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Hilton is the leading global hospitality company, spanning the lodging sector from luxurious full-service hotels and resorts to extended-stay suites and mid-priced hotels. General Manager/Hotel Manager.
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Comprehensive Health Insurance coverage for you and your family, including Telemedicine and at-home care. Debt-Free Education: Team Members will have access to a wide variety of educational credentials through our partnership with Guild Education, including: college degrees and professional certifications.
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Previous background from the extended stay industry preferred. The House Attendant (HA) works with the Housekeeping Management Team to assist Room Attendants on assigned floors or buildings by collecting dirty linens and transporting to the laundry area, delivering clean linens to Room Attendant carts, and retrieving trash throughout the hotel.
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Manages the functionality and safety of the facility, including the physical building(s), mechanical equipment, electrical system(s), heating and cooling systems and life safety systems in accordance with local, state and federal laws and regulations.
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Overlooking the Atlantic Ocean, the Hilton Cabana Miami Beach Resort offers direct access to the beach and the nine-mile Miami Beachwalk. Perform Room Attendant and/or Houseperson duties, as needed. A Housekeeping Supervisor is responsible for leading, training and supervising Room Attendants and Housepersons.
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The Room Attendant (RA) works with the Housekeeping Management Team to clean guest rooms and public space areas, and/or work in the commercial laundry facility, in accordance with brand time, product and placement standards to ensure total guest satisfaction.
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Guest Experience Specialists will be on their feet and moving around (stand, sit, or walk for an extended time) and taking a hands-on approach to work (move, lift, carry, push, pull, and place objects weighing less than or equal to 25 pounds without assistance; reach overhead and below the knees, including bending, twisting, pulling, and stooping.
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Client site locations may require travel and overnight/extended stay. Assist internal team members with providing financial due diligence assistance related to buy-side and sell-side transaction advisory engagements, to Fortune 100 companies and private equity investors.
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Seek new customers through strategic outbound sales efforts for group, extended stay group and business transient room revenue. DescriptionFor seekers of the timeless and worldly, the provocatively spirited, the cultured, and the hidden gem traveler, Mayfair House Hotel & Garden, A MICHELIN Key Hotel, offers an iconic experience set against a sexy & seductive backdrop, designed to evoke a cultured escape through guest programming and effortless service.
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1+ years Hotel Assistant Manager required; extended-stay hotel preferred. 1+ years Hotel Assistant Manager required; extended-stay hotel preferred. The Flex Manager is an important leadership role in which the Flex Manager will step in as Acting General Manager or Assistant General Manager for any property in need and to which they have been assigned.
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Our current portfolio consists of over 65 full-service, select-service, extended-stay and resort properties with more than 7,500 rooms in 14 states and four countries. The Hilton Aventura is home to the incredible Gala Restaurant, Muse Bar, revolving art exhibition and elegant banquet space.
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Stay abreast of emerging trends and best practices related to security and risk. Must be pursuing and have obtained by the start date or have completed the following degrees/majors in the past 12 months; Bachelors or Masters degree in Information Systems, Information Technology, Management, Management Information Systems or equivalent program from an accredited college/university.
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Assigns work, supervises staff, and verifies and documents the completion of all routine maintenance and repairs in the property maintenance management system. For nearly a century, Hilton has offered business and leisure travelers the finest in accommodations, service, amenities, and value.
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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.