Best Companies to Work for in NYC, NY (10,000+)

Team Support: Colleagues are often described as collaborative and supportive, with engineers working closely alongside product managers and fund‑accounting experts. Mentorship from senior engineers and leadership is highlighted as a regular part of the day‑to‑day.

Learning & Development: Structured onboarding, documented leveling frameworks, regular promotion review cycles, and Lunch & Learns are emphasized. Domain experts help engineers learn private‑fund concepts, and experimentation and iteration are encouraged.

Benefits & Perks: Benefits include 100% employer‑paid medical, dental, and vision premiums, flexible PTO, equity, 401(k), paid parental leave, commuter benefits, and office perks. Remote flexibility is available when needed while maintaining an NYC office hub.

Mission & Purpose: Work is portrayed as directly tied to wildfire mitigation, grid reliability, and tangible field operations. This gives many roles a clear sense of purpose beyond conventional software work.

Autonomy: Roles are often characterized by high ownership and the ability to expand scope quickly. Individuals can work directly with customers and drive outcomes without heavy micromanagement.

Team Support: Colleagues are often described as smart, kind, and collaborative. Cross-functional debate and a low-ego environment help teams solve hard problems together.

Team Support: Coworkers are frequently described as smart, collaborative, and supportive, creating an engaging environment to tackle challenging work. Feedback suggests strong peer camaraderie is a relative bright spot across multiple teams.

Compensation: Pay is considered competitive, and total rewards are often viewed more favorably than other aspects of the experience. Feedback suggests compensation stands out even when other areas receive mixed sentiment.

Autonomy: The culture explicitly promotes high ownership, fast decision-making, and accountability, with the company encouraging people to operate autonomously. Feedback suggests those who seek responsibility and visibility can thrive in this model.

Mission & Purpose: Work is framed around making international money movement cheaper and fairer, with a clear focus on tangible customer impact. Many employees describe satisfaction from seeing their contributions affect customers directly.

Autonomy: Teams are empowered to decide how to solve customer problems, with product and engineering owning problems end to end. The culture emphasizes low hierarchy, direct communication, and fast execution.

Benefits & Perks: Offerings include RSUs for all employees, a paid six‑week sabbatical after four years, hybrid flexibility, and an option to work from almost anywhere up to 90 days a year. These perks and flexible arrangements are highlighted as positives, though experiences can vary by team and location.

Mission & Purpose: The oncology-focused mission provides a clear sense of purpose and makes day-to-day work feel meaningful across functions. Impact on cancer care and research is consistently highlighted as a differentiator.

Work-Life Balance: Work-life balance and flexibility are seen as standout strengths, supported by a hybrid model and remote options for some roles. Policies like defined in-office days and a limited Work-from-Anywhere program reinforce flexibility without sacrificing collaboration.

Team Support: Colleagues are often characterized as smart, kind, and collaborative, fostering a supportive environment. Cross-functional teamwork with clinicians, scientists, and engineers is frequently described as a cultural asset.

Compensation: Pay is considered competitive, often paired with equity and strong total rewards. Feedback suggests this is a relative strength across many roles.

Work-Life Balance: Flexible, distributed work and schedule autonomy are frequently highlighted, with some noting the ability to disconnect after hours. Experiences can vary by team, but many describe maintaining boundaries through a remote-first setup.

Innovation & Products: Work is often described as impactful and technically engaging across payments, banking, investing, machine learning, security, and Bitcoin. A fast-paced, product-focused culture emphasizes ownership, rapid iteration, documentation, and cross-functional collaboration.

Mission & Purpose: Work is often portrayed as meaningful due to its focus on precision medicine, cancer care, and direct patient impact. The culture explicitly centers on speed, patients, respect, and saving lives, which appeals to those energized by healthcare and AI.

Team Support: Coworkers are frequently described as smart, collaborative, and multidisciplinary, creating an engaging environment. Cross‑functional work across engineering, science, clinical, and product teams is emphasized and practiced.

Learning & Development: Opportunities to learn include management training, employee‑led technical learning, internships, and exposure to complex clinical/AI problems. Early‑career employees in particular cite rapid skill‑building and resume value.

Compensation: Pay is considered competitive/top‑of‑market with equity and performance‑based bonuses, alongside healthcare, wellness resources, generous leave, and limited remote‑work flexibility. These elements are frequently cited as genuine strengths compared to peers.

Career Growth: Opportunities to learn quickly, take on additional scope, and progress are often described, with ambitious employees gaining responsibility in a high‑growth setting. Recent accounts highlight fast career growth and meaningful, challenging work in several functions.

Autonomy: Work is frequently characterized by high ownership and end‑to‑end responsibility, with relatively little bureaucracy in some teams. The company’s operating principles emphasize moving quickly, craftsmanship, and making decisions with long‑term impact.

Learning & Development: Training and resources are repeatedly described as extensive, with strong onboarding, ongoing workshops, and helpful tools that make it easier to learn the industry. Advisors and newcomers highlight continuous support that accelerates ramp-up.

Work-Life Balance: Work setup is considered flexible, with advisors controlling schedules and corporate policies including flexible leave and the option to work from anywhere. Feedback suggests this flexibility supports balance for both independent advisors and HQ roles.

Team Support: Colleagues and community are often portrayed as kind, collaborative, and responsive, with advisors citing helpful HQ communication and a positive in-office environment. This sense of support appears to contribute to an enjoyable day-to-day culture.

Work-Life Balance: Work-life balance is often described as a standout, with reasonable hours and teams covering for one another when people take time off. Feedback suggests remote or hybrid flexibility further supports a sustainable pace.

Team Support: Colleagues are frequently portrayed as smart, supportive, and collaborative, creating a friendly day-to-day environment. Feedback suggests many teams emphasize camaraderie and inclusiveness.

Benefits & Perks: The benefits package is presented as broad, including health coverage, flexible PTO, parental leave, mental-health resources, and equity. Feedback suggests these offerings are a notable strength even when other areas vary by team.

Mission & Purpose: The mission is frequently described as meaningful, with visible impact on helping members find higher‑quality, lower‑cost care. This sense of purpose is reinforced by work on consequential healthcare problems.

Autonomy: Roles commonly feature end‑to‑end ownership with relatively little bureaucracy, enabling substantial responsibility early. Engineering materials and firsthand accounts highlight broad scope and trust to build and iterate.

Career Growth: Growth opportunities are portrayed as strong, including coaching, training, certification support, and chances to expand scope. Several accounts point to rapid learning and advancement for those who excel in a high‑expectations setting.

Autonomy: Work is characterized by high ownership and end-to-end responsibility, with values such as “Egoless Execution” and “Own the Details.” Small, co-located teams are described as moving quickly and giving individuals visible impact.

Team Support: Collaboration is portrayed as hands-on and low-ego, with open debate, pair programming, frequent demos, and direct access to decision-makers. Engineers and fund accountants work closely together in an in-person setup.

Benefits & Perks: The company advertises salary plus equity, medical/dental/vision coverage, 401(k), wellness benefits, in-office meals, commuter support, late-night rides, and unlimited PTO. Office amenities like pet-friendly spaces and modern setups are also highlighted.

Autonomy: Feedback suggests people have substantial ownership, with chances to build processes from scratch, own work end‑to‑end, and see a direct connection between their work and company outcomes. The small-team context is portrayed as enabling high impact and visible contributions.

Team Support: Colleagues are often seen as friendly and accessible, with leadership engagement and deliberate connection rituals for a distributed workforce. Descriptions emphasize collaboration, approachability, and a people‑oriented culture.

Benefits & Perks: Publicly listed offerings include medical, dental, and vision coverage, 401(k) matching, equity, FSA, life/disability insurance, parental leave, mental‑health benefits, and a home‑office stipend. Flexible or unlimited PTO and remote‑friendly policies are also highlighted.

Autonomy: Work is described as remote-first and async by default, with employees having control over where and when they work. This setup enables flexible schedules and non-linear workdays built around core collaboration hours.

Compensation: Pay is considered strong, with competitive salary, equity, bonuses, and wellness allowances commonly highlighted. Compensation and benefits emerge as a consistent strength across roles.

Team Support: Colleagues are often seen as smart, friendly, and supportive, contributing to a collaborative culture. Many employees call out talented peers and interesting problems as day-to-day positives.

Work-Life Balance: Work-life balance is considered a clear strength, supported by flexible PTO and hybrid/remote “Officespace” and “Homespace” arrangements. Day-to-day schedules are often described as reasonable, with limited pressure for nights or weekends in many roles.

Benefits & Perks: Benefits are described as comprehensive, including medical, dental and vision coverage, substantial paid family leave, fertility/adoption support, wellness programs, retirement plans, and equity for qualifying employees. Extras like free product subscriptions and charitable donation matching further enhance the package.

Team Support: Colleagues are frequently characterized as smart, kind, and collaborative, with strong cross-functional teamwork and knowledge sharing. Many teams emphasize mentorship and a low‑drama, psychologically safe environment.

Mission & Purpose: Work is portrayed as deeply mission-driven, focused on helping families navigate bereavement, estate administration, caregiving, and other difficult life events. Careers materials highlight compassion, ownership, and human impact as central to day-to-day work.

Team Support: Culture is characterized as collaborative, low-ego, cross-functional, and people-first, with recognition of employees’ contributions and relatively transparent communication. Descriptions emphasize teamwork and a supportive, close‑knit environment.

Benefits & Perks: Benefits are presented as substantial, including premium healthcare, paid time off, flexible parental leave, a 401(k) match, stock options, company retreats, NYC team lunches, and a remote-work stipend. Hybrid and async-friendly practices are also highlighted to support employees’ needs.

Benefits & Perks: Company materials outline comprehensive benefits—including medical, dental, vision, 401(k) match, parental leave, bonuses, flexible time off, wellness resources, and on-site amenities. This is consistently portrayed as a strong part of the employee experience.

Team Support: Coworkers are often described as talented, supportive, and collaborative, with teams working well across functions even amid change. Many accounts highlight approachable peers and helpful day-to-day interactions.

Autonomy: The culture explicitly expects employees to own their roles, exercise judgment, and take responsibility for outcomes. Leadership principles emphasize higher standards and a bias toward action that enable independent decision-making.

Team Support: Colleagues are often described as smart, helpful, and collaborative, making it easy to get assistance across teams and technologies. Feedback suggests a low‑ego, community feel where people readily help even during busy periods.

Work-Life Balance: Pace is generally sustainable and planned to avoid burnout, with many noting steady, non‑startup rhythms. Feedback suggests balance is one of the more consistently positive aspects, though it can vary by role or client needs.

Benefits & Perks: Health coverage, wellness programs, and generous PTO are highlighted alongside other tangible perks. Feedback suggests the overall benefits package stands out relative to other aspects of the experience.

Team Support: Colleagues are often portrayed as smart, kind, and highly collaborative across functions, creating a low‑ego, supportive environment. Cross‑team rituals and peer recognition reinforce a sense of partnership in day‑to‑day work.

Belonging & Inclusion: The company emphasizes DEI with active ERGs and practices designed to foster a sense of belonging. Inclusive policies and community‑building events are presented as core to the employee experience.

Mission & Purpose: Work focuses on identity, fraud, and compliance problems with clear real‑world stakes for financial institutions. Roles are framed as tackling complex, high‑impact challenges that feel meaningful.

Team Support: Feedback suggests colleagues are smart, collaborative, and helpful, creating a supportive environment. Multiple accounts note being surrounded by intelligent engineers and close cross‑functional work with trading, risk, and operations.

Learning & Development: Feedback suggests employees face challenging problems and learn quickly with meaningful ownership. Reports cite rapid skill-building opportunities and room to innovate on complex capital‑markets workflows.

Innovation & Products: Feedback suggests a modern, technology-led platform with automation and scalable infrastructure underpins engaging, high-impact work. Observations point to a cloud-native stack and building market infrastructure rather than maintaining legacy systems.