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The leading nationwide travel industry experts for temp and perm placements since 1992..

Travel Placement Service is the difference you seek for your next rewarding travel industry job because we’ve focused years (and years!) in developing personal relationships with several hundred of the most exciting industry employers across North America.

We don’t just shove your resume under some executive’s door or pepper them with generic emails … any “job placement center” can do that.

Instead, we act as the industry’s leading “matchmaker,” coupling your career interests, experience and skills with the most suited travel industry employer around.

It costs you nothing to have us represent you

If you’re contemplating a more rewarding career in the travel industry, contact us today at (800) 498-3671 to find out who’s really out there in the travel industry … looking for you.

Check out the latest positions ready to be filled right now below!

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+1 (866) 424-3996 - [email protected]

Travel Industry Executive Recruiters

Top 100 Executive Search Firm 2018-2022

Travel industry recruitment & executive search.

ACCUR Recruiting Services is a US-based boutique Executive Search with a strong background in the travel industry. Our expertise spans across the entire spectrum of the sector, from premium brands to value offerings. We have a proven track record of successfully partnering with both large corporations and smaller entities, providing them with top-tier talent that drives their success. Our team is well-versed in the nuances of the travel sector, including tourism, hospitality, and transportation. Our proven search process is designed to identify and attract the best talent in the industry, ensuring a perfect fit for your organization. We pride ourselves on our professional approach, our deep understanding of the travel industry, and our commitment to delivering exceptional results. Trust us to navigate the complexities of the travel sector and deliver the talent that will propel your business forward.

Our Recruitment Benefits

Top executive talents.

Using ACCUR for your recruitment needs in the Travel industry will give you access to a senior team of recruiters with the experience and the network to reach the best Travel industry executives.

Speed & Efficiency

Our proven executive search and recruitment process allows us to deliver results both better and faster than employers would.

Guaranteed Success

Our Travel recruiters stand by their work! ACCUR provides replacement guarantees on all placements for a long term interest in our clients’ success.

Our Travel Industry Recruitment Services

Retained executive search.

Our Travel Executive Search Services Offer A Bespoke Approach with Exhaustive Search and In-Depth Assessment

Great choice if you want a completely customized option, and have high level strategic positions to fill.

Professional Search

Our Travel Headhunters and Recruitment Consultants Offer A Wide Selection Of Vetted Talents Selected Using Our Time-Tested Process

A good choice for most executive search needs with a global network access.

Contingency Search*

Our Travel Industry Recruiters Offer A Cost-Effective Way to Reach a Qualified Top Talent Pool Quickly and Efficiently

* This option is only available for long term clients and for very specific opportunities.

Our Core Search Process Steps

⇨ Initial Recommendation After speaking with you and analyzing your needs, we deliver a proposal customized to your company’s profile and the candidate being sought.  

⇨ Passive Search  We employ a variety of proprietary steps to reach out to a qualified candidate pool through online methods 

⇨ Proactive Search Employing both technology and an extensive real-world network, we find you candidates that are employed in the same industry but are not currently looking for a job 

⇨ Screening We screen each candidate carefully before they are presented to you 

⇨ Reporting Rest assured that we will keep you informed of our how process is aligning to your business goals. 

⇨ Interview We facilitate the introduction and interview process with your team, including a debrief.

⇨ Offer We provide reference check, advisory and negotiation to finalize an offer of employment.

⇨ On-Boarding Preparing the candidate for a successful start is an important part of our process. 

⇨ Follow up After the placement and throughout the process, we provide feedback and take your questions.

Employer Request For Services

For candidates in the travel industry.

JOB SEEKERS CAREER OPPORTUNITIES: For candidates who are looking for their next career opportunities in Travel, they can use our Recruitment and Executive Search Firm as a great job search resource and one of the top employment agencies. ACCUR’s job openings are often confidential and not listed on any job boards.

We are committed to provide top career opportunities with some of the best employers on the market. If you wish to be considered for any of our Travel industry job opportunities, please submit your resume and search for our latest jobs . We are not your usual staffing agency. We connect you with some of the industry leaders for great permanent positions.

Travel Industry Jobs

Sales director (b2b travel booking platform).

NORTH AMERICA , USA , Chicago , Atlanta , Fort Lauderdale / West Palm Beach , Connecticut , Miami , Florida , Georgia , Illinois , New Jersey , New York City area , North Carolina , Ohio , Pennsylvania , Washington DC, Maryland, Delaware

VP of Sales (B2B Travel Booking Platform)

Atlanta , Chicago , USA , NORTH AMERICA , Fort Lauderdale / West Palm Beach , Miami , Connecticut , Florida , Georgia , Illinois , New Jersey , New York City area , North Carolina , Ohio , Pennsylvania , Washington DC, Maryland, Delaware

VP of Operations / Service Delivery (Host Travel Agency)

Atlanta , USA , NORTH AMERICA , Fort Lauderdale / West Palm Beach , Miami , Florida , Georgia

Industry Relations Director / VP – Airlines

USA , NORTH AMERICA , New Jersey , New York City area

International Market Manager – High end travel portal

NORTH AMERICA , USA , Fort Lauderdale / West Palm Beach , Miami , Florida

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Travel Recruitment

Connecting exceptional talent with leading companies in the tourism industry

Travel industry specialists.

In recent years, companies in the travel and hospitality industry have faced rapid global expansion and shifting customer expectations. The evolution of technology has also brought new challenges to the industry’s operations, prompting many companies to shift towards seamless end-to-end booking processes and personalized customer communications.

As a leading executive search firm, Keller assists companies in sourcing the highest caliber candidates for leadership roles. Our search services focus on supplying our clients with executive talents capable of navigating the changes in the way customers engage with brands and make reservations.

At Keller, we work with companies and organizations in the hospitality and travel industry that are looking to fill open executive and leadership roles. We do this through:

We look beyond a candidate’s track record and skills during the initial evaluation. Our team also assesses candidates on other more intricate factors such as personality, management style, and motivational driver, when determining which candidates fit client requirements.

Talent Acquisition

Keller has access to a wide network of connections and senior-level candidates with cutting-edge digital and e-commerce skills needed to serve and succeed in the tourism industry.

Organization Transformation

Apart from our executive recruiting service, our team of headhunters also possesses in-depth knowledge of the tourism industry This allows us to provide sound advice to clients on improving processes and workflows that help boost employee engagement and retention.

Our Approach to Tourism Recruiting

Each search is unique. We take the time to understand our client’s company culture as well as the complex issues faced by organizations in the tourism industry. We use this insight to form a bespoke recruitment strategy tailored to our client organization’s needs.

Keller is committed to conducting a rigorous search process to supply our clients with a talent pool of diverse qualified candidates. Part of our process for finding the best fit for our clients is thoroughly assessing each potential candidate through extensive background and reference checks.

Our Specialist Fields

Our retained executive search services are available to a broad range of sectors in the tourism industry, including:

• Hotel brand owners, operators, and franchises
• fine dining
• casual dining
• corporate coffee shops
• Cruise Lines
• Tour operators
• Online tour operators
• Casino operators
• Online gambling
• Visitor attractions and leisure parks
• Airline catering
• Commercial airlines
• schools/universities
• event caterers
• Train operators
• Cinema & Theatre
• Concierge services
• Sports arenas

Positions We Fill in the Tourism Industry

Keller searches for senior executives and C-suite executives for companies in the tourism and hospitality sector, including:

• Chief Executive Officer
• Chief Operating Officer
• Chief Commercial Officer
• Chief Financial Officer
• Chief Marketing Officer
• Chief Technology Officer
• Managing Director
• Director of Business Operations
• General Manager for Hotels/Resorts
• Director of Sales and Marketing
• Director of Tour Operations
• Director of Tourism Development

Why Choose Keller as your Tourism Recruitment Partner?

At Keller, we are committed to providing high-value executive search services to our clients. Our extensive network of connections and industry professionals allows us to supply clients with a larger pool of candidates who are passionate about serving in the tourism industry.

In addition, our experience in the field helps us give clients sound advice on HR processes and workflows, compensation packages, and solutions to attracting, hiring, and retaining top talent.

Our Promise - The Right Hire

Keller is committed to keeping our clients and all potential candidates safe during the search process. Our team will never reveal any sensitive information about the search, the client, and the candidates before, during, or after the recruitment process.

In addition, we are dedicated to finding the right talent for you without compromising on quality. We believe your success is our success. As such, we offer to redo the search process at no cost to the client if the executive hired does not meet expectations within the first six months.

Keller is committed to assisting clients in finding the right hire capable of fostering business success and thriving in the tourism industry.

Ready to find your next exceptional leader? Contact Keller’s team of seasoned headhunters today to embark on your journey toward business success in the tourism industry.

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Employers: Keller Provides Free Consultation On Current Market Conditions and Salary Ranges

All information shared will remain confidential.

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Travel Agency Recruiters

True specialists in travel agency management

Travel Agencies

Despite the evolution of online booking apps, the travel agency has experienced a revival in popularity. Today’s traveler is increasingly looking for insider knowledge and a truly unique experience for their vacation. They’re expected to have an in depth knowledge of airlines, cruises, local hotels, excursions and many other facets of the hospitality and travel industry. Because of this, the travel agency recruitment process needs to target professionals who have experience in these fields.

But, how do you find hospitality professionals that can add that personal touch? Partner with the travel agency recruitment experts at Horizon Hospitality!

Horizon Hospitality has continued to be the leading source of top-tier talent for corporate and private travel agencies. Our team’s expansive knowledge and successful track record in placing hospitality professionals within the travel industry truly differentiates us from the competition. We work every day to ensure that we treat all our clients and candidates with the highest degree of professionalism, ethics, and respect.

We offer a variety of recruiting options for travel agencies and can create custom solutions depending on your specific needs and budgetary constraints.

Learn what our clients have to say about working with Horizon Hospitality.

All the Travel Agency Management Professionals Needed in One Place

Horizon Hospitality has a vast database of hospitality professionals who can bring their expertise to all of these areas of a travel agency:

• Corporate Travel Manager
• Director of Business Development
• Accounting Director
• Sales Manager
• Marketing Director
• Group Sales Manager

Learn How Partnering with the Recruitment Experts at Horizon Hospitality Can Make a Difference for You:

Leigh Ann Teubert | Vice President (913) 333-3192 [email protected]

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Let’s transform travel together

Search Expedia Group Jobs

We are travelers and technologists..

We work across time zones, hemispheres, cultures, and languages. We stay open and curious. We thrive on breaking things down and building them back up again until they're even better.

We know travel can be hard. But we also know it's worth it every time. Because we believe travel is a force for good, we take our roles seriously. We're here to build great products and create connections that truly bring good into the world.

We currently have 302 openings in 26 countries.

We're hiring in 19 offices + remote locations., explore our global teams., administration.

Provide the crucial day-to-day support our teams rely on as they pursue key operational goals

• Search jobs

Acquire new partners and maintain existing relationships through sales, business development, and account management, across the territories we serve

Communications

Build and nurture our reputation as the world’s leading travel tech company while effectively communicating our identity and beliefs, both internally and externally

Corporate Solutions

Leverage business intelligence, program management, and analytics to chase the high-level goals that underpin our effort to open up travel for everyone, everywhere

Build a stable foundation for our business in areas such as accounting, compliance, and tax, while forging strong relationships with the wider financial community

Human Resources

Work with key leaders across the employee life-cycle, from recruitment and onboarding to compensation and benefits, to create seamless experiences that bring Expedians together as a global network

Inclusion & Diversity

Nurture our open culture by planning and implementing strategies to build awareness, transform behaviours, and create real cultural change

Legal & Government Affairs

Identify, analyze, and advise on the legal and governmental factors that impact on our business

Amplify our message across an array of media using creative strategy, insightful planning, and strong execution to communicate who we are, what we do, and what drives us

Operations & Services

Create unforgettable customer experiences and champion operational excellence in support of our broader goals

Define and execute the long-range plans that bring us one step closer to our vision of a more open world through travel

Create and develop the cutting-edge products and systems that are transforming travel through tech

Accommodations & adjustments

We’re committed to providing an inclusive and accessible recruiting experience for candidates with disabilities, or other physical or mental health conditions. If you require an accommodation or adjustment for any part of the application or recruitment process, please let us know by completing our Accommodation Request Form .

Opportunities for every journey.

Whether you’re new to the workforce or returning after time away, you can map out and build a great career with us.

Contract Positions

Want to get a taste of life at EG? We’re looking for outstanding US-based contractors who want to help us power global travel for everyone, everywhere.

We're a diverse company that feels like a community.

When you join Expedia Group you become part of a global network of passionate travelers and technologists. Everyone is welcome here, and we take purposeful steps to create and nurture a diverse, open culture. We find meaning in the work we do: together, we can broaden horizons, strengthen connections, and bridge divides.

We work everywhere.

We’re a truly global company, with offices on almost every continent. Our hybrid working policy empowers our employees to enjoy the benefits of remote working while staying connected to their colleagues. No matter where you are – or where you dream of being – we’ve got opportunities for you to explore.

Benefits that help you thrive.

Our industry-leading benefits package enables you to create a fulfilling career while staying healthy, happy, and well.

Sustainability and social impact

We believe that travel is a force for good – and we work every day to make that a reality.

Whether we’re partnering with global charities such as UNICEF and UNESCO on high-profile projects, or getting our hands dirty in a local community garden, we’re convinced that every one of us can bring about real change, and create a better world for future generations.

Incredible team. Outstanding awards.

We are proud to be a workplace where people feel celebrated, supported, and can develop long-term careers — and it’s been recognized! It is all thanks to our team, every person contributes to our awarded environment.

Check out our blog!

Life at expedia group blog.

Meet Nick Dallett – Expedia Group’s 2023 Social Impact Volunteer of the Year

April 24, 2024

Career Check-in with Antonio Garza: Finance Manager

Top 5 Highlights as a Graduate with Lucy

April 18, 2024

Aaron Davis: A 14-Year Journey of Growth and Transformation at Expedia Group

April 11, 2024

Expedia Group Tech Blog

Expedia Group’s Customer Lifetime Value Prediction Model

Sep 14, 2023

Herding the Elephants

Sep 12, 2023

Our Divisions

Our four operating divisions set us up to drive EG forward by simplifying structure and aligning our employee skillsets. Supported by our corporate functions, these divisions allow us to focus on the work that will accelerate our Mission to power travel for everyone, everywhere.

Expedia Brands

Fueled by creativity, marketing excellence, and technological innovation, Expedia Brands builds valuable, lasting relationships, so travelers and partners know, love, and trust our iconic consumer brands.

Expedia for Business

Expedia for Business helps partners deliver excellent traveler experiences and succeed in the travel business - driving growth for them and EG through competitive supply, cutting-edge technology, our leadership in B2B travel, and targeted advertising.

Expedia Product & Technology

Expedia Product & Technology builds innovative products, services, and tools to deliver high-quality experiences for travelers, partners, and our employees. A unified, singular technology platform powered by data and machine learning provides secure, differentiated, and personalized experiences for the traveler and our partners that drive loyalty and customer satisfaction.

Corporate Functions

Our Corporate Functions are made up of teams that support Expedia Group, including Employee Communications, Finance, Legal, People Team, Inclusion and Diversity, and Global Social Impact and Sustainability.

Let's Stay In Touch!

If you haven’t found the perfect opportunity yet, or you aren’t quite ready to apply, stay in the loop by joining our Career Network. You’ll get a heads-up about new opportunities, and we'll keep you up to speed with what’s happening at Expedia Group as we transform travel through tech.

How to get a job in the travel industry: tips and strategies

Working in the travel industry is an appealing prospect; there’s no doubt. When your product is the stuff of dreams and conversations with colleagues, customers, and clients generally revolve around travelling to incredible locations, what’s not to love? And that’s before we get to the other perks – paid travel, industry discounts and some of the best networking and social events you’ll ever attend. 

The dynamic world of the travel industry 

And no matter your skillset, there’s a place for you. From headquarter-based roles like sales, operations, finance, logistics and marketing to those out in the field – business development, overseas representatives, guiding, and retail area managers, just to name a few, the options are plentiful. Look at the roles currently listed on the Ambitions Travel Recruitment website to get an idea of the range of travel careers available. 

So how do you go about landing yourself a career in this most coveted of industries? Read our comprehensive step-by-step guide below and find out. 

IDENTIFY YOUR DREAM JOB IN THE TRAVEL INDUSTRY

When considering a career in the travel industry , exploring a diverse range of job opportunities is crucial. The options are vast, from reservations and group touring to adventure travel and digital marketing. Research different positions and types of travel business to find out which ones align with your interests and skills.

How to find your perfect role:

• Consider your personal interests . Reflect on your passions and hobbies. Are you fascinated by travel technology? Are you the itinerary planner on holidays with friends and family? Are you passionate about providing excellent customer service? Identifying your interests will help you find a job that brings you joy.
• Know your skills and capabilities . Assess your skills, both hard and soft. Identify areas where you excel, such as communication, problem-solving, planning or organisation. These skills are highly valued in the travel industry.
• Set career goals. Define your travel career goals. Whether it's to become a marketing guru, award-winning hotel manager, or fearless adventure tour guide, setting clear goals will guide your job search and help you stay focused.

RESEARCH TRAVEL COMPANIES AND OPPORTUNITIES

There are many different types of travel businesses, from cultural river cruising and walking holidays to gap year planning, sports touring, and everything in between. Researching travel companies and opportunities is essential for finding reputable employers and ensuring a good fit for your career aspirations. It also helps you tailor your application materials to the specific needs and culture of the company.

How to find reputable travel companies and job openings:

• Visit their website. Explore the websites of travel companies you are interested in. Look for job openings, read about their mission and values, and understand their company culture.
• Follow them on social media . Search for travel companies on platforms like LinkedIn, Instagram, Facebook, and Twitter. This will keep you updated on their latest news, job postings, and industry trends.
• Check travel industry publications. Look for mentions in reputable travel industry publications like Travel Weekly or TTG . This will give you insights into their reputation and standing within the industry.
• Join travel job fairs or attend open days . Connect with industry professionals and learn about potential job opportunities. Some travel companies host regular open career days, allowing you to chat with current employees and find out a little more about the business. 
• Submit your CV to Ambitions Travel Recruitment . Register with reputable travel recruitment agencies like Ambitions Travel Recruitment, who specialise in matching candidates with travel industry jobs.

TAILORING YOUR CV AND COVER LETTER

Choose an appropriate cv format.

When applying for jobs in the travel industry , tailor your CV so that it highlights your relevant experience and skills. Consider using a functional or combination CV format rather than a traditional chronological format.

Highlight relevant skills and qualifications

Emphasise skills and qualifications that are directly applicable to the travel industry. These may include customer service, international interests, organisational abilities, and attention to detail.

Incorporate technology and language skills

In today's digital age, technology skills are essential. Highlight any proficiency in travel-related software, booking systems, or social media platforms. Also, emphasise your language skills if you have them, as these can be highly valuable in the travel industry.

Discuss transferable skills

If you are transitioning from a different industry, highlight transferable skills such as problem-solving, teamwork, or leadership that can be applied to the travel industry. Some travel businesses prefer people with previous industry skills; however, others actively seek out potential new talent that they can train from scratch, so don’t be discouraged if you’re completely new to the travel industry. 

Tailor your cover letter

As industry recruiters, copy and paste cover letters (or no cover letter at all) is one of the most common mistakes we see at the application stage. Tailor your cover letter to each job application by highlighting your passion for the type of travel offered by the business, relevant experience, and why you are a great fit for the specific role and company.

Proofread and edit your CV and cover letter

Ensure that your CV and cover letter are free of typos and grammatical errors. Ask a friend or family member to proofread them before you submit your application. 

SHOWCASING RELEVANT TRAVEL EXPERIENCE

Why highlight travel-related skills and experiences?

Employers in the travel industry highly value candidates with first-hand travel experience as it demonstrates cultural awareness, adaptability, and a genuine passion for travel.

Travel-related experiences that can help you stand out:

• Cultural awareness . Showcase your experiences in really getting under the skin of a country (especially if you are applying for a destination-specific role) and immersing yourself in different cultures. 
• Language proficiency . Highlight any foreign language skills you have acquired, as these can be invaluable when dealing with international travellers or overseas suppliers. 
• Adaptability. Illustrate instances where you have thrived in unpredictable situations, demonstrating your ability to adapt and overcome challenges. There’s no such thing as a predictable day when working in travel! 
• Customer service skills . Emphasise any previous roles involving customer service, as providing excellent service is vital in the travel industry.
• Problem-solving abilities. Share examples of how you have effectively resolved issues while travelling, indicating your resourcefulness and critical thinking skills.

TRAVEL INDUSTRY NETWORKING

Networking is a powerful tool for career advancement in the travel industry. Building connections and relationships with industry professionals can provide valuable insights, mentorship, and job opportunities.

How to build connections in the travel industry:

• Follow relevant organisations and groups on social media . Following organisations like ABTA (Association of British Travel Agents), AITO (Association of Independent Tour Operators) and The Travel Network Group on Facebook and LinkedIn will give you insight into current industry topics. 
• Participate in travel seminars and conferences . Attend industry-specific seminars and conferences to expand your knowledge, meet professionals, and build connections. You can search for these on LinkedIn and on travel publication websites. 
• Leverage social media to connect with industry professionals. Engage with travel industry professionals on LinkedIn and Twitter. Share your travel experiences and insights and contribute to industry discussions.

PREPARING FOR TRAVEL JOB INTERVIEWS

Well done – your CV and cover letter have made an impact, and you’ve been invited along for an interview. It’s time to start preparing! 

• Research the company and position

Thoroughly research the company and the position you are applying for. Familiarise yourself with their values, goals, recent projects, and industry trends.

• Review common interview questions

Prepare responses to common interview questions in the travel industry, such as those related to customer service, problem-solving, and dealing with challenging situations.

• Understand industry trends

Stay updated on the latest trends, technologies, and challenges in the travel industry. During the interview, this knowledge will showcase your commitment and passion for the field.

• Highlight travel experience and skills

During the interview, emphasise your relevant travel experience, language skills, and cultural adaptability. Provide specific examples that demonstrate your ability to excel in the travel industry.

• Demonstrate skills related to adaptability, customer service, and knowledge of travel destinations

Highlight your ability to adapt to different environments, provide excellent customer service, and showcase your knowledge of popular travel destinations or your specialist knowledge of a region if that’s relevant to the role. 

• Conduct mock interviews and practice scenarios with a friend

Ask a friend or family member to conduct mock interviews with you. This will help you practice your responses, improve your communication skills, and boost your confidence.

• Dress appropriately for the big day

Dress professionally and appropriately for travel industry interviews. Although the industry can have a reputation for being less formal, a polished appearance demonstrates your seriousness and professionalism.

• Download the interview guide from Ambitions Travel Recruitment 

Register for job alerts on the Ambitions Travel Recruitment website, and we’ll send you a free interview preparation guide. 

CONTINUOUS LEARNING AND PROFESSIONAL DEVELOPMENT

In a fast-paced industry like travel, where the landscape is always shifting and changing, continuous learning and professional development are essential for staying competitive and growing in your career.

Ambitions Travel Recruitment , o ffer FREE eLearning essential soft skills courses , created by travel industry experts. The courses are FREE and focus on soft skills – so they are ideal for those with great destination knowledge looking to enter the industry. The courses will set you apart from your peers on interview day and will keep you ahead of the curve once you’ve secured your travel industry position. 

THE BOTTOM LINE

In conclusion, acquiring a job in the travel industry requires a combination of strategic planning, research, networking, and continuous learning. 

By identifying your dream job, researching travel companies, tailoring your application materials, showcasing relevant travel experience, networking with industry professionals, preparing for interviews, and investing in continuous self-development, you can increase your chances of securing a rewarding career in this wonderful and exciting industry.

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15 Dream Jobs That Pay You to Travel the World

Posted: April 29, 2024 | Last updated: April 29, 2024

Who doesn’t love to travel? The idea of visiting breathtaking places and immersing ourselves in different cultures is something that excites and inspires us. However, the downside of travel is that it can be quite expensive, which can be a major deterrent for many of us. But what if I told you that you could get paid to travel? There are many jobs out there that allow you to see the world while earning a living.

In this article, we’ll take a look at 15 jobs that will enable you to live the dream and get paid to travel.

Travel Writer/Blogger

Writing about your travel experiences is a great way to see the world and get paid at the same time. Many publications and websites are always looking for travel content, and if you have a way with words and a passion for travel, this could be the perfect job for you.

Social media is a great platform to get your business going. Start by sharing your writing on your own blog and social accounts, then pitch to publications once you’ve built a portfolio.

Flight Attendant

Flight attendants get to travel to different parts of the world and experience different cultures. Although the job requires hard work and long hours, the perks of traveling and learning about new places make it worth it.

This is a great stepping stone for young people who want to start traveling the world. Many airlines offer reduced flight benefits for attendants and their families, allowing you to travel affordably on your time off.

If you are someone who loves to show people around and share your knowledge of different places, then being a tour guide is an excellent option. You get to visit new locations and meet people from all over the world.

This is great if you like geography or if you are really into local facts and useful information that you could share to make the tour fun and informative. Consider specializing in a type of tour that matches your interests and expertise, such as food tours or ghost tours.

Professional Photographer

Photographers are in high demand for travel-related work. Whether you take photos of stunning landscapes or capture images of people, photography is an amazing way to see the world and get paid.

Currently, exploring social media with your photos can be very profitable. Build a following on Instagram or YouTube to monetize your travel photography.

Cruise Ship Worker

Working on a cruise ship is a fantastic option for those who want to see the world while getting paid. From serving food to entertaining guests, there are many roles available on a cruise ship, which allows you to travel to different destinations.

They often have stops where you can get off the cruise and spend the day out. Many cruise lines offer discounted fares for employees to take their own cruises during time off.

English Teacher

One of the most popular jobs for those who want to travel is English teaching. With job opportunities available all over the world, you can immerse yourself in new cultures while teaching others.

Programs like the JET Program in Japan fully sponsor Native English teachers to live and work abroad. Many programs provide visa sponsorship so you can legally work in other countries.

Scuba Diving Instructor

If you love diving and the ocean, becoming a scuba diving instructor might be the perfect job for you. You’ll teach people how to dive while exploring various locations around the world.

You need to be an expert swimmer to attempt this one. Many resorts offer free room and board for dive instructors in addition to pay.

Travel Agent

Travel agents get to explore new locations as part of their job to provide first-hand recommendations to their clients. While this job might not involve traveling as much, it still provides an opportunity to explore new places or offers great discounts.

Many travel agencies incentivize agents with free or discounted trips to familiarize themselves with various destinations.

Yoga Instructor

Yoga has become a popular activity in many countries worldwide, and if you are a certified yoga instructor, you could teach it in different parts of the world.

This job allows you to combine your passion for yoga with your desire to travel. Yoga retreats and studios abroad often provide housing and meals in addition to paying for visiting instructors.

If you enjoy cooking and traveling, becoming a chef is another option. From working in local cafes to working on luxury yachts, there are many opportunities available for chefs who want to combine their love of food and travel.

Look for seasonal positions at resorts that align with your desired travel destinations. Consider culinary schools abroad to enhance your skills and network internationally.

Become a VA

A virtual assistant is just like it sounds: you assist someone else with a variety of administrative tasks, typically from your computer. Some virtual assistants work essentially as personal assistants, and others specialize in a particular skill, such as managing and growing someone’s social media accounts.

The ability to work remotely as a VA allows you to travel while earning an income online.

Volunteer Around the World

If earning money isn’t your priority and you just want to know how to travel for free, your best option is to volunteer. You get to live and work at various locations. While you won’t get paid, your hosts will open up their homes and dinner tables to you in exchange for your help.

WorkAway offers a broader range of educational and cultural experiences, not just agriculture. Help out your local hosts for a few hours in exchange for food and board for as many days as you choose, and explore the city in your spare time.

Travel Nurse

As a nurse, traveling to different parts of the world, providing medical assistance, and working in medical centers can provide a fulfilling career and life experience.

Many travel nursing companies cover housing and travel costs for short-term assignments, allowing nurses to explore new places. Joining a reputable agency ensures your credentials and safety are vetted.

Become a travel influencer

If you have a strong social media presence, you can leverage your following to become a travel influencer. Brands will sponsor your travels in exchange for creating blog posts, videos, and social media promotions about their products or services.

The more engaging content you create and the larger your audience, the more profitable this can become as a full-time career. Consistency and quality content is key to growing a loyal following.

house sit abroad

Taking care of someone’s home and pets while they are away is a mutually beneficial arrangement for people who want to travel.

Through sites like TrustedHousesitters, you can find house-sitting gigs worldwide that provide free accommodation in exchange for your services. This allows you to live like a local and affordably immerse yourself in new destinations. Get reviews from previous house-sitting jobs to build trust with homeowners.

As you can see, there are many jobs available that allow you to combine your passion for travel with your professional career. Pursuing one of these careers will not only give you the financial freedom to explore the world, but it will also allow you to learn about new cultures, meet people from all over the world, and make unforgettable memories. Go ahead and follow your dreams of traveling while getting paid to do so.

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• Foreign tourist arrivals in India will cross pre-pandemic level in 2024

Recent tourism data indicates an annual growth of 305.4 per cent in foreign tourist arrivals (FTAs) in 2023. In 2023, 9.23 million foreign tourists visited India. Although the FTAs arrival number is still less than the pre-pandemic number of 10.93 million in 2019, experts believe in 2024 we might cross the FTAs arrival number of pre-pandemic days.

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Uttarakhand starts work to make Dehradun international airport starting with Kathmandu flights

While post covid domestic travel has staged new highs, international inbound is yet to recover fully. Foreign tourist arrivals (FTA) in 2019 were about 1.1 crore. In 2022 that figure was 62 lakh and last year it rose to 92.4 lakh. The industry is deliberating how to get FTAs not just back to 2019 levels but exceed the same. Increased direct international connectivity; more new tourism circuits and ease of visas have been the steps suggested by the industry to improve India’s FTAs.

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Workday AI Bias Case Tests EEOC Definition of Employment Agency

By Riddhi Setty

The EEOC’s decision to file a brief in support of a plaintiff who alleged Workday Inc.’s artificial intelligence-based hiring tools discriminated against him and other job seekers has sparked widespread skepticism about the agency’s position that software vendors, rather than just employers, can be liable in these bias cases.

The US Equal Employment Opportunity Commission has said targeting AI-related discriminatory recruitment and hiring practices is high on its enforcement priority list, and has brought at least one lawsuit over the technology, in addition to issuing a technical assistance document for employers. However, its efforts to prove AI tool vendors are “employment agencies” under federal civil rights laws may face long odds in court, and the EEOC’s five-member commission seems to be in disagreement internally on the issue.

The EEOC’s recent amicus brief expands the traditionally-held definition of “employment agency” and steps beyond the commission’s existing guidance on AI bias. Its technical assistance only went so far as to say employers may be held liable when a vendor is involved in discriminatory hiring.

Video: Can Laws Keep Up With AI’s Fast Pace?

An April 23 filing from Workday slammed the EEOC’s brief in the California federal court litigation, saying the commission is “armed with no case, no statutory language, and no guidance” in asserting a theory of vendor liability in the race and disability bias suit. Plaintiff Derek Mobley, who is Black, over 40, and suffers from mental illness, said he had applied to 80-100 jobs and been denied employment each time due to Workday’s biased screening tools, though his suit doesn’t name employers.

Dan Kuang, a BCGI distinguished fellow and researcher at Biddle Consulting Group, said even though he thinks companies like Workday are “absolutely swimming” in algorithmic bias, “you can’t go after a vendor.”

“No way,” said Kuang, who has worked with hiring algorithms and tests. “It’s the employer that’s on the hook, in almost all cases I’ve worked on. It’s the user of the gun, not the manufacturer.”

Commission Vote

Judge Rita F. Lin of the US District Court for the Northern District of California said in a January ruling on Workday’s initial motion to dismiss that Mobley’s suit lacked enough detail to hold Workday liable as an “employment agency,” and didn’t prove that Workday was “significantly involved enough in procuring employees.” She allowed Mobley to revise his race, age, and disability bias complaint, and Workday followed with a new bid in March to get the amended suit tossed.

In what appears to be its first-ever amicus brief dealing with bias in AI, the EEOC didn’t take a position on the legal merits of Mobley’s claims. But it said in its April 9 brief he has plausibly claimed the company could be liable under Title VII of the 1964 Civil Rights Act, the Age Discrimination in Employment Act, and the Americans with Disabilities Act.

Workday plausibly qualifies as an employment agency and an indirect employer because its screening tools review candidates’ applications or resumes and evaluate if they’re suited for a job opening and should be recommended for further consideration by employers, the brief said.

But the EEOC’s decision to define vendors such as Workday this way in the amicus brief wasn’t agreed upon among commissioners, according to a source close to the agency.

The decision to file the brief was based on a 3-2 vote, with Republican commissioners Andrea Lucas and Keith Sonderling dissenting, the source said.

In slides from a March 28 EEOC webinar provided to Bloomberg Law, agency regional office staff giving the presentation also presented a different take on the vendor liability issue from the amicus brief.

The lesson of the Workday case is “if your company uses software, computer systems, etc., created by someone else that discriminates, you will be on the hook, not the vendor,” one slide said.

“The webinar’s discussion of the Mobley v. Workday litigation was limited to describing the parties’ arguments and the District Court’s decision on Workday’s motion to dismiss the original Complaint. The speaker was not discussing the agency’s position,” EEOC spokesperson Victor Chen told Bloomberg Law in a statement.

Advancing Goals

The agency’s technicial assistance document on AI in employment selection says “employers may be held responsible for the actions of their agents, which may include entities such as software vendors,” even if the vendor is incorrect about whether its tools lead to disparate impact or disparate treatment discrimination.

Workday pointed to the document in its response to the EEOC brief, saying its guidance and training materials “make it clear it never contemplated a software provider would be liable” under facts like those found in the Mobley case .

A statement from a Workday spokesperson said the company doesn’t “have oversight or control of our customers’ job application processes” and customers “do not delegate control to us.”

Rachel See, a labor and employment attorney focusing on AI at Seyfarth Shaw LLP, said filing amicus briefs and litigation is a way for the EEOC to advance goals without having the time restrictions of guidance that is subject to public comment and subsequent revision.

“The EEOC has used its amicus and litigation program to move the law forward in the past,” said See, who is a former EEOC assistant general counsel for technology. “In some cases, some of them controversial, the EEOC’s litigation program has gotten ahead of issuing guidance or technical assistance.

“We last saw this really in spades back in 2014 when the litigators, the EEOC, filed to challenge wellness programs, and that was litigation that was filed before the EEOC issued guidance,” she said.

The EEOC finalized its wellness rules in 2016 only to have them partially vacated . The EEOC published new proposed rules and then revoked them in 2021.

‘Employment Agency’

Frida Polli, CEO and co-founder of Pymetrics, a startup which uses AI to evaluate job skills through online assessments, said that in her experience as a former vendor these companies have “a tremendous amount of responsibility for the algorithms they build.”

If Workday is held liable and found violating federal antidiscrimination laws, Polli said the company may have to make changes to its algorithms.

However, proving the theory of liability the EEOC has advanced will be difficult, employment attorneys say.

One key barrier is how the definition of “employment agency” applies to HR technology companies, as the term has often been used under Title VII or ADA case law to refer to more traditional, lower-tech entities.

The EEOC’s recent brief presented its view that the term that often refers to hiring or staffing agencies applies to AI tools like Workday that “perform precisely the same screening and referral functions as traditional employment agencies—albeit by more sophisticated means.”

But Judge Lin laid out her own view on the matter in dismissing Mobley’s original complaint as it failed to adequately claim that “Workday helps recruit and select applicants.”

The claims would fail as they don’t fall under the Title VII and ADA definitions of “employment agency” since these laws require the entity to regularly “procure employees” for an employer and Mobley had provided few details on Workday’s involvement in this process, she said.

The lawsuit also didn’t include allegations regarding whether companies that use Workday’s tools rely on their specific “criteria, Workday’s own algorithm(s), or some combination of the two,” Lin said.

Biddle’s Kuang said Workday could make the argument that an employer’s involvement in deciding how to use its hiring tools means the employer itself should be held accountable for any adverse impact.

Employers often work with software vendors such as Workday to determine which qualifications an applicant must meet to get past the initial hiring barrier, based on factors such as how high they score on a test provided through the HR software or based on keywords in their resume. Vendors could point to this as proof that the employer is exclusively liable for any bias that arises as a result of these cutoffs, Kuang said.

Once the case makes it past the motion to dismiss stage, the more evidence vendors are able to present that they are simply providing the employer with hiring tools, “the harder its going to be to tag the vendor, even under an expansive view of the definition of employment agency under Title VII and other laws,” See said.

But regardless of the difficulty of litigating these cases, the EEOC’s brief has put vendors on notice that there’s a will to do so.

“The official government position is that developers are not going to be insulated from liability. You can’t just sell a solution to a customer and wash your hands of that,” Goltz said.

The case is Mobley v. Workday, Inc. , N.D. Cal., No. 3:23-cv-00770, amicus brief filed 4/9/24.

To contact the reporter on this story: Riddhi Setty in Washington at [email protected]

To contact the editors responsible for this story: Rebekah Mintzer at [email protected] ; Genevieve Douglas at [email protected]

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Automatic Refunds and No More Hidden Fees: D.O.T. Sets New Rules for Airlines

The Transportation Department issued new requirements on refunds when flights are canceled or delayed and on revealing “junk” fees before booking. Here’s what passengers can expect.

By Christine Chung

The Transportation Department on Wednesday announced new rules taking aim at two of the most difficult and annoying issues in air travel: obtaining refunds and encountering surprise fees late in the booking process.

“Passengers deserve to know upfront what costs they are facing and should get their money back when an airline owes them — without having to ask,” said U.S. Transportation Secretary Pete Buttigieg in a statement, adding that the changes would not only save passengers “time and money,” but also prevent headaches.

The department’s new rules, Mr. Buttigieg said, will hold airlines to clear and consistent standards when they cancel, delay or substantially change flights, and require automatic refunds to be issued within weeks. They will also require them to reveal all fees before a ticket is purchased.

Airlines for America , a trade group representing the country’s largest air carriers, said in a statement that its airlines “abide by and frequently exceed” D.O.T. consumer protection regulations.

Passenger advocates welcomed the new steps.

Tomasz Pawliszyn, the chief executive of AirHelp, a Berlin-based company that assists passengers with airline claims, called it a “massive step forward and huge improvement in consumer rights and protection” that brings the United States closer to global standards in passenger rights.

Here’s what we know about the D.O.T.’s new rules, which will begin to go into effect in October.

There’s now one definition for a “significant” delay.

Until now, airlines have been allowed to set their own definition for a “significant” delay and compensation has varied by carrier . Now, according to the D.O.T., there will be one standard: when departure or arrival is delayed by three hours for domestic flights and six hours for international flights.

Passengers will get prompt refunds for cancellations or significant changes for flights and delayed bags, for any reason.

When things go wrong, getting compensation from an airline has often required establishing a cumbersome paper trail or spending untold hours on the phone. Under the new rules, refunds will be automatic, without passengers having to request them. Refunds will be made in full, excepting the value of any transportation already used. Airlines and ticket agents must provide refunds in the original form of payment, whether by cash, credit card or airline miles. Refunds are due within seven days for credit card purchases and within 20 days for other payments.

Passengers with other flight disruptions, such as being downgraded to a lower service class, are also entitled to refunds.

The list of significant changes for which passengers can get their money back also includes: departure or arrival from an airport different from the one booked; connections at different airports or flights on planes that are less accessible to a person with a disability; an increase in the number of scheduled connections. Also, passengers who pay for services like Wi-Fi or seat selection that are then unavailable will be refunded any fees.

Airlines must give travel vouchers or credits to ticketed passengers unable to fly because of government restrictions or a doctor’s orders.

The vouchers or credits will be transferable and can be used for at least five years after the date they were issued.

Fees for checked baggage and modifying a reservation must be disclosed upfront.

Airlines and ticket agents are now required to display any extra fees for things like checking bags or seat selection clearly and individually before a ticket purchase. They will also need to outline the airline’s policies on baggage, cancellations and changing flights before a customer purchases a ticket.

The rules, which apply to all flights on domestic airlines and flights to and from the United States operated by foreign airlines, have varying start dates.

For example, automatic refunds must be instituted by the airlines within six months. But carriers have a year before they’re required to issue travel vouchers and credits for passengers advised by a medical professional not to fly.

Follow New York Times Travel on Instagram and sign up for our weekly Travel Dispatch newsletter to get expert tips on traveling smarter and inspiration for your next vacation. Dreaming up a future getaway or just armchair traveling? Check out our 52 Places to Go in 2024 .

Christine Chung is a Times reporter covering airlines and consumer travel. More about Christine Chung

Open Up Your World

Considering a trip, or just some armchair traveling here are some ideas..

52 Places:  Why do we travel? For food, culture, adventure, natural beauty? Our 2024 list has all those elements, and more .

Mumbai:  Spend 36 hours in this fast-changing Indian city  by exploring ancient caves, catching a concert in a former textile mill and feasting on mangoes.

Kyoto:  The Japanese city’s dry gardens offer spots for quiet contemplation  in an increasingly overtouristed destination.

Iceland:  The country markets itself as a destination to see the northern lights. But they can be elusive, as one writer recently found .

Texas:  Canoeing the Rio Grande near Big Bend National Park can be magical. But as the river dries, it’s getting harder to find where a boat will actually float .

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U.S. bans noncompete agreements for nearly all jobs

Federal Trade Commission Chair Lina Khan has said noncompete agreements stop workers from switching jobs, even when they could earn more money or have better working conditions. Drew Angerer/Getty Images hide caption

Federal Trade Commission Chair Lina Khan has said noncompete agreements stop workers from switching jobs, even when they could earn more money or have better working conditions.

The Federal Trade Commission narrowly voted Tuesday to ban nearly all noncompetes, employment agreements that typically prevent workers from joining competing businesses or launching ones of their own.

The FTC received more than 26,000 public comments in the months leading up to the vote. Chair Lina Khan referenced on Tuesday some of the stories she had heard from workers.

"We heard from employees who, because of noncompetes, were stuck in abusive workplaces," she said. "One person noted when an employer merged with an organization whose religious principles conflicted with their own, a noncompete kept the worker locked in place and unable to freely switch to a job that didn't conflict with their religious practices."

After 26,000 public comments, FTC to vote on rule banning noncompete agreements

Noncompete Agreements Are Everywhere, Even Neighborhood Yoga Studios

These accounts, she said, "pointed to the basic reality of how robbing people of their economic liberty also robs them of all sorts of other freedoms."

The FTC estimates about 30 million people, or one in five American workers, from minimum wage earners to CEOs, are bound by noncompetes . It says the policy change could lead to increased wages totaling nearly $300 billion per year by encouraging people to swap jobs freely.

Many workers barely recall signing noncompetes, until they try to change jobs

Flight attendants don't earn their hourly pay until aircraft doors close. Here's why

The ban, which will take effect later this year, carves out an exception for existing noncompetes that companies have given their senior executives, on the grounds that these agreements are more likely to have been negotiated. The FTC says employers should not enforce other existing noncompete agreements.

The vote was 3 to 2 along party lines. The dissenting commissioners, Melissa Holyoak and Andrew Ferguson, argued that the FTC was overstepping the boundaries of its power. Holyoak predicted the ban would be challenged in court and eventually struck down.

These companies tried a 4-day workweek. More than a year in, they still love it

Shortly after the vote, the U.S. Chamber of Commerce said it would sue the FTC to block the rule, calling it unnecessary, unlawful and a blatant power grab.

For more than a year, the group has vigorously opposed the ban, saying that noncompetes are vital to companies, by allowing them to better guard trade secrets, and employees, by giving employers greater incentive to invest in workforce training and development.

"This decision sets a dangerous precedent for government micromanagement of business and can harm employers, workers, and our economy," wrote Suzanne P. Clark, president and CEO of the U.S. Chamber, in a statement.

Correction April 27, 2024

An earlier version of this story misspelled FTC Commissioner Melissa Holyoak's last name.

• Federal Trade Commission
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• noncompete agreements

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FACT SHEET: Biden- ⁠ Harris Administration Announces Rules to Deliver Automatic Refunds and Protect Consumers from Surprise Junk Fees in Air   Travel

Newly finalized rules will mandate automatic, cash refunds for cancelled or significantly delayed flights and save consumers over half a billion dollars every year in airline fees

WASHINGTON – Building on a historic record of expanding consumer protections and standing up for airline passengers, the Biden-Harris Administration announced final rules that require airlines to provide automatic cash refunds to passengers when owed and protect consumers from costly surprise airline fees. These rules will significantly expand consumer protections in air travel, provide passengers an easier pathway to refunds when owed, and save consumers over half a billion dollars every year in hidden and surprise junk fees.   The rules are part of the Biden-Harris Administration’s work to lower costs for consumers and take on corporate rip-offs. President Biden signed an Executive Order on Promoting Competition in 2021 that encouraged DOT to take steps to promote fairer, more transparent, and competitive markets.   Requiring Automatic Cash Airline Refunds

The first rule requires airlines to promptly provide passengers with automatic cash refunds when owed because their flights are cancelled or significantly changed, their checked bags are significantly delayed, or the ancillary services, like Wi-Fi, they purchased are not provided.   Without this rule, consumers have to navigate a patchwork of cumbersome processes to request and receive a refund — searching through airline websites to figure out how to make the request, filling out extra “digital paperwork,” or at times waiting for hours on the phone. Passengers would also receive a travel credit or voucher by default from many airlines instead of getting their money back, so they could not use their refund to rebook on another airline when their flight was changed or cancelled without navigating a cumbersome request process.   DOT’s rule makes it simple and straightforward for passengers to receive the money they are owed. The final rule requires refunds to be:

• Automatic: Airlines must automatically issue refunds without passengers having to explicitly request them or jump through hoops.
• Prompt: Airlines and ticket agents must promptly issue refunds within seven business days of refunds becoming due for credit card purchases and 20 calendar days for other payment methods.
• Cash or original form of payment: Airlines and ticket agents must provide refunds in cash or whatever original payment method the individual used to make the purchase, such as credit card or airline miles. Airlines may not substitute vouchers, travel credits, or other forms of compensation unless the passenger affirmatively chooses to accept alternative compensation.
• Full amount: Airlines and ticket agents must provide full refunds of the ticket purchase price, minus the value of any portion of transportation already used. The refunds must include all government-imposed taxes and fees and airline-imposed fees.

Protecting Against Surprise Airline Junk Fees

Secondly, DOT is requiring airlines and ticket agents to tell consumers upfront what fees they charge for checked bags, a carry-on bag, for changing a reservation, or cancelling a reservation. This ensures that consumers can avoid surprise fees when they purchase tickets from airlines or ticket agents, including both brick-and-mortar travel agencies or online travel agencies. The rule will help consumers avoid unneeded or unexpected charges that can increase quickly and add significant cost to what may, at first, look like a cheap ticket. Extra fees, like checked baggage and change fees, have been a growing source of revenue for airlines, while also becoming more complex and confusing for passengers over time. In total, thanks to the final rule, consumers are expected to save over half a billion dollars every year that they are currently overpaying in airline fees. DOT’s rule ensures that consumers have the information they need to better understand the true costs of air travel. Under the final rule, airlines are required to:

• Disclose baggage, change, and cancellation fees upfront : Each fee must be disclosed the first time that fare and schedule information is provided on the airline’s online platform — and cannot be displayed through a hyperlink.
• Explain fee policies before ticket purchase: For each type of baggage, airlines and ticket agents must spell out the weight and dimension limitations that they impose. They must also describe any prohibitions or restrictions on changing or cancelling a flight, along with policies related to differences in fare when switching to a more or less expensive flight.  
• Share fee information with third parties : An airline must provide useable, current, and accurate information regarding its baggage, change, and cancellation fees and policies to any company that is required to disclose them to consumers and receives fare, schedule, and availability information from that airline.
• Inform consumers that seats are guaranteed: When offering an advance seat assignment for a fee, airlines and ticket agents must let consumers know that purchasing a seat is not necessary to travel, so consumers can avoid paying unwanted seat selection fees.
• Provide both standard and passenger-specific fee information:  Consumers can choose to view passenger-specific fee information based on their participation in the airline’s rewards program, their military status, or the credit card that they use — or they can decide to stay anonymous and get the standard fee information.
• End discount bait-and-switch tactics: The final rule puts an end to the bait-and-switch tactics some airlines use to disguise the true cost of discounted flights. It prohibits airlines from advertising a promotional discount off a low base fare that does not include all mandatory carrier-imposed fees.

DOT’s Historic Record of Consumer Protection Under the Biden-Harris Administration Both of these actions were suggested for consideration by the DOT in the Executive Order on Promoting Competition and build on historic steps the Biden-Harris Administration has already taken to expand consumer protections, promote competition, and protect air travelers. Under the Biden-Harris Administration, DOT has advanced the largest expansion of airline passenger rights, issued the biggest fines against airlines for failing consumers, and returned more money to passengers in refunds and reimbursements than ever before in the Department’s history.

• DOT launched the flightrights.gov dashboard, and now all 10 major U.S. airlines guarantee free rebooking and meals, and nine guarantee hotel accommodations when an airline issue causes a significant delay or cancellation. These are new commitments the airlines added to their customer service plans that DOT can legally ensure they adhere to and are displayed on flightrights.gov.
• Since President Biden took office, DOT has helped return more than $3 billion in refunds and reimbursements owed to airline passengers – including over $600 million to passengers affected by the Southwest Airlines holiday meltdown in 2022.
• DOT has issued over $164 million in penalties against airlines for consumer protection violations. Between 1996 and 2020, DOT collectively issued less than $71 million in penalties against airlines for consumer protection violations.
• DOT recently launched a new partnership with a bipartisan group of state attorneys general to fast-track the review of consumer complaints, hold airlines accountable, and protect the rights of the traveling public.
• In 2023, the flight cancellation rate in the U.S. was a record low at under 1.2% — the lowest rate of flight cancellations in over 10 years despite a record amount of air travel
• DOT is undertaking its first ever industry-wide review of airline privacy practices and its first review of airline loyalty programs

In addition to finalizing the rules to require automatic refunds and protect consumers from surprise fees, DOT is also pursuing rulemakings that would:

• Propose to ban family seating junk fees and guarantee that parents can sit with their children for no extra charge when they fly. Before President Biden and Secretary Buttigieg pressed airlines last year, no airline committed to guaranteeing fee-free family seating. Now, four airlines guarantee fee-free family seating, as the Department is working on its family seating junk fee ban proposal.
• Propose to make passenger compensation and amenities mandatory so that travelers are taken care of when airlines cause flight delays or cancellations.
• Expand the rights for passengers who use wheelchairs and ensure that they can travel safely and with dignity . The comment period on this proposed rule closes on May 13, 2024.

Travelers can learn more about their protections when they fly at  FlightRights.gov . Consumers may file an airline complaint with the Department  here .

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Personal Financial Manager (PFM)

Department of the navy, cnrma fleet and family support center naval weapons station yorktown n91.

Position is located at an installation Fleet and Family Support Center (FFSC) within Commander, Navy Region Mid-Atlantic (CNRMA) . The primary purpose of this position is to provide financial education, counseling, and information & referral services to assist clients with personal financial readiness, money management, debt liquidation, and consumer affairs.

• Accepting applications

Open & closing dates

04/26/2024 to 05/02/2024

$73,572 - $83,380 per year

Pay scale & grade

2 vacancies in the following location:

• Yorktown, VA

Telework eligible

Yes—as determined by the agency policy.

Travel Required

50% or less - You may be expected to travel for this position.

Relocation expenses reimbursed

Appointment type.

Permanent -

Work schedule

Full-time -

Competitive

Promotion potential

Job family (series).

0101 Social Science

Supervisory status

Security clearance, position sensitivity and risk.

Noncritical-Sensitive (NCS)/Moderate Risk

Trust determination process

Suitability/Fitness

Announcement number

24-12398322

Control number

This job is open to.

U.S. Citizens, Nationals or those who owe allegiance to the U.S.

Clarification from the agency

Please see the "Who May Apply" section under the Qualifications section.

• Plans, executes, and promotes a highly effective Personal Financial Management (PFM) Program which includes financial education, individual counseling, referral - as necessary, marketing, and outreach to individuals and commands, to ensure program awareness, access, availability, and high quality PFM programming. Uses information gleaned from customer interviews and assessments, and command and community surveys to determine trends and necessary shifts in program emphasis which foster continuous financial readiness, sound money management, total debt liquidation, and consumer awareness. Uses partner agencies such as Navy Legal Service Office, Navy­ Marine Corp Relief Society, Chaplains, and/or other state, federal, local and veteran's organizations as helping agencies and resources. 15%
• Using the Navy standardized curriculum, provided by CNIC N91, provides training on a variety of financial topics such as the military pay system, financial resources, banking and credit, debt liquidation, financial record keeping; financial responsibilities of the total military family; credit, debt liquidation, consumer rights and obligations under Federal and State consumer protection laws; local consumer information, car buying, insurance, savings and investments, etc. 30%
• Provides individual counseling services to Service Members and their families. This includes confidential interviews, assessment of client financial information\history, clarification of needs, goals, and priorities; identification of unexpected or emergent financial needs; and referral for extreme financial hardship or threat of deprivation; and\or development of a [short-term, intermediate, long range] plan to increase income, reduce household expenditures, avoid additional financial burdens, maintain accurate financial records, expend funds based on a budget, and are concrete steps to achieve solvency and stability; and fostering a recognition of the legal implications of indebtedness, and recommending legal assistance if warranted. 20%
• If not designated as a Command Financial Specialist (CFS) program training site, coordinates with the Region's CFS trainer and serves as a consultant or assistant trainer in conducting CFSs classes. If a CFS training site, accepts training and complies with all Accreditation Standards. Identifies and analyzes local and national trends and issues, and ensures local services are adjusted to accommodate trends/issues identified. Evaluates and interprets data to identify and clarify issues and concerns; determines appropriate course of action to positively affect work/life relationships, mission readiness, recruitment and retention. Creates and implements procedures to monitor, track, and document service effectiveness and success. 10%
• Conducts training that address financial planning for family separation, short notice deployments, permanent change of station, and transition from the military. Develops, coordinates, conducts and evaluates workshops and seminars for clients. Conducts command and unit leader training and briefings to assist supervisory personnel in recognizing the nature of financial problems experienced by the total military family and in making appropriate referrals for assistance. 5%
• Develops local networks with military and community agencies to enhance program delivery. Works independently and with region staff to ensure appropriate course curricula and prepare accompanying resource materials. 5%
• Designs and/or establishes effective ongoing public information, marketing and public relations programs to stimulate community interest in and awareness of financial planning consumer affairs services and issues and the Financial Readiness Program. Establishes, develops, implements, monitors and coordinates the family life services and activities as they relate to the PFM program. Maintains close liaison with on and off base agencies, establishments, advisory councils, and special emphasis groups. 5%
• Supports Command, military and family members with contingency planning assistance to include crisis intervention in the event of a large scale incident or disaster and information on community emergency support agencies such as the Red Cross. 5%
• Is responsible for the timely and accurate input of all FFSMIS program data and maintaining required PFM records. 5%
• Performs other duties as assigned

Requirements

Conditions of employment.

• Must pass all applicable records and background check.
• Must successfully pass the E-Verify employment verification check. Any discrepancies must be resolved as a condition of employment.
• In case of emergency situations involving military families, incumbent may be on a twenty­ four hour, seven -day week, on-call status.
• May be required to travel by military and/or commercial conveyance in the performance of official duties.

Qualifications

A Bachelor's degree from an accredited college or a combination of education and experience which equips the incumbent to serve as a Personal Financial Management Counselor. Must possess a minimum of 2 years of experience in the financial management field. Must obtain a National Certification as an Accredited Financial Counselor as outlined in DoD 1342.17 within 24 months of their assignment, complete CFS training, and complete required continuing education on an annual basis.

Additional information

Salary is dependent on experience and/or education. Some positions have special requirements. Selectee may be required to complete a one (1) year probationary period. Participation in Direct Deposit/Electronic Fund Transfer within the first 30 days of employment is required. We utilize E-Verify to confirm selectee's eligibility to work in the United States. Salary is dependent on experience and/or education. This announcement may be used to fill additional vacancies within 60 days of issuance of selection certificate. For positions requiring travel more than twice per year, selectee may be required to obtain and maintain in good standing a Government-issued Travel Card for official government travel purposes. Executive Order 12564 requires a Federal workplace free of illegal drugs. According to the Executive Order, all Federal employees are required to remain drug free throughout their employment. Commander, Navy Installations Command is a Drug-Free Federal Workplace. The use of illegal drugs will not be tolerated, and use of or intoxication by illegal drugs will result in penalties up to and including removal from Federal Service.

Review our benefits

How You Will Be Evaluated

You will be evaluated for this job based on how well you meet the qualifications above.

All resumes will be reviewed to determine if they meet the hiring eligibility and qualification requirements listed in this announcement, and will be rated based on the information provided in the resume to determine the level of knowledge, skills and abilities (KSAs) related to the job requirements. Using the qualifications of the position, a predetermined rating criterion of KSAs will be used for each resume. Best qualified applicants will be referred to the hiring manager. The selecting official may choose to conduct interviews.

As a new or existing federal employee, you and your family may have access to a range of benefits. Your benefits depend on the type of position you have - whether you're a permanent, part-time, temporary or an intermittent employee. You may be eligible for the following benefits, however, check with your agency to make sure you're eligible under their policies.

The following documents are required at the time of application:

• Proof of education/training/licensure: provide a copy of your awarded/conferred college transcript(s) and licensure as applicable
• If claiming Department of Defense (DOD) Non-appropriated Fund (NAF) Business Based Action (BBA) priority consideration: provide a copy of the notice of separation
• If claiming Military Spouse Preference: provide a copy of the sponsor's Permanent Change of Station (PCS) orders and a marriage certificate at the time of application
• If claiming Veteran's Preference: provide a copy of your DD-214, Member-4 page and any supporting documentation (SF-15, V.A. disability letter, proof of service, etc.)
• If a current or former Federal Employee: provide a copy of your most recent Personnel Action Report (PAR) or SF-50

NOTE: Failure to provide the required documents may impact eligibility, qualifications determination.

To be considered for this vacancy you must apply and complete the online questionnaire and submit the documentation specified in the Required Documents section above. The complete application package must be submitted by 11:59 PM (EST) on 05/02/2024 to receive consideration. To begin, click Apply to access the online application. You will need to be logged into your USAJOBS account to apply. If you do not have a USAJOBS account, you will need to create one before beginning the application. To preview the Application Questionnaire, please click the following link: https://apply.usastaffing.gov/ViewQuestionnaire/12398322 It is your responsibility to ensure your application package (resume, supporting documents, and responses to the questionnaire) is complete, accurate, and submitted by the closing date. Additional information on how to complete the online application process and submit your online application may be found on the https://help.usastaffing.gov/Apply/index.php?title=Applicant To verify or check the status of your application, log into your USAJOBS account . Once logged in, the Welcome screen lists your applications, your application status and the date it was last updated. For information on what each Application Status means, visit: https://www.usajobs.gov/Help/how-to/application/status DON is an Equal Employment Opportunity Employer. All qualified candidates will receive consideration without regard to race, color, national origin, religion, sex, age, mental or physical disability, genetic information, reprisal, marital status, political affiliation, sexual orientation, or any other non-merit factor. The DON provides reasonable accommodations to applicants with disabilities. Applicants with disabilities who believe they may require reasonable accommodation(s) should email their request to [email protected] to ensure proper consideration is given.

Agency contact information

Cnrma naf hro.

[email protected]

Using the required qualifications of the position, a standardized rating and ranking criteria of knowledge, skills, and abilities will be used to screen and assess each application. If you provided an email address, you will receive an email message acknowledging receipt of your application. Times may vary during the hiring process, as your application status updates/changes you will be notified with a notification letter via email. Please notify us if your contact information changes after the closing date of the announcement. Also, note that if you provide an email address that is inaccurate or if your mailbox is full or blocked (e.g., Spam Blocker, etc.), you may not receive important communication that could affect your consideration for this position.

The Federal hiring process is set up to be fair and transparent. Please read the following guidance.

• Equal Employment Opportunity (EEO) Policy
• Reasonable accommodation policy
• Financial suitability
• Selective Service
• New employee probationary period
• Signature and false statements
• Privacy Act
• Social security number request

Required Documents

How to apply, fair & transparent.

This job originated on www.usajobs.gov . For the full announcement and to apply, visit www.usajobs.gov/job/788745300 . Only resumes submitted according to the instructions on the job announcement listed at www.usajobs.gov will be considered.

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Learn more about

Commander, Navy Installations

CNIC offers innovative, exciting and meaningful work linking military and civilian talents to achieve our mission and safeguard our freedoms. CNIC provides competitive salaries, comprehensive benefits, and extensive professional development and training. The mission of the Fleet and Family Readiness (FFR) Programs is to maximize the physical, emotional and social development of the fleet, fighter and family. FFR enables a ready Navy force through its Fleet Readiness, Family Readiness, and Housing Programs. We provide direct and support services to all non-appropriated fund (NAF) employees who work for Morale, Welfare and Recreation (MWR), and Navy Getaways throughout the FFR Program worldwide.

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