CenturyLink Employees Reviews, Feedback, Testimonials

Employee Testimonials

“I started as a field technician and stayed because the day-to-day is honest work — you see results and help customers directly. You’ll learn a lot on the job.”
“I moved from another telco and appreciated the consistency of processes here. There are slower parts of the company, but you get steady work.”
“I enjoy the benefits and the team camaraderie. If you want predictable routines and decent pay, working at CenturyLink might suit you.”

Company Culture

The company culture at CenturyLink is practical and service-oriented. Teams tend to be customer-first and focused on keeping networks running. Collaboration is common in day-to-day operations, and many employees appreciate the emphasis on reliability over flashy initiatives. There is a mix of legacy systems and new technology teams, so culture varies by department: some groups are entrepreneurial while others follow established, process-driven ways of working. If you value a no-nonsense, utility-style workplace, the company culture at CenturyLink will feel familiar.

Work-Life Balance

Work-life balance at CenturyLink is generally reasonable, though it depends heavily on role. Office and corporate employees often enjoy predictable hours and flexible scheduling options in many locations. Field technicians and network engineers may have on-call rotations or weekend emergencies, but they also get more freedom in how they plan route days. If you are considering working at CenturyLink, expect good baseline balance with occasional spikes during outages or project rollouts.

Job Security

Job security varies by business unit and market conditions. Roles tied directly to core network maintenance tend to have higher stability because those functions are essential. Corporate and product teams experience more fluctuation during restructuring or cost-saving cycles. Overall, employees will find that long-term security is stronger in operational functions and in regions with stable customer demand.

Leadership and Management

Leadership tends to emphasize operational efficiency and network modernization. Senior leaders focus on infrastructure investments and cost control, which can create a top-down decision rhythm. Management quality differs between teams; some managers are very supportive and accessible, while others follow strict performance metrics and processes. Communication from the top is regular through town halls, but employees will find that local managers have the greatest influence on day-to-day experience.

Manager Reviews

Managers are often described as practical and metrics-driven. Positive reviews highlight managers who provide clear expectations, technical coaching, and career guidance. Criticisms center on inconsistent feedback and occasional lack of empathy during high-pressure periods. Career-minded employees will appreciate managers who invest in certifications and cross-training, while others may feel constrained if their manager focuses narrowly on immediate operational targets.

Learning & Development

Learning and development opportunities are available and oriented toward technical certifications, safety training, and leadership programs. Employees will find resources for vendor certifications, internal e-learning, and role-based training. Formal tuition assistance may be present in some locations. Development paths are clearer in technical tracks (network, field operations) than in corporate functions, where training depends on budget and manager support.

Opportunities for Promotions

Promotion opportunities are moderate and are closely tied to performance and business needs. Employees who build specialized technical skills or move across regions or departments will have better mobility. Advancement in corporate or product roles can be slower, particularly during periods of restructuring. Internal job postings do appear regularly, and motivated employees who network internally will find paths forward.

Salary Ranges

Salary ranges vary widely by role, location, and experience. Approximate ranges include entry-level field roles at roughly $40,000 to $60,000 per year, mid-level technicians and engineers from $60,000 to $95,000, and senior engineers or specialist roles from $95,000 to $140,000. Managerial and senior corporate roles will command higher compensation, depending on scope and geography. These figures are approximate and will differ by market.

Bonuses & Incentives

Bonuses and incentives are role-dependent. Sales and account teams may receive commissions and performance bonuses, while operational employees might qualify for annual performance-based bonuses. There may be spot recognition awards and incentive programs around safety and operational metrics. Equity or long-term incentive availability will depend on role and level.

Health and Insurance Benefits

Health and insurance benefits are competitive for the industry. Typical offerings include medical, dental, and vision plans, along with life insurance and short- and long-term disability coverage. Employees will find retirement options such as a 401(k) plan with company match in many locations. Additional benefits may include employee assistance programs (EAPs), flexible spending accounts (FSAs), and wellness resources.

Employee Engagement and Events

Engagement initiatives include town halls, recognition programs, volunteer days, and local team events. Larger sites often host seasonal gatherings and safety meetings that double as social time. Virtual events and internal communications are used to keep dispersed teams connected. Participation will vary by manager and location, but there are regular opportunities to get involved.

Remote Work Support

Remote work support is improving but varies by role. Corporate staff may have hybrid options and reasonable technology support for remote setups. Network operations, field technicians, and many support roles require on-site presence or customer visits, which limits remote flexibility. Employees will find tools like VPN, collaboration platforms, and mobile apps for field work, but remote policies are decided at the business-unit level.

Average Working Hours

Average working hours are about 40 hours per week for most corporate roles. Field and operations roles may include early starts, late finishes, or on-call shifts to address outages. Project deadlines and maintenance windows may require additional hours temporarily. Employees should expect a predictable baseline with periodic spikes.

Attrition Rate & Layoff History

Attrition is moderate and is influenced by industry cycles and corporate restructuring. The telecommunications sector has experienced consolidations and role realignments historically; such events can lead to targeted layoffs in non-core areas. Core operational roles tend to have lower turnover. Candidates will want to ask about recent organizational changes during interviews.

Overall Company Rating

Overall, the company provides solid opportunities for those seeking stable, operationally focused roles in telecommunications. Compensation and benefits are generally market-competitive, and career growth is available for employees who proactively seek cross-functional experience. On balance, the company will be a good fit for people who value steady work, technical development, and practical company culture. Overall rating: 3.5 out of 5.