A template for front desk agents who pair quick check-ins with genuine warmth, the first and last face every guest remembers.
Hotel receptionists run the front desk, so they're the first and last person a guest meets. They handle check-in and check-out, manage room status, take payments, sort out complaints, and upsell rooms and packages when the moment fits. Most properties now run Opera Cloud or Mews, and recruiters scan a CV for the property management system before anything else. A typical shift mixes arrivals, departures, phone bookings, cashiering, and constant back-and-forth with housekeeping and concierge. The job rewards people who stay steady when the lobby gets loud, remember a returning guest's name, and fix a problem before it reaches the duty manager. Show a satisfaction score or an upsell figure and you move to the top of the pile.
Multilingual Hotel Receptionist with 6 years across full-service and boutique properties in Toronto. Holds a 9.2 out of 10 guest satisfaction score and grew room upsell 12 percent on Opera Cloud. Strong on cashiering accuracy, night audit, and first-contact complaint recovery. Fluent in English and French.
Name the property management system first, since Opera Cloud and Mews are screened before duties. Then back it with a service number. "Held a 9.2 out of 10 guest satisfaction score and grew room upsell 12 percent" tells a manager far more than "worked at the front desk". They also want cash-handling accuracy, complaint recovery, and the room size you've covered, so a 320-room hotel reads differently than a 40-room inn.
List Opera Cloud or Mews, check-in and check-out, room status coordination, cashiering and night audit, complaint resolution, upselling, telephone and email etiquette, and housekeeping and concierge coordination. If you speak a second language, say so high up, because a Marriott desk in Toronto or a Hilton in Manchester values French, Spanish, or German on the floor.
The two that sink a hospitality CV are no service metric and no named PMS. A line like "responsible for guest check-in" says nothing a hiring manager can measure. Another common slip is hiding your languages at the bottom and listing every duty in equal weight, so a recruiter can't tell what you're actually good at in ten seconds.
Keep it to one page if you have under five years, two at most. Lead the summary with your PMS and languages, then a satisfaction or upsell figure. Use reverse-chronological experience with three or four bullets each, and start every bullet with a verb like managed, resolved, or processed. Save the file as a PDF so the layout holds when it lands in the manager's inbox.
Figures in USD. Ranges reflect mid-level experience (3–7 years). Senior roles and major metro areas typically sit at the top of these bands.
Chains like Marriott, Hilton, Accor, IHG, Hyatt, and Four Seasons, plus independents and boutique groups, want a named PMS such as Opera Cloud or Mews, accurate cash handling, and proven complaint recovery. Put the system you know, your languages, and a guest-satisfaction or upsell number near the top. A clean two-line summary with one metric beats a paragraph of duties every time.
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