At Concord Hospitality Enterprises Company, 86 percent of employees say their workplace is great.



This review is based on 1462 employee surveys, with a 90% confidence level and a margin of error of ± 1.78. It was published on Sep 5, 2018. 22439 Visitors

What Employees Say

When I look at what we accomplish, I feel a sense of pride.
I feel I make a difference here.
I am treated as a full member here regardless of my position.
I'm proud to tell others I work here.
I feel good about the ways we contribute to the community.

What They Do

We asked Concord Hospitality Enterprises Company to explain what they do. Here is what they had to say.

Concord is an award-winning hotel developer, owner and operator. We are dedicated to quality in everything we do - building & managing great hotels, employing the best associates and providing memorable experiences for our guests.  

About this Company

Website: Industry: Hospitality
US Headquarters: Raleigh, North Carolina, 27614 US Sites: 100
Major Locations: Raleigh, North Carolina, 27614; Rutherford, New Jersey, 07073; Pittsburgh, Pennsylvania, 15205; Columbus, Ohio, 45409; Dayton, Ohio, 43215 US Employees: 4,250
Employees Worldwide: 4,636 Corporate Structure: Private
Founded: 1985

Concord Hospitality Enterprises Company has been awarded:

Best Workplaces in New York 2018 (ranked 13)

Best Workplaces for Women 2017 (ranked 72)

Best Workplaces for Millennials 2017 (ranked 81)

Best Workplaces for Women 2016 (ranked 83)

Best Workplaces for Millennials 2016 (ranked 84)

Sales Blitz Spirit

Perks and Programs

We asked Concord Hospitality Enterprises Company to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Care Program: Concord's Care program is a holistic approach to ensuring the safety and wellbeing of our associates and their families. Safety is paramount in our workplace. Concord offers a safety certification program that educates team members on policies, tools, resources and training in the following areas: accident prevention, harassment, human trafficking, workplace violence/active shooter drills, GHS, OSHA, emergency evacuation, and unconscious bias. Our “Check in Before You Check Out” program requires that all team members check in with their managers to report whether they’ve had a safe or unsafe day. We ensure that we are present in every aspect of our associates’ lives. Our charitable funds help our associates if they are faced with personal tragedies. We celebrate their weddings and the birth of their children, and we memorialize our team members who have passed away.
  • 5.6.4 Philosophy: Everyone knows that communication is crucial to a business’s success and yet very few companies get it right. Concord turned to its team members to ask their opinions on the best way to keep them engaged. The result -- our “5.6.4 Philosophy” -- captures what differentiates Concord from our competitors. The 5.6.4 Philosophy speaks to our five cornerstones (which must be present in all relationships because if our values are not aligned, it’s not the right fit), the six key metrics (to keep all associates focused on the business’s top priorities, which drives performance), and the four global initiatives (the ways we engage externally, creating a positive impact on our world). All associates carry a 5.6.4 card, which is distributed globally by our home office.
  • Mentor Program: Concord Hospitality has a robust mentorship program that includes three types of mentoring: Coach (where Concord leaders mentor associates side-by-side each day), Onboarding Mentor (assigned to every new hire from their first day at Concord), and Emerging Leaders Mentor (to help people reach the next level in their career through support, guidance and care). Each new Concord associate can trust that his or her Onboarding Mentor will serve as a confidant, sounding board, teacher and friend, helping the associate to navigate the company and become immersed into the culture. On a quarterly basis, Concord recognizes mentors (nominated by their mentees) for exceptional leadership.
  • Leadership Development Training: At Concord, we believe that there is no digital replacement for human interaction -- especially when it comes to leadership development. Our leadership training programs put a keen focus on building lasting relationships within the company. Every new manager is required to attend Leadership Development I, a weeklong class that covers everything from time management to dining etiquette. This sets our new managers up with a solid foundation for leading the Concord way. For our emerging leaders, we offer Leadership Development II, which does a deep dive into revenue maximization, financial management, and the development of people. Our Leadership Development III program trains our hotel general managers in a unique way that provides them with the tools and resources necessary to become the CEOs of their own businesses. Within the first 90 days, they interface with senior leaders at our corporate office.
  • Walk In My Shoes: At Concord, we know that teamwork is critical to the success of any business – and that true teamwork comes from trust and respect amongst team members. As the saying goes, the best way to understand someone is to walk a mile in his or her shoes. Therefore, we established the Walk In My Shoes program to develop compassion and further knowledge of the various roles our associates play in our business. Each year, our associates are granted 16 hours of paid time to shadow a co-worker with a different company position. This has proven to be time well spent. Not only does the Walk In My Shoes program build trust and respect, but it also stimulates growth in our people through their career progression. We have also found that it opens eyes to new ways people can contribute to the business.
  • Associate Advisory Councils: We have managed to create a very collaborative way of doing things at Concord – even with 100 nationwide hotels. We engage team members in all facets of our business through our associate advisory councils. Every business unit has an established council comprised of team members from different departments. The committee meets monthly with the mission to make the business “a great place to work for all” (Concord’s motto). In the meetings, they discuss ways to improve customer service, they find reasons for celebrations, they listen to concerns and propose solutions, and they define ways to give back to the community. The advisory councils serve as the safety monitors of the business, conducting regular site inspections, doing ongoing education and training programs, and ensuring compliance with all components of the CARE program. Their motto is, “We are the voice, the council and the resolution in our business.”
  • Tuition Assistance: We believe that we must never stop learning, so we are happy to help offset some of our team members’ educational costs. While we do not require a college degree in our business, we encourage the pursuit of continuous education. Our team members can be reimbursed for classes and/or certifications relevant to our industry in which they earn a grade of B or better. As people progress in the organization, their reimbursement amount increases. Concord partners with the University of Phoenix for online classes, granting a special discount for our team members who choose to take advantage of our tuition assistance program.
  • Company-Wide Share Day: For associates of Concord Hospitality, contributions don't stop in the workplace. We provide and encourage opportunities to participate in meaningful community activities. Our charitable mission is to provide food and shelter for people in need who reside in the very communities where we live and work. Our home office team and our hotels give back in a variety of ways throughout the year. On our annual Share Day, Concord celebrates our community cornerstone globally. On this day, our corporate office and each of our 100 hotels take the time to make a difference in their communities. This past year, we served 2,000 families over 168,000 meals, refurbished six homes and donated approximately 8,000 hours to a variety of organizations across North America, like Feed the Children, Rebuilding Together, Meals on Wheels and more. It’s meaningful work, and it inspires our team.
  • Clean The World Initiative: Concord cares about the future – therefore, we care about sustainability. Concord set trends in the hotel space by designing the first LEED Certified Courtyard by Marriott, which inspired the blueprint for all future environmentally conscience hotel developments. Our hotels implement initiatives to include green meetings and other energy saving programs. All of our used soap and bottled amenities are donated to Clean The World, a global organization that recycles hotel soap products and distributes them to kids around the world who are dying of hygiene-related diseases. As an incentive, associates from the two hotels that collect the most waste are given the opportunity to go on a soap distribution trip with Clean The World to places like Guatemala, Guadalajara, and Haiti. Our hotels have diverted 100 tons of waste, created 750,000 recycled bars of soap and saved an estimated 150,000 lives – and all of our Concord associates helped!
  • Social Engagement - Yammer: Unlike other corporations, we don’t believe social media is evil – we know it’s a great way to engage with team members all around the country. We use Yammer as our internal social engagement site, which has been incredibly beneficial to our company’s culture. All of our associates are encouraged to access and engage on Yammer. Our senior executives and business leaders regularly interact on the platform, sharing both personal and professional stories and activities. We lead by example, displaying appropriate ways to share personal information on social media. We share things like associate awards, charity events, hotel openings, recipes, inspiring thoughts, best practices and even memorialize our team members who have passed away. Our social media use creates a real sense of community and belonging. Over time, this spread organically to kind and thoughtful interactions on the public sites attached to our company (Facebook, Instagram, and Twitter).


75% Match of employee’s 401(k)/403b contribution up to 6% of salary80% Company-paid health coverage for employees (for employee only tier)
60% Company-paid health coverage for dependents (for employee plus family tier) $1,000 Average Tuition Reimbursement
Associate Appreciation Celebration


18 days Paid time off after one year of full-time employment


  • Telecommute option (35% use it)
  • Subsidized On- or Off-site Fitness (100% have access)
  • Onsite Amenities (Weekly bagels Monthly donuts Monthly celebrations (for anniversaries and birthdays) Dry cleaning, Massage Ping pong, Wei, darts fitness classes Quarterly happy hours Early out on holiday weekends Car washing on site Bring your dog to work Casual dress Collaborative work stations Stand up desks)


60 days Job-protected maternity leave (including FMLA/STD) 40 days Average length of maternity leave new mothers take
60 days Job-protected paternity leave (including FMLA)10 days Average length of paternity leave new fathers take
60 days Job-protected parental leave for adoptive parents (including FMLA)


  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

16 hours Paid time off to volunteer $400,000 Philanthropic donations in last year
$25,000 Total company-matched employee donations in last year Development Director Leads environmental impact team
Third-Party Conducted Environmental impact audit Yes Sustainable commuting program
Yes Renewable energy program Yes Carbon offset program
Yes Recycling program Yes Locally-sourced food program


  • Chief Operating Officer oversees diversity and inclusion practices
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees; Disabled employees; Speakers of English as a second language; Employees reentering the workforce
  • 400 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity


Workforce Diversity

Serving our neighbors in need


Office competition

How to Get Hired

We asked Concord Hospitality Enterprises Company for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

A great fit for our company is ultimately dependant upon a person‘s character. Any skill can be learned; we are looking for the following in a successful candidate: Integrity - the evidence that you will do the right thing even when people aren’t looking A service heart - passion for what you do compassion and how you care for others Optimism - someone who carries them self in a way that others want to follow and be around. Self-confidence -not boastfulness but the ability to lead and navigate through all types of situations, without fear of failure. Communication – Messaging, both verbal and nonverbal must be clear and concise. And finally connection there must be a personal connection to be a right fit for our company. You must align with our core values, or it will not work.  

What can prospective employees do to get your attention?

If you want to work for Concord, you must be authentic, and you must show up that way consistently. We will see right through you if you are trying to be someone that you are not. We want to hear about what you love and what you loathe, what drives you and the lessons you’ve learned along the way. You have to be real, and you must be respectful. Be on time. Be articulate and clear in your messaging. Listen empathetically. Show good eye contact and body language. Be confident, be cheerful, be real. If our values aligned you meet the character test, it will be evident.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

Our development pipeline is rich with new brands and new types of hotels. In the coming year will be looking for more lifestyle associates and leaders, where your authentic self must be prevalent in the way you show up. The ability to connect with people on very personal levels will be paramount. Compassion and an individualistic approach to interacting with people are essential for these new candidates. Working with multicultural teams and leading an inclusive environment is more critical than ever. Leaders and team members who know how to establish a connection with people from all walks of life. And create an experience in our business for customers that is memorable and meaningful, and experience they will not soon forget, and they will always proclaim to others. It’s the heart of Hospitality, and we’re looking for people who wear their hearts on their sleeves.

What should interested candidates do to find out more and get started?

If you’re interested in working for the best company in the world, take a look at the Concord Hospitality website, Visit one of our hotels, and talk to our people. If you feel a connection in what you see or in what you hear, you might just be a great fit. Read our mission statement, review our core values, and view our presence in our communities and the excellent work we do in sustainability. If this resonates with you, it may be a right fit. We welcome all people, from all backgrounds, with all beliefs - all individuals! We ARE a FOR ALL company! All interested parties must apply online at www.Concord  

hiring Outlook

1,779 Forecasted positions to fill in coming year 26% Job Growth
51 Average applicants per opening 82,597 Total job applicants
2% New hires by employee referrals 38% Openings filled by current employees
224 Recent graduates hired
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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