Interview Questions for Hotel Assistant General Managers

A hotel assistant general manager runs the property when the GM isn't there, which in practice means nights, weekends and every crisis that lands at the wrong moment. The best AGMs are future GMs. The wrong one is a strong department head who never learned to see the whole building.

These 15 interview questions are grouped by the skills that matter most, with what a strong answer includes.

Operations and the P&L

1. Walk me through last month's P&L for your property. Where did you beat budget, and where did you miss? Listen for: specific numbers, causes and actions, not just “we were busy.”
2. Occupancy is strong but GOP is down. Where do you look first? Listen for: labor, flow-through, distribution costs and comp rooms, in a logical order.
3. How do you work with revenue management on rate strategy? Listen for: a working partnership, and an understanding of how rate decisions hit operations.
4. Tell me about a cost you cut without hurting the guest experience. Listen for: a real example with a measurable result.

Leadership and team

1. Which department head have you developed the most, and how? Listen for: names, specific coaching and where that person is now.
2. Tell me about a time you had to manage out a manager. Listen for: documentation, fairness and how the team was protected during the change.
3. Housekeeping is three people short on a sold-out Saturday. What do you do? Listen for: practical cross-training, prioritizing check-in rooms and owning the problem personally.
4. How do you keep good hourly staff when competitors pay more? Listen for: scheduling, recognition, growth paths, not just “pay them more.”

Guest experience

1. What do your guest scores say about your property, and what are you doing about the lowest one? Listen for: they know the scores and own a plan.
2. Tell me about the hardest guest complaint you resolved. Listen for: calm judgment, empathy and a fix that addressed the cause.
3. How do you make sure service standards hold on the overnight shift? Listen for: systems, spot checks and leadership presence beyond business hours.

Owners, brands and readiness for GM

1. Describe a time you presented results or a plan to an owner or asset manager. Listen for: comfort with owners and clear business language.
2. How have you handled a brand standard you disagreed with? Listen for: compliance first, then constructive feedback through the right channel.
3. What would you do differently from your current GM, and why? Listen for: respectful, specific and strategic thinking rather than complaints.
4. Where do you want to be in two years, and what do you still need to learn? Listen for: GM ambition plus honest self-awareness about gaps.

Red flags to watch for

• Can't name their property's key numbers: occupancy, ADR, RevPAR, GOP or guest scores
• Every story is about their own department, never the whole hotel
• Credits the team for nothing, or blames the team for everything
• Has no example of developing another manager
• Vague about why they want to leave

What to pay a hotel AGM

AGM pay varies widely with the property. Payscale's self-reported data puts most hotel AGMs between about $39,000 and $74,000 in base pay, plus a bonus. Expect to pay more at full-service hotels and resorts, where the AGM oversees more departments, a larger team and often F&B. The BLS also notes that lodging managers often work evenings, weekends and holidays, and some are on call around the clock, so factor schedule into your offer.

How to score the interview

Rate each candidate 1 to 5 on operations, leadership, guest experience and GM readiness, and decide in advance which matters most for your property. A resort with big F&B and group business needs different strengths from a select-service hotel. Ask every finalist the same core questions so you're comparing like with like.

For more on the traits that separate great hospitality leaders, read The 30A Standard.