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Spectrum Retention Jobs in Wisconsin (NOW HIRING)

Wisconsin

Admissions Operations Specialist

Eau Claire, WI · On-site

$18.50 - $25.50/hr

Monitor and facilitate compliance of record retention within the imaging software system. * Review ... spectrum. Cognition (ability to think and learn) Is technically literate and able to fully utilize ...

Etac AB

Senior HR Business Partner

Stevens Point, WI · On-site

$90 - $120/hr

... retention, and workforce capability.Essential FunctionsJob Responsibilities Employee Relations & Leadership Support * Lead full spectrum of employee relations matters, investigations, and conflict ...

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Spectrum Retention information

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$22.2K

$61.9K

$86.3K

How much do spectrum retention jobs pay per year?

As of Sep 5, 2026, the average yearly pay for spectrum retention in Wisconsin is $61,941.00, according to ZipRecruiter salary data. Most workers in this role earn between $50,500.00 and $75,200.00 per year, depending on experience, location, and employer.

What is a Spectrum Retention Specialist?

A Spectrum Retention Specialist is a customer service professional who works for Spectrum, a telecommunications company, with the primary responsibility of retaining existing customers. They handle calls from customers who are considering canceling their service, offering solutions such as discounts, upgrades, or troubleshooting to address concerns and persuade customers to stay. Retention specialists need strong communication and problem-solving skills, as well as a deep understanding of Spectrum's products and services. Their main goal is to reduce customer churn and maintain a positive customer relationship.

What are the key skills and qualifications needed to thrive as a Spectrum Retention Specialist?

To thrive as a Spectrum Retention Specialist, you need strong customer service skills, problem-solving abilities, and a high school diploma or equivalent. Familiarity with CRM systems, call center software, and retention tools like billing platforms is typically required. Outstanding communication, active listening, and persuasive negotiation skills help you connect with customers and address their concerns. These competencies are crucial for successfully retaining customers, reducing churn, and supporting business growth.

What are some common challenges faced by Spectrum Retention Specialists, and how can they be addressed on the job?

Spectrum Retention Specialists often encounter challenges such as managing difficult customer conversations, handling high call volumes, and meeting retention targets. Successfully addressing these issues requires patience, strong communication skills, and in-depth knowledge of Spectrum's products and services. Building rapport with customers, actively listening to their concerns, and offering tailored solutions can improve retention rates. Ongoing training and support from team leaders also help specialists stay updated on best practices and policies, making it easier to overcome daily challenges.

What is the difference between Spectrum Retention vs Spectrum Customer Service Representative?

AspectSpectrum RetentionSpectrum Customer Service Representative
Primary RoleFocuses on retaining existing customers, handling cancellations, and offering retention incentives.Handles general customer inquiries, account management, and technical support.
Required SkillsStrong communication, negotiation, and problem-solving skills.Customer service, technical knowledge, and communication skills.
Work EnvironmentCall centers or remote settings, primarily outbound and inbound calls.Call centers, retail locations, or remote, mainly inbound calls.
CertificationsTypically no specific certifications required, but customer service experience preferred.Customer service experience and technical knowledge often preferred.

While both roles involve customer interaction within the Spectrum industry, Spectrum Retention specialists focus on preventing customer churn through targeted retention strategies, whereas Spectrum Customer Service Representatives handle a broader range of customer inquiries and support. Understanding these differences helps in choosing the right career path or job focus within the industry.

Does Spectrum Retention still have a retention department?

Spectrum Retention is a department within Spectrum responsible for customer retention and account management. It typically continues to operate as part of the company's customer service and sales teams, focusing on retaining customers through negotiations and offers. The department's existence and functions may vary based on company restructuring or strategic changes.

Is Spectrum retention a good job?

Spectrum retention roles typically involve customer service and sales, requiring strong communication skills and product knowledge. The job may include performance-based incentives and a fast-paced environment, with schedules often including evenings and weekends. Overall, it can be a stable position for those interested in telecommunications and customer support.

What are popular job titles related to Spectrum Retention jobs in Wisconsin?

For Spectrum Retention jobs in Wisconsin, the most frequently searched job titles are:

What job categories do people searching Spectrum Retention jobs in Wisconsin look for?

The top searched job categories for Spectrum Retention jobs in Wisconsin are:

What cities in Wisconsin are hiring for Spectrum Retention jobs?

Cities in Wisconsin with the most Spectrum Retention job openings:

Spectrum Retention jobs near you
Infographic showing various Spectrum Retention job openings in Wisconsin as of August 2026, with employment types broken down into 92% Full Time, 6% Part Time, and 2% Contract. Highlights an 90% Physical, 1% Hybrid, and 9% Remote job distribution, with an average salary of $61,941 per year, or $29.8 per hour.

Executive Director, Regional Employment

Carthage College

Kenosha, WI • On-site

$90 - $120/hr

Other

Re-posted 23 days ago

Carthage College rating

6.1

Company rating: 6.1 out of 10

Based on 8 frontline employees who took The Breakroom Quiz

560th of 630 rated colleges and universities

Job description

The Executive Director will lead the implementation of a regional strategy designed to attract, retain, and connect young adults in a variety of life circumstances to economic opportunity in the Kenosha/Racine region. The position will transform a strategic vision into an operational system that integrates workforce development, community building, and talent attraction.

Working closely with regional partners, including employers, economic development organizations, municipalities, educational institutions, and community organizations, the Executive Director will start to impact the initiative by building and managing:

  • Workforce Systems: Create a regional employment and career navigation system connecting young adults to increase social mobility across various levels of education and life experiences
  • Data Systems: Collect comprehensive data in a developed ecosystem for both individuals who would benefit from the established system, as well as the existing opportunities in southeastern Wisconsin, in a sophisticated and longitudinal way.
  • Communication Systems: Identify a marketing and communications strategy to articulate the initiative and connect with the key stakeholders, including young adults and organizations.

This role requires a leader capable of launching complex regional initiatives, building cross-sector partnerships, managing data-driven programs, and establishing Kenosha/Racine as a destination for young workers.

Responsibilities Workforce System Development
  • Build and oversee a regional labor market intelligence system mapping entry-level jobs, wages, career pathways, and skill requirements intended to make connections with the youth of the region.
  • Develop a career navigation infrastructure that provides individualized guidance to young adults typically in the age range of 16–25.
  • Coordinate employer partnerships that support work‑based learning programs.
Community Development
  • Connect young adults across the region through professional and social networks, in concert with community partners, that can develop programming that fosters social connection and retention among early‑career workers.
Talent Attraction and Regional Marketing
  • In collaboration with Marketing and Communication, design and implement a targeted recruitment campaign attracting young adults.
  • Develop data‑driven outreach strategies, including digital marketing, geographic targeting, and influencer partnerships.
  • Build and maintain a prospect database of potential recruits and manage a multi‑stage recruitment funnel that includes a deep relationship with local high schools and community colleges.
Partnership Development
  • Build strategic partnerships with regional employers, economic development agencies, tourism and cultural organizations, educational institutions, municipal governments.
  • Align partners around shared goals for workforce growth and talent attraction.
Data, Evaluation, and Impact Measurement
  • Establish performance metrics focused on outcomes such as placement in jobs that create social mobility, retention of young adults in the region to influence population deficits.
  • Use data to refine programs and allocate resources to the most effective initiatives.
Resource Development and Financial Management
  • Assist in securing funding through public grants, philanthropy, employer contributions, and institutional partnerships.
  • Develop sustainable financial models for long‑term program operation.
Qualifications Required
  • 10+ years of leadership experience in workforce development, economic development, regional planning, or higher education innovation.
  • Demonstrated success in launching complex multi‑stakeholder initiatives.
  • Experience building cross‑sector partnerships.
  • Strong analytical and data‑driven decision‑making skills.
  • Exceptional program management and development abilities.
  • Strong communication and stakeholder engagement skills.
Preferred
  • Experience in talent attraction, regional workforce systems, or community economic development.
  • Background working with higher education institutions.
  • Experience building digital platforms or workforce data systems.
  • Knowledge of Midwest economic and demographic trends.
Key Competencies
  • Systems thinking
  • Coalition building
  • Entrepreneurial leadership
  • Strategic marketing and communications
  • Workforce ecosystem design
  • Community engagement
  • Results‑oriented program management

Carthage College is an equal opportunity employer (EOE) dedicated to the goal of building a culturally diverse community. We welcome applications from a broad spectrum of people, including members of ethnic minorities, women, veterans, and individuals with disabilities. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, gender expression, gender identity, sexual orientation, national origin, protected veteran status or status as an individual with a disability.

This position requires a background screening.

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