Executive Housekeeper CV Examples & Writing Guide

This sample is for an executive housekeeper running a full-service hotel with an in-house laundry. The name and hotels are invented. If you are a housekeeping manager or floor supervisor moving up, keep the layout and scale the numbers to the house you actually ran; there is a section on that step below.

Housekeeping is the biggest hourly paid department in most hotels and it drives both the payroll line and the guest score. Four things decide the interview.

• House size and structure. Rooms, staff, whether laundry is in-house or outsourced, whether you had supervisors or ran the floor yourself, and the service level of the brand.
• Labour control. Rooms per attendant, minutes per room, overtime percentage, agency hours, cost per occupied room. This is where a GM decides whether you can hold a budget.
• Score history. Brand cleanliness scores, guest satisfaction on room cleanliness, quality audit results and findings closed. Say the direction and the numbers.
• Staffing. Whether you can recruit and keep room attendants. Turnover percentage and how you moved it is one of the most valuable lines you can write in this market.

“Show me the room count, the staff count and what happened to your cleanliness score and your turnover. Everyone can write "ensured rooms were cleaned to brand standard". Very few write "cut turnover from 78 percent to 41 and agency hours from 900 to 200". That second person can run my department on a Saturday in July.”

Most housekeeping CVs have no numbers at all, which is strange because the department is measured constantly. Pull these from your reports before you write.

• Rooms in the house, occupancy range, average staff on a peak day, number of supervisors reporting to you.
• Departmental budget, payroll costs, cost per occupied room against budget, guest supply and chemical spend.
• Room attendant allocations per shift, minutes per room for stayovers and departures, and the time the board finishes.
• Overtime as a percentage of hours, agency labour hours, vacancies carried.
• Brand cleanliness score, guest satisfaction score for room cleanliness, complaints per 1,000 rooms sold, quality audit result and findings closed.
• Staff turnover rate and what it was when you started, plus internal promotions you made.
• Linen par levels, linen replacement spend, rewash percentage, kilograms of laundry processed per hour if the laundry is in-house.
• Deep clean and planned maintenance rooms completed against the annual plan, and out-of-order room nights.

Use a personal statement once you have run a department. A career objective is only worth using if you are stepping up from supervisor, moving from another sector such as hospital or contract cleaning, or relocating.

• Labour forecasting, room allocations and board building against occupancy
• Departmental budgeting, cost per occupied room and payroll control
• Brand standards, quality audits and corrective action plans
• Room inspection programmes and supervisor development
• Linen and towel par management, laundry operations and outsourcing
• Guest supply and chemical purchasing, supplier negotiation
• Deep clean, planned maintenance and out-of-order room planning
• Recruitment, induction, retention and rotas for hourly paid teams
• COSHH, safety data sheets, sharps and bodily fluids, and manual handling
• Opera PMS, Quore, HotSOS, Optii, ALICE, Fourth or UKG (Kronos)
• Guest recovery and service score management
• Unionised workplaces and collective agreements where relevant
• Working across languages with a diverse hourly paid team

Two things are worth stating plainly because they win jobs in this department: whether you speak the language most of your team speaks, and whether you have kept a floor staffed through a bad recruitment market. Both are more persuasive than any adjective.

Most executive housekeepers started on a trolley. That history is an advantage if you present it as management evidence rather than as a list of cleaning duties.

• Show any period you covered the department during a vacancy or someone's leave, with the length and what happened to the scores.
• Turn inspection work into numbers: rooms inspected a day, pass rate, findings closed, coaching sessions delivered.
• Name the systems you already build the board in. A candidate who can open Opera and Optii on day one saves the hotel weeks.
• Show the training you have delivered and how many people you brought through it.
• Add any budget exposure, even partial: ordering, stock counts, invoice coding, par level changes.
• If you have worked room attendant shifts recently, say so. General managers value a leader who can clean 12 rooms when the department is short.

• Two pages is normal in the UK; one page is enough if you have under 10 years. Hotel companies read fast and often screen through a recruitment system first.
• Put room count, staff count and budget on the first line of every job entry, in brackets after the property description.
• Name brands only if you are free to, otherwise describe the property: "320-room upper-upscale conference hotel with in-house laundry".
• No photo, no date of birth, no marital status. In the UK the same job is often advertised as head housekeeper, housekeeping manager or accommodation manager, so use the advert's title where it fits.
• Mirror the advert's vocabulary: brand standards, room allocation, board, MPR, CPOR, par levels, deep clean rotation, PM rooms, quality audit, guest satisfaction, staff turnover.
• Say your availability plainly: weekends, bank holidays, early starts and whether you will relocate. Hotel operations hires on this.