Pinnacle Live
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What It's Like to Work at Pinnacle Live
This page was generated by Built In using publicly available information and AI-based analysis of common questions about the company. It has not been reviewed or approved by the company.
What's it like to work at Pinnacle Live?
Strengths in market momentum, learning pathways, and peer support are accompanied by challenges in compensation, event-driven workload, and uneven venue-level management. Together, these dynamics suggest conditional appeal for candidates energized by growth and hands-on events work, provided the specific role, property, and local leadership are vetted carefully.
Positive Themes About Pinnacle Live
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Market Position & Stability: Expansion through venue partnerships, mergers, and acquisitions (including Falcon Events) signals investment and scaling that can open pathways for hands-on experience and advancement. The shift to a CEO with the founder moving to Executive Chair indicates increasing organizational structure to support growth.
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Learning & Development: Company materials highlight continuous training, workshops, mentorship, and clear career paths, and day-to-day work spans hotel AV, hybrid/virtual, and experiential production that accelerates skill-building. Regional enablement and broader production capabilities provide exposure to larger, more complex shows.
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Team Support: Colleagues are often described as collaborative and approachable across venues and regions, with leadership accessibility that encourages ideas. Culture materials emphasize a people-first, hospitality mindset with formal recognition and DEIB programs.
Considerations About Pinnacle Live
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Low Compensation: Pay is considered modest in some markets, with comments about below-market wages and average benefits depending on role and location. Compensation perceptions vary significantly by property, making local benchmarking important.
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Workload & Burnout: Schedules are event-driven with early load-ins, late strikes, nights/weekends, and seasonal fluctuations that reduce predictability. Variable hours around peak conferences and large shows can increase pressure.
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Weak Management: Management quality appears uneven by property, including micromanagement, communication gaps during integration, and inconsistent training. Perceived disconnect between headquarters and venue-level operations can affect day-to-day clarity.
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