Sales Executive

1 month ago

Sacramento, United States Residence Inn Sacramento Downtown at Capitol Park Full time
Description

OVERVIEW

The Sales Executive will report to the Director of Sales & Marketing and be responsible for selling group business from all markets & regions - handling no more than 10 to 20 nights while maximizing revenues for all areas of the hotel. Assist the Sales Department in achieving high guest satisfaction, soliciting new and past business to ensure revenue goals are met or exceeded. MUST HAVE 1 YEAR MINIMUM IN HOTEL SALES AND 2 YEAR MINIMUM IN A HOSPITALITY INDUSTRY.

YOUR ROLE

As the Sales Executive, you must ensure all business is booked within hotel parameters. Respond to incoming group & event business opportunities in a timely manner. Build and maintain strong client relations, creating contracts and other related booking documentation (as required) while managing and maintaining client account files. Participate in sales blitzes, cold calling, and contacting former clients to solicit new business. The Sales Executive must detail events to include all food & beverage, set up, and audio/visual needs. Ask appropriate questions of the client and make suggestions to ensure that all details meet the group’s and hotel's needs. Utilize your negotiating skills and creative selling ability to close on business and negotiate contracts. The Sales Executive will also create group resumes and communicate client needs to all departments of the hotel, making certain that hotel staff follow through on every request. Lastly, The Sales Executive will attend industry events/programs as needed.

Note: This position is on-site meaning you are required to comply with the attendance rules and must be available to work in the office on a regular basis.

REQUIRED SKILLS AND ABILITIES

Must have the ability to communicate in English. Self-starting personality with an even disposition. Maintain a professional appearance and manner at all times. Can communicate well with guests. Must be willing to “pitch-in” and help co- workers with their job duties and be a team player. Knowledge of a hotel structure and how all departments interact. Ability to effectively communicate with customers in a friendly and positive manner, in order to solicit business, meet client needs and resolve complaints. Ability to move throughout the hotel to conduct site inspections. MUST HAVE 1 YEAR MINIMUM IN HOTEL SALES AND 2 YEAR MINIMUM IN A HOSPITALITY INDUSTRY.

BENEFITS

For full time associates, we offer some of the best coverage in our industry through Kaiser Permanente, We also include:

Hotel room discount at Marriott brand properties worldwide 401k matching program for eligible associates Opportunity to grow within the company An exceptional benefit plan for eligible associates & your family members Discounts with our Crescent managed properties for you & your family members

NOTE:

At Crescent Hotels & Resorts we strive to create a great place to work where associates at all levels of our organization are respected for their differences, just like the guests and owners we serve. That’s why we are dedicated to creating an environment that facilitates open and honest conversations about race, equity, diversity, and inclusion. By examining our own beliefs and behaviors, we can create change through training, recruiting, and promoting diverse talent to strengthen our culture.

For applicants who will be working in California, the anticipated salary for the position is $32.00 - 34.00 per hour. The salary offered to a successful candidate will be dependent on several factors that may include, but are not limited to years of experience within the job, years of experience within the required industry, education, work location, etc. Crescent Hotels is a multi-state employer and the salary ranges indicated herein may not reflect positions that work only in other states.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

Source: Hospitality Online

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