Pros
There are some very nice people working at the specialist and analyst levels. It's a shame that, given the ruthless and toxic work environment that clothes itself in the familial and collegiate, they won't last very long.
Kontras
Health benefits are deducted from your paycheck after taxes for your first 90 days, which leaves you with very little take-home pay. The choices of investments offered in the company 401K are very limited, and the T. Rowe Price website is not very user friendly. Pay is very low, compared to industry standards - about $15,000 to $30,000 less than what you would find elsewhere. Training is lackluster in some areas, and practically non-existent in others. For a company that claims it spends over $10,000 training new hires, it certainly doesn't show. Criteria for evaluations is not applied consistently - there is a constant "moving of the goal posts," where one evaluator will tell you to do something, and then the next evaluator will tell you that what the last one said was completely wrong, and that you should do the exact opposite. It only sets new hires up for failure. It also ensures job security for instructors and evaluators in RM Enablement, at the expense of the new hires' morale and physical/mental/emotional health. New Hire Managers do not truly make themselves available to new hires - they don't check in with anyone, and they force everyone to come to them, which is not very convenient, nor is always a viable option. Their one-on-one meetings with employees are not truly about answering questions or hearing concerns, but about enforcing conformity and eliminating all dissent. Furthermore, anything you say will be reported back to Directors and Assistant Directors (despite the New Hire Managers' claims of confidentiality) for the purposes of being used against you later. Management claims they welcome all feedback and suggestions, but nothing could be further from the truth, especially when it comes to feedback concerning training. RM Enablement - the department responsible for training new hires - does not/cannot tolerate criticism. Those who dare to question or criticize RM Enablement will find themselves being reprimanded or terminated. There is also a systemic pattern of racism, sexism, and ageism in the RMCC, where certain classes of individuals are routinely punished, denied advancement, denied pay raises, given harsher evaluations and feedback, and subjected to a negative and hostile work environment while others are given preferential treatment. For example, one previous incoming class of Revenue Specialists saw one half of the class (being of a particular gender) breeze through mocks with little or no problems, while the other half was practically raked over the coals for every little thing imaginable. If you're looking to get into revenue management, I would strongly advise looking elsewhere. Unless you have extensive hospitality experience, the learning curve is just too high. Also, Hilton's training is an absolute joke. You won’t learn anything in their classes, and instructors/evaluators are directed to justify their existence by finding fault with even the littlest of things - when they say “there will always be feedback,” what they really mean is “nothing you do will ever be enough to satisfy us, because if we can't find anything to criticize off-hand, we will go looking for something/anything.” You will burn out very quickly in that role, and most people don’t last beyond 1-2 years. During that time, this company will stress you out, make you miserable, and generally push you past your breaking point. You will be reduced to a neurotic mess, and that’s if you don’t suffer a nervous breakdown, like I did. (Many people working there are on some type of anti-depressant or anti-anxiety medication - it really is an unhealthy environment) Do yourself a favor: Stay far away from Hilton. There are other, better opportunities out there.
