Compensation & Bonus Structure
| Hotel Type | Base Salary Range | Bonus Range | Typical Total Comp |
|---|---|---|---|
| Luxury / Resort | $85,000-$105,500 | 20-40% | $102,000-$147,500 |
| Full Service | $71,500-$88,500 | 15-25% | $82,000-$110,500 |
| Select Service | $61,000-$71,500 | 10-20% | $67,500-$85,500 |
Sources: BLS OEWS (SOC 11-9081) state mean; class ranges are modeled estimates based on property type and market benchmarks. Actual offers vary by metro, brand, and bonus design.
Hiring the right GM isn’t about filling a seat—it’s about moving the P&L, stabilizing teams, and unlocking guest-love at scale. If you’re ready to go deeper, start with How to Hire a Hotel GM Who Moves the P&L for the scorecard and interview tells, then zoom out with the Hotel Hiring Guide 2025: Recruiting, Retention & Revenue Alignment to align owners, HR, and Ops, and bookmark The Ultimate Hotel Hiring Guide as your step-by-step playbook.
Texas
Job Responsibilities
- Own NOI/GOP improvement with clear variance actions
- Lead RevPAR Index through pricing discipline and channel mix
- Plan labor for peaks/shoulders while protecting guest sentiment
- Maintain brand QA/compliance and transparent owner reporting
JDI’s 21-Day Sprint Search Model
Time kills searches. That’s why JDI applies a structured sprint model for searches that keeps momentum high and compresses the typical 60–90 day executive search down to about three weeks. We take ownership of the process so clients get results without the drag of traditional hiring cycles.
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Day 1–3: We align the search with ownership, finalize the five-outcome scorecard, job summary, and pre-block interview availability. We have often been able to send qualified candidate resumes on Day 1 due to our industry expertise.
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Day 4–10: We perform targeted market mapping, outreach to competitor and alumni networks, and initial vetting.
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Day 11–16: We coordinate structured interviews and practical exercises, evaluate performance against scorecards, and refine the slate.
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Day 17–21: We guide final candidate selection, package offers, and lay the foundation for onboarding and a 90-day success playbook.
Most clients experience placement within this window. For roles requiring relocation or very niche skill sets, the model may flex, but we retain sprint rigor throughout.
Texas
Interview Toolkit
Tell me about steering a Dallas/Houston convention hotel through soft group pace.
What great looks like:
Reset sales microtargets, SMERF fillers, and cost pivots; RevPAR Index stabilized.
Oil & gas swings hit weekday demand-how did you protect GOP?
What great looks like:
Shifted mix to project-based accounts, tightened scheduling, and renegotiated contracts.
Austin events surge-how did you price and staff to capture ADR without service slips?
What great looks like:
Event calendars, surge staffing, and upsell programs; sentiment sustained.
Winter freeze disrupted utilities-what's your 72hour action plan?
What great looks like:
Generator protocols, guest comms, water mitigation, and cost containment steps.
Texas
FAQ's
What's a competitive base and bonus for a hotel general manager in Texas (Dallas, Houston, Austin)?
Start with the state mean for lodging managers then adjust by property class: Select Service (~0.9-1.05), Full Service (~1.05-1.30), Luxury/Resort/Urban Luxury (~1.25-1.85). Bonus targets often run 10-20% (select), 15-25% (full), 20-40% (luxury), with higher upside in Texas segments that warrant it.
How long should it take to hire a hotel general manager in Texas?
A disciplined 21-day sprint is realistic in Texas when panels are preblocked and scorecards set. Union approvals, resort seasonality, or executive committee complexity can push timelines to 30-45 days.
What KPIs belong on a hotel general manager scorecard in Texas?
Prioritize NOI/GOP, RevPAR Index vs. comp set, guest sentiment, team retention, and compliance milestones (brand QA, safety). Weightings vary by property type and local market dynamics.
What's the total hiring budget to fill a hotel general manager in Texas?
Typical budget covers recruiter fees (often ~25% of first-year base), candidate travel, relocation, and sign-on tied to retention; add housing support in costly or remote resort submarkets.
Which union, wage, or compliance rules in Texas affect hotel general manager hiring?
Standard state and brand compliance apply; metros in Texas can still carry local wage ordinances-align pay bands and scheduling practices upfront.
Where do I find qualified hotel general manager candidates fast in Texas?
Target brand alumni lists, competitor maps, regional associations, and curated LinkedIn queries. Combine direct outreach, referral triggers, and short-list calls to known top performers.
Should I promote an assistant general manager or run an external search in Texas?
Benchmark any internal finalist against an external slate to avoid pay drift and experience gaps. Internal promotions work best when paired with a tight 90day enablement plan.
What must-have vs. nice-to-have requirements belong in a Texas hotel GM job description?
Must-haves: P&L ownership, RevPAR Index wins, labor planning, brand QA, owner reporting. Nice-to-haves: renovation/PIP experience, F&B program leadership, union fluency, and local market network.
What outreach messages get responses from hotel general managers in Texas?
Lead with scope and upside: comp band, bonus mechanics, capex plans, leadership span, and owner philosophy. Keep messages short; include a 15minute calendar link for fast screening.
How do I expand reach-relocation or visas-for hotel general managers in Texas?
Use relocation stipends and temporary housing for hard-to-fill resorts or high-cost metros. For visas, consult counsel; prioritize candidates with domestic transferability for speed.
Can you give me a structured interview kit for hotel general managers in Texas?
Use a four-part kit: Leadership (team/culture), Financial (GOP, flow-through), Ops (service/QA), Situational (disruption response). Ask for quantified outcomes and variance plans.
How do I test financial acumen for a hotel general manager in Texas?
Run a GOP walk with a real P&L; ask for RevPAR Index improvements, labor model changes, channel mix impacts, and flowthrough math. Look for precise numbers and actions taken.
What are hiring red flags for a hotel general manager in Texas?
Vague metrics, no comp-set context, rate integrity issues, weak owner reporting, and high turnover without clear cause. References should validate data accuracy and cadence.
How do responsibilities differ across luxury, full-service, and select-service hotels in Texas?
Luxury adds guest-experience and brand audit rigor; full-service layers F&B/banquets; select-service favors lean staffing and distribution discipline. Match scorecards to property type.
What's a good work sample or case for hotel general manager finalists in Texas?
Give a 30minute case: protect rate in a soft quarter, redesign labor, and raise RevPAR Index 200 bps. Expect a written plan with timeline, risks, and financial impact.
How should I design a hotel general manager bonus plan in Texas?
Balance 3-5 metrics: GOP margin, RevPAR Index, guest sentiment, compliance, and strategic goals (e.g., renovation or opening). Add gates and clawbacks for durability.
When are relocation or housing stipends appropriate for hotel general managers in Texas?
Use them in resort markets, high-cost metros, or remote locations. Tie stipends and sign-ons to retention milestones and performance gates.
How do I speed time-to-accept for a hotel general manager in Texas without overpaying?
Run parallel panels, pre-clear references, and present a structured offer with staged sign-on, moving support, and a clear 30/60/90 plan.
What should a 30/60/90 plan look like for a hotel general manager in Texas?
30: stabilize ops and team; 60: lock pricing/labor models; 90: show RevPAR Index and GOP movement with owner reporting cadence.
How should I handle a hotel general manager mis-hire or turnaround in Texas?
Move fast: interim coverage, scoped performance plan with weekly metrics, owner alignment, and a backup search track if milestones slip.
Proudly Recruiting in:
- Houston
- San Antonio
- Dallas
- Austin
- Fort Worth
- El Paso
- Arlington
- Corpus Christi
- Plano
- Laredo
- Lubbock
- Garland
- Irving
- Amarillo
- Grand Prairie
- and all cities in between
How JDI Partners With You
We run a fast, disciplined search that ties every step to owner outcomes. Your time goes to pivotal decisions; we handle the heavy lift.
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Contingent Search
25% - 30% of first-year salary, payable only on successful placement.-
No retainers, no hidden fees
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Aligned incentives: we win when you win
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21-Day Sprint
Time-boxed, outcome-driven process designed for velocity without cutting diligence.-
3 qualified candidates in 5 business days
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Accepted offer in ~3–4 weeks (plus notice)
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Scorecards & Interviews
We design and run the structure so every finalist is measured the same way.-
Role scorecard
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Structured interviews and scenario work
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Boss/peer/direct reference triangulation
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Offer Orchestration
We manage alignment, acceptance, and start date without surprises.-
Compensation benchmarking and bonus plan calibration
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Confidential logistics and transition planning
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Nationwide Coverage
Select-service, full-service, lifestyle, luxury, resort, and casino properties. -
Owner Alignment
We anchor every step to owner objectives and brand realities.-
P&L, STR set, and capex context baked in
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Reporting cadence and onboarding plan prepared
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