Lamar Advertising Company
We’re looking for a full time logo sign installer to install and maintain our interstate logos signs – the ones that tell you when to exit for food, gas, etc. Our Interstate Logos office in McFarland, WI is now hiring a new Logos Field Operations person to help us enhance the Interstate Logo Program in the state of Wisconsin.
Who we are:
Founded in 1902, Lamar Advertising Company is one of the largest outdoor advertising companies in the world. With over 351,000 displays across the United States and Canada, Lamar is dedicated to helping both local businesses and national brands reach broad audiences every day.
We provide ad space through:
Transportation and airports
The largest network of digital billboards in the United States
We live by the Golden Rule, and we operate with honesty and integrity in every aspect of our business. We are open with our employees, transparent with our customers, and loyal to the communities in which we serve. While Lamar is a large company, each office has its own culture and family atmosphere, making employees feel connected both locally and nationally.
We are committed to sustainable and environmentally friendly business practices and use a number of innovative strategies to reduce our environmental impact. We are actively working to reduce our annual greenhouse gas emissions and are projecting a 70% decrease by 2026 as a result of our efforts.
The purpose of the Interstate Logo Sign Installer (i.e. Field Technician) position is to complete the necessary field operations tasks, such as installing and removing interstate logo signs and/or TODS (Tourist-oriented directional signing). These are the “blue signs” that direct motorists to gas, food, lodging, camping and attractions along the interstate. This entry-level, full time position often works alone and must be able to manage work schedules effectively.
Want to hear more about Lamar? Check out these videos:
What you can expect from us:
A flexible work environment that celebrates differences and fosters the feeling of family
A Monday – Friday, 8:00 am – 5:00 pm work schedule with paid holidays
A comprehensive 30-day training/safety program
Career advancement opportunities
Ongoing professional development and internal leadership programs to maximize your career potential
Multiple medical plan options
Dental and vision insurance
120 hours of paid time off (PTO) that increases with tenure
401K plan with company contributions for participation
Wellness program incentives such as medical plan premium holidays and HSA contributions
A day in the life:
Installation and removal of interstate logo signs via bucket truck
Minor sign repair and sign maintenance
Vegetation control (site clearing) related to the ground mounted signs including removal of trees, brush, weeds, etc.
Attend safety meetings monthly
Organization and cleaning of warehouse space and supply yard area
Travel 90% by vehicle. Overnight travel required
What we’re looking for in YOU:
Ability to work independently along side of highway.
Effectively manage time and navigate planned routes.
Work safely and implement traffic control devises to ensure safe working environment.
Comfortable working at heights and the occasional use of ladders.
Good verbal and written skills.
Excellent organizational skills.
Must be able to lift a minimum of 80 lbs.
Education and Experience Requirements:
High School Diploma or Equivalent
Valid driver’s license required
Familiar with the use and maintenance of power/manual tools, basic construction equipment and machinery preferred.
Previous experience operating bucket truck or similar vehicle preferred
Physical Demands and Work Environment:
The primary work environment is outdoors.
The specific physical demands/requirements of the job include: lifting greater than 50% of the time, pushing, reaching, seeing (reading, color distinction, acuity, depth perception, peripheral vision), sitting less than 50% of the time, standing, stooping, talking, turning, walking, and climbing up to 30 feet high.
The typical percentage of time spent traveling and spending nights away from home is greater than 50% including multiple overnights per week.
Lamar is an EOE/AA: Minorities/Females/Disabled/Protected Veterans or any other State or Federally protected characteristic
Disability Self-Identification: When applying for a job with Lamar, you will be asked to voluntarily self-identify whether you have a disability. Please take a moment to watch for clarification on why we’re asking for this information!
California Residents – Lamar collects personal information in the ordinary course of considering job applicants. This information may include, for example, name, address, phone number and other contact information, employment history and reference contact information, and any other information provided by an applicant to Lamar. By submitting an application, you consent to the use or sharing of this personal information solely for the purpose of consideration for employment by Lamar. Lamar will not sell this information.
Federal Vaccine Mandate: As a federal contractor, Lamar may be required to comply with federal contractor COVID-19 vaccine mandates depending on the outcome of pending litigation. If these mandates are upheld, at time of hire, all employees would be required a) to submit their vaccination status and b) to submit proof of their vaccination. If an accommodation request is necessary, you will have the opportunity to submit a request after you receive a conditional offer of employment, if selected to fill this role. All accommodation requests are subject to review and could result in a denial.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)