How to hire a suite attendant

How to hire a suite attendant, step by step

Here's a step-by-step suite attendant hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a suite attendant job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new suite attendant
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you post your suite attendant job, you should take the time to determine what type of worker your business needs. While certain jobs definitely require a full-time employee, it's sometimes better to find a suite attendant for hire on a part-time basis or as a contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   A suite attendant's background is also an important factor in determining whether they'll be a good fit for the position. For example, suite attendants from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   This list presents suite attendant salaries for various positions.

   Type of Suite Attendant	Description	Hourly rate
   Suite Attendant		$9-14
   Maid	Maids are individuals who perform domestic chores like ironing, grocery shopping, cleaning, and laundry. Primarily, maids oversee the maintenance of wardrobes, serve meals, and lay out clothes... Show more	$9-16
   Rooming House Keeper	The extent of a rooming house keeper's responsibilities will vary on the organization or industry where one is employed. Most of the time, it is their job to perform various household chores such as cleaning bedrooms and bathrooms, washing dishes, doing the laundry, and even vacuuming particular areas... Show more	$10-17

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Cleanliness
   • Customer Service
   • Guest Service
   • Exceptional Guest
   • Guest Rooms
   • Food Service
   • Guest Satisfaction
   • Excellent Guest
   • Beverage Orders
   • Food Handling
   • Suite Holders
   • Football Games
   • Food Preparation
   • POS

   Check all skills

   Responsibilities:

   • Greet guest at tables, take orders from guest and enter them into the POS system.
   • Experience includes bartending and serving at cater events hold in the various venues of the stadium.
   • Job require food coordination, bartending, suite preparation, game time maintenance and clean up.
   • Inspect rooms to ensure cleanliness and make sure rooms are ready to go before a guest are checked in.
   • Set up luxury box suite with marketing materials for game day event as well as maintaining cleanliness and organization.
   • Perform opening, closing and side work duties as assigned; including accepting and processing payments through POS system.

3. Make a budget

   Including a salary range in your suite attendant job description is a great way to entice the best and brightest candidates. A suite attendant salary can vary based on several factors:

   • Location. For example, suite attendants' average salary in mississippi is 41% less than in massachusetts.
   • Seniority. Entry-level suite attendants earn 39% less than senior-level suite attendants.
   • Certifications. A suite attendant with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a suite attendant's salary.

   Average suite attendant salary

   $12.05hourly

   $25,068 yearly

   ---

   Entry-level suite attendant salary

   $19,000 yearly salary

   Updated December 19, 2025

4. Writing a suite attendant job description

   A job description for a suite attendant role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a suite attendant job description:

   Suite attendant job description example

   6 months bartending

   Knowledge/Skills

   · Must be 21 years of age to serve alcoholic beverages.

   Physical Demands

   The physical demands described here are representative of those that must be met by an associate to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

   · Lifting trays, dish racks, glass racks, etc. 20 -40 lbs. Pushing carts, Queen Marys, hotbox, portable bar 50 -100 lbs. Carrying trays, dish racks, glass racks, etc. 20 -40 lbs.

   · Bending/kneeling -ability to bend to lower level cabinets and lift trays.

   · Mobility -maneuver in narrow areas and between seated guests.

   · Continuous standing required to service guest functions; 100% of the time scheduled.

   · Climbing approximately 12 steps 20% of 8 hours.

   · No driving required.

   · Must be able to ruse records and all special requests.

   · Must be able to perform multiple tasks at one time, must be able to follow verbal and written instruction in English, and be able to communicate both verbally and in writing.

   · Must be highly organized and able to pay attention to sound and sight details in crowded and noisy situations, particularly when handling multiple tasks.

   · Must be able to use tact and understanding when dealing with a variety of customer service problems, including stressful and highly emotional situations.

   · Ability to accurately count cash. Ability to operate cash register.

   Environment

   Physically strenuous -prolonged standing, walking, lifting and carrying throughout entire shift

   This position description is not intended to be an exhaustive list of all duties, responsibilities, or qualifications associated with the associated with the position. May perform other duties as assigned.

   Benefits:

   • Medical, Dental, & Vision Insurance
   • Free On-Site Parking
   • Complimentary Employee Meals
   • 401(k) with Employer Matching
   • Hotel Discounts (Both Hilton & Sage Portfolio)
   • Employee Recognition Events/Prizes
   • Health Savings and Flexible Spending Accounts
   • Basic Life and AD&D Insurance
   • Paid Time off for Vacation, Sick Time, and Holidays
   • Employee Assistance Program
   • Opportunities for Career Growth and Development
   • Sage Restaurant Concepts 25% Discount
   • Sage Saving Spot

   Copy this example

   

5. Post your job

   To find suite attendants for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any suite attendants they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level suite attendants with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your suite attendant job on Zippia to find and recruit suite attendant candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit suite attendants, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new suite attendant

   Once you've selected the best suite attendant candidate for the job, it's time to write an offer letter. In addition to salary, this letter should include details about the benefits and perks you offer the candidate. Ensuring that your offer is competitive is essential, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and you should be open to discussion. After you reach an agreement, the final step is formalizing the agreement with a contract.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   Once that's done, you can draft an onboarding schedule for the new suite attendant. Human Resources should complete Employee Action Forms and ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc. They should also ensure that new employee files are created for internal recordkeeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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