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Clear Channel Outdoor

Engaged Employer

Administration - Assistant Clear Channel Outdoor Employee Review

1.0
Nov 17, 2016
Recommend
CEO approval
Business Outlook

Pros

They used to have great people. I guess it's not a pro anymore since most of them are gone

Cons

People hired who don't know the business. Only concern was servicing the debt from the purchase that should have never happened. Losing all of your knowledgeable people. They probably have less than 10% of the people who were there 10 years ago. Relocating executive staff to NY, with its high cost of living and not understanding that the product is still billboards. Insurance was wonderful when I first started working their, when I left it was truly awful. They had actually contracted with the most expensive pharmacy for our prescription needs. Sometimes it was better to pay outright at another pharmacy than use the insurance at the designated pharmacy. No room for advancement. They used to groom people and help them grow. Now it's just do your job, knowing that you will be doing that job until they fire you because you've been there too long.

Explore other reviews about Clear Channel Outdoor

5.0
Jun 2, 2026
Recommend
CEO approval
Business Outlook

Pros

Flexible working hours, intricate developement programs

Cons

Lackluster program but it gives interns the tools they need

4.0
Feb 1, 2026
Recommend
CEO approval
Business Outlook

Pros

Clear Channel Outdoor’s portfolio is genuinely impressive, and being part of one of the top three brands in out‑of‑home gives the role real weight. The job is especially rewarding when you’re helping SMB clients grow their visibility and watching their businesses evolve, while also supporting major brands in staying consistent and on‑message across markets. The product itself is strong, and when you’re in front of clients, you feel the value of what you’re selling.

Cons

Compensation for account executives could be more competitive, especially given the expectations and revenue responsibilities of the role. Improving base pay and commission structures would go a long way toward reducing the high turnover seen in many markets. Additionally, corporate tends to centralize decision‑making, which can limit local leadership’s ability to scale business based on the realities of their specific markets. Giving local teams more autonomy would create a better employee experience and ultimately drive stronger revenue performance.

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