (language fluency, direct experience, etc.) - Benefits: Discover our Benefits - Pay: Compensation - Schedule: maybe remote first? Could note remote work; but not explicit schedule. Could omit Schedule if no specific schedule content. The instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. We have Pay and Benefits. Schedule not stated; we should not create Schedule section. Thus we output sections: About the role, Responsibilities, Requirements, Skills, Benefits, Pay. We need to use

• for any list of duties/requirements/benefits, and

  for prose. We must preserve all substantive information; not invent or summarize away detail. So we need to keep details like numbers, specifics. Let's extract content. **About the role** (company overview): - At Cloudbeds, we're not just building software, we’re transforming hospitality. - Our platform powers hotels across 150 countries, processing billions in bookings annually. - From boutique properties to large hotel groups, we help hoteliers transform operations and uplevel their commercial strategy through a unified platform that integrates with hundreds of partners. - And we do it with a completely remote team. - Imagine working alongside global innovators to build AI-powered solutions that solve hoteliers' biggest challenges. - Since our founding in 2012, we've continually been recognized for excellence, most recently earning top honors at the 2026 HotelTechAwards for Best Hotel Management Software and landing on Deloitte's Technology Fast 500 again, but we're just getting started. - What to Expect - Your Journey with Us: Behind Cloudbeds' revolutionary technology is a team redefining what's possible in hospitality. We're 650+ team members across 40+ countries, bringing together elite engineers, AI architects, world-class designers, hoteliers, and hospitality veterans to solve challenges others haven't dared to tackle. Our diverse team speaks 30+ languages, but we all share one language: a passion for innovation and travel. From pioneering breakthroughs in machine learning to revolutionizing how hotels operate, we're not just watching the future of hospitality unfold – we're coding it, designing it, writing it, and shipping it. If you're ready to work alongside some of the brightest minds in tech who are obsessed with using AI to transform a trillion-dollar industry, this is your chance to be part of something extraordinary. - Learn more online at cloudbeds.com - Cloudbeds Awards: 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) We need to keep all that. **Responsibilities**: From "How You'll Make an Impact:" paragraph and bullet-like sentences. Let's parse: "How You'll Make an Impact:As Global Director, Mid-Market Onboarding, you will own and scale the onboarding function for Cloudbeds' fastest-growing and most complex customer segment. You'll lead the team responsible for guiding mid-market customers from contract signature through go-live, adoption, and a clean transition to Account Management. You'll build the frameworks, standards, metrics, and team capability that make that experience world-class and repeatable at scale.You'll inherit a team of dedicated ICs and leads that have been experimenting with new ways to support these customers and improve their experience. Your charter is to get leadership in place and be maniacal about customer experience while building the project-management rigor that complex mid-market deployments demand. You'll be measured on onboarding velocity, deployment quality, customer satisfaction, and the long-term retention impact of a strong start." Then "Our Onboarding Team:" paragraph about team passion, test-and-learn mindset, etc. That could be part of responsibilities or maybe separate but we can include under responsibilities as context. Then "What You Bring to the Team:" list of duties: - Lead, coach, and develop the Mid-Market Onboarding team — including Onboarding Project Managers and senior coaches — setting clear expectations, performance standards, growth paths, and a culture of accountability and continuous improvement - Own end-to-end onboarding outcomes for mid-market customers from sales handoff through go-live, adoption, and transition to Account Management — diagnosing and fixing execution gaps in training quality, error detection, and deployment velocity - Build standardized onboarding frameworks, SOPs, and configuration standards for complex multi-property and 25–100+ room deployments that balance customization with scalability - Establish and own the metrics that matter: onboarding velocity, deployment quality scores, training completion, CSAT/NPS, and early-lifecycle retention — monitoring portfolio health and intervening early on at-risk projects - Own capacity and staffing planning for the division — forecasting demand, balancing workload across the team, and partnering with leadership on headcount decisions - Serve as a senior escalation point for complex or at-risk mid-market deployments and partner with Account Management on clean, trust-preserving handoffs - Partner cross-functionally with Sales, Product, Support, Professional Services, and Account Management — bridging what gets sold and what gets delivered, and contributing to the broader strategy for how Cloudbeds serves mid-market and enterprise-adjacent customers We need to put these as

  • items. Also include the earlier paragraphs as prose

    . **Requirements**: From "What Sets You Up for Success:": - 7+ years in hospitality or hospitality technology, including hands-on customer onboarding or implementation experience and team leadership (time at a hotel, hotel group, or a PMS or hospitality-tech company; OTA or travel-distribution experience on its own does not count) - Track record of building or significantly improving onboarding and implementation functions and frameworks - Proven people-leadership experience — hiring, coaching, and developing customer-facing teams in a distributed, global environment - Strong project-management foundation: scope, milestones, timelines, and risk mitigation applied to complex multi-stakeholder deployments - Deep understanding of hotel operations and the complexity of serving multi-property, mid-market hospitality customers - Ability to move fluidly between strategy and execution — you can design the framework and roll up your sleeves to implement it - Data-driven: comfortable with KPIs, dashboards, and using insights to drive decisions Also 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." We can include that as a

    under Requirements. **Skills** (Bonus Skills to Stand Out): - Additional language fluency (Spanish, Portuguese) at a business-professional