Assistant Director of Sales

Description

The Marriott Boston Quincy Hotel is seeking an energetic individual to fill the position of Assistant Director of Sales.

In this role, the Assistant Director of Sales would generate new business, close deals, and increase revenue by cold calling, on-site visits and sales tours, and community networking, at this highly rated and very busy hotel., at this highly rated and very busy hotel. This position will also assist the Director of Sales & Marketing in the management, coordination and execution of items related to the marketing and sales operation of the hotel. Responsible for the management and solicitation of a designated market.

Responsibilities include but are not limited to:

Establish and grow our market share by developing and maintaining relationships with major group and catering clients

Conduct yourself as a professional representative of the hotel at various industry tradeshows, conferences, and adhere to the guidelines of the budget and marketing plan

Ensure all pertinent aspects of solicitation, closing, and customer communications are complete and documented maintain existing accounts with active trace/follow up system

Ensure accurate and complete use of the sales system; including recording all bookings and lost business.

Identify and solicit new accounts from appointments, site tours, cold calls, and inquiries via email, phone, and in person interactions.

Details BEOs with client for groups with meeting space and distributes with appropriate staff

Conduct pre- and post-conference meetings when it is agreeable with the client

Attends property specific receptions to generate leads and interact with customers

Organize and execute local area blitzes

Minimum Qualifications:

3 years of experience in Hotel Sales

Additional Qualifications:

Excellent communications skills, both verbal and written

Prospecting, Sales and closing skills

Customer service oriented

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)