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2-year degree from an accredited university in Business Administration, Marketing, Hotel and Restaurant Management, or related major; no work experience required. Remote Sales Manager focused on Group & Catering Sales opportunities.
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Develops relationships within community to strengthen and expand customer base for group/catering sales opportunities. Develops effective group/catering sales plans and actions.
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This posting supports the U.S. Group Sales Office as a full-time position with workplace flexibility including weekday evening and/or weekend schedules. Effectively leverages other Group Sales resources and administrative/support staff to achieve personal and team related revenue goals.
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Remote Manager focused on Group Sales opportunities. Responds in a timely manner to incoming group/catering opportunities that are within predefined Group Sales parameters.
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Handles customer inquiries and lead requests for groups (e.g., Full Service and MSB, 10-99 peak room nights) within predefined Group Sales parameters. Brings issues to the attention of Property and Group Sales leadership teams as appropriate.
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High school diploma or GED; 2 years experience in the sales and marketing, guest services, front desk, or related professional area. Knowledge of the group sales process for all brands and how to close a sale.
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2 years experience selling group business, either at a property or in a sales office. Sales & Marketing. Hospitality Management Degree. Marriott International considers for employment qualified applicants with criminal histories consistent with applicable federal, state and local law.
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Focuses efforts on group/catering accounts with significant potential sales revenue. Manages group/catering opportunities not handled by an Event Booking Center (EBC). Identifies, qualifies and solicits new group/catering business to achieve personal and each property's revenue goals.
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Remote position focused on group sales opportunities. Marriott International is the world’s largest hotel company, with more brands, more hotels and more opportunities for associates to grow and succeed.
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2-year degree from an accredited university in Business Administration, Marketing, Hotel and Restaurant Management, or related major; 3 years experience in the sales and marketing or related professional area.
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Full Service and MSB, 10-99 peak room nights) within predefined Group Sales parameters. Understands and actively utilizes company marketing initiative/incentives to close on business.
$26.431 - $55.435Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Marriott International is an equal opportunity employer. , Area Sales, on-property resources) to verify sales efforts are coordinated, complementary, and not duplicative. Effectively resolve guest issues that arise as a result of the sales process.
$22.969 - $48.173Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Sales Support East, 7750 Wisconsin Avenue, Bethesda, Maryland, United States VIEW ON MAP. Works collaboratively with other sales channels (e.g., Area Sales, on-property resources) to verify sales efforts are coordinated, complementary, and not duplicative.
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.