At Marriott International, Inc., 86 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 566 employee surveys, with a 90% confidence level and a margin of error of ± 3.45. It was published on Sep 11, 2017. 67653 Visitors

What Employees Say

I'm proud to tell others I work here.
90%
 
I feel good about the ways we contribute to the community.
88%
 
I am treated as a full member here regardless of my position.
87%
 
Management is honest and ethical in its business practices.
86%
 
When you join the company, you are made to feel welcome.
92%
 

What They Do

We asked Marriott International, Inc. to explain what they do. Here is what they had to say.

We are the largest global lodging company based in Bethesda, Maryland with more than 6,400 properties in 125 countries and territories. We operate and franchise hotels and license vacation ownership resorts under 30 brands.

About this Company

Website: www.marriott.com Industry: Hospitality
US Headquarters: Bethesda, Maryland, 20817 US Sites: 816
Major Locations: Washington, District of Columbia; Orlando, Florida; New York, New York; Atlanta, Georgia; San Francisco, California US Employees: 136,781
US Revenues: $13,891 million Worldwide Revenues: $17,072 million
Employees Worldwide: 408,500 Corporate Structure: Public
Stock Symbol: MAR Founded: 1927

Celebrating Marriott's TakeCare culture!

Perks and Programs

We asked Marriott International, Inc. to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • TakeCare Culture: Built on Marriott’s core value of Putting People First, TakeCare and has become Marriott’s holistic approach to associate wellbeing and happiness. It supports and addresses our need to feel good about ourselves (Me), our workplace (My Co-Workers) and our company’s role (My Company) in society. These core elements have become Marriott’s pillars of wellbeing. Tools and resources that support each of the three pillars are available to all associates. Through TakeCare and the supporting materials, we are empowering our associates to live their best lives and find success that is meaningful to them.
  • TakeCare Total Rewards: Our associates’ wellbeing is our top priority and we want to help give them peace of mind, whatever life throws their way.* • TakeCare Income Protection for extended time off for illness, injury or to have a baby. • Parental Leave for mothers and fathers after birth or adoption, plus maternity coverage for birth mothers. • Adoption Assistance of up to $5,000 reimbursement • Infertility Coverage • TakeCare Relief Fund to help provide peace of mind for associates needing urgent financial help • Financial Fitness including webinars, free financial counseling, associate discounts and credit union membership. • Free Personalized Life and Health Coaching provided by phone. Health coaches also available by video and onsite at more than 30 properties across the U.S. *Eligibility may vary.
  • Hotel Discounts: On a space-available basis, Marriott associates and certain family members have access to discounted Explore Associate Room Rates. Associates may also provide a discounted Friends and Family Rate to any friend or family member. Associates with 25 years or more of service enjoy Quarter Century Club lifetime complimentary rooms at participating Marriott properties, even after they leave the company.
  • Marriott Awards of Excellence: Every year, Marriott honors the “best of the best,” a group of associates nominated by their colleagues for outstanding customer service, corporate citizenship, culture, wellbeing, or diversity and inclusion efforts. Flown in from around the globe, honorees and their families are treated to red carpet welcome and an evening of celebration and praise featuring Marriott senior leadership and hundreds of colleagues. Their stories exemplify the core values of Marriott and are featured with photos and videos on Marriott.com.
  • Support for Work-Life Effectiveness: Marriott offers all associates and family members access to expert consultants who can provide information, resources and referrals for virtually any life situation such as parenting, caring for elders, adopting, applying to college, looking for summer camps, creating a budget, dealing with financial or legal issues, and much more. Depending on location, associates have access to onsite child care, child and elder care discounts, new parent coaching and innovative workplace flexibility. Additional support for working parents includes paid parental leave for maternity, paternity and adoption.
  • Voyage Global Leadership Program: Through this program, recent graduates have an opportunity to immerse into the Marriott culture over 12 to 18 months. A core global curriculum is combined with customized training in each individual’s chosen business area. Through a global, online virtual environment, associates engage with senior leaders through chats and webcasts, and are connected with fellow Voyagers to learn, share and build a network of global colleagues. Together they participate in hands-on experiences, which when combined with online leadership and discipline-specific training leaves them well equipped to embark on a successful career with Marriott. Hundreds of Voyagers have been hired into the program from more than 30 countries. As Voyagers graduate, many move into entry-level management positions within Marriott.
  • Spirit To Serve Our Communities: Marriott embraces the responsibility of being a contributing member to the communities where we operate. This commitment has helped shape our company and is the foundation of our core business value—Serve Our World. We have established a network of 100 Marriott Business Councils of hotel leaders working together. In cities and countries around the world, they drive macro business initiatives including corporate social responsibility, industry advocacy and corporate culture. In 2016, associates volunteered more than 720,000 hours in their community. On our annual Spirit To Serve Our Communities Day in 2017, 2,000 associates at corporate headquarters and another 35,000 across the globe volunteered 90,000 hours in their communities. See our Twitter, Instagram and Facebook platforms for photos.
  • Talent Network Teams: We believe in the power of collaboration and cross-discipline teamwork to drive innovation. Talent Network Teams (TNTs) bring diverse associates together to solve business challenges, promote collaboration and strengthen relationships through informal networking. The TNT concept is rooted in the belief that more subject matter experts isn’t always the answer; that great ideas can come from anywhere; and that diverse thinking yields the best outcomes. One type of TNT is our Business Challenge Teams comprised of associates who work together outside of their day-to-day roles to solve current or forecasted business challenges. Recent TNT examples: “Making Marriott a Home for Veterans,” “Creating a Better Guest Experience for People with Disabilities” and “Creating a Sense of UNITY with My Co-Workers.”
  • Diversity & Inclusion Leader: 1. Marriott has one of the most diverse U.S. workforces with 65 percent minorities and 54 percent women. More than 25 years ago, Marriott established the industry’s first formal diversity and inclusion program. Its Women’s Leadership Development Initiative was launched nearly 20 years ago to focus on developing a strong pipeline of women leaders, providing opportunities for women to network and build mentoring relationships, and promoting work-life effectiveness. A board-level Committee for Excellence drives global diversity and inclusion efforts and monitors progress with a Diversity Excellence Scorecard. The Global Diversity and Inclusion Council led by President and CEO Arne Sorenson advances Marriott’s progress and ensures the integration of a diversity and inclusion focus across all aspects of our global business strategy.
  • Emerging Leader Program: 1. A key pillar of Marriott’s Diversity and Inclusion strategy to increase the numbers of women and minorities in leadership roles is the Emerging Leader Program (ELP). Participants are high performing, front-line leaders, senior leaders and other management associates who have demonstrated the ability to excel to higher levels. A unique aspect of ELP at Marriott is the bringing together of emerging talent who have a broad range of tenure and are at different career stages. Participants are exposed to a yearlong customized, cross-discipline, cross-brand leadership development experience that includes: • One-on-one interactions with senior leaders • In-person networking and leadership development sessions, webinars and eLearning • Online collaboration with leaders and peers • Stretch assignments, job-shadow opportunities, cross-brand experiences and task force/special projects

COMPENSATION BY THE NUMBERS

$10800 Maximum match of employee’s 401(k)/403b contribution77% Company-paid health coverage for employees
72% Company-paid health coverage for dependents 77% Company-paid health coverage for part-timers
30 hours Weekly hours required for part-timers to receive health insurance $1,200 Average Tuition Reimbursement
$5,250 Maximum Tuition Reimbursement
Together We're Better!

WORK-LIFE BALANCE BY THE NUMBERS

25 days Paid time off after one year of full-time employment 18 days Paid time off after one year of part-time employment
17 days Paid sick days after one year of full-time employment 10 days Paid sick days after one year of part-time employment
18 Days Paid time off as of first day of full-time employment 10 days Paid time off as of first day of part-time employment

WORK-LIFE BALANCE PROGRAMS

  • Flexible schedule (15% use it)
  • Telecommute option (5% use it)
  • Job sharing (1% use it)
  • Compressed work weeks (8% use it)
  • Subsidized On- or Off-site Fitness (69% have access)
  • Medical facilities (at some locations)
  • Onsite Amenities (Treadmill meeting rooms and individual treadmill desks, bike desks, fitness classes, chair massages, car sharing program, ride-share commuting program, free parking, preferred parking for hybrid vehicles, farmer's market, meditation rooms, Pilates studio, cancer screening (breast, prostate and skin), cholesterol tests, BP screening, flu shots, biometric screening, diabetes screening, nutrition consultations, Weight Watchers, blood drives, health fairs, CPR training, ergonomic work station evaluation and seminars, Body Mass Index (BMI) measurement, dry cleaning, convenience/gift shop, post office, credit union, etc.)

FAMILY CARE BY THE NUMBERS

70 days Job-protected maternity leave (including FMLA/STD) 10 days Fully-paid maternity leave (does not include personal vacation or paid time off)
51 days Average length of maternity leave new mothers take70 days Job-protected paternity leave (including FMLA)
10 days Fully-paid paternity leave (does not include personal vacation or paid time off)8 days Average length of paternity leave new fathers take
$5,000 Adoption benefit70 days Job-protected parental leave for adoptive parents (including FMLA)
10 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. Not all employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • On-site or near-site backup childcare center
  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

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

Community and Environmental Impact

8 hours Paid time off to volunteer $35,400,000 Philanthropic donations in last year
President and CEO Leads environmental impact team Self-Conducted Environmental impact audit
82 LEED certified building(s) Yes Sustainable commuting program
Yes Renewable energy program Yes Recycling program
Yes Locally-sourced food program

Diversity

  • EVP and Global Chief Human Resources Officer and Global Diversity Executive is responsible for the success of formal recruiting and retention diversity goals
  • 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
  • 2500 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

 
Associates love participating in the annual TakeCare 5K/1K at Marriott headquarters!

DEMOGRAPHICS

 
Marriott CEO Arne Sorenson takes a spin on a new Peloton bike!

How to Get Hired

We asked Marriott International, Inc. 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?

Marriott seeks associates who have values aligned with Marriott’s: Put People First, Pursue Excellence, Embrace Change, Act With Integrity and Serve Our World. We are team-oriented and characteristics such as trust, loyalty and dependability are important. Our associates must excel at quickly establishing relationships and relating to the individual needs, concerns and interests of guests.   In his LinkedIn blog, Marriott President and CEO Arne Sorenson wrote, “Hiring the right talent is one of the most critical aspects of our business. … When I’m looking to hire, I look for someone with a passion for the job. We can train you to work at the front desk, but we can’t train you to be empathetic or to smile. … Even for jobs that are not customer-facing, whether in the back of the house or in our headquarters, a genuine interest in your work is essential for me as an employer.”

What can prospective employees do to get your attention?

  Prospective associates can get our attention at recruitment events and by connecting with us online through various features such as:   “Stay in Touch” enables visitors to our mobile and desktop careers’ sites, and other social media channels, to opt-in to receive job updates and alerts from Marriott based on their geography and job preferences. Users receive alerts for new jobs that may be a fit for them and useful information to help them through the job search process. We also help connect them with our social media channels.   “Connect With Us” is a section on our careers site with quick links to the many social networks users can visit to experience Marriott career journeys, connect with our talent recruiting teams, network with our Talent Community Crew, and get up-to-the-minute company information on recruiting and career events. The quick links include Facebook, Twitter, Instagram, LinkedIn, Snapchat and “Stay in Touch.” 

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

The company is especially seeking candidates for positions in operations, culinary and administration. In culinary, for example, Marriott continues to focus on providing exceptional, creative and relevant food and beverage experiences for our customers. A main component of this is attracting and selecting associates who bring enthusiasm, customer-focused service and an entrepreneurial spirit to how they work. In the U.S. and globally, we are seeking exceptional talent to contribute and lead in our property culinary, restaurant and bars experiences.

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

Read stories and watch videos on Marriott.com about our associates, especially Awards of Excellence honorees. Visit our careers site to learn about Marriott’s culture, history, and commitment to diversity and inclusion. Visit our Heart of the House site at http://stories.marriott.com/ with stories recognizing our associates. Subscribe to Marriott Careers on YouTube to view videos highlighting Marriott’s culture and career opportunities. Follow Marriott International, J.W. Marriott, Jr., Arne Sorenson, David Rodriguez and Overheard@Marriott on LinkedIn; Marriott Careers on Twitter, Instagram and Snapchat. Become a fan of Marriott Jobs and Careers on Facebook and interact with our Talent Community Crew. Visit http://yourspace.marriott.com to view thousands of workplace photos submitted by associates. Visit our hotels – walk around, have lunch, stay for a while; and while you are there, talk with our associates.

hiring Outlook

36% Job Growth 21 Average applicants per opening
1,142,112 Total job applicants 21% New hires by employee referrals
28% Openings filled by current employees 449 Recent graduates hired
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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