Hotel Tech Careers in 2026: Pay, Bonuses, and Sentiment

Glenn: [00:00:00] Hey everybody. Thank you so much for tuning in to another episode of No Vacancy. I, of course, in Glen Housman. Thank you so much for being with us today. We’re going to learn a lot of great stuff. But I couldn’t learn all alone. That’s why I got doctor producer Suzanne Bagnara here. If I use finest slumming it with me yet again. How are you?

Suzanne: [00:00:20] I just want to make sure that your level of knowledge is brought up today, and I really am confident that our guest is going to.

Glenn: [00:00:26] So we’re going to go from middle school up to collegiate with my level of insight, I think.

Suzanne: [00:00:35] Can I test you afterwards and see if you pass?

Glenn: [00:00:37] We will, but listen, if you want to pass, you don’t have to take any tests. If you visit my friends over at. Actabl. Actabl, they give you the power to profit. visit actabl.com? They really help you with scheduling labor. And it’s one of those things that help you save money. They do a lot of other products as well. Check out their profit soared, for example, all that kind of good stuff. So, you know, they’re a tech company. I don’t know if you’re aware of that.

Suzanne: [00:01:02] You know, I think they might actually be a part of my AI and machine learning class.

Glenn: [00:01:08] Oh that’s pretty that’s pretty cool. So they’re a tech company. You’re dealing with tech companies. Everything we do seems to be dealing with tech companies. We got high tech coming up, one of the biggest events of the year. And one of the things we’re not really talking about is those all those hotel tech jobs, where are they? What’s going on? And I’m pretty keen to find out, not just because our next our next guest from hospitality Tech Jobs has a great survey on salary and sentiment that’s going on there. But also and Ed doesn’t know this yet, but I have a kid who’s graduating college with a degree in computer engineering, and I could probably use some advice. So let’s welcome Ed Clark to the show founder, Hospitality Tech Jobs. Ed, how are you, man?

Ed: [00:01:53] Hey, I’m really good. Thank you so much for having me.

Glenn: [00:01:56] So this is great. So today this is our third show. We’re recording today and not one of our guests was based in the United States. You’re coming to us today from Brazil. That is so cool.

Ed: [00:02:07] That’s right. Yeah.

Glenn: [00:02:08] And I say that because it is cool, but also because technology, technology has changed everything and it’s changed my ability to have a career. And it’s changed the way the hospitality industry functions. Before we get into the survey, could you give us a good understanding of where you think we are in regards to hotel technology and all of the jobs that support it and the general opportunities people might have out there in the industry?

Ed: [00:02:35] Sure. I think from a big picture perspective, everybody knows now that hotel is just simply cannot operate without technology. It’s it’s simply impossible to do without from a distribution perspective as well as a management perspective.

Glenn: [00:02:50] And I have stated a couple of hotels that are. They’re trying now they are.

Ed: [00:02:54] They are. Yeah.

Glenn: [00:02:56] Yeah.

Ed: [00:02:57] If you go to those hotels that don’t have any technology because you you looked for that experience.

Glenn: [00:03:02] But yeah, well, usually it’s after a wrong turn on the interstate or something like that. I should have made a left at Albuquerque. Yeah. Go on. Sorry.

Ed: [00:03:12] No. It’s fine. Look, we’re in a really interesting. We’re in an interesting point. I mean, we, you know, at Covid, it was kind of forced on hoteliers to take on technology. They thought it was a nice to have. Then they realized that it was absolutely a necessity because when the occupancy went way down to below 5%, they were forced to really look at their business models. But now they’re way more comfortable. The hotel is at looking. Are they better at choosing? I don’t know, I think that’s why we still have so many consultants today. Yeah. And there is just so much innovation happening. And I, I don’t need to repeat it. That AI is is big in here. But that’s look, that’s where we are today. It’s a real career to work into hotel tech. And the industry is actually huge from a SaaS perspective as well as from a hardware perspective as well. So you can go from, I mean, everybody knows when you talk about hotel tech, most people think PMS and Ms.. But it goes way deeper than that. And there is there is a huge opportunity you know, for your son, for instance, going into hotel tech, there’s not much that well globally in any industry. There’s not enough talent that understand AI, let alone hospitality. There’s only one guy I know in the world that is that properly knows what they’re talking about. And they just finished a degree at Berkeley, probably one of the best universities for AI, where he was sitting down with, you know, people who work in the Pentagon to learn AI. He’s the only guy I know in hospitality who’s managed several chains that, that knows what they’re talking about in AI. So there’s a lot of room to move here.

Glenn: [00:05:08] Wow. That’s that’s true. Now, the one thing about AI is everybody seems to say they know a lot about it, but they don’t necessarily know all about it. But I’m just teasing. We’re really coming along and learning. But the point of the matter is, and the reason why I wanted to start chatting with you about this is you know, Suzanne is seeing this at hospitality schools around the country that we’re finding it hard to attract students. That’s why I love sharing stuff like this, because we’re big believers in no matter what you love to do, hospitality has it. And this is the perfect example of a whole career path you could go down that has the excitement of travel, but is firmly rooted in technology, which is what a lot of people love to have their careers with them, right?

Ed: [00:05:52] Yeah. I suppose what we could say to to the younger generations, why do you want to go into into travel technology or hotel technologies? I think the excitement is that, you know, hospitality is about being human. It’s about receiving people. But you need to find the balance of enhancing technology to improve that human experience.

Glenn: [00:06:18] Right?

Ed: [00:06:19] And we’re all we’re all figuring that out. And I think, I think it’s quite I don’t know what the word is. I think it’s subjective to each person. You know, if and it depends on your on your situation as well. So if I’m going to travel somewhere and it’s mainly for business, I just want to get in my hotel room and get out. I don’t want to speak to any humans. However, if I’m there with my wife and it’s a honeymoon. That’s right. I would love to meet someone at, you know, at check in who is super charming. You can tell us about all the ideas of what we could do at the hotel or outside. So I really think it’s subjective to your situation and your personality as well. Oh yeah.

Glenn: [00:07:00] Absolutely. And even if I did, it’s impossible for hoteliers to figure it out because you’re right about the business travel thing. Sometimes I’m feeling chatty. Sometimes I’m feeling like, don’t look at me. Don’t you know? So it could really go either way, no matter what. But what’s really interesting, and the main reason why I wanted to have you on, is to talk about where we are with hotel tech, salaries and stuff. Your main occupation is helping people find hotel tech jobs. I mean, it’s right there in the hospitality tech job names. So tell us a little bit about hospitality tech jobs, where this came from, and then we can get into some of the discoveries.

Ed: [00:07:37] Sure. Yeah. I’ll give you a very quick background on me. So I’m half English, half French. I wanted to be a rugby player. I kind of half made it and found out I needed to figure something else out. Went to uni, studied business management. I wanted to become an entrepreneur because I read Rich dad. Poor Dad went into property, set up an estate agency and grew it from scratch. Sold it, didn’t know what else to do and met a multi-millionaire in construction who wanted to build his first apart hotel. And for some reason he thought I was the guy to set up the tech stack operations and marketing from scratch. So I spent six months figuring out what is a PMS, what is, what is distribution, what is an Ms.? And I need a head housekeeper. So I figured out managed to open the park hotels, a lot of fun. And then Covid hit. So I lost my job and I moved from England to Germany and worked for a scale up called Numa, which is an apart hotel scale up. And they made me the director of launch, which is just cool. It’s very, it’s a very posh or fancy word for Preopening project management opened about 30 hotels for them, built their department from scratch because I was good at building systems and structure to chaos. They made me their head of HR interim basis. And then I left because I was just so tired and burnt out.

Ed: [00:09:04] Three friends decided to set up a hostel together, and I think we were a bit naive thinking that it would pay our personal bills and then had a heart to heart with myself. I said, okay, what do I want to do with my life? I’m good at operations. I’m good at project management. I’m good at managing people, but I just don’t want to do it anymore. Right? So what else do I like? And I’m good at recruitment. Okay, I can sell. I can do that. What do I know that most people don’t know about hotel tech? And so I went into that, built my own business. What is hospitality tech jobs. It’s basically a boutique recruitment firm that helps source talent for hotel tech companies across the world. How did the report come about? I thought, what is the best way I can add value to my industry? And that’s data in an area that the industry doesn’t know about, which is talent. Most people don’t know what people should be earning from a candidate perspective, from an employer perspective as well. So I wanted to bring that to the table, but I also wanted to know how happy are we? You know, everyone talks about hospitality operations in general, that people seem to be unhappy there. So I wanted to talk about hotel tech. And so this happened.

Glenn: [00:10:24] All right Suzanne.

Suzanne: [00:10:26] I love the fact that you’re really taking those inquiries and questions to generate data that then can support that industry more intentionally. So what was the the biggest takeaway that you started to get from this experience and starting with this report.

Ed: [00:10:45] So it’s an awesome question. I think that the the biggest global takeaway I took is that the hotel tech industry is quite large and it has it has fractionalized many industries. What do I mean by that? It means that PMS companies have different results than Ms. company, for example, which you’ll you’ll see in the report. That’s that’s the main thing that stood out.

Glenn: [00:11:11] Yeah. There really seems everything seems very siloed and not connected at all where if you’re in the operations side of the business, everything feels more intertwined. Suzanne, do you think that’s fair?

Suzanne: [00:11:25] No. Not well, no, because from an interface standpoint. Right. So you may think that it is, but when you’re on the backside. Right. And having been a general manager and when when one of my units, you know, let’s say my POS, my point of sale system went down. That was interfaced to my PMS, my property management system. And when you would try and call for help and troubleshooting, you were literally bounced back and forth like a ping pong ball. As to, no, it’s not our problem, it’s your problem. And we’d have to dig down. And so even hearing Ed talk about how many consultants there are in the tech space for hospitality, you I don’t want to say you need a degree in technology, but you almost feel like you do. And I think that’s the value that the technology consultants can bring to it because they understand it better. And how does that interface? It’s the same challenge we’re experiencing right now with AI. How do we interface these tools in a safe and effective manner?

Glenn: [00:12:23] But the fact of the matter is, most of the the people are working there in the trenches. They’re doing programming, they’re doing whatever it might be, and they’re separated from us philosophically and stuff like that. They’re in a commute every day. They’re doing their job. So what’s their world like? What do they what do they experience? What are some of the big findings that you got here?

Ed: [00:12:43] Just to make sure I understood the question. Right. You’re talking about what’s life like for the hotel tech?

Glenn: [00:12:51] Yeah. And you’re just, I’m just leading you into telling us some stats from the report, that’s all.

Ed: [00:12:55] Oh, yeah. Absolutely. Yeah. Just going off the headlines, you know, 65 over six, almost 66% of the hotel tech worked workforce sit in revenue adjacent.

Glenn: [00:13:07] Which I got to tell you, it I felt really, really, really interesting. And I think that’s a real signal that the technology department and the sales department, the operations department need to be a lot more unified.

Ed: [00:13:20] Absolutely. And it’s, it’s, it’s a reflection of what the the hospitality industry is looking for. Then a hotelier is not going to take on new SaaS if it doesn’t improve, you know, the efficiency on on a revenue generate part because otherwise, you know, they just can’t, they just can’t be sold to them. I think what, what stood out the most to me was the fact that on the revenue side, only 40% of professionals manage to hit their full bonus target.

Glenn: [00:13:55] Yeah, that’s not great. That’s not great at all. That tells me that you tell me because you’re the pro, but it’s telling me that these targets are not representative of reality, and that would create a significant backlash, I think, with employees who never feel they could achieve and their their level of engagement will probably drop. But what do I know?

Ed: [00:14:22] Yeah, I, but I was thinking about how I should react to this. I could easily just like, you know, hit people on the head and be like, you know, that’s right. You’re a bad employers for, you know, lying to your staff, but.

Glenn: [00:14:36] That’ll totally help you build your business right there.

Ed: [00:14:39] I look, I see this as a starting point. Yeah. And I see this as an opportunity for some companies, you know, if they’re able to, you know, prospective candidates. Look, if you join us, you know, this is what’s happened in the history. This you know, this is what our previous people have managed to hit. You know, if I think the more transparent you are and if you actually, you know, let’s say nine out of ten of your employees do actually hit target, then, you know, that’s something to boast about. That’s something to give confidence to a candidate. But then you also need to think on the other side. Like, does that mean you’re not challenging people enough? So, but I think what wins is, is transparency in, in this case, and I see this report because I’m going to do it every year from now on, right? Kind of a headmaster, but I want, I want these results to improve year on year. And I think, you know, any hotel tech player, you know, listening into this, they should see this. It shouldn’t scare them. I’m not trying to scare people. It’s to give them the opportunity to correct things.

Glenn: [00:15:42] Yeah.

Ed: [00:15:43] But where they’re doing well and to actually talk about it. Another thing that that came up because you asked me like what stood out is the the difference in sentiment between females and males. Like, and I think this is the one that we really need to start talking across the board, across every hotel tech type of, of category. Women are way unhappier than men. So in general, the, the score, the NPS score is, I think it’s about eight. For men it’s 12 and for women it’s -3.4. So there’s more amongst women than men. Now the issue with my survey is that it only takes about 2.5 minutes to complete, so I cannot pinpoint exactly why women in general are unhappier. But I can give you anecdotal evidence from speaking to female candidates.

Glenn: [00:16:42] Yeah.

Ed: [00:16:43] What I, what I see is what we still hear today is, is there is a lot of macho activity going on. There is some bias towards women. When women ask, one of the questions is, you know, have you asked in the past year for for a raise? And did you get it? There’s a difference in behavior between women and men. Double the numbers of women have asked for a raise, which shows that men think quite highly of themselves in comparison to women.

Glenn: [00:17:10] Right?

Ed: [00:17:11] But even amongst the women who did ask for a raise, a higher percentage of men got it than women. Now, why is that the case? I don’t know, I need to dive deeper, and I’m actually going to do like a round table with some female and male leaders too, to see why that’s the case. But there’s already a behavior factor, and I can check this from my anecdotal evidence, because I feel like I need to cheer on my female candidates more on average than men. There are some unbelievably talented women out there who have actually messaged me and said, I saw this role over here. I’m not sure if I should apply for it. And I’m like, are you crazy? You have to you, you fit all the requirements and more. And they’re almost afraid of what other people are going to think. Whereas I’ve, I’ve met male candidates where I’m like, you don’t quite fit the entire the entire list. And they’re like, oh, I’m going to go for it anyway. What’s the worst that can happen? So there’s, there’s a behavioral side to it, but like the experience that women have in hotel tech is clearly different than what men have. So I can’t blame it on behavior. I think it’s look, it’s, it’s a conversation that should be started And next year I would love to see that gap shorten. All I’m looking for is progress and for people to be aware of it.

Glenn: [00:18:36] I know, I know, she’s got plenty to say right now, I imagine.

Suzanne: [00:18:41] Listen, I would say with the pieces that we’ve done in terms of research, I think you’ve hit on that spot point where women have a tendency to really think through those different positions and the skill sets that are required in that opening before they just go for it. And so I think it’s not even just in the tech side, I think that’s in general hospitality. And we’ve seen that. And I think you’re also going to see the pay scale. I believe that was also a part of the study as well that you did in looking at the pay scale differential as well in that space.

Ed: [00:19:17] Absolutely. Yeah. To, to add on to that. So we’ve, in terms of median basic salaries. Women and men are at the same great.

Glenn: [00:19:29] And hold on. According to this average compensation is $80.895 thousand. Median composite. Stop. Sorry. Median base salary is identical for men and women, $69.5000. But realized earnings differ.

Ed: [00:19:46] You said by 15 K.

Glenn: [00:19:50] Wow. How why? What’s going on.

Suzanne: [00:19:54] That’s what he’s got to dig into. He’s going to do this round table.

Ed: [00:19:57] Exactly. Yeah. So the reason the reason why my survey was only about 2.5 minutes long to take is because I.

Glenn: [00:20:03] Wanted to take it. Yeah, yeah.

Ed: [00:20:06] 500 people, which is which is great.

Glenn: [00:20:08] You did well as somebody who tries to who is now giving up on trying surveys, nobody wants to do surveys anymore.

Ed: [00:20:14] There’s a lot of.

Glenn: [00:20:15] Mankind or humankind has been surveyed out. And I think we’re all set with survey now.

Suzanne: [00:20:20] You know what it’s like to be an academic researcher and you have to try and get results.

Glenn: [00:20:25] I don’t know what it’s like because I do more than one thing a semester.

Suzanne: [00:20:31] Oh, nice.

Glenn: [00:20:32] I’m making fun of you. Just school politics. Things don’t move speedily.

Suzanne: [00:20:38] They do not.

Ed: [00:20:39] No idea. I had no idea what I was bringing myself into. I had no idea how much work it would take just to get people to say, yes. I’ll spend 2.5 minutes of my time to to help you. Basically.

Glenn: [00:20:53] Yeah. It’s funny because they’ll spend more time telling you they don’t want to do it than it would be just to have done it in the first place.

Ed: [00:20:59] Exactly. But look, what I’m going to do to, to help is, is do some, some live roundtables. Some leaders like you. So on the sales part, I’m going to do that on the gender gap part. I’m going to add some, you know, female and male leaders to discuss it, you know, try and figure out why is that the case, but also come out at the end with some, some solutions and some targets. So it’s it’s just I see this report. It’s a conversation starter now where we are, I still think you can get quite a lot of value out of it. Now now we need to see if we can work together to, to make things better.

Glenn: [00:21:36] Hey, listen we humanity has a long, harmonious history of getting along and never having any issue. So this is smooth. But everything worthwhile is hard work. And I really appreciate that you have chosen to take on this particular challenge because it is so helpful to so many. I mean, even if you’re on the hiring side, if you’re on the needing a job side to have no idea on what the structure should be, then you’re kind of floating around rudderless, right? And and I think, I think you’re really shining a light on something really important here.

Ed: [00:22:14] Exactly. Like every single stakeholder will benefit from this if you’re a candidate or, or an employee, you will know, you know, what kind of benchmark you should be in. If you’re a startup and you don’t have much money at all, it’s fine to be to to be able to offer below average compensation. You just need to know how to, how to place yourself in the market. Okay, I might be, I might pay below my competitors, but therefore it’s much better to work with us because you get way more responsibility. You’re going to learn a lot more. And then there’s ways you can use this report to to your advantage. If someone is an employee and they’re unhappy where they are, they now know where the happiest people are in terms of hotel tech. So, you know, the unhappiest people who earn the most, by the way, work for OTAs.

Glenn: [00:23:06] Oh man, that what a, what a bummer. Number 11 on here. Working in OTA and meta search yields the highest pay, but lowest in employee sentiment. So it’s a real trade off. And I like what you’re saying. You may be part of something special, but earn a little more. But there is something more to life than just earning the money. And if you just feel like a tool every single day going in, that’s no way to be. So I think for most folks out there, they’re looking for that balance of being challenged in their career, but still can have a worthwhile life. Would you think that that’s kind of how people are feeling these days?

Ed: [00:23:49] I think overall, yeah, I still meet individuals who, who are only about about the money. Yeah. Where I tend to question them. Or maybe you might be in the wrong industry overall, you know, maybe you should go, you know, take a look at other type of industries. But look, there’s, there’s definitely places in hotel tech where you can earn phenomenal amounts. Think about hardware that are SaaS as well. So if you were selling, let’s say, key systems, it’s a double whammy because you get commission on the SaaS and you also get a commission on the hardware, right? But I have met candidates who’ve worked for some companies. I’m not going to name them where they only get a commission on the SaaS part, but. Right. Look, that’s swings and roundabouts.

Glenn: [00:24:37] Right? That company is acting too sassy, and it shouldn’t be doing all right. I’m sorry. I don’t mean to destroy everything I touch, but what are you what are you going to do? Anything else that we should know? How about we wrap up this way? What are some great ideas that for folks that want to be in hospitality technology, how do they get started? Where do they even figure out what companies might be hiring them? What’s their way in, or what’s their way up the ladder to the next level?

Ed: [00:25:09] Okay. Great question. The majority of people who go into hotel tech are people who have worked in hospitality operationally. I’ve seen people who have had long and strong careers in hospitality first, who have gone all the way up to GM level even operations director level, and then put their foot in. I’ve also seen people who have done a couple of summer jobs in hospitality, as, you know, a waitress or, you know, front office and immediately jumped into a sales role for a hotel tech company. So, but what I would say is you are better off at least knowing what it’s like to work in hospitality. The reason why I say that is because, you know, you do not understand the pressure and the toughness of a hard shift in hospitality unless you’ve lived it. The same thing when you pre-open a hotel. There are so many things that can go wrong and they usually do go wrong.

Glenn: [00:26:17] Suzanne is nothing like she was in operation. Maybe a GM or something like that.

Ed: [00:26:24] It’s not like you’ve been to war and you know what it’s like. You don’t even need to say the example. So you know when you have that and you’re selling to a hotel, it’s like, I’ve been through your pain. I know what the solution is. So I’m going to say in a way that makes you understand, this is what really, really helps. Now, if we want to go into the tactical area of how to get a job, my, my biggest advice to people who are not using a recruiter like me is you have to do more than the average. The problem today is that most companies are bombarded by hundreds of applications. The poor internal recruiter does not have enough time to look at all of them. They might use AI, but AI has loads of faults. They have not figured it out yet, and more and more candidates I’m talking to are more and more exhausted and frustrated because of AI.

Glenn: [00:27:20] And that’s why I recommend nepotism. That’s your best way forward.

Ed: [00:27:25] It worked well. Yeah. It works.

Glenn: [00:27:27] No, but realistically speaking, what can people do? Because this AI thing is bad. And I hear it from my kids generation. I have 22 year old twins. Them and their friends are finding this to be an insurmountable thing, to get past these AI blockades that seem to put everything into a trash bin.

Ed: [00:27:45] Just pass this over to them. Let me know after a month if they get if they get any result. So you create your CV, make sure it’s just one page. The reason is because recruiters don’t spend long on on a CV. Focus on results. Do not say exactly you know what you’ve done. If it says that you were a front of office, people kind of know what the job description of that is. But if you can say, you know, a reduced check in times from five minutes down to two minutes, thanks to doing these things, that’s going to make you stand out when you see something on LinkedIn or online, don’t just click apply with your CV. You’ve got to do more than the average, otherwise you will not stand out. And it’s literally a lottery because they might not even see it as well. But I, I would go, I would go on LinkedIn, I’ll talk about offline as well. Go on LinkedIn, add all the people related to this role, whether it’s the hiring manager, recruiter, and if the company is small enough, the CEO. But I’m going to think it’s your one of your sons. Once you’ve added them, do not write them a message, send them a voice note. You can do that on your phone. Why do a voice note? Because it’s got that element of mystery. If someone sends you a voice note on WhatsApp, you’re always going to listen to it, right?

Glenn: [00:29:04] It’s how I felt about text ten years ago.

Ed: [00:29:09] Yeah. The the beauty about a voice note is that you’ve shown that you’ve made an effort to tailor a message to them. It’s not a template and it’s not I today, including myself. I literally get ten AI templated messages when I reach out to a candidate or a potential client. One of the first things I say is this is not an AI template. And then I say what I need to say. It’s either a video of me or that, yeah, these things make you stand out, but it’s, it’s, it’s more, it’s more the symbol that you’ve made an effort. So if your son wants to work for a hotel or a hotel tech company, and they send a voice note of that, that one minute elevator pitch, like, hey, I’m, I’m editor, I would love to work for your company. This role really suits what, you know, what I can do because of X, Y, and Z. Are you free for a virtual coffee chat. I would love to work for your company. I as an.

Glenn: [00:30:08] Totally.

Ed: [00:30:09] I would love to speak to you.

Glenn: [00:30:11] I get you bro. Because seriously, I have this with students all the time. I tell them, reach out to me. Let’s talk. The ones that actually do I get really excited about because it shows they’re showing initiative. It shows that they’re being different. They’re not just letting the world happen to them. They’re trying to seize control and make something happen for themselves. And if I see someone taking that effort, then I got to give a little bit back for sure. Yeah.

Ed: [00:30:34] And look, tell your son if he sees that a role has been applied to 300 times, don’t, don’t let that scare him because I guarantee you just click, click and apply. And more than 50% are irrelevant. They’re probably not the area. Maybe they don’t even speak the language. The problem with like globalism is that it’s given access to everyone. So there are literally people out there that might be on the other side of the planet, you know, applying for a role that requires you to, to live there in the first place.

Glenn: [00:31:09] I used to just try to take my resume and walk into the office, you know, and it would and it would be on a it would be on like purple paper instead of your boring white paper. So it would stick out, you know, that was my that was my move in 1994.

Suzanne: [00:31:22] But don’t forget, you could like spray your paper and make it have a nice scent on top of that purple paper.

Ed: [00:31:28] Well, I.

Glenn: [00:31:29] Know.

Ed: [00:31:30] From from my generation and below, for some reason we’re very scared of, of, of social contact.

Glenn: [00:31:37] Because you’re more the digital native kind of world. And I, I believe, I mean, I’m not a scientist here, but I feel like the screens created a little bit of distance that people of my generation who were forced with the horribleness of human interaction in a constant fashion have just got immune to that stuff. And don’t worry about it as much, you know, but I don’t know, I’m just being philosophical. And is it it, I think what you’re saying about the resume, to try to think about it in different terms is it’s kind of like you have to write it as if I was a website programmer using SEO or a e o. Now you have to use the right keywords and phraseology in order to get the AI that’s reading it, to acknowledge it and move it on to the next level. Is that kind of what you’re getting at?

Ed: [00:32:24] I’ll be controversial here. I think that would be focusing on the wrong thing and the type of companies that use AI to, to, to process. These are usually the large, the large corporations, right? A small, a small hotel tech startup doesn’t have that, right?

Glenn: [00:32:45] Yeah. Right.

Ed: [00:32:46] It’s going to be the CEO or whatever. Who’s going to be looking might look at five CVS and then, you know, gets distracted and has to do something else. So you’ve got to stand out. You’ve literally the rule of thumb is do more than the average. And unfortunately for the right or the wrong reasons, whether you like it or not. What. From what I’ve seen, that’s what’s going to get you a step ahead.

Glenn: [00:33:10] Hey, the good news. Bad news is you don’t have to do too much to be above average. I’m sorry, Suzanne. I know.

Suzanne: [00:33:20] It has. The devil has come down because I’ve even had to adjust in my years of teaching, where things that were more common. And I have said this for quite some time now with Covid. When we moved to digital learning, we took away a lot of that experience. And we continue to still get this in the college experience, where the schools just kind of moved and passed kids along and and now we have them. And, and I’ve said to many employers, you’re, you’re still going to have a challenge with this category of, of learner at this stage for an employee perspective, right?

Glenn: [00:33:54] So for, for smart people that really want to have a great opportunity, do a little bit more focus on Ed’s advice, and you’re going to do just great. I really mean that in encouraging sort of way because a lot of what we see out there and you’re saying it’s perfectly is all these people just hitting apply? So why are you worried about the 300? Worry about the 20 that might you know, might have something and just try to be better than them. It’s not all that hard and do a lot of reps keep at it and you’re going to find something. Any other advice before we let you go?

Ed: [00:34:32] Oh be yourself. I suppose that sounds a bit cheesy, doesn’t it?

Glenn: [00:34:36] Not at all. We talk about authenticity here all the time. It’s so important. All right. How about give us a how about before you go give us a good plug. How do we learn more about you and your services that are out there?

Ed: [00:34:50] Oh, look, if you need if you need to understand the the talent market, specifically in hotel tech, I’m the guy you want to speak to. Have a look at hospitality Tech jobs.com. I am on LinkedIn all day, every day. I have a small team working for me. Not just recruitment. If you need access to funding, I know the people to connect you to as well. If you need contractors as well, if you need consultants as well in the hospitality industry, I have the connections as well.

Glenn: [00:35:22] And the only thing that will get him out of that bear room is your connection to him. So go check him out at hospitality tech jobs. And talking to you is so cool today. Thank you for doing this survey. I think it’s really awesome and lots of luck to you.

Ed: [00:35:40] Really appreciate it. Thanks guys.

Glenn: [00:35:42] Appreciate you. And thank you guys for tuning in today. Before we wrap up, Suzanne, one big observation. Go for it.

Suzanne: [00:35:50] I would love to see the disparity on pay increase for women in that space, I think. And, and honestly, even seeing women in those positions, we just held a hospitality technology experience at FIU and it, I didn’t see it until I saw a picture and it was a bunch of men. And I was like, I can’t use that picture.

Glenn: [00:36:15] Yeah, no, I hear you on that. Hopefully we’ll see a lot more technology. What’s happened on the financial and franchising side of the world? When I first started this career, there would be 1 or 2 women literally in the room that weren’t working at that hotel. Now it’s 30, 40%. So let’s keep it going. Let’s move that over to technology. There’s lots of great opportunities. And hey, now that you got it all figured out, you know what I’m talking about. You’ve got one life. So blaze on and.

Suzanne: [00:36:45] Follow your passion and take an AI program with me.

Glenn: [00:36:49] I love, love the plug. See you all next time. Bye, everybody.