Company details

HEADCOUNT

10000+

ORG TYPE

Corporate

SECTOR

Media & Comms

WEBSITE

http://www.optimum.net/

About the company

Optimum is a US broadband and telecom provider offering internet, mobile, TV, and voice services under the Optimum brand, alongside other Altice USA businesses such as News 12. The company serves customers across 21 states and positions the business as a large-scale connectivity provider. Public filings describe a workforce of roughly 11,000 employees and note that most employees are US-based. Optimum roles span retail stores, field operations, customer support, and corporate functions.

Locations and presence

Optimum sells and supports services across 21 US states, with a heavy footprint in the tri-state area and additional markets across the South and Midwest. The company’s corporate presence is anchored in the New York area, with roles advertised across many local markets via the Optimum careers site.

Palpable Score

60.6

/ 100

Optimum has accessible entry points through retail and sales roles and a visible internship layer, but early-career outcomes look mixed based on public employee sentiment about progression. The hiring experience looks reasonably structured on paper, while pay transparency for junior candidates is limited by missing salary ranges in many postings.

Pillar 1: Early-career access

Score

13.0

/ 20

The company frequently posts customer-facing roles like Retail Sales Consultant with relatively low formal barriers (high school diploma plus one year of retail selling).
Optimum advertises entry-level internships in areas like Software Engineer Intern (as syndicated in job-board mirrors), signalling at least some early-career intake beyond frontline roles.
The company’s internship postings that are still discoverable are often closed on the careers site, which makes volume and consistency hard to verify from public listings alone.

Pillar 2: Hiring fairness and transparency

Score

13.7

/ 20

The company provides detailed responsibilities and qualifications in role postings like Retail Sales Consultant, which helps candidates judge fit before applying.
Optimum publishes recruiting scam and fraud awareness guidance, which supports safer, more transparent candidate engagement.
The company has mixed third-party interview feedback, with some candidates reporting positive experiences while others report slower or frustrating processes, limiting confidence in consistency.

Pillar 3: Learning and support

Score

12.3

/ 20

The company explicitly frames peer and leader support as part of success in roles like Retail Sales Consultant, tying performance to skill-building and growth support.
Optimum includes “onboarding support” and a “training curriculum” in sales leadership-track postings (e.g., Sr Direct Sales Representative coaching newer sales hires), which is a practical support signal for ramping juniors.
The company describes mentorship and professional development benefits at a high level, but public role descriptions give limited detail on structured coaching for early-career corporate roles.

Pillar 4: Pay fairness and stability

Score

12.3

/ 20

The company lists substantial baseline benefits on the careers site, including medical, 401(k) match, and tuition reimbursement (with similar framing echoed in public filings).
Optimum highlights benefits starting “from day one” in some job postings, which supports stability for new starters.
The company rarely includes clear salary ranges in the postings reviewed (with some roles emphasising commission potential rather than a transparent range), which caps pay-fairness scoring for early-career candidates.

Pillar 5: Early-career outcomes

Score

9.3

/ 20

The company has some positive early-career feedback from internship reviewers describing learning and helpful management, which is a good sign for day-to-day support.
Optimum has weaker overall employee sentiment on career opportunities in aggregated review data, which suggests progression may feel limited for many employees.
The company states “promote from within” and mentorship as benefits in third-party employer profiles, but public data on early-career promotions, retention, or time-to-progression is not published, limiting outcome confidence.