OUTFRONT Media
OUTFRONT Media Compensation & Benefits in New York
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 transparent pay ranges for New York roles are accompanied by concerns about low compensation for non‑sales positions. Together, these dynamics suggest the New York office benefits from clear pay communication but experiences mixed satisfaction with actual pay levels outside sales.
Key Insight for Candidates
Defining pattern: a generous 401(k) match with a notably long five-year vesting schedule. For New York candidates, the benefits feel solid, but realizing full retirement value hinges on longer tenure—factor this into total-comp comparisons and your plans to stay.Evidence in Action
- Five-year 401(k) Vesting — The 401(k) match is structured at 70% of the first 5% you defer, with an additional Excess 401(k), and vests fully after five years. In New York, this encourages retention and planning around a longer vesting window before realizing full employer contributions.
- Paid Holidays Including Juneteenth — Paid holidays include Juneteenth for New York employees. This provides culturally inclusive paid time away and strengthens work-life balance for New York teams.
Positive Themes About OUTFRONT Media
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Fair & Transparent Compensation: Job postings for New York–based roles display clear salary ranges, providing useful transparency during hiring and internal moves. Feedback suggests some senior or technical positions tied to New York align reasonably with local market levels.
Considerations About OUTFRONT Media
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Unfair & Opaque Compensation: In New York, pay for non‑sales positions is described as low relative to expectations. This contributes to concerns about overall compensation competitiveness for NYC teams outside sales.
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