OUTFRONT Media
OUTFRONT Media Compensation & Benefits
This page summarizes recurring themes identified from responses generated by popular LLMs to common candidate questions about OUTFRONT Media and has not been reviewed or approved by OUTFRONT Media.
How are the compensation & benefits at OUTFRONT Media?
Strengths in healthcare, inclusive coverage, and retirement support are accompanied by challenges in pay growth and the reliability of variable incentives, with some concerns about out-of-pocket benefit costs. Together, these dynamics suggest a benefits-rich package paired with compensation that feels adequate for many but hinges on role specifics and meeting incentive thresholds.
Key Insight for Candidates
Defining tradeoff: a broad benefits package and decent 401(k) match offset mid‑tier cash pay, but much of the value is delayed or harder to gauge (five‑year vesting, premium costs not disclosed upfront, slow raise cycles). Why it matters: Your take‑home and total value depend on tenure and the offer’s fine print.Evidence in Action
- 401(k) 70% Match Vesting — The 401(k) match is 70% of the first 5% of pay, with a five‑year vesting schedule. Employees gain meaningful retirement support, but value accrues slowly for those who leave before full vesting.
- Quota-Gated Commission Plan — The Account Executive commission plan ties variable pay to quota 'budget' thresholds, with median OTE around $100k and strong upside for top sellers. Employees who consistently hit or exceed targets see significant earnings, while missing moving thresholds can materially reduce take‑home pay.
Positive Themes About OUTFRONT Media
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Healthcare Strength: Health coverage includes medical, dental, and vision, with eligibility extending to domestic partners and options like HSA/FSA. Feedback suggests the health benefits are comprehensive and a solid component of the overall package.
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Retirement Support: A 401(k) plan with an employer match is part of the offering, with indications of meaningful employer contributions. Feedback suggests this strengthens long‑term compensation, despite a longer vesting timeline.
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Inclusive Benefits Coverage: Coverage and programs encompass family and pet benefits, plus ERGs and formal DEI initiatives. Feedback suggests these inclusivity elements add value alongside core health and retirement benefits.
Considerations About OUTFRONT Media
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Stagnant Pay & Limited Progression: Pay is often characterized as average or middle of the road, and advancement through raises or promotions can be slow or hard to secure. Feedback suggests overall satisfaction with pay depends heavily on role, market, and hitting variable targets.
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Weak & Unreliable Incentives: Sales compensation plans can feel complex with moving budget or bonus targets, making earnings unpredictable if thresholds are missed. Feedback suggests missing targets may dampen total compensation even when billings are higher.
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High Benefits Costs: Benefits are sometimes described as decent but can feel expensive from the paycheck. Feedback suggests candidates should review premium costs and plan details during an offer to assess take‑home impact.
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