Aimbridge Hospitality Compensation Employee Reviews

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Review from Operations Dept · Posted 2 days ago

Strong benefits, especially health coverage and retirement support.

Posted 2 days ago

Payout balances the hard work put in.

Posted 2 days ago

Well rounded, not just monetary.

Review from HR Dept · Posted 3 days ago

The number of options that we are given for insurance. It checks a box for all employees.

Review from HR Dept · Posted 3 days ago

Medical, 401K, & Hotel Discounts.

Review from HR Dept · Posted 3 days ago

The speed at which we earn PTO

Review from Sales Dept · Posted 3 days ago

options available to the various levels

Posted 3 days ago

Aimbridge offers several benefits, which are helpful but can add up financially

Review from Sales Dept · Posted 3 days ago

Max 10% annual bonus is nice, but I probably wouldn't say it's the best part, since it has not been fulfilled since I joined.

Posted 3 days ago

The Wage and bonus program

Review from HR Dept · Posted 3 days ago

I like the ability to obtain a quarterly as well as an annual bonus.

Posted 4 days ago

It's a strong, competitive package with the best benefits then a few other management companies I've been with

Review from Sales Dept · Posted 5 days ago

Competitive pay and unlimited PTO for directors and above.

Posted 6 days ago

Hotel benefits, bonus eligibility, unlimited paid time off for employees at a certain level of leadership

Review from IT Dept · Posted 6 days ago

Flexible insurance plans. Great PTO package.

Review from Sales Dept · Posted 7 days ago

Perks at staying at other hotels.

Review from HR Dept · Posted 9 days ago

Paid Time Off (PTO), Retirement Savings Plan, Bonus Opportunities, Recognition & Reward Programs and Employee Discounts & Perks.

Review from Communications Dept · Posted 9 days ago

The bonuses, the traveling at least once a year to corporate office. I love the passport

Posted 9 days ago

Regular adjustments are made to reflect performance.

Review from Operations Dept · Posted 10 days ago

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 · Posted 2 days ago

Offer better benefits for all including maternity/paternity leave

Review from Sales Dept · Posted 2 days ago

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 · Posted 3 days ago

Should always evaluate the staff not annually but consistensy and appreciate what the employee do for the hotel.

Posted 3 days ago

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.

Posted 3 days ago

Better retirement benefits for HCE, market salary adjustments

Review from Sales Dept · Posted 3 days ago

More money, actual perks, life/ work balance

Review from Admin Dept · Posted 5 days ago

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 · Posted 5 days ago

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 · Posted 6 days ago

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 · Posted 6 days ago

I run 2 hotels and I dont think that 3% every year shows like the company cares. I fought hard 2 years ago for my staff to get better pay and never once have I asked for an extra raise. it would be nice to see that working 40 straight day the summer of 2025 mattered to someone.

Review from Operations Dept · Posted 6 days ago

I know others are making more than me in the same position with the same amount of experience as well as at other companies. No one has bothered to try and retain me

Review from Operations Dept · Posted 9 days ago

My performance, leadership and presence is worth more than my compensation. I also am the only female on my EC team and paid lower than other male counterparts who do not perform. Also paid less than some of the hotel department heads. I like my job and flexibility so it's not a main factor.

Review from HR Dept · Posted 9 days ago

It's specific to my position. My position is involved in all areas of the hotel, and much of my work is to support each department and guide managers, but I don't feel my position is taken seriously or holds any value for the other managers.

Review from HR Dept · Posted 9 days ago

Receiving fair compensation without the need to threaten to leave is essential. Employees deserve to be paid appropriately for their contributions. Replacing staff is far more costly than simply compensating them well.

Review from Sales Dept · Posted 9 days ago

I am not looking to move but similar job postings online post better entry pay when I receive the alerts. Some of my GMs make what I make

Review from Operations Dept · Posted 9 days ago

The pay range and cost of benefits do not align with the current cost of living.

Posted 10 days ago

Upon hire was told that there would be additional compensation, several direct reports later, I feel there has not been follow thru. Bonus? Difficult to achieve if we even have one, several deployment changes later it's difficult for results to even be measured fairly.

Review from Sales Dept · Posted 10 days ago

Increases have been evenly distributed within our discipline since 2020; we are told this is the fair way to do things. This fails to recognize individual performance. A 2–3% incr

Review from HR Dept · Posted 10 days ago

Too many positions eliminated and consolidated this past year, putting pressure on those remaining to work so hard for pay that is not commensurate with demands.

Review from Operations Dept · Posted 10 days ago