employer cover photo
employer logo
employer logo

Clear Channel Outdoor

Engaged Employer

Paralegal Airports Division - Paralegal, Contracts and Legal Affairs Clear Channel Outdoor Employee Review

3.0
Jan 14, 2016
Recommend
CEO approval
Business Outlook

Pros

Paid time off, employee events, work is interesting and challenging. Newly flexible with work schedule. Several employer bonding events. Supportive teams.

Cons

Pay is low compared to work load, people are rude and aggressive, poor leadership. No merit raises. Office is always freezing no heat. Human resources is located in Texas. No support for employees in office. Health insurance plan is not good you pay a lot out of pocket. No maternity leave no formal training process for non sales associates. Disconnect between departments. Several different upper management personnel overseeing staff causing conflicting decisions being made. A lot of pressure to perform without formal training.

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.

See reviews by: Helpful|Rating|Date|All