Marriott International, Inc. is based in Bethesda, Maryland, USA, and encompasses a portfolio of approximately 9,000 properties across more than 30 leading brands in 141 countries and territories. Its heritage can be traced to a root beer stand opened in Washington, D.C., in 1927 by J. Willard and Alice S. Marriott. Marriott International is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. Marriott International does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.
The Fortune 500’s largest hospitality brands, from global hotel giants like Marriott International and Hilton Worldwide to casino-resort operators, face a uniquely steep challenge in attracting and keeping top talent. The numbers tell the story: 80% of hospitality companies in the Fortune 500 have below-average or poor short-term retention compared to other industries, 40% struggle with long-term retention, and every single one scores below average on industry recognition, skills, and educational attainment.
These challenges are compounded by the sector’s structural realities — high turnover in frontline roles, seasonal labor demands, and competition from higher-paying industries. Even as promotion rates hold steady at Fortune 500 averages, building a robust leadership pipeline is hindered by skill gaps in technology, analytics, and global market fluency. For companies built on delivering exceptional guest experiences, the talent equation is more than an HR issue — it’s a competitive imperative.
Among Fortune 500 hospitality companies, Marriott International stands out as the leader in quality of hire — a combined measure of short- and long-term retention, industry recognition, skills and education attainment, and promotion rates. Marriott ranked 2nd in short-term retention, 3rd in long-term retention, 3rd in industry recognition, 2nd in education, skills, and certifications attainment, and 4th in promotion rate.
What sets Marriott apart is not just the metrics, but the philosophy and innovation behind them. The company has invested heavily in forward-looking hiring practices that use data analytics, behavioral assessments, and cultural fit evaluations to identify high-potential candidates. Its renowned Voyage Global Leadership Development Program creates a direct pipeline for future leaders, while robust in-house training, mentorship initiatives, and tuition assistance encourage continuous skill growth. Marriott also leads the industry in experimenting with flexible scheduling, wellbeing programs, and internal mobility opportunities, ensuring employees see a clear future with the company. This holistic approach — blending smart recruitment with meaningful career development — is why Marriott continues to outperform its peers and set the standard for best-in-class quality of hire in the hospitality sector.
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