Crescent Hotels and Resorts
As a Sales Coordinator, you will be responsible for supporting the hotels sales and marketing efforts by assisting the sales team in various administrative and operational tasks. Your role will involve coordinating sales activities, managing client communications, and ensuring the smooth execution of sales-related processes
REPORTS TO: Director of Sales and/or Director of Group Sales
Minimum Requirements: This position requires proficiency with Microsoft Word, Excel, Outlook and PowerPoint. Prefer previous LIghtSpeed and CI/TY experience. Previous customer service experience required. Minimum 1 year of hotel experience or hospitality degree preferred.
What You’ll Be Doing
Respond promptly to inquiries from prospective clients, providing information about the hotels facilities, services, and rates.
Maintain ongoing communication with clients, answering questions, and providing necessary assistance.
Ensure a high level of customer service by addressing client needs and resolving issues promptly and professionally.
Assist the sales team in preparing sales presentations, proposals, and contracts.
Coordinate sales appointments and meetings with clients.
Prepare and distribute sales-related reports and documents.
Assist in planning and coordinating events, meetings, and conferences held at the hotel.
Create Room Blocks and reservations for incoming groups or clients.
Collaborate with other hotel departments (e.g., banquet, catering, reservations) to ensure successful event execution.
Maintain an accurate and up-to-date customer database, recording client interactions and preferences.
Use customer relationship management software (CI/TY) to track leads, sales activities, and client information.
Handle administrative duties such as filing, data entry, and maintaining office supplies.
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)