Hilton’s early-career jobs have drawn thousands of applications, with just 20 places available on the hotel group’s 2026 Launch programme. About 5,000 people applied over a few weeks, meaning roughly 0.4% secured a place.
The two-year scheme is based in McLean, Virginia. Participants spend their first 10 months working in a corporate function to develop business, analytical and technology skills, followed by three months learning hotel operations and guest experience at one of Hilton’s properties worldwide.
They then return to a further 10-month corporate rotation. Those who complete the programme are offered a full-time role, according to Laura Fuentes, Hilton’s chief human resources officer.
“These jobs are super competitive. I mean, we have 20 to 30 spots, and we’ll get 5,000 applicants,” Ms Fuentes said. “It’s intense… The volume may ebb and flow in any given year, but there are opportunities, and we’re looking for talent all around the world.”
Hilton internships attract growing numbers of applicants
Competition is also intensifying for internships at the hotel chain. Around 12,000 candidates applied for 72 positions this year, with only 0.6% successful.
As Hilton prepares its 2027 intake, it has already received almost 15,000 applications. The company says the application window for candidates to submit a CV and covering letter is due to close in less than a week.
“Our internships and full-time gigs are perhaps fewer and far in between, and highly competitive,” Ms Fuentes said.
She advised young professionals to be selective rather than sending applications indiscriminately. The volume of applications has risen as candidates use artificial intelligence to tailor CVs and covering letters and apply for more positions.
That has also created a heavier workload for recruiters, with large numbers of applicants using similar tools to compete for the same roles.
“[With] the volume that our recruiters are receiving, it’s nearly impossible to respond and manage that pipeline,” Ms Fuentes said. “It’s a bit of a double-edged sword. Candidates can apply more easily—we’ve removed a lot of the friction from the process. AI is helping candidates apply, but then they’re also the victims of the increased volume that this generates.”
Ms Fuentes said applicants could stand out by showing genuine interest in the organisation and choosing roles that genuinely appealed to them.
“Try to be a little selective about places that really are going to light you up, where you’re going to be happy,” she said. “Because at some point, if you make it through—which is your hope in the interview process—we’re gonna want to see authentic interest.”
