Ramada is a global hospitality brand operating in the midscale hotel sector and part of Wyndham Hotels & Resorts, with brand headquarters in Parsippany, New Jersey. The company offers hotel lodging, meetings and events spaces, on-site dining, and gue...
“I enjoy the steady rhythm of the hotel,” says a front-desk associate with three years of experience. “You’ll meet people from everywhere, and the team really helps you out when things get busy.” Another employee from housekeeping adds, “They’re flexible when I need time for family, and the training was hands-on.” A corporate staffer mentions, “Working at Ramada gave me a clear entry point into hospitality — I learned operations quickly.” These voices reflect the daily reality: helpful peers, customer-facing energy, and practical learning on the job.
The company culture at Ramada leans toward friendly and service-oriented. Staff often describe a guest-first mentality that shapes decisions on the floor. It is not a high-pressure corporate environment; instead, it values reliability, teamwork, and consistency. If you are looking for a place where practical skills and hospitality matter more than flashy perks, this culture might fit you. The phrase company culture at Ramada is common in employee searches, and you will often see the words “helpful colleagues” and “guest focus” in reviews.
Work-life balance at Ramada varies by role. Hourly roles like housekeeping and front desk work on shifts that can be irregular but usually allow for scheduled days off. Corporate roles have more predictable hours. Employees say you will have busy seasons, especially around holidays and events, but managers often try to accommodate time-off requests. If you value predictable weekends, you will want to confirm scheduling expectations for the specific location.
Job security is generally steady for customer-facing roles in stable locations. Hotels tend to follow market demand, so positions at high-occupancy properties are more secure. There are times when contract changes or ownership transitions may cause uncertainty, but long-standing locations often retain staff. Employees in corporate functions will find that job stability follows broader industry trends and company performance.
Leadership and management style is practical and operationally focused. Regional managers and property leaders prioritize daily operations, guest satisfaction, and cost controls. Formal leadership development programs are not always widespread, so managers often grow through experience rather than structured training. Leadership communication is typically straightforward and task-oriented.
Managers are generally described as hands-on and accessible. Many staff say that immediate supervisors will jump in during busy shifts and provide clear instructions. Some employees note variability between properties: good managers make the difference between a stressful and a supportive workplace. Performance reviews tend to focus on operational metrics and guest feedback.
Learning and development opportunities are present but often pragmatic. New hires receive operational training in guest service, safety, and property systems. For career progression, there are sometimes internal postings and on-the-job mentorship. Formal classroom-style development programs may be limited, especially at smaller properties, but motivated employees can gain a lot by taking on new responsibilities.
Opportunities for promotions exist and are realistic for those who demonstrate reliability and leadership at the property level. Cross-training into supervisory or managerial roles is a common pathway. Corporate roles may be more competitive and require additional experience. Internal hiring is used frequently, so building relationships and showing initiative will aid advancement.
Salary ranges vary widely by geography and role. As a general guide:
Bonuses and incentives are typically tied to performance metrics such as occupancy rates, guest satisfaction scores, and revenue targets. Some properties offer spot bonuses during busy seasons or for exceptional service. Sales and corporate roles may have clearer incentive plans. Overall, bonus structures exist but are not uniform across all locations.
Health and insurance benefits are offered, particularly for full-time and corporate employees. Typical offerings include medical, dental, and vision plans, though eligibility and levels of coverage depend on role and location. Part-time hourly employees may have limited access or waiting periods. Retirement savings options may be available in some regions.
Employee engagement is often driven at the property level. Events like team dinners, recognition moments for outstanding service, and seasonal gatherings are common. Corporate-wide engagement programs vary, but local managers frequently run morale-boosting activities. These efforts help maintain team cohesion in a customer-facing environment.
Remote work support is primarily applicable to corporate and administrative roles. For corporate staff, remote or hybrid arrangements may be available depending on function and leadership. For property-based roles, remote work is generally not an option. If remote flexibility is important, applicants will want to clarify role expectations during interviews.
Average working hours depend on role. Hourly positions typically work shifts ranging from 6 to 10 hours, with weekends and holidays common. Corporate roles follow a standard business schedule, with occasional overtime during high-demand periods. Shift predictability improves with seniority and role type.
The attrition rate mirrors the broader hospitality industry and can be higher in hourly roles due to seasonality and turnover. Layoffs have occurred in the past during economic downturns or during major events affecting travel. However, many properties maintain stable staffing levels during normal market conditions.
Overall, this company rates as solid for those seeking practical hospitality work, steady operations, and opportunities for on-the-job growth. It will suit candidates who value teamwork, guest interaction, and hands-on learning. For those seeking extensive remote options, high corporate perks, or heavily structured leadership development, there may be better fits. Overall rating: 3.8 out of 5 — good for hands-on hospitality careers with room for growth and improvement.
Read authentic experiences from current and former employees at Ramada
Supportive manager, clear SOPs, good benefits and flexible time off for managers.
Busy season can mean very long shifts; staffing shortages at times.
Employee-first initiatives, decent training budget and learning opportunities.
Bureaucracy slows decisions; slower career progression unless you move into regional roles.
Great training and exposure to large events, good kitchen leadership that encourages growth.
Long shifts during big banquets; can be chaotic on busy evenings.
Friendly coworkers.
Low pay, physically demanding work, limited advancement opportunities unless you move to supervisor roles.
Strong brand recognition makes meetings easier; clear commission plan and travel perks.
Targets are aggressive in some quarters and it can be stressful to meet corporate goals.
Good technical exposure and modern infrastructure.
Low long-term security on contracts; limited benefits for contractors.
