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Clear Channel Outdoor

Engaged Employer

Pros, but way more cons - Anonymous employee Clear Channel Outdoor Employee Review

1.0
Jul 9, 2014
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

Nice to get paid half days off the day before a holiday. Casual dress environment.

Cons

No training. Management lacks interpersonal skills and proper management of people training. Promises given at start of job, not one fulfilled. Proven lying. Negative & harsh write ups for unnecessary things that should have been simple discussions with management. Extreme favoritism. Negativity. Toxic environment. Foul language. Sexism. No team environment, everyone is out for themselves and could care less about you. Management expects you to make up sick time, even though you have sick time hours available and used them. Immature. Asked to lie about "corporate" expenses. Poor pay, less than Standard, and no raises. The max pay for some jobs, are starting pay at other companies. Will work you to the bone. Horrible benefits (healthcare). Not professional. Co- workers talk bad about you behind your back. Including the management.

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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