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If you’ve Googled “Hotel General Manager job description,” chances are you’ve seen the same dry templates over and over.
They list responsibilities like “oversee operations” and “manage staff,” toss in a few generic requirements, and end with a robotic “Apply Now.”
But here’s the problem: those kinds of job posts don’t attract great general managers.
They attract generic applicants.
A high-performing hotel GM is part operator, part leader, part customer experience expert. And if your job post doesn’t reflect that—it’s not going to resonate with the right person.
So in this article, we’re going to do things differently.
We’ll show you what the role really entails, give you two great job description templates you can copy and tailor to your brand, break down what makes a job post effective, and even show you how to use AI responsibly when writing one.
Before we get into examples, if you haven’t already, check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/. It walks through everything you need to know—from structure to tone to candidate psychology.
Don’t let bad hires slow you down. WorkScreen helps you find the right people—fast, easy, and stress-free.
What Does Hotel General Manager Role Actually Do
A Hotel General Manager isn’t just someone who makes sure rooms are clean and staff show up on time.
They’re the heartbeat of the entire property.
They oversee daily operations, manage department heads, handle guest escalations, and drive revenue—but that’s just the surface. A great GM sets the tone for service, culture, and performance. They make sure guests feel taken care of, staff feel motivated, and the business runs smoothly—day in, day out.
This is a role that requires strong leadership, attention to detail, emotional intelligence, and the ability to think on your feet. You’re balancing budgets in one moment, handling a guest complaint the next, and coaching a team member right after that.
So when you write a job description for a Hotel General Manager, you’re not just hiring for a title—you’re hiring for ownership, adaptability, and the ability to create an experience your guests will remember.
Two Great Hotel General Manager Job Description Templates
✅ Template 1 — Job Description For Experienced Hire (Culture-First)
📌 Job Title: Hotel General Manager — Coral Bay Retreat, Mombasa
🏨 Full-Time | On-Site | Competitive Base + Performance Bonus
🎥 Meet Your Future Team
Watch a 60-second welcome from our owner and founder, Aisha Mwangi → Loom Video
🌴 About Coral Bay Retreat
Coral Bay Retreat is a 40-room, ocean-front boutique hotel perched on Mombasa’s idyllic Nyali Beach. Locally owned and proudly Kenyan, we’ve spent the last decade crafting a reputation for warm, personalized stays, sustainable practices, and community partnerships that give back. Guests come for the sunsets and stay for the genuine hospitality our 50-person team delivers every day.
🎯 What You’ll Be Doing
- Lead and mentor department heads (front office, housekeeping, F&B, maintenance).
- Own guest-experience KPIs, handle escalations, and turn feedback into action.
- Manage budgets, P&L, cost controls, and monthly performance reports.
- Drive occupancy and RevPAR goals in partnership with sales & marketing.
- Champion Coral Bay culture—recognition, training, and open communication.
- Report directly to ownership on strategy, growth opportunities, and risks.
✅ What We’re Looking For
- 3–5 yrs as GM (or senior ops leader) in boutique or upscale hotels.
- Proven success hitting revenue targets while elevating guest satisfaction.
- Inspiring, people-first leadership style with high emotional intelligence.
- Solid grasp of PMS/Channel Manager systems (e.g., Cloudbeds, Opera).
- Financial acumen—budgeting, forecasting, cost control.
- Bonus: Experience with sustainability programs or coastal properties.
🎁 Perks & Benefits
- Competitive salary + quarterly performance bonus.
- Company-funded medical cover (employee + 1 dependent).
- Relocation allowance or on-site accommodation (private studio).
- Two hot staff meals per shift + off-duty F&B discounts.
- 25 paid leave days + 5 wellness days per year.
- Annual professional-development stipend (KSh 60k).
💡 Why This Role Is a Great Fit
You’ll steer a beloved boutique brand with zero corporate red tape: real ownership, space to innovate, and a beachfront office view money can’t buy. If you love turning great hospitality into lasting memories (and profitable results), this is your stage.
📥 How to Apply
We respect your time. Apply through WorkScreen so we can evaluate real skills, not just résumés:
👉 Apply via WorkScreen
Every applicant gets a reply—promise.
✅ Template 2 — Job Description For Growth-Path GM (Willing to Train)
📌 Job Title: Aspiring Hotel Leader — Palm Breeze Inn, Mombasa
🏨 Full-Time | On-Site | KSh 75,000–100,000 / month + Benefits + Mentorship
🎥 Say Hi to Palm Breeze
GM James Otieno recorded a quick tour of the property and team vibe → Loom Video
🌺 About Palm Breeze Inn
Palm Breeze Inn is a family-run 35-room property nestled among swaying palms two blocks from Nyali’s public beach. Known for friendly staff and a “home-away-from-home” feel, we attract international backpackers and Kenyan stay-cationers alike. As we expand our café and rooftop lounge, we need a high-potential leader ready to grow with us.
🛠️ What You’ll Be Learning & Doing
- Rotate through front desk, housekeeping, F&B, and night audit to master operations.
- Coordinate staff rosters and jump in to solve guest issues with a smile.
- Shadow the GM on budgeting, vendor management, and monthly reporting.
- Lead daily briefings and champion service standards across departments.
- Propose improvements—your ideas will be tested and (often) implemented.
- Gradually assume full GM responsibilities within 12–18 months.
✅ What We’re Looking For
- 1–2 yrs hospitality experience (front office, supervisor, or F&B).
- Natural problem-solver who owns outcomes, not excuses.
- Strong communication in English + Kiswahili; extra languages a plus.
- Comfortable with basic spreadsheets; eager to learn hotel tech.
- Leadership potential (formal or informal) and a passion for guest happiness.
🎁 Perks & Benefits
- On-site shared housing or commuter allowance.
- Medical insurance after 3 months.
- Two staff meals per shift.
- 22 paid leave days + your birthday off.
- KSh 40k annual training budget + structured mentorship plan.
- Profit-share bonus once promoted to full GM.
💡 Why This Role Is a Great Fit
Skip the corporate ladder and learn everything about running a hotel—fast. You’ll get hands-on coaching from an experienced GM, real decision-making power, and the chance to shape a beloved local brand. If you’ve got hustle and heart, we’ll invest in your rise.
📥 How to Apply
Show us your potential via a short WorkScreen evaluation—no long cover letters needed:
👉 Apply via WorkScreen
You’ll hear from us within a week, start-to-finish.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Breakdown of Why These Hotel GM Job Posts Work
Let’s break down why both job posts—whether for an experienced GM or a growth-path candidate—actually attract great people (not just résumés).
✅ 1. The Job Titles Are Clear and Specific
Instead of saying “Hotel General Manager,” we say:
- “Hotel General Manager — Coral Bay Retreat, Mombasa”
- “Aspiring Hotel Leader — Palm Breeze Inn, Mombasa”
This immediately signals the level, location, brand, and tone of the opportunity. Specificity attracts the right candidates and filters out the wrong ones.
✅ 2. There’s a Warm, Human Introduction
Both templates begin with a message that talks to the candidate, not at them. They answer the unspoken question:
“Why should I care about this job?”
Whether it’s a founder’s note or a message about growth, it sets the tone and creates emotional connection from the start.
✅ 3. The “About Us” Sections Tell a Real Story
We don’t just say what the hotel does—we show what it stands for.
- Coral Bay highlights community, sustainability, and personalized stays.
- Palm Breeze emphasizes local warmth, expansion plans, and diversity of guests.
These help candidates self-select based on values, which is key to long-term retention.
✅ 4. The Responsibilities Show Impact, Not Just Tasks
Instead of just listing chores like “supervise staff” or “respond to feedback,” the posts explain the why:
- “You’ll be the go-to person for both guests and team members.”
- “Turn guest feedback into action. Champion Coral Bay culture.”
This makes candidates feel like their work matters—not just that it exists.
✅ 5. The Requirements Are Balanced and Clear
We distinguish between must-haves and nice-to-haves, which:
- Prevents qualified-but-imperfect candidates from dropping off.
- Gives high-potential people permission to raise their hand.
We also use language that feels encouraging, not gatekeeping.
✅ 6. The Perks and Benefits Are Transparent
From relocation support to leave days and professional development stipends, we clearly outline:
- What’s offered
- When it kicks in
- Why it matters
Candidates trust employers who are upfront. Transparency = seriousness.
✅ 7. The “Why This Role Is a Great Fit” Section Makes a Real Pitch
Instead of assuming people will “just know” it’s a good job, we spell it out:
- “Real ownership, space to innovate, and a beachfront office view.”
- “You’ll get hands-on coaching, decision-making power, and growth.”
This is your sales section—and it does the job well.
✅ 8. There’s a Personal Video Element
Adding a Loom video from the founder or GM builds trust and personality into the post. It shows that real people are behind the opportunity, not just a corporate system.
✅ 9. The Application Process is Modern and Respectful
We use WorkScreen.io to evaluate applicants on skills and mindset, not just paper qualifications. We also set clear expectations:
- Response times
- What to expect
- That every applicant will be acknowledged
This builds trust with serious candidates who are tired of being ghosted.
Example of A Bad Hotel General Manager Job Description - And Why it Fails
📌 Job Title: Hotel General Manager
🏨 Location: Mombasa | Job Type: Full-Time
Deadline: Rolling Applications
Job Summary
We are seeking a Hotel General Manager to oversee the operations of our property in Mombasa. The successful candidate will be responsible for managing staff, maintaining service standards, and ensuring the profitability of the hotel.
Responsibilities
- Supervise hotel operations.
- Ensure guest satisfaction.
- Handle staff scheduling.
- Manage budgets and financial performance.
- Report to head office.
Requirements
- Bachelor’s degree in hospitality or business.
- 5+ years of experience in hotel management.
- Strong leadership and communication skills.
How to Apply
Email your CV and cover letter to hr@hotelgroup.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Fails
1. The Job Title Is Generic and Uninspired
Just “Hotel General Manager” with no mention of the brand, property type, or location appeal. It could be any job from any company. Nothing about it grabs attention.
2. The Introduction Is Cold and Vague
“Seeking a Hotel General Manager” tells us what, but not why—no mission, no energy, no context. It reads like it was written by HR software, not a team that actually cares about who they hire.
3. There’s No Personality or Culture
We have no idea what the hotel stands for, what type of team the GM would lead, or what kind of guests they serve. There’s no chance for the applicant to connect or get excited.
4. The Responsibilities Are Broad and Bland
“Supervise hotel operations” and “ensure guest satisfaction” are meaningless without context. They don’t show what a day in the role looks like—or how success is measured.
5. No Salary, Perks, or Benefits Listed
This is one of the biggest red flags. If candidates can’t see what’s in it for them, they’ll assume the worst—or simply move on. In today’s hiring market, transparency is table stakes.
6. The Hiring Process Feels Dismissive
“Only shortlisted candidates will be contacted” sends the message that you don’t respect applicants’ time. That kind of wording turns off serious professionals who expect better communication.
7. The Call to Action Is Cold
“Email your CV” is not a CTA—it’s a formality. There’s no warmth, no excitement, and no clarity about what happens next.
Bonus Tips to Make Your Job Post Stand Out
If you want your Hotel GM job post to rise above the noise, here are a few extra tips that go a long way in building trust, increasing applications, and attracting the right candidates.
✅ Tip 1: Add a Security / Privacy Notice for Applicants
Scams are real—and serious candidates are cautious. Adding a short note builds credibility and reassures applicants that your process is legitimate.
Example:
🔒 Important Notice: We will never ask for payment, bank details, or financial information at any stage of the hiring process. Your privacy and security are important to us.
✅ Tip 2: Mention Leave Days or Flex Time
Candidates care about time off just as much as they care about compensation—especially in high-stress leadership roles like GM. Be explicit.
Example:
🛏️ Enjoy 25 paid leave days per year, plus 5 additional wellness days to reset and recharge.
✅ Tip 3: Highlight Training and Growth Opportunities
A-list candidates aren’t just looking for a paycheck—they’re looking for progression. Mentioning this shows you invest in your team.
Example:
📈 You’ll receive a KSh 60,000 annual training budget and full access to our leadership mentorship track. As we grow, you grow too.
✅ Tip 4: Add a Loom or YouTube Video
Even a simple “hello” from your founder, GM, or hiring manager can humanize your job post and increase trust. It also shows you’re serious about the role and have taken time to make the process welcoming.
Pro Tip:
Keep the video short (under 90 seconds), casual, and authentic. Introduce yourself, talk briefly about the hotel and what kind of person you’re excited to hire.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
✅ Tip 5: Explain Your Candidate Experience
One of the biggest applicant frustrations is being ghosted. Address it up front.
Example:
📬 We review every application and respond within 7 days. No black hole here—every applicant deserves clarity.
Should You Use AI to Write Job Posts?
These days, it feels like every hiring platform offers “one-click AI-generated job descriptions.”
And sure, it sounds tempting—fast, easy, automated.
But here’s the problem:
AI can’t replace your voice, your culture, or your values.
❌ Why You Shouldn’t Rely on AI Alone
If you just tell a tool like ChatGPT,
“Write me a job post for a Hotel General Manager,”
You’ll probably get something that:
- Sounds corporate, vague, or robotic
- Repeats the same responsibilities everyone else uses
- Attracts generic applicants who are applying to 50 other roles
Worst of all—it won’t reflect your brand, and it certainly won’t inspire the kind of leader who wants to grow with your business.
✅ How to Use AI the Right Way
AI works best when you use it as a polishing tool, not a shortcut.
Here’s how to get it right:
🧠 Step 1: Feed It the Right Context
Before you even prompt AI, write out some raw notes, like:
- What your hotel does and what makes it special
- What the role will actually do day-to-day
- What kind of person you want (personality, style, leadership qualities)
- The perks and salary range
- How your hiring process works
- Your brand tone (formal, conversational, warm, etc.)
✍️ Step 2: Use a Prompt Like This
Prompt to Copy:
“Help me write a job post for our company, Palm Breeze Inn. We’re hiring an entry-level Hotel General Manager to support daily operations, guest experience, and team leadership. Our hotel is a 35-room boutique property in Mombasa known for warm service and a close-knit team culture. We want someone who is empathetic, proactive, and eager to grow. We offer KSh 75,000–100,000/month, free meals, mentorship, and paid leave. Here’s a rough outline I’ve written—can you improve tone, clarity, and structure while keeping it human and warm?”
Then paste your outline or notes below that prompt.
🎯 Step 3: Edit and Make It Yours
Don’t publish what AI gives you raw. Tweak the tone. Personalize the intro.
Add a Loom video. Include your values. Inject your voice.
Use AI to speed up the work—not to skip the thinking.
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
Need a Quick Copy-Paste Hotel GM Job Description?
✅ Option 1: Culture-First, Conversational Style
📌 Job Title: Hotel General Manager — [Company Name], [City Name]
🏨 Full-Time | On-Site | [Salary Range or “Competitive Pay”]
🎥 [Watch a quick welcome message from our founder or general manager → insert Loom or YouTube link]
🏨 About [Company Name]
[Company Name] is a [X-room] boutique hotel located in [City Name]. We’re independently owned and committed to warm, human-centered hospitality that makes every guest feel like family. Whether they’re here for business, relaxation, or celebration—our goal is to make their stay unforgettable.
🛠️ What You’ll Be Doing
- Oversee daily hotel operations across departments
- Lead and support team leads in front desk, housekeeping, and F&B
- Drive guest satisfaction and handle escalations
- Monitor KPIs and manage budgets and cost controls
- Report directly to ownership and guide hotel growth strategy
✅ What We’re Looking For
- 3–5 years of experience as a GM or senior hospitality leader
- Strong communicator and team builder
- Operational thinker who can juggle details and big-picture goals
- Bonus: Experience working in boutique or independent hotels
🎁 Perks & Benefits
- [Insert salary or compensation package]
- [Health or medical insurance coverage]
- [Paid accommodation or relocation assistance if offered]
- [Leave days — e.g., 25 days paid leave + wellness days]
- [Any professional development stipend or bonus structure]
- [Meals, transport, or other employee perks]
💡 Why This Role Is a Great Fit
If you’re someone who thrives on ownership, hospitality, and high-impact leadership, this is your stage. You’ll get to lead with purpose, make real decisions, and grow alongside a team that truly cares about delivering a memorable guest experience.
📥 How to Apply
We use WorkScreen.io to evaluate applicants based on performance—not just resumes.
To apply, click the link below and complete a short evaluation:
👉 [Insert WorkScreen job link]
Every applicant will receive a response. No ghosting—just clarity.
✅ Option 2: Structured Format — Entry-Level GM (Trainable Path)
📌 Job Title: Hotel General Manager (Training Provided) — [Company Name], [City Name]
🏨 Full-Time | On-Site | [Salary Range]
🎥 [Meet your future team – watch this short intro video → insert Loom or YouTube link]
Job Brief
We’re looking for a high-potential team player to grow into the role of Hotel General Manager. You’ll start by rotating through different departments—learning operations, supporting guest experiences, and gradually stepping into a leadership role with support from our current GM and owners.
Key Responsibilities
- Assist in day-to-day hotel operations
- Rotate through front desk, housekeeping, and F&B roles
- Participate in daily team briefings and guest resolution
- Shadow the GM to learn budgeting, reporting, and vendor management
- Suggest process improvements and take ownership of small projects
- Work toward full GM responsibility within 12–18 months
Requirements
- 1–2 years of hospitality, admin, or customer service experience
- Reliable, proactive, and detail-oriented
- Comfortable learning on the job and asking questions
- Great communicator in English + local language
- Interest in long-term hospitality leadership
🎁 Perks & Benefits
- [Medical cover, meals, and any on-site housing support]
- [Leave days — specify how many]
- [Annual training stipend or mentorship access]
- [Performance reviews and promotion pathway]
- [Other incentives like travel, wellness days, etc.]
📥 How to Apply
We use WorkScreen.io to ensure every applicant is assessed fairly, no matter their experience.
To apply, just click below and complete a brief, structured evaluation:
👉 [Insert WorkScreen job link]
We’ll review every application and respond within [insert timeframe].
Why You Should Use WorkScreen for Your Hiring Process
Writing a great job post is just the first step.
The real challenge? Figuring out who to hire once the applications start rolling in.
That’s where WorkScreen.io comes in.
WorkScreen helps you go beyond résumés—so you can confidently identify your best candidates faster, and avoid costly hiring mistakes.
Here’s how it works:
🎯 What WorkScreen Helps You Do
✅ Quickly identify your most promising candidates
No more skimming through piles of résumés.
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard, so you can focus on the people who actually fit the role.
✅ Assess skills, not just credentials
Easily send one-click skill tests tailored to your role. Whether it’s for leadership, customer service, or time management—WorkScreen shows you what candidates can actually do in real-world scenarios.
✅ Eliminate low-effort, AI-generated applications
WorkScreen helps you filter out applicants using one-click apply buttons, ChatGPT-generated answers, or mass application bots.
You’ll save hours and only engage with genuine, committed applicants.
✅ Build a hiring process that earns trust
With structured evaluations, timely feedback, and a clear applicant experience, WorkScreen helps you create a process that serious candidates actually appreciate.
So if you’re tired of hiring blind—or wasting time on interviews that go nowhere— Start using WorkScreen to hire smarter.
FAQ
Look for a balance of operational ability and people leadership. Great hotel GMs are:
- Strong communicators — with both guests and team members
- Calm under pressure — especially during service issues or staff shortages
- Financially literate — able to manage budgets, forecasts, and performance reports
- Hospitality-driven — focused on creating memorable guest experiences
- Team builders — they don’t just manage; they mentor, coach, and inspire
Bonus points if they’ve worked in similar hotel settings (e.g., boutique, resort, or independent properties).
Salaries vary by country, hotel size, and whether it’s part of a chain or independent brand.
- In the U.S., average base pay is around $65,000–$100,000 per year, with bonuses pushing that higher in upscale properties.
- In the U.K., expect £40,000–£60,000, depending on region.
- In Kenya, boutique hotel GMs typically earn between KSh 100,000–250,000/month, with larger resorts paying more.
Always consider perks like housing, meals, medical coverage, and bonuses when benchmarking compensation.
Ask for specific examples from their past:
- “Tell me about a time you turned around team morale.”
- “How do you handle staff conflict or underperformance?”
- “What’s your approach to coaching department heads?”
You can also use a structured evaluation tool like WorkScreen to simulate leadership scenarios and assess decision-making style.
Watch out for:
- Overemphasis on titles instead of team outcomes
- Lack of specific examples in past experience
- Dismissive attitude toward frontline staff
- Blaming culture from prior workplaces
- Inflexibility with technology or modern tools
You want a leader who’s humble, adaptable, and willing to get their hands dirty—not someone clinging to hierarchy.
