How to Apply to Jcdecaux

13 min read Last updated April 20, 2026 13 open positions
Blake Crosley
Blake Crosley Researched using publicly available information, hiring data, and ATS analysis.

Key Takeaways

  • JCDecaux SE is the world's #1 outdoor advertising company, headquartered in Neuilly-sur-Seine, France, with ~13,000 employees and ~3.9B EUR in revenue across 80+ countries.
  • The company is family-controlled — the Decaux family holds approximately 70% of voting rights, and three brothers (Jean-Charles, Jean-Sébastien, and Jean-François Decaux) operate as Co-CEOs, which shapes a culture of long-term thinking and considered decision-making.
  • The business has three segments: Street Furniture (bus shelters, kiosks, public toilets — the historic core), Transport (airports, metros, trains — including Heathrow, CDG, JFK, LAX), and Billboards (large-format roadside displays).
  • Most English-speaking markets, including JCDecaux Australia, use Greenhouse as their applicant tracking system at boards.greenhouse.io/jcdecaux. France and several other European subsidiaries use national career portals.
  • Sales roles require demonstrated agency and advertiser relationships and quantified billings; operations roles require concession contract and field-team experience; technology roles benefit from DOOH and programmatic fluency including familiarity with VIOOH.
  • Interviews are formal, multi-round (typically three to five rounds over four to ten weeks), and include scenario-based exercises for sales, strategy, and DOOH technology roles.
  • French headquarters and senior roles often require working fluency in both French and English; using vous and formal address conventions in French interviews is expected.
  • JCDecaux values long-tenure candidates, public-realm orientation, and genuine understanding of the concession-based business model — short tenures and generic ad-tech speak are red flags.
  • Recent strategic priorities include programmatic DOOH growth via VIOOH, the 2024 Paris Olympics partnership, the Affichage Holding stake, and continued international concession wins.
  • Compensation in France includes mandatory profit-sharing (intéressement and participation), Tickets Restaurant, transit benefits, and supplementary health insurance (mutuelle), which materially improve total package beyond base salary.

About Jcdecaux

JCDecaux SE is the world's largest out-of-home (OOH) advertising company and the only pure-play OOH operator with a truly global footprint. Headquartered in Neuilly-sur-Seine, just outside Paris, the company employs roughly 13,000 people and generates around 3.9 billion euros in annual revenue across operations in more than 80 countries on five continents. JCDecaux is listed on Euronext Paris under the ticker DEC and remains tightly controlled by the founding Decaux family, which holds approximately 70% of voting rights through their family holding. The company is led by three brothers operating as Co-Chief Executive Officers — Jean-Charles Decaux, Jean-Sébastien Decaux, and Jean-François Decaux — a triumvirate structure that is unusual at this scale and that defines much of the firm's culture: long-term thinking, family stewardship, and a willingness to invest through cycles. Founder Jean-Claude Decaux invented the modern advertising-funded street furniture model in 1964 when he convinced the city of Lyon to install free bus shelters in exchange for the right to sell advertising on them. That single invention turned JCDecaux into the dominant operator of bus shelters, public toilets, kiosks, and city information panels worldwide, and it remains the financial and creative spine of the business sixty years later. The company operates three business segments: Street Furniture (the historic core, built around long-term concession contracts with cities), Transport (advertising in airports, metros, trains, and trams, including marquee contracts at Heathrow, Charles de Gaulle, JFK, LAX, and the Hong Kong MTR), and Billboards (large-format roadside displays, particularly strong in Europe and Asia). Iconic JCDecaux assets include the Vélib' bike-sharing system in Paris (which the company built and operated for years as the world's first large-scale municipal bike share), digital screens lining the Champs-Élysées, and the airport advertising networks that greet travelers at most major international hubs. The company has invested heavily in Digital Out-of-Home (DOOH) and programmatic DOOH over the last decade, building VIOOH, an automated supply-side platform that lets advertisers buy digital billboard inventory the way they would buy display ads online. JCDecaux played a central role in the 2024 Paris Olympic Games as the official Olympic Partner for street furniture and city information, and continues to expand its footprint through strategic stakes such as its position in Affichage Holding (Switzerland) and acquisitions in growth markets across Latin America, the Middle East, and Asia. Working at JCDecaux means joining a company that sits at the intersection of urban infrastructure, public-private partnership, advertising creativity, and increasingly sophisticated ad-tech — a rare combination in the industry.

Application Process

  1. 1
    Identify the right country and business unit

    Identify the right country and business unit. JCDecaux operates as a federated group of country-level subsidiaries (JCDecaux France, JCDecaux UK, JCDecaux Australia, JCDecaux North America, JCDecaux Asia-Pacific, etc.), each with its own hiring manager, recruiting cadence, and in many cases its own job board. Start at jcdecaux.com/talent/careers to see the global landing page, then drill into the specific country site. Most English-speaking markets — notably JCDecaux Australia — publish openings via the centralized Greenhouse job board at boards.greenhouse.io/jcdecaux, while France, Belgium, and several other European subsidiaries route applications through national career portals and, at times, recruitment agencies. Picking the wrong portal is the most common reason candidates never hear back.

  2. 2
    Tailor your application materials in the right language

    Tailor your application materials in the right language. Roles based in Neuilly-sur-Seine, Lyon, or any French regional office almost always require a CV and motivation letter in French, even when the job description is bilingual. UK, Australian, North American, and most Asian roles are conducted in English. Group-level corporate roles (finance, treasury, M&A, group strategy) frequently require working fluency in both French and English, and a French CV in the classic one-page format is expected for headquarters positions.

  3. 3
    Submit through the official portal and create a candidate profile

    Submit through the official portal and create a candidate profile. Applications go through Greenhouse for markets that use it (you will create a candidate account, upload your CV and cover letter, answer location and work-authorization questions, and optionally submit voluntary diversity information). For other markets, you will typically be redirected to a country-specific application form. Avoid LinkedIn Easy Apply for senior roles — JCDecaux recruiters consistently report that direct portal applications are reviewed first.

  4. 4
    Initial screening by the in-country talent acquisition team (typically 5 to 15 b

    Initial screening by the in-country talent acquisition team (typically 5 to 15 business days). Recruiters look for relevant industry exposure (advertising, media, ad-tech, urban infrastructure, public sector partnerships, or large-account B2B sales) and language match. For sales roles, expect them to ask about specific advertiser or agency relationships you bring. For operations roles, they will probe your experience managing field teams, contractors, and municipal stakeholders.

  5. 5
    First interview with the recruiter, usually 30 to 45 minutes by phone or video

    First interview with the recruiter, usually 30 to 45 minutes by phone or video. This is a fit-and-motivation conversation: why JCDecaux specifically (not just OOH in general), what you understand about the street furniture model and the concession business, and what your salary expectations are. French interviewers tend to be formal — use vous, address them by their last name unless invited to switch, and treat the conversation more as an evaluation than a casual chat.

  6. 6
    Hiring manager interview, focused on the specific function

    Hiring manager interview, focused on the specific function. Sales candidates are asked detailed questions about agency relationships and book-of-business; creative and media planning candidates discuss campaigns they have built and how they think about the OOH channel; operations candidates walk through how they manage field maintenance crews and concession compliance; technology candidates discuss specific systems (programmatic platforms, content management for digital screens, asset management, GIS).

  7. 7
    Case study or scenario exercise for sales, marketing, strategy, and many DOOH te

    Case study or scenario exercise for sales, marketing, strategy, and many DOOH technology roles. Sales candidates typically receive a brief asking them to build a campaign proposal for a hypothetical advertiser using JCDecaux inventory in a specific city. Strategy and finance candidates may be asked to analyze a concession bid or a market entry decision. Allow 3 to 7 days for preparation; presentations are usually 20 to 30 minutes followed by Q&A.

  8. 8
    Panel or final-round interview with senior leadership

    Panel or final-round interview with senior leadership. For roles at director level and above, expect to meet at least one of the Co-CEOs or a country managing director. The Decaux family is genuinely involved in senior hires, and meetings with Jean-Charles, Jean-Sébastien, or Jean-François Decaux are not unheard of for headquarters-level positions. These conversations often probe long-term commitment and cultural fit with a family-owned business.

  9. 9
    Reference checks and offer

    Reference checks and offer. JCDecaux conducts thorough reference checks, especially for sales and senior roles where they will often call former agency or advertiser contacts. French roles include a written contract with a probationary period (période d'essai) of typically two to four months for cadre-level positions. Compensation packages generally include base salary, a variable component tied to function (heavily weighted for sales), profit-sharing (intéressement and participation are mandatory in France for companies of JCDecaux's size), and benefits including transit, restaurant tickets (Tickets Restaurant), and supplemental health insurance (mutuelle). The full process typically runs four to ten weeks from application to offer.

Resume Tips for Jcdecaux

recommended

Lead with industry-relevant experience

Lead with industry-relevant experience. JCDecaux strongly favors candidates with prior exposure to media, advertising, ad-tech, urban infrastructure, transit, or public-sector concession work. If you have worked at an advertising agency (especially media buying or planning), an ad-tech company, a competing OOH operator (Clear Channel Outdoor, Lamar, Ströer, Global, Outfront), or a municipal partner, lead with that experience even if it is older than your most recent role. Recruiters scan for it in the first ten seconds.

recommended

Use European CV conventions for European roles

Use European CV conventions for European roles. French and broader European CVs are typically one page (two only for very senior candidates), include a small photo in the top right, and list date of birth and nationality (this is normal in France even though it would be considered unusual in the US or UK). Include language proficiencies with a recognized scale (CEFR levels A1 through C2, or simply 'native', 'fluent', 'professional', 'conversational'). Group your education with the institution name, the diploma, and the year — French recruiters care about which Grandes Écoles or universities you attended.

recommended

Quantify campaign and revenue results for sales roles

Quantify campaign and revenue results for sales roles. Numbers carry disproportionate weight: total annual billings managed, percentage growth year-over-year, number of agency relationships owned, average deal size, share of wallet captured from named advertisers, and pitch win rates. 'Grew Carrefour account from 1.2M EUR to 3.4M EUR over two years by introducing programmatic DOOH layers' is exactly the format that earns interviews.

recommended

Demonstrate concession and contract experience for operations roles

Demonstrate concession and contract experience for operations roles. JCDecaux's business is built on long-term concession contracts with cities, airports, and transit authorities. If you have negotiated, won, defended, or operated under municipal concessions, public tenders, or PPP (public-private partnership) contracts, surface that prominently. Even adjacent experience — utilities, telecoms, transit, parking — translates well.

recommended

Highlight DOOH, programmatic, and ad-tech fluency for digital roles

Highlight DOOH, programmatic, and ad-tech fluency for digital roles. The company has invested heavily in VIOOH (its programmatic SSP), digital screen networks, audience measurement (such as Route in the UK, Mobimetrie in France), and creative dynamic content. Mention specific platforms you have used: VIOOH, Hivestack, Vistar Media, Broadsign, Ayuda, Place Exchange, programmatic DSPs (DV360, The Trade Desk), and audience data providers. List dashboards and BI tools (Tableau, Power BI, Looker) and any SQL or Python you can bring to audience analytics.

recommended

Show urban, civic, or sustainability orientation

Show urban, civic, or sustainability orientation. JCDecaux positions itself as a partner to cities, not just an advertiser. Volunteer roles, civic engagement, sustainability certifications (the company has ambitious decarbonization commitments), or work on smart-city initiatives all resonate. The company has made carbon reduction a board-level priority and looks for hires who care about the public-realm impact of their work.

recommended

Match the language of the job description

Match the language of the job description. If the posting is bilingual French and English, submit a French CV and either a French or bilingual cover letter. If it is English only, English is fine. Avoid submitting only an English CV for a Paris-based role unless you are explicitly applying as an international hire — it signals you have not done your homework on the company.

recommended

Tighten formatting for ATS parsing

Tighten formatting for ATS parsing. JCDecaux uses Greenhouse for most English-speaking markets. Greenhouse parses standard one-column resumes well: use a normal font (Calibri, Arial, Helvetica, or Garamond at 10 to 11pt), avoid text boxes and tables, save as PDF (or .docx if the portal asks for it), and include a single header with name, location, email, phone, and LinkedIn URL. Skip graphics, charts, photos (for non-French applications), and dense two-column layouts that confuse parsers.

ATS System: Greenhouse

JCDecaux uses Greenhouse as its primary applicant tracking system for English-language markets, with the centralized job board hosted at boards.greenhouse.io/jcdecaux. The Australian subsidiary publishes its openings through this board, and roles from other English-speaking markets surface there as well. France, Belgium, and several other European subsidiaries also route applications through national career portals; group-level corporate openings sometimes appear on the global jcdecaux.com/talent/careers landing page before being directed to the relevant country system. Greenhouse handles application intake, candidate communication, scheduling, and interviewer feedback, with structured scorecards used by hiring panels.

  • Apply directly through the official Greenhouse portal at boards.greenhouse.io/jcdecaux rather than third-party aggregators when the role is hosted there — your application lands instantly in the recruiter's queue with all fields populated correctly.
  • Create a Greenhouse candidate account to track application status, receive interview invites, and reuse your profile across multiple JCDecaux country roles without re-uploading documents each time.
  • Use the optional cover letter field. JCDecaux recruiters report they read cover letters for sales, marketing, and strategy roles — a tight three-paragraph note explaining why JCDecaux specifically and what advertiser or agency relationships you bring is high-leverage.
  • Fill in every custom screening question completely. Greenhouse lets recruiters add knock-out questions on work authorization, language proficiency, and minimum experience — a blank or contradictory answer routes you straight to the rejection pile.
  • For French and other non-English market roles, follow the link to the country-specific portal rather than trying to apply through Greenhouse — a Paris HQ role posted only in French is being filtered through a different system, and a misrouted application will not be reviewed.
  • Set Greenhouse email notifications to a personal address you check daily; interview scheduling links can expire within 48 hours and missing them is read as a lack of interest.
  • Save your CV as a clean text-based PDF before upload — Greenhouse's parser populates the candidate profile from your file, and a scanned image PDF will result in a blank profile that gets deprioritized.

Interview Culture

JCDecaux interviews are formal, methodical, and unmistakably French in tone — even at the country subsidiaries outside France, you can feel the cultural DNA of a Paris-headquartered family business.

Expect a sequence of three to five interviews stretched across four to ten weeks. The pace is slower than at Anglo-American advertising or ad-tech companies because the company values considered hiring decisions over speed, particularly given the long tenure of many JCDecaux employees (it is common to meet directors who have been with the company for fifteen, twenty, or even thirty years). For French-language interviews, address interviewers as 'Monsieur' or 'Madame' followed by their last name, use 'vous' rather than 'tu' until invited to switch, and arrive five minutes early but never significantly more — French business etiquette treats both lateness and excessive earliness as awkward. Dress is business formal at headquarters and senior levels; smart business casual is acceptable for junior and creative roles in the country offices. Interviewers tend to ask precise, specific questions and expect precise, specific answers — vague consulting-speak ('I leveraged synergies to drive value') lands poorly, while concrete numbers and named accounts land well. Sales interviews are particularly rigorous: you should expect to be asked which agencies and advertisers you have a real working relationship with, what your last full year of billings looked like, and how you would approach winning back a specific lapsed account that the interviewer names. Operations interviews probe your ability to manage geographically distributed maintenance teams, contractor relationships, and the inevitable conflicts that arise with municipal partners over installation, removal, and concession compliance. Technology and DOOH interviews mix system-design discussion (how would you architect a real-time inventory availability service for digital screens across a country?) with commercial fluency (how would you explain VIOOH to a media buyer used to display advertising?). For senior roles, expect at least one interview with a country managing director, and for headquarters-level senior roles you may meet one of the Co-CEOs — Jean-Charles, Jean-Sébastien, or Jean-François Decaux. These conversations are not formalities. The Decaux brothers are deeply involved in the business, ask probing questions about long-term thinking, and pay attention to whether you understand that JCDecaux is a family-controlled company that thinks in decade-long horizons rather than quarterly cycles. Demonstrating that you understand the concession model, the asset-heavy nature of the business, and the company's commitment to cities and the public realm is more important than demonstrating that you can ship fast or move quickly. Offers are typically negotiated by the recruiter rather than the hiring manager, and base-salary flexibility is more limited than at venture-backed peers but compensation includes substantial profit-sharing (mandatory intéressement and participation in France), generous transit and meal benefits, and supplementary health coverage that materially improve total compensation.

What Jcdecaux Looks For

  • Industry pattern recognition. Candidates who have spent time in advertising agencies, ad-tech firms, competing OOH operators, transit authorities, airport commercial teams, or municipal concession environments come in with the vocabulary and instincts JCDecaux values. You do not have to come from OOH specifically, but you do have to demonstrate that you understand how this industry works and why it is structurally different from digital display advertising.
  • Long-term commitment and cultural fit with a family-controlled business. JCDecaux is run by the Decaux family, has been since 1964, and shows every sign of continuing that way for the next generation. The company values employees who plan to stay and grow, who think in years rather than quarters, and who see joining JCDecaux as a career rather than a stepping stone. Job-hopping resumes with sub-eighteen-month tenures raise eyebrows.
  • Genuine commercial fluency for sales roles. The company sells expensive, premium inventory to sophisticated media buyers, and it expects its sales team to operate at the same level as its agency counterparts. Strong existing relationships with major holding companies (WPP, Publicis, Omnicom, Interpublic, Dentsu, Havas) and with named advertisers in your market are highly valuable. The ability to walk a media planner through a JCDecaux campaign proposal, defend the pricing, and close against digital alternatives is the core skill.
  • Operational rigor and field-team leadership for installation and maintenance roles. The street furniture business depends on tens of thousands of physical assets (bus shelters, billboards, kiosks, digital screens) being kept clean, lit, functional, and on schedule across entire metropolitan areas. JCDecaux looks for operations managers who understand contractor management, route optimization, asset tracking, and the unforgiving SLAs embedded in concession contracts.
  • DOOH and programmatic literacy for technology and product roles. The OOH industry is in the middle of a digital transition, and JCDecaux is investing heavily through VIOOH and its digital screen rollout. Candidates who can speak fluently about programmatic supply-side platforms, audience measurement, dynamic creative, content management systems for digital screens, and the mechanics of real-time bidding for OOH are highly sought after.
  • Bilingual or multilingual capability. French and English are the working languages of the group; Spanish, German, Mandarin, and Arabic are valuable in their respective regions. For headquarters and group-level roles, working fluency in both French and English is effectively required.
  • Civic and public-realm orientation. JCDecaux's business is fundamentally about contributing to the public realm — bus shelters, public toilets, city information panels, bike share systems — funded by advertising rather than taxes. The company hires people who genuinely care about cities, urban quality of life, and the public good, and who can credibly represent the company in conversations with mayors, transit authorities, and public-sector partners.
  • Sustainability and ESG awareness. The company has set ambitious decarbonization targets and uses sustainability as a competitive differentiator in concession bids. Candidates who can demonstrate fluency in carbon accounting, sustainable design, circular economy principles, or ESG reporting are increasingly favored, especially in operations and bid-management roles.
  • Comfort with a slower, more deliberate corporate culture. JCDecaux is not a startup. Decisions are considered, hierarchies matter, formality is appreciated, and consensus across functions is valued over unilateral speed. Candidates who thrive in fast-and-loose environments often struggle here; candidates who appreciate craft, continuity, and considered decision-making thrive.

Frequently Asked Questions

What ATS does JCDecaux use to manage applications?
JCDecaux primarily uses Greenhouse for its English-speaking markets, with a centralized job board at boards.greenhouse.io/jcdecaux. JCDecaux Australia is the most active publisher on this board. France, Belgium, and several other European subsidiaries route applications through country-specific career portals accessible via the global jcdecaux.com/talent/careers landing page. Always check whether a role is hosted on Greenhouse or on a national portal before applying — submitting to the wrong system is the most common reason applications are not reviewed.
Do I need to speak French to work at JCDecaux?
It depends on the location and the role. Roles based at the Neuilly-sur-Seine headquarters or anywhere in France typically require working fluency in French; group-level corporate roles (finance, treasury, M&A, group strategy) generally require strong French and English. Country-subsidiary roles in the UK, Australia, North America, and most of Asia are conducted in English. If you are applying for a French-based role and your French is limited to conversational, be transparent about it in the application — sales and external-facing roles in particular will be very difficult without working French.
How long does the JCDecaux hiring process typically take?
Plan for four to ten weeks from initial application to offer. Recruiter screening typically happens within five to fifteen business days of application; the full sequence of three to five interviews is then spread out to accommodate hiring manager and senior leadership availability. Senior roles, particularly those requiring meetings with country managing directors or one of the Co-CEOs, can extend to twelve weeks or more. The pace is deliberately slower than at venture-backed advertising or ad-tech companies because JCDecaux values considered hiring decisions and long employee tenure.
What is the compensation and benefits package like at JCDecaux?
Base salary at JCDecaux is generally competitive but not aggressive compared to venture-backed ad-tech peers — the company tends to be at or slightly above market median for the function and geography. The total package is substantially improved by mandatory French profit-sharing (intéressement and participation), which can add a meaningful percentage to base in good years. French roles also include Tickets Restaurant (meal vouchers), transit benefits, and supplementary health insurance (mutuelle). Sales roles include significant variable compensation tied to billings and account growth, often 20% to 50% of total target compensation depending on seniority. Equity grants are not typical for non-executive roles.
What are the biggest red flags JCDecaux looks for in candidates?
Three patterns consistently trigger rejection. First, very short tenures (multiple roles under eighteen months) raise concerns about long-term commitment in a company that values multi-decade careers. Second, vague consulting-speak in interviews — answers that emphasize 'leveraging synergies' or 'driving value' without concrete numbers, named accounts, or specific decisions — signals that you have not actually operated at the level claimed. Third, lack of homework on the company specifically: candidates who cannot distinguish JCDecaux from generic 'outdoor advertising' or who do not understand the concession-based business model rarely make it past the first interview.
How does JCDecaux's family ownership affect the work environment?
The Decaux family's roughly 70% control of voting rights, combined with the three-brother Co-CEO structure, produces a culture that is patient, deliberate, and oriented toward decade-long horizons rather than quarterly results. Decisions are made carefully, hierarchies matter, and consensus across functions is valued. Senior leaders, including the Co-CEOs, are personally involved in significant hires and major commercial decisions. The upside is genuine long-term investment, real career growth for those who stay, and protection from the short-term pressures that buffet publicly-controlled peers. The downside, for some candidates, is that change can be slow and that family-business dynamics shape decisions in ways that pure shareholder-controlled companies do not experience.
What recent strategic moves should I be aware of before interviewing?
Three areas dominate recent strategic conversation. First, programmatic Digital Out-of-Home (DOOH) growth through VIOOH, JCDecaux's automated supply-side platform, which is rolling out across more markets and integrating with major demand-side platforms. Second, the 2024 Paris Olympic Games, where JCDecaux served as the official Olympic Partner for street furniture and city information — a high-visibility execution that the company often references. Third, continued portfolio moves including the strategic stake in Affichage Holding (Switzerland) and ongoing concession wins and renewals in airports, metros, and major cities globally. Mentioning specific recent contract wins or VIOOH developments in your interview signals you have done current homework.
What kinds of roles does JCDecaux hire for most often?
Hiring concentrates in five areas. Commercial and sales roles (account directors, business development, agency relationship managers) make up the largest share, particularly in country subsidiaries with active advertiser markets. Operations roles (field maintenance, installation supervision, asset management, contractor management) hire steadily across all geographies given the physical-asset nature of the business. Creative and media-planning roles (campaign solutions, client strategy, creative production for DOOH) are concentrated in the larger country offices. Technology and DOOH product roles (software engineers, product managers, data scientists, ad-tech operations) hire primarily in Paris, London, and a few hub cities. Corporate and group-level roles (finance, M&A, strategy, sustainability, legal) hire from the Neuilly-sur-Seine headquarters and require French-English bilingual capability.
Is prior outdoor advertising experience required?
Not strictly required, but adjacent industry experience is strongly preferred. Candidates from advertising agencies (especially media planning and buying), ad-tech companies, competing OOH operators (Clear Channel Outdoor, Lamar, Ströer, Global, Outfront), transit authorities, airport commercial teams, or municipal concession environments translate well. For technology roles, programmatic ad-tech and digital media experience translates better than pure software engineering. For operations roles, utilities, telecoms, transit, or large-scale field-services backgrounds translate. Pure tech startup or pure consumer goods backgrounds without industry adjacency face a steeper climb.
How should I prepare for a JCDecaux sales interview specifically?
Prepare three things in detail. First, a concrete map of your existing relationships with media-buying agencies (the holding companies and their independent network agencies in your market) and with named advertisers — be ready to name accounts, the people you work with, and the size of the budgets they control. Second, a specific point of view on how OOH fits into a modern media plan alongside digital, CTV, and social — JCDecaux sells against digital alternatives constantly and needs sellers who can articulate the case. Third, a worked example of a campaign you would build for a hypothetical advertiser using JCDecaux inventory in a specific city, including format mix (street furniture, transport, large format, digital), audience reasoning, and pricing logic. Hiring managers test all three.

Open Positions

Jcdecaux currently has 13 open positions.

Check Your Resume Before Applying → View 13 open positions at Jcdecaux

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Sources

  1. JCDecaux SE — Official Corporate Website —
  2. JCDecaux Talent — Careers Landing Page —
  3. JCDecaux Greenhouse Job Board (Australia and English-language markets) —
  4. JCDecaux SE — Euronext Paris Listing (Ticker: DEC) —
  5. VIOOH — Programmatic Digital Out-of-Home Platform (JCDecaux subsidiary) —
  6. JCDecaux — Paris 2024 Olympic Games Partnership —
  7. JCDecaux — Investor Relations and Annual Report —