What Should You Really Be Looking for in an Assistant General Manager? (Hint: It’s Not Just a Fancy Resume)

Let me tell you something I’ve learned after years of running hotels, resorts, and teams that range from 20 to 200: the Assistant General Manager can either be your right hand, or a revolving door.

Most job descriptions for AGMs sound like copy-paste versions of a GM-like “Strong leadership, guest service excellence, knowledge of budgets, and the ability to lead a team.” Sure. And water is wet.

But if you’re actually sitting across from a candidate, trying to decide who’s going to help you steer the ship when you’re putting out fires (or worse, at an owner dinner), the real question becomes: Do they have the traits that make them indispensable when things go sideways?

I look for pattern recognition over people-pleasing. A great AGM doesn’t just follow instructions, they notice things. They see the dish pit backing up before the line gets slammed. They notice which housekeeper hasn’t smiled in two days. They spot when your upselling conversion rate is dipping, and they ask why.

This isn’t micromanagement. It’s situational awareness. And it’s rare.

I also want calm in chaos. I don’t want a clone of me. I want someone who doesn’t get rattled when the HVAC dies on a wedding weekend or when the owner walks in with "ideas."

An AGM who can take a breath, assess, and respond instead of reacting!  That’s gold. You can train for skills. You cannot train for composure.

And let’s talk about accountability with teeth. The best AGMs aren’t afraid to have tough conversations. They hold team leads accountable, kindly, but directly. They’re not throwing people under the bus, but they’re also not sugarcoating missed standards.

And here’s the sticker point. They take the heat when it’s theirs. No excuses, no drama. Just “Let me fix it.”

Give me the AGM who’s curious over the one who’s cocky. Someone who’s not embarrassed to say, “I’ve never done that, but I’d love to learn.”

The ones who ask questions, take notes, and seek feedback? They’re the ones who end up running the place one day.

Then there’s what I call gravitational pull. This is the hardest to describe, but you know it when you see it. The AGM who draws people in. Their team respects them and wants to be around them. They lead without ego, they listen more than they talk, and they make people feel seen.

If your staff starts going to them first instead of always knocking on your door? You’ve got the right one.

Let’s stop hiring AGMs based on who looks best on paper and start hiring the ones who move the needle when no one’s looking.

Because a true AGM isn't just a second-in-command. They’re your cultural backbone, your consistency when you’re stretched thin, and your legacy in the making.

And if you find one who pushes you to be better? You don’t just keep them. You invest in them like your whole operation depends on it.

Because it does.