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    Director of Sales and Marketing - Pittsburgh, United States - Crescent Services

    Crescent Services
    Crescent Services Pittsburgh, United States

    3 weeks ago

    Default job background
    Description
    When you think of hotel companies and opportunities, there are always some that stand out. That is why you landed at Team Crescent. We stand out in the hospitality industry because we believe in our people and our culture.

    Engaged, satisfied and dedicated associates are the key to our success. We deliver comprehensive benefits and innovative programs to inspire personal and professional development. We are a company that embraces and celebrates diversity, equity, and inclusion.


    Our associates enjoy competitive salaries and a generous benefit package including:

    AssociateReferral Bonus

    Performance Incentive

    Medical, Dental and Vision Insurance

    401(k) with Company Match

    Paid vacation, sick, and holiday time

    Tuition Reimbursement

    Company paid STD/LTD

    Company paid Group Life Insurance

    Free employee meals

    Hotel discounts (including friends and family discounts)

    Employee Assistance Program


    Job Overview: The development and solicitation of business from all markets to ensure the necessary advance bookings needed for a successful and profitable operation for the hotel.


    What will you be doing?


    The DOSM will develop, implement, and maximize the business plan with effective strategies through direct sales, integrated marketing, and revenue management.

    This person will ensure effective internal and external communications with clients, potential customers, associates, and ownership.


    The DOSM will direct the solicitation efforts of the sales team while overseeing rate, date and space commitments for group, banquet and catering customers.

    The DOSM is also responsible for maximizing total and ancillary revenue.

    Interview, hire, train, deliver performance evaluations, resolve problems, and provide open communication.

    Ensure training programs are conducted regularly and Crescent standards of performance are met. Give guidance and counsel staff toward improvement. Ensure the sales team is proficient in working with brand channels, Event, Wedding websites and more.


    Compile and/or direct the preparation of reports pertaining to the operation of the hotel to include, but not limited to, the annual budget and business plan, monthly forecast, pace reports, action plans, production reports and weekly summaries.


    Coordinate ongoing research of the travel industry to detect market trends and related information for development of new marketing strategies.

    Make reasonable recommendations to improve potential from various markets. Participate in local organizations to develop business such as Chamber and CVB.

    Develop and conduct persuasive verbal sales presentations to prospective clients, to ownership and associates. Internally promote Crescent programs.

    Prospect, entertain and meet in person and virtually with customers and clients, some of which will require travel.

    Communicate both verbally and in writing to provide clear direction to the staff. Work with the digital and revenue team on promotions through third party channels.


    Initiate preparation of computerized annual budget and business plan and execute plans as outlined, critically examining, and adjusting as deemed necessary by current market conditions.

    Organize and/or attend scheduled sales department and related executive team meetings. Participate in associate recognition and key community activities.

    Perform any other job-related duties as assigned


    JOB REQUIREMENT:

    Prior DOSM Hotel or Conference Centre experience is a must. Preferably managing a larger sales team.

    Marriott experience and Brand knowledge is a plus.

    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 c)
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