What's the Company Culture Like at Choice Hotels International?

Key Insight for Candidates

• Authentic & Consistent Values: Core values such as Be Bold, Be Quick, Listen, Be Curious, and Show Integrity are repeatedly emphasized alongside a “welcome, wanted, respected” ethos. Inclusion programs like associate-led CRGs and related workplace recognitions reinforce that these values are intended to be operationalized, not just stated.
• Collaborative & Supportive Culture: Day-to-day work is often framed as team-oriented, with friendly coworkers, supportive teams, and cross-functional collaboration highlighted across corporate functions. Flexibility and respectful interactions are also portrayed as enabling people to contribute with autonomy and support.
• Learning & Knowledge Sharing: Career development is positioned around continuous learning, agility, mentoring, and tools that help associates grow and make an impact. Development infrastructure and internal growth opportunities are described as meaningful strengths, particularly in corporate settings.

• Favoritism & Inequity: Local environments are sometimes characterized by cliques, favoritism, and uneven treatment, which can erode trust and inclusion in certain teams or properties. Variability by location and department contributes to inconsistent experiences of fairness and belonging.
• Workload & Burnout: Frontline and some operational contexts are described as hectic and high-stress, with understaffing and demanding workloads contributing to strain. High turnover is also referenced as a symptom of sustained pressure in certain property-level roles.
• High-Pressure & Micromanaging Culture: Management inconsistency appears in pockets, including reports of emotional or controlling leadership styles and unrealistic deadlines. Tension around return-to-office expectations versus flexibility also contributes to a sense of reduced autonomy in some areas.