Editorial Board   Guest Author

Mr. Patterson

Drew Patterson

Co-Founder & CEO, CheckMate

Drew Patterson is the co-founder and CEO of CheckMate the leading travel technology company building hotel communications tools to deliver a better guest experience.

From before check-in through departure, CheckMate's tools enable hotels and their guests to have a two-way conversation through any means of communication - email, text, or a native app. CheckMate's mobile tools improve every facet of the guest experience - from a mobile check-in that avoids a wait at the front desk and deals on room upgrades to alerts when one's room is ready. Through partnerships with hotels, OTAs and TMCs, CheckMate has improved the travel experience of over 500,000 travelers staying at over 51,000 hotels.

Mr. Patterson is also the CEO of Room 77, a position he's held since the hotel search engine acquired CheckMate in January of 2013. He previously co-founded Jetsetter, which he helped grow from an idea to nearly $100 million annual bookings run rate. He was also part of the founding team at KAYAK and served in a variety of key leadership roles from 2004 to 2009.

Mr. Patterson helped to reshape the online travel landscape by evolving the distribution model and increasing industry and consumer awareness around the value of “search” in travel.

Please visit checkmate.io for more information.

Mr. Patterson can be contacted at 415-849-3537 or drew@checkmate.io

Coming up in March 2020...

Human Resources: Confronting a Labor Shortage

With the unemployment rate at its lowest level in decades (3.7%), what has always been a perennial problem for human resource professionals - labor shortage - is now reaching acute levels of concern. It is getting harder to find and recruit qualified applicants. Even finding candidates with the skills to succeed in entry-level positions has become an issue. In addition, employee turnover rates remain extremely high in the hotel industry. As a result of these problems, hotel HR managers are having to rethink their recruitment strategies in order to hire the right talent for the right job. First, hotels have been forced to raise their wages and offer other appealing perks, as a way to attract qualified candidates. Secondly, HR managers are reassessing their interviewing techniques, focusing less on the answers they receive to questions and more on observable behavior. Part of this process includes role-playing during the interview, so that the recruiter can gauge how a candidate works through specific problems and interacts with other team members. Additionally, some HR managers are also creating internal talent pools as a way to address labor shortages. Instead of utilizing department resources to find new hires with specific skills for needed positions, hotels are cultivating talent pools internally and preparing their employees to assume leadership roles whenever the time comes. They are also placing greater emphasis on a company culture that is more performance-based, as a way to curb employee turnover, increase employee satisfaction, and assure higher levels of customer service. Finally, recognizing the importance of employee retention as a way to lessen the impact of a tight labor market, some HR managers are instituting generous reward programs in order to retain their top performers. The March Hotel Business Review will explore what some HR professionals are doing to address these and other issues in their departments.