Interview Framework 

 

Due to the importance of the General Manager role in a hotel's success, asking the right questions during an interview is critical to finding the best candidate. Below is a list of sample questions we've found to identify blind spots in potential candidates. 

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Leadership & Culture Fit

• “Tell us about a time brand and owner priorities conflicted. How did you align staff?”

• “Who did you promote last year and why?”

• “What’s your cadence for coaching and department-head development?”

 

Commercial & Financial Acumen

• “Walk through your last GOP bridge—where was variance and what was your corrective?”

• “Show us a RevPAR index turnaround. Which rate/mix levers drove the lift?”

• “Open your last forecast—where was leakage, and how did you close it?”

 

Operations & Guest Experience

• “Your QA score is 6 pts behind brand average. How do you fix it in 30 days?”

• “Describe a labor model redesign. What happened to GOP and guest scores?”

• “What systems do you rely on daily to maintain standards?”

 

Owner/Stakeholder Management

• “You’re behind budgeted GOP due to group wash. Draft the owner update memo.”

• “How do you handle board conflicts over capex vs service?”

• “Give an example balancing brand mandates with property-level realities.”

 

Situational Scenarios

• “A viral guest safety incident hits social. Outline your first 24 hours.”

• “Capex is delayed and over budget—how do you reset with owners and staff?”

• “You inherit a union property in conflict. What’s your first 90-day play?”

 

Hiring managers using this framework reduce mis-hires by anchoring evaluations to evidence, not personality.

Hotel General Manager

Compensation Guide

 

Hiring committees often underestimate how varied Hotel GM compensation is across property type, market, and asset complexity. A suburban select-service GM may be managing a lean team with predictable business mix, while a resort GM juggles multiple F&B outlets, seasonal labor, spa/golf, and high guest expectations.

 

2025 has pushed compensation upward across all categories:

• Labor pressure: Hotels are projected to spend a record $128.47B on wages/benefits in 2025.

• Margin squeeze: Operating expenses are rising faster than revenues; GMs with financial fluency are more valuable than ever.

• Talent scarcity: With 65% of hotels still reporting staffing shortages, the ability to attract and retain strong GMs requires competitive packages.

 

Recommended 2025 GM Compensation Bands

• Select-Service / Suburban (≤150 rooms)
  Base: $95k–$130k | Bonus: 10–20% | Total Comp: $110k–$155k
  → Best for smaller footprints, lean labor structures.
   

• Full-Service / Lifestyle (150–400 rooms, urban/airport)
  Base: $120k–$170k | Bonus: 15–30% | Total Comp: $150k–$220k
  → Requires commercial acumen and owner/brand diplomacy.
   

• Luxury Flagship Urban
  Base: $150k–$200k | Bonus: 20–35% | Total Comp: $190k–$270k
  → Heavy brand oversight, higher service standards, larger P&L.
   

• Resort / Casino / Complex F&B
  Base: $160k–$210k | Bonus: 25–40% + housing or relocation | Total Comp: $220k–$300k+
  → Includes multi-outlet leadership, seasonal labor management, regulatory compliance.
   

Commentary for owners/hiring managers/boards:

• Benchmark locally. A Dallas select-service GM package isn’t comparable to a Miami resort GM package.

• Keep bonus plans simple. Tie payouts to GOP, RevPAR Index, guest sentiment, and leadership retention.

• Expect escalation. Wage inflation and market scarcity mean offers that closed at $120k in 2022 may need $140k+ in 2025.

 

How does JDI design compensation to avoid overpayment?

We anchor offers to performance metrics rather than flat payouts. Incentives are tied directly to measurable KPIs (member satisfaction scores, NOI growth, banquet profitability, retention rates), ensuring boards get clarity and leaders are rewarded for outcomes.

 

How do we help retain executive leaders?

We build transparent review cadences and growth paths into comp structures. Bonuses tied to defined wins (e.g., GOP, RevPAR Index, guest sentiment, leadership retention) make leaders feel invested. Hotels adopting these systems typically see executive turnover fall well below industry averages.

 

How do we make your hiring process more compelling?

Top candidates in 2025 consistently choose clarity and speed — even over the highest offer. We accelerate decisions with pre-blocked interviews, same-day feedback, and candidate scorecards, so leaders view your hotel as decisive and attractive.

 

When is engaging JDI the smart move?

Engage JDI when confidentiality, speed, or specialized market knowledge are critical. We discreetly map peer clubs, compress cycles, and surface hidden candidates other channels cannot reach.