Server Assistant (PM)
Whether you're seeking an unforgettable evening of cocktails at a swanky local bar, fine dining in a restaurant, a fresh, locally inspired lunch or simply breakfast in bed, our team of acclaimed chefs at The Tillery create unique dining experiences for every guest.
A modern American restaurant providing street level entrance and outdoor seating to serve all. We will strive to be one of the best restaurants in the area with providing high quality food and beverage offerings.
Server Assistant (PM)
We are looking for immediate hire for assistant server position!
The Marriott Owings Mills Metro Centre was awarded the AAA 4 Diamond Award in its first year of operation joining the ranks of below elite Baltimore 4 D hotels and one of only ten 4 D hotels in Maryland!
If you’re looking for a great place to work with great pay and benefits, look no further. The Tillery is seeking a server assistant to become a part of our team of dedicated, hospitality-oriented professionals. Server Assistant responsibilities include setting tables, serving food orders and removing used dishes and utensils. A high-end restaurant offering competitive hourly pay will have you smiling ear to ear at the end of every shift!
JOB OVERVIEW: Set up and clear tables, stock all service stations and assist food servers with table service to ensure total guest satisfaction.
ESSENTIAL JOB FUNCTIONS:
Delivering food orders from the kitchen to the Guest tables
Acting as the point of contact between Front of the House and Back of the House staff
Communicating food orders to chefs, paying attention to priorities (e.g. food allergies)
Clear and clean tables
Fill water glasses and soft drinks
Maintaining cleanliness in the restaurant
Assist with other duties as assigned
Must have or be willing to get food handlers certification and alcohol compliance certification if applicable.
REQUIRED SKILLS AND ABILITIES:
Must have the ability to communicate in English.
Must be able to work a flexible shift, weekends, holidays
Self-starting personality with an even disposition.
Maintain a professional appearance and manner at all times.
Can communicate well with guests.
Must be willing to “pitch-in” and help co-workers with their job duties and be a team player.
Must be able to withstand prolonged periods of standing, stooping, kneeling, and/or walking.
Ability to lift at least 20 lbs.
Our customers are what we are about. One of the keys to a positive guest experience is positive interaction with Crescent staff. It is essential that you remain professional at all times, and that you treat all guests and associates with courtesy and respect, under all circumstances. Every Crescent associate is a guest relations ambassador, every working minute of every day.
In order to maintain a positive guest and associate experience, your work habits should always meet and strive to exceed hotel standards for work procedures, dress, grooming, punctuality and attendance. You should be adaptable to change in your work area and in hotel procedures with a willingness to learn new skills and/or improve existing ones, have the ability to solve routine problems that occur on the job and ask for help whenever you are not sure how to do something.
SAFETY & SECURITY:
The safety and security of our guests and associates is of utmost importance to Crescent Hotels & Resorts. Every Crescent associate should adhere to the hotel security policies and procedures, particularly regarding key controls, lifting heavy objects, using chemicals, and effectively reporting safety hazards and safety concerns.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)