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

Mission & Purpose: The company’s patient-first, insurance-based nutrition care places access and outcomes at the center of daily work, giving many a clear sense of impact. Feedback suggests evidence-based counseling and expanded coverage make the mission feel tangible.

Autonomy: Clinical roles are often described as remote with significant control over schedules and caseloads, enabling practitioners to focus on counseling rather than running their own billing stack. The in‑house platform and matching by clinical interest reinforce ownership of practice.

Team Support: Colleagues are frequently characterized as kind, collaborative, and community‑oriented, with shared resources that simplify telehealth practice. Recognition programs and public shout‑outs help celebrate contributions and foster connection.

Innovation & Products: Work on a widely used developer data platform that is expanding into AI features like vector search and embeddings is seen as high-impact and modern. Product momentum and platform visibility provide meaningful scope across functions.

Benefits & Perks: U.S. offerings include flexible PTO, 20 weeks fully paid parental leave, and up to $50,000 in fertility/adoption/surrogacy reimbursement, alongside options like pet insurance and wellness programs. Hybrid-support perks such as employer-paid office lunches and home-office stipends are noted in some locations.

Team Support: Colleagues are often seen as smart, collaborative, and low-ego, fostering a supportive culture. Onboarding and mentorship are highlighted as helpful for growth in a still-scaling environment.

Mission & Purpose: Work is often described as mission-driven, with genuine passion for anime and the chance to build for a global fandom giving many a sense of pride and impact. Company values such as Courage, Curiosity, Kaizen, and Service are prominently emphasized and resonate with employees.

Benefits & Perks: Comprehensive benefits—including strong health coverage, parental leave, 401(k) match, flexible time off, wellness resources, and office perks—are frequently highlighted as a standout of the employee experience. These perks are commonly seen as a meaningful part of the total package across locations.

Work-Life Balance: A hybrid model with three in‑office days and flexibility on others is cited as supporting balance for many teams. While cadence can vary by function, many teams describe workable schedules outside peak launches or reorganization periods.

Autonomy: Work is organized around the Adyen Formula with high ownership, direct communication, and “launch fast and iterate” expectations that let decisions happen close to the work. Feedback suggests individuals have latitude to shape outcomes across regions and functions.

Work-Life Balance: Flexible time-off, well-being programs (e.g., Right to Disconnect, Work from Abroad), and a hybrid office-first rhythm are described as supporting sustainable productivity. Feedback suggests balance is often reasonable in many teams despite the fast pace.

Team Support: Colleagues are often seen as smart, low-ego, and collaborative across global offices and nationalities, enabling quick problem-solving without heavy bureaucracy. Feedback suggests the peer environment is a frequent highlight of day-to-day work.

Learning & Development: Training is described as comprehensive, with structured onboarding, 700+ on‑demand modules, live workshops, and office hours that help newcomers ramp quickly.

Team Support: A strong advisor community, active forums and meet‑ups, plus responsive HQ support, create a collaborative environment where people feel heard and supported.

Work-Life Balance: Advisors can work remotely, set their own schedules, and start part‑time with no sales minimums, while HQ roles follow a hybrid model with flexible Fridays and limited work‑from‑anywhere time.

Mission & Purpose: The mission to help home‑service pros get found, win work, and get paid is prominently featured through customer stories and visible outcomes that employees can see day to day. Feedback suggests this clarity of impact makes work feel meaningful and outcomes‑oriented.

Team Support: The culture is frequently described as collaborative, high‑energy, and in‑person, with win celebrations, cross‑functional planning, and direct access to leaders in NYC/Boston hubs. Feedback suggests colleagues are supportive and accessible, aided by small teams and hands‑on leadership visibility.

Benefits & Perks: Benefits are presented as comprehensive—medical, dental, and vision coverage, company‑paid Wellhub, PTO/summer hours, learning budgets, retreats, and office perks like stocked kitchens and late‑night meals. Feedback suggests these offerings help balance the startup pace and support day‑to‑day well‑being.

Benefits & Perks: Publicly listed perks include fully paid medical, dental, and vision coverage, One Medical membership, HSA dollars, paid parental leave with fertility support, wellness contributions, pet insurance, and an employee-only Obsidian Status. Additional offerings such as equity with refresh grants, bonuses, a 401(k) match, wellness stipends, and unlimited PTO reinforce a strong total-rewards package.

Autonomy: Roles are framed as “mini-startups” with end-to-end ownership, rapid iteration, and experimentation, giving individuals broad scope and high visibility. Feedback suggests employees often lead entire domains from integration through rollout, which can accelerate learning and impact.

Market Position & Stability: Recent funding and expansion (e.g., a large 2025 raise and continued platform growth into 2026) signal momentum that can translate into outsized scope and cross-functional opportunities. The product’s reach across housing, travel, and neighborhood commerce adds consumer-facing scale that many find motivating.

Benefits & Perks: Fully covered medical, dental, and vision for employees and dependents, daily meal credits, Equinox memberships, unlimited PTO, and paid parental leave are prominently offered in an in‑office setup. Perks are reinforced by team dinners, quarterly off‑sites, and monthly all‑hands designed to build connection.

Compensation: Pay is positioned as competitive with meaningful equity for all employees, department‑level pay transparency, and twice‑yearly reviews with merit increases for top performers and regular equity refreshers. These practices signal a structured rewards philosophy tied to individual impact and promotion.

Mission & Purpose: Work is framed around creating real‑world connection and empowering organizers, with a visible founder‑led narrative and an IRL‑first approach for those energized by live events. Product velocity and modern tooling further anchor the mission in a product‑led environment shipping frequent updates.

Mission & Purpose: Work is described as building and shipping AI to tackle hospital revenue‑cycle challenges, often tied to marquee health‑system collaborations. Feedback suggests this mission creates a clear sense of purpose and impact.

Benefits & Perks: Published perks include unlimited PTO, robust health plan options (with some 100%-cost tiers), Spring Health, One Medical, parental leave, a 401(k), and funded off-sites. Feedback suggests the benefits package feels comprehensive and wellness‑oriented.

Team Support: Colleagues are often seen as collaborative and approachable, with managers described as empowering and recognition rituals that spotlight individual work. Feedback suggests psychological safety and helpful teammates are common strengths.

Benefits & Perks: Comprehensive health, retirement, and well‑being programs include medical, dental, disability, life insurance, 401(k) matching alongside a pension, paid parental leave, EAP access, and caregiver supports with extras like legal services. Paid time off and flexibility options further strengthen the total rewards package.

Work-Life Balance: A structured hybrid model (often three in‑office days) with additional virtual flex days and role‑dependent virtual options supports balance for many employees. While cadence can vary by team and location, flexibility is a stated design principle.

Recognition: Repeated inclusion on Fortune’s 100 Best Companies to Work For and Great Place to Work certifications across markets signal a widely recognized culture of trust and inclusion. Accolades for MetLife Investment Management further reinforce employer reputation.

Mission & Purpose: Work centers on automating alternative‑investment documents and data for allocators and wealth managers, tying day‑to‑day tasks to tangible client outcomes. Feedback suggests a mission‑driven, client‑first ethos with values like “Be An Owner” and “Win Together.”

Autonomy: Employees are often trusted to make decisions, bring ideas forward, and take ownership across small, cross‑functional teams. Career materials and employee spotlights highlight a “do‑ers” culture with broad responsibility and direct access to leadership.

Market Position & Stability: Momentum signals include a 2024 Series C led by Goldman Sachs, industry recognition, and a July 29, 2026 agreement to be acquired by Bloomberg. These developments are portrayed as expanding resources, integrations, and distribution for the product.

Mission & Purpose: Work is frequently tied to U.S. national security and advanced systems, which many describe as meaningful and technically interesting. Company materials emphasize “protect those who protect us” as a unifying purpose.

Work-Life Balance: Flexible arrangements such as 9/80 schedules and hybrid options exist in many groups, contributing to better balance where the job and customer allow. Specifics vary by site, program, and clearance requirements.

Benefits & Perks: Benefits are often portrayed as comprehensive, including medical/vision/dental, a 401(k) with company match, paid parental leave, backup care, and tuition reimbursement. Well‑being resources and recognition programs are also highlighted, with offerings varying by role and location.

Mission & Purpose: Feedback suggests day-to-day work feels meaningful due to a clear pet-health mission and tangible customer impact tied to fresh food. Company materials emphasize “changing the landscape of pet health,” reinforcing a sense of purpose.

Benefits & Perks: Feedback suggests employees value comprehensive healthcare, equity with 401(k) match, flexible or unlimited PTO, free meals, commuter support, and dog‑friendly offices with product discounts. Culture investments such as biannual surveys, manager training, and “TFD camps” are also highlighted in postings.

Market Position & Stability: Feedback suggests a growing brand with recent distribution expansions offers opportunities to build new systems and programs. Press and company updates indicate continued scale that can create visibility and scope.

Team Support: Colleagues are often seen as smart, collaborative, and supportive across global offices, with a peer‑created “work hard together” culture that emphasizes ownership and cross‑functional teamwork.

Learning & Development: Onboarding and growth are structured through a leadership‑led Bootcamp, a buddy system, STAR‑method hiring, and recurring performance reviews, with additional enablement like Mirakl University and internal mobility.

Market Position & Stability: Business traction is depicted as strong and energizing, with the core Marketplace Platform reported profitable, ARR growing, and new lines like Mirakl Ads, Payout, and Nexus expanding the runway.

Mission & Purpose: Work is framed as mission-driven with tangible patient impact by expanding access and diversity in clinical trials. Many describe a clear line of sight from day-to-day efforts to outcomes for sites, sponsors, and patients.

Work-Life Balance: Remote-first flexibility with optional hubs and 6+ weeks of vacation supports balance and autonomy across EU–US time zones. Asynchronous norms and coworking stipends help reduce meeting load while maintaining connection.

Career Growth: Defined growth frameworks, semi-annual reviews, and internal promotion pathways create structured advancement. Manager training, frequent feedback, and free training resources are described as enabling rapid learning in a scaling environment.

Autonomy: Small, on-site teams are given end-to-end ownership, with engineers and fund accountants working closely to ship quickly. Materials emphasize high accountability and direct impact through tight, in‑person collaboration and frequent live demos.

Innovation & Products: An AI‑native workflow (“AI prepares, expert accountants review”) shifts time from data entry to judgment, with rapid iteration and internal tools connecting Slack, Linear, GitHub, transcripts, and databases. This “fight fire with fire” approach enables fast feature turns and a living knowledge base.

Learning & Development: A steep but supported domain curve is addressed through internal knowledge bases, pair programming, documented operating principles, and consistent manager feedback. Clear promotion policies and regular review cycles reinforce growth based on impact and long‑term contribution.

Belonging & Inclusion: An inclusive, people‑first culture with strong emphasis on diversity and equity is consistently highlighted. Feedback suggests employees feel welcome to bring their authentic selves, supported by ERGs, bias training, and approachable leaders.

Work-Life Balance: Flexible, hybrid practices and trust‑based time off are emphasized. Feedback suggests policies like quarterly balance days and a work‑from‑anywhere option make it easier to unplug and manage personal priorities.

Team Support: Colleagues are often seen as supportive and collaborative across teams and regions. Feedback suggests scalable internal systems and welcoming onboarding reduce day‑to‑day friction.

Mission & Purpose: Work powers high‑stakes systems across healthcare and other regulated sectors, making contributions feel consequential and tied to real‑world outcomes. Roles often sit close to patient care and critical data platforms, reinforcing a clear sense of impact.

Team Support: Colleagues are often seen as exceptionally smart, collaborative, and low‑ego, which helps teams tackle complex data and interoperability challenges. Investment in training, conferences, and internal mobility encourages knowledge sharing and cross‑team help.

Market Position & Stability: The company is privately held, profitable, and described as debt‑free with long employee tenures, supporting steady product investment and long‑term careers. A global footprint and customer‑first orientation underpin durable demand in regulated industries.

Work-Life Balance: Flexibility through the “Officespace/Homespace” model and flexible PTO is credited with enabling reasonable hours and predictable rhythms for many roles. Feedback suggests hybrid options and time-off norms are widely respected across teams.

Benefits & Perks: Comprehensive health coverage, generous paid parental leave (commonly referenced around 20 weeks), wellness programs, and retirement matching are frequently highlighted. Additional perks like flexible PTO and creative tools (e.g., free sites) reinforce the overall package.

Team Support: Colleagues are often described as smart, kind, and collaborative, with strong cross‑functional teamwork and knowledge‑sharing. Mentorship, autonomy, and a design‑driven, product‑focused culture help many teams work well together.

Benefits & Perks: Benefits are described as comprehensive, spanning medical, mental‑health, financial, and family supports with generous parental leave, backup care, and a strong 401(k) match. Hybrid flexibility and well‑being programs are positioned to help associates “thrive at work and in life.”

Learning & Development: Learning resources include internal “colleges,” free one‑on‑one career coaching, tuition assistance, and rotational programs that build skills from introductory to advanced levels. Feedback suggests on‑the‑job growth is reinforced by peer learning and access to contemporary tools.

Innovation & Products: Capital One presents a modern, cloud‑ and AI‑driven tech environment—“all‑in” on AWS and using serverless at scale—that appeals to engineers and data professionals. Roles in tech, data, and analytics often involve hands‑on work with contemporary stacks and practices.