A-
75/100
Aimbridge Hospitality Claimed Company
Grow. Succeed. Belong.
Welcome to Aimbridge Hospitality where the door to opportunity is waiting for you. We're passionate about connecting great people to great experiences in exciting destinations. And with more than 1,500 hotels in over 20 countries, we’ve mastered the art of connection. From the rich diversity of our people and locations to our “people first” approach to business, the Aimbridge experience is like no other – for our customers and our team members. If you’re ready to grow, learn and connect with a team of dynamic colleagues with a passion for excellence, come on in, the door’s open. read more
Aimbridge Hospitality Compensation Employee Reviews
All
Positive
Constructive
What is the best part about your compensation package?
The customer service is top notch and always helpful.
Review from Operations Dept
Dental vision 401k if i need to return
Review from Operations Dept
The bonus incentives for Aimbridge are very strong and frankly - the key differential between other management companies.
Review from Admin Dept
Strongest bonus program that I have had in any company
401k employer match is a plus.
Not sure what the best part is
Review from Sales Dept
The best is bonus program and pto
Review from Operations Dept
Vacation pay, and discounts for hotels.
There is not really a best part.
I'm being compensated ok for the market but not enough for the lack of leadership and inconsistent performance by EC and no stability in terms of operations/accountability
Review from Finance Dept
401k, vacation, and sick leave
Review from Operations Dept
the sales bonus incentive plan
Review from Sales Dept
I get bonuses based on performance
Review from Admin Dept
Medical is affordable and good!
Review from Operations Dept
Im paid the overtime i work
I have no comments at this time.
Review from Operations Dept
Strong benefits, especially health coverage and retirement support.
Payout balances the hard work put in.
Well rounded, not just monetary.
Review from HR Dept
The number of options that we are given for insurance. It checks a box for all employees.
Review from HR Dept
Why do you feel undervalued and what would make you feel better about your compensation?
I am doing a job that is above what I am actually paid to do, however I am still expected to go above and beyond and not be compenstated
I think my compensation should also account for the length of time I've been employed and also having worked all through the recent pandemic and no bonus or incentive for that
Non-competitive salaries for the Boston Market
Review from Sales Dept
Increased responsibilities without pay adjustment
I do not feel undervalued
the level of responsibility has grown significantly, but I do not believe my compensation has kept pace with that growth.
Review from Operations Dept
I feel undervalued because I was promised something regarding my compensation that ultimately did not turn out to be true. When expectations are set and not fulfilled, it creates disappointment and impacts trust.
Having other people decide my team objectives but being held responsible if goals are not met.
Review from Engineering Dept
I feel undervalued because my compensation does not fully reflect the scope of my responsibilities, the quality of my work, and the results I consistently deliver. Over time, I have taken on additional tasks and contributed beyond my core role, but my pay has not increased proportionately.
Review from Finance Dept
The compensation and the tasks are not aligned.
I feel undervalued because for my position and many others in Aimbridge, full time is more than 40 hours a week. This does not create work / life balance. Aimbridge also does nothing for maternity and paternity leave. Also I have been with Aimbridge for 13 years and I have maxed out my vacation.
Review from Sales Dept
Offer better benefits for all including maternity/paternity leave
Review from Sales Dept
Employees should be paid at or above the mid-market as a fair pay philosophy. Compensation should be evaluated proactively—prior to an employee receiving an external offer, rather than used reactively as a retention tool. Funds sh
Review from HR Dept
Should always evaluate the staff not annually but consistensy and appreciate what the employee do for the hotel.
In a highly volatile economy and market that was forecasted to be down, our bonus structure became unobtainable. I love that it is based on improvement, but we were forecasted as a region to have downward performance and pushed to budget unrealistic financial goals. We worked more, paid less.
Better retirement benefits for HCE, market salary adjustments
Review from Sales Dept
More money, actual perks, life/ work balance
Review from Admin Dept
Our job duties have been shifting with more responsibility. A routine market analysis on wages would encourage associates to continue improving their efforts.
Review from Marketing Dept
Salary more in line with other companies, regionals sometimes making less than DOSMs doesn't seem right. more perks at RVP level and above
Review from Sales Dept
I sell for 3 hotels. I feel my salary should be for 3 hotel sales managers. I am getting paid for a sales manager that sells for 1 hotel for 500 rooms.
Review from Sales Dept
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