At Pivot Hotels & Resorts (Pivot Hotels & Resorts), 78 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 353 employee surveys, with a 90% confidence level and a margin of error of ± 3.63. It was published on Sep 13, 2017. 915 Visitors

What Employees Say

I'm proud to tell others I work here.
86%
 
I feel I make a difference here.
85%
 
I can be myself around here.
84%
 
I am treated as a full member here regardless of my position.
83%
 
I want to work here for a long time.
80%
 

What They Do

We asked Pivot Hotels & Resorts (Pivot Hotels & Resorts) to explain what they do. Here is what they had to say.

Pivot Hotels & Resorts, the lifestyle and luxury division of Davidson Hotels & Resorts, operates independent hotels and resorts through inspiring design, thoughtful service, and one-of-a-kind experiences at each of its locations.  

About this Company

Website: www.pivothotels.com Industry: Hospitality
US Headquarters: Glendale, California, 91203 US Sites: 9
US Employees: 1,148 US Revenues: $152.9 million
Worldwide Revenues: $152.9 million Corporate Structure: Private
Founded: 2015

GKTW Event

Perks and Programs

We asked Pivot Hotels & Resorts (Pivot Hotels & Resorts) to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • We Care Fund: The We Care Fund provides a way for Pivot and fellow Team Members to support one another during severe, unexpected financial hardships caused by a catastrophic event in their life beyond his or her control. We Care Grants help Team Members get back on their feet with basic necessities and are intended for use by those who do not have other resources to help themselves. In 2016, the company as a whole was able to provide $57,623.48 in grants to Team Members in need.
  • Value Vision Feedback: Pivot provides a unique opportunity for team members at any level to provide suggestions to better our company for our guests, owners, and as an employer of choice. These ideas may be submitted online, or with the help of his/her department manager and all suggestions are reviewed by the home office executive team. As a company, we are focused on raising the bar, and we know we can only do this with the combined efforts of the entire team. As a culture, we want our team members at every level to feel empowered to speak up and provide their valuable input.
  • Introductory Two-Way Review: We have recently revised our traditional evaluation process, specifically within a new team member's introductory period. It is just as important to us to set clear expectations as it is to measure performance. We believe this door swings both ways. So when a new team member starts with us, we offer a self-assessment and manager assessment on how that team member is performing with respect to our seven core values. Once that feedback portion is completed, the team member is provided an opportunity to evaluate us as an employer of choice through a series of open-ended questions they may submit anonymously. Upon completion, the executive team of each property reviews the feedback forms to evaluate how we can continuously improve as an employer of choice.
  • Give Kids the World: While we know many companies partner with a charitable organization that is near and dear to their heart, we believe we take it up a notch with our relationship with Give Kids the World. Our CEO, John Belden, sits on the board of this amazing organization and speaks to the importance of this cause openly and with an immense amount of heart to our entire organization. Last year, we raised $345,536 as a company to contribute to this phenomenal cause which provides a carefree and magical experience to children in the Make a Wish program suffering from life threatening illness. Each of or properties is encouraged to demonstrate a fun and creative approach to coming together for their fundraising efforts.
  • Inner Weird Profile: When a new team member starts with Pivot, we provide them an "Inner Weird Profile" to complete. "Celebrate Your Inner Weird" is our first core value and it is importance to us to demonstrate we want every new team member to bring their authentic self to the table. The questions we ask on this profile form are used during various opportunities throughout that team member's employment in order to personalize and customize their experience with us.
  • Mentor Program: We have recently established a formal mentorship program for our rising talent in the organization. The program is geared towards our middle level managers or supervisors who have shown great promise and are positioned for growth. There is an application process for those who are interested in becoming mentees with an approval process by our property General Managers. Mentors are selected by our Pivot executive team. For the first six months of the program, each mentee/mentor pair will focus on a different leadership module selected by our Corporate Director of Learning & Organizational Development. During the remaining six months, each pair will focus on a different operational learning module. Our mentee's progress is tracked throughout the program to determine his/her next steps within their career.

COMPENSATION BY THE NUMBERS

$27,536 Average salary and additional cash compensation for Room Attendant $86,527 Average salary and additional cash compensation for Sales Managers
25% Match of employee’s 401(k)/403b contribution up to 6% of salary75% Company-paid health coverage for employees
60% Company-paid health coverage for dependents $1,500 Average Tuition Reimbursement
$1,500 Maximum Tuition Reimbursement
Giving Back

WORK-LIFE BALANCE BY THE NUMBERS

17 days Paid time off after one year of full-time employment 6 days Paid sick days after one year of full-time employment
7 Days Paid time off as of first day of full-time employment

WORK-LIFE BALANCE PROGRAMS

  • Telecommute option (2% use it)
  • Subsidized On- or Off-site Fitness (5% have access)
  • Onsite Amenities (Company-provided meals at every meal period, yoga classes (location specific))

FAMILY CARE BY THE NUMBERS

60 days Job-protected maternity leave (including FMLA/STD) 21 days Average length of maternity leave new mothers take
60 days Job-protected paternity leave (including FMLA)20 days Average length of paternity leave new fathers take
60 days Job-protected parental leave for adoptive parents (including FMLA)

HEALTH INSURANCE COVERS

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

Community and Environmental Impact

$63,651 Philanthropic donations in last year Yes Recycling program
Yes Locally-sourced food program

Diversity

  • Mary Powers, Vice President of Human Resources 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

Leadership Diversity

 

Workforce Diversity

 
Holiday Cheer

DEMOGRAPHICS

 
Red Nose Day

How to Get Hired

We asked Pivot Hotels & Resorts (Pivot Hotels & Resorts) 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?

When we seek new team members, we want to get a true sense of who they are.  Authentic people are going to create authentic experiences for our guests.  Even if that means they're a little on the weird side, all the better.  It's one of our core values after all!  Prospective candidates who demonstrate creativity, innovation, a genuine passion for what they do and caring mentality towards other people are all key factors we seek in the most ideal candidates.  

What can prospective employees do to get your attention?

A candidate who really catches our attention can give true examples of how they've made a difference in their work.  Those who show a genuine love for hospitality stand out to us immediately.  We do not necessarily need a seasoned hotel or restaurant professional to walk in the door in order to catch our attention.  We want to be able to share the story of our core values and watch prospective candidates faces light up and connect with what we are saying.  If that message resonates with them, they have our attention.  

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

We will be hiring across all positions and levels in the coming year.  As we grow our corporate presence, we'll need Directors and above to join our Pivot family.  There are two new "new build" hotels on the horizon as well in which we'll be hiring hundreds of hospitality candiates for all positions.  It is an exciting and PIVOTal time for our organization, so our hiring efforts are at full speed! 

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

All of our current job opportunities are listed at www.davidsonhotels.com/careers.  The websites for both Pivot Hotels and Davidson Hotels are relaunching this year with added features to highlight the employee experience.  

hiring Outlook

800 Forecasted positions to fill in coming year 153% Job Growth
6 Average applicants per opening 4,920 Total job applicants
20% Openings filled by current employees 28% Voluntary turnover for full-time employees
43% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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