Gaps for the next research pass

Employer confirmation is still needed for live vacancy status, replacement versus expansion, accepted compensation, start dates and approved budgets; public visibility is not confirmation of an open requisition.
Several advertisements are syndicated or undated. Sugar House salary versions remain unreconciled, and Ascent’s location metadata conflicts with its job-description body.
No longitudinal, deduplicated vacancy dataset was established, so hiring growth, time-to-fill, turnover and role-frequency rankings cannot be quantified.
Salary evidence is not representative of all US 30–150-room boutiques. More employer-confirmed examples are needed for rural leisure properties, seasonal markets, housekeeping attendants and dedicated independent-hotel revenue managers.
No defensible employer-disclosed salary band was established for the reviewed owner-side asset-management/acquisitions analyst or Charlestowne revenue analyst positions.
Property-specific benefits, housing, recruitment costs, union agreements, local wage rules and seasonal-worker arrangements require a separate jurisdictional pass before a staffing budget is investment-ready.
Corporate staffing allocations, properties per specialist, actual service commitments and operator fee inclusions remain confidential evidence gaps.
No causal evidence links the sampled hires to incremental contribution, improved service, reduced capital risk or owner distributions; those outcomes require property-level follow-up.
4 source URL(s) in this document had restricted retrieval, minimal extractable text or no separate current recheck; source-status labels identify them. Obtain controlling documents or direct confirmation before a transaction-specific use.

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