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Marriott Vacations Worldwide

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Enjoyable job with competitive pressure and limited support - Marketing Executive Marriott Vacations Worldwide Employee Review

3.0
May 29, 2026
Recommend
CEO approval
Business Outlook

Pros

The Marketing Executive position is very interesting--never boring. It has alot of variety regarding the work tasks, which include Concierge assistance for hotel guests and pitching Marriott vacation ownership properties. If you like to talk to hotel guests about Marriott vacation ownership opportunities, this is a very enjoyable job. MVW offers generous bonuses depending on how many hotel guests you are able to sign up every month for a tour of the vacation villas. As an employee, you can also get significant discounts on staying at Marriott hotels.

Cons

This is a highly competitive job. I found it to be too competitive, for a position that also requires Concierge guest services work. It was sometimes difficult to provide hotel guests with full attentive service, because we needed to present the vacation villas offerings to as many people as possible. The primary objective of this position is to pitch the tour for guests to consider investing in the villas and other Marriott properties. There is good training the first couple months, but there isn't much follow up assistance and support regularly, which often affected the team's morale. I felt the management team could have spent more time helping newer Marketing execs to improve their pitching and rapport with guests. I felt there was sometimes unreasonable expectations set for meeting monthly quotas.

Explore other reviews about Marriott Vacations Worldwide

5.0
May 3, 2026
Recommend
CEO approval
Business Outlook

Pros

All of it growth potential and the ability to provide for my family based on what I do for the company

Cons

Pressure is a privilege. !

2.0
May 22, 2026
Recommend
CEO approval
Business Outlook

Pros

Bebefits like medical were good.

Cons

During my employment as a Quality Assurance employee, I experienced clear unequal treatment compared to colleagues in the same position. Westbound QA employees were not required to clock in and out for lunch, while Eastbound QA employees like myself were required to do so — despite holding identical job classifications. As an hourly employee, this meant I was regularly working unpaid time during mandatory "break" periods. This was not a minor oversight — it was a policy applied unequally between teams. When I raised this concern directly to my manager, instead of acknowledging the legitimate issue, my manager responded by threatening to file an internal HR complaint against me — claiming I had raised my voice in a customer area. I did not raise my voice. Rather than addressing the problem, my manager used this as an opportunity to discourage me from speaking up further. This entire conversation was recorded with my manager's full knowledge and consent. Additionally, a senior manager in my department consistently declined notarization requests from the sales team, redirecting all notary work to me despite being equally qualified. When I was finally given authorization by the Director to take my 30-minute break, I returned to find 7 notarization documents piled on my desk — the senior manager had declined to handle them during my authorized absence.

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