We’re looking for an organized and dedicated area sales coordinator who will support the sales organization in Washington DC. This individual will keep the team on track throughout the sales processes and coordinate with the hotel operations teams to ensure clients arrive and leave happy. This is the perfect role to get your foot in the door of hotel sales!

This individual will reside in the Washington DC area. This is a hybrid position that will require up to 75% on-property at our hotels, as well as working remotely. This is an non-exempt position that will report to our Area Sales Manager.

Who We Are

• Passionate – about hospitality and fostering an environment where associates will thrive.
• Culture driven – dedicated to respect, teamwork, an entrepreneurial spirit, and the drive to succeed.
• Unique - we encourage our associates to express themselves and their individual talents. We celebrate diversity and are committed to equity and inclusion.
• Innovators – we are a lifestyle hotel management company that is constantly evolving. We are open minded individuals who embrace change.
• A growing team looking to expand with authentic and genuine individuals who recognize the importance of team engagement.
• A company that has a culture of promoting from within.
• Recognized as a Top Workplace in The Washington Post and Philadelphia Inquirer over the past 7 years.

What You Will Be Doing

• Serve as the liaison between the Sales and Hotel operations team; every day may be a little bit different.
• Communicate closely with our clients and make sure all T’s are crossed and I’s are dotted.
• Assist with creative projects, including marketing collateral, invitations, promotions, amenity packages, coordinating events, spreadsheets to keep track of attendees.
• Produce various reports across our technology platforms.
• Manage reservation entry and build rate codes in our Property Management Systems.
• Enter Group blocks into our Property Management Systems
• Respond to telephone/email inquiries, distributing to the appropriate manager
• Communicate with clients and coordinate internally with sales and operations to streamline guest needs.
• Ensure seamless execution of site tours, VIP requests, and amenities.
• Business development through internet prospecting, networking (collecting business cards from guest services, property, and city events), new business research through various designated sources.
• Attend evening sales events now and then because networking is a valuable experience for your future sales career.
• Champion our values, vision, and culture.

What We’re Looking For

• A laser focus and a tenacious entrepreneurial spirit.
• Organization, detail-oriented, excellent written and verbal communication skills.
• Ability to use the tools of our trade: computers, databases, and property management systems.
• Willingness to get your hands dirty for the good of the hotel.
• Delivery of best-in-class service to our customers and guests.
• Experience working in a hotel environment and/or sales (preferred).
• Experience managing social media accounts for businesses. (preferred).

What’s In It for You

• Generous health, dental and vision insurance, plus 401K, all available on day 1!
• Access to free virtual fitness classes and discounted in-person memberships
• Gifted PTO on Day 1 + paid holidays
• Paid Parental Leave
• Tuition reimbursement opportunities – when you grow, we grow!

Non-Negotiables (Our Core Values)

• BE WILDLY PASSIONATE. Inspire others with your thirst for excellence.
• BE CURIOUS. Learn rapidly and eagerly.
• BE INNOVATIVE. Create new ideas that prove useful.
• EMBRACE CHANGE. Remain agile, flexible and nimble to thrive in an evolving world.
• COMMUNICATE. Listen with the intent to understand. Share all relevant information.
• HAVE INTEGRITY. Be honest and straightforward with everyone.
• USE GOOD JUDGMENT. Make wise decisions, even in the face of ambiguity.
• BUILD A POSITIVE TEAM. Learn from one another and help each other to be great.
• SERVE OTHERS. Our guests, community, and each other. Be a part of the bigger picture.
• LIVE 360. Practice work-life balance.

Two more things . . .

As part of an organizational culture that embraces change and progress, this job description does not seek to limit the tasks and responsibilities of the position. Rather, it acts as a springboard for future career and personal development within the property team and entire Modus Hotels’ community.

We are an equal opportunity employer. We actively respect the right of any qualified individual who performs to Modus standards to work. Discrimination based on gender, age, race, religion, national origin, marital status, sexual orientation, disability, or any other characteristic not related.

Modus by PM Hotel Group 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.

This description is subject to change, at the sole discretion of the Company, and in no way creates an employment contract, implied or otherwise; each associate remains, at all times, an “at will” associate.

This position is primarily stationary; this will require moving less than 50% of the time.

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)