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Washington, DC


Recently recognized as a Best Place to Work in the hospitality industry, PM Hotel Group is a Top-15 hotel management company with a diverse portfolio that includes luxury, full and select service hotels across the country. Celebrating a culture committed to respect, teamwork and entrepreneurial spirit, at PM Hotel Group we encourage all our associates to express themselves and their talents in their own way. Our people-first mentality is a central part of our corporate DNA. 

The Talent Acquisition Manager will be a key member of the corporate HR team (support center HR) focusing on establishing talent strategies for a cluster of hotels, strengthening company branding and executing all key functions related to recruiting top talent

Responsibilities + Authorities:

  • Participates in setting and executing PM’s talent acquisition strategy for a cluster of hotels
  • Assist at developing, implementing and strengthening company’s branding strategy to define PM Hotel Group as an employer of choice through social media platforms
  • Leads strategic recruitment meetings with hiring managers to identify the hiring needs, define the right position profile and agree on the recruitment strategy to deliver the talent needed; updates job descriptions as needed
  • Identifies key sourcing strategies and creates and posts high impact job postings to ensure attraction of key talent; sources qualified applicants and conducts pre-screen interviews
  • Responsible for the budget and all logistics for in-person interviews with hiring managers and ensuring reimbursement for any candidate out of pocket expenses
  • Responsible for the relationship management of candidates throughout the recruitment process, ensuring a positive candidate experience at all levels & stages
  • Guides hiring managers and interviewing teams through the recruiting and talent selection process, including the effective use of situational and behavioral-based talent selection methods
  • Partners with hiring manager to extend offers; responsible for sending offer letters and ensuring all new hire paperwork and requirements are completed per company standards
  • Partners with Sr. Director of Human Resources to ensure all new hires receive a best in class orientation and on-boarding experience
  • Develops, tracks and uses key metrics to drive continuous improvements in the recruiting process; conducts regular follow-up with new hires and recruiting managers to determine the effectiveness of recruiting plans and implementation

Specific Duties:                                   

  • Establishes innovative strategies to develop talent pools and to ensure talent pipelines are continuously being strengthened to support current needs as well as future growth of the business
  • Partners with vendors and staffing firms for positions with poor candidate pools
  • Creates and maintains rich networks within social media, local organizations, schools and other sources to identify active and passive candidates for current or future openings.
  • Directly responsible for the company’s internship program at the hotel level and the support center
  • As needed consult and strategize with hotels regarding local talent needs
  • Strengthens the brand of the support center human resources team by continuously delivering on expectations and communicating successes and wins throughout the organization
  • Conducts regular follow-up with new hires and recruiting managers to determine the effectiveness of recruiting plans and implementation
  • Participates in Task Force related activities based on department/hotel demands


  • Must have a professional image and personality exuding confidence and leadership skills
  • Be an ambassador of PM Hotel Group at all times, in and outside of one’s workplace
  • Ability to focus attention on detail and be able to organize, prioritize, and follow-up
  • Must be able to take initiative and work productively within given period of time
  • Must work well under pressure
  • Must be a team player, working well with other departments and co-workers
  • Must be creative, innovative and strive for continuous improvement

What are we looking for?

  • Minimum of 3 years’ experience in talent acquisition within hospitality industry preferred
  • Strong Computer skills (Office)
  • Bachelor’s degree in Business or Human Resources (or equivalent)
  • Experience working with an applicant tracking system, Ultimate Software experience a plus
  • Strong verbal, written and listening skills
  • Experience working with social media platforms in a talent acquisition capacity
  • Must have the ability to communicate in English
  • Self-starting personality with an even disposition
  • Maintain a professional appearance and manner at all times and communicate well with guests
  • Must be willing to “pitch-in” and help co-workers with their job duties and be a team player
  • Ability to transport cases of received goods to the work stations, and pots and pans of food from storage/prep areas to the serving line
  • Ability to work with all products and food ingredients necessary
  • Ability to operate, clean and maintain all equipment required in job functions

about pm hotel group:

Awards + Accolades:

  • Recognized as a Best Place to Work in Hospitality as seen in Hotel Business (2019)
  • Fastest Growing Private Companies in DC – Washington Business Journal (2020 + 2019)
  • Inc 5000 – Fastest Growing Private Hospitality Companies (2019)


At PM Hotel Group we are passionate about fostering an environment that allows our associates to thrive. Creating a culture dedicated to respect, teamwork, entrepreneurial spirit, and the drive to succeed, we encourage our associates to express themselves and their unique talents. We celebrate diversity and are passionate about equity and inclusion.

A top-15 hotel management company, PM Hotel Group has over two decades of experience building relationships with brands, partners, and third-party hotel owners. We know that our greatest resource is our people, and this people-first mindset is at the heart of our corporate DNA.


This description excludes non-essential and marginal functions of the position that are incidental to the performance of the fundamental job duties.  Furthermore, the specific examples in each section are not intended to be all-inclusive.  Rather, they represent the typical elements and criteria considered necessary to perform the job successfully.  Other job-related duties may be assigned by the associate’s supervisor.

Furthermore, this description is subject to change, at the sole discretion of the Company, and in no way creates an employment contract, implied or otherwise; each associate remains, always, an “at will” associate.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)


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