Top NYC, NY Companies With Best Company Culture (8,366)

Cultural Alignment: Work closely tied to the collecting hobby makes day-to-day tasks feel meaningful and connected to the company’s mission. Enthusiasts often enjoy handling cards and coins and express pride in the purpose of the work.

Collaborative & Supportive Culture: Colleagues are often seen as supportive, with camaraderie, great teams, and a peaceful work environment in some locations. Training and teamwork help new hires get up to speed.

Recognition, Pride & Shared Success: Established employee awards and internal spotlights aim to honor contributions and build a sense of appreciation. Individuals note a feeling of personal appreciation when efforts are acknowledged.

Collaborative & Supportive Culture: Colleagues are often described as friendly, low‑ego, and quick to help, with teams sharing knowledge across global offices. Onboarding is portrayed as warm and welcoming, reinforcing day‑to‑day support.

Recognition, Pride & Shared Success: Rituals like “Ring the Bell” Slack shout‑outs, bi‑weekly “Taboola Toast” celebrations, peer‑nominated awards, and spot bonuses make appreciation frequent and visible. External “Best Places to Work” accolades further reinforce shared pride.

Open Communication: Monthly global all‑hands with real‑time anonymous Q&A, pulse forums, and open‑door conversations aim to keep dialogue active and candid. Company profiles highlight mechanisms intended to ensure people feel heard.

Collaborative & Supportive Culture: Colleagues are often seen as kind, respectful, and eager to help, with a strong sense of community and team support. Feedback suggests accessible leaders and cross‑level collaboration foster day‑to‑day support.

Recognition, Pride & Shared Success: Managers publicly celebrate milestones and maintain shoutout channels, highlighting individual impact. Feedback suggests frequent recognition rituals that reinforce pride and shared wins.

Fun, Rituals & Connection: A high cadence of inclusive events—happy hours, themed celebrations, karaoke, and clubs—intentionally builds camaraderie. Feedback suggests these rituals help people feel connected and valued beyond core work.

Collaborative & Supportive Culture: Cross‑functional teaming, blame‑free postmortems, mentorship, and regular demos point to an environment where colleagues help each other and share progress. Company narratives emphasize warm onboarding, meetups, and intentional connection rituals that reinforce day‑to‑day support.

Learning & Knowledge Sharing: People describe rapid skill growth through mentorship, visible impact from early projects, and access to modern tools that encourage experimentation and iteration. Structured opportunities like demos and knowledge sharing sessions reinforce continuous learning.

Empowering & Trusting Leadership: New joiners are trusted with meaningful responsibilities from day one and describe autonomy and ownership over impactful work. Leaders are portrayed as accessible and encouraging of initiative, enabling individuals to operate with confidence.

Collaborative & Supportive Culture: Colleagues are often seen as generous with help and teamwork, with a "one band, one sound" ethos and visible cross‑functional collaboration. ERGs, company‑wide events, and supportive onboarding are frequently highlighted as reinforcing connection and mutual care.

Transparency & Integrity: Company materials emphasize "radical transparency," broad access to goals and metrics, and regular all‑hands that keep work visible. Frequent communication and open forums are described as norms that make decisions and priorities clear.

Accountability & Ownership: The environment prioritizes ownership and measurable impact, with teams given leeway to act and iterate quickly. Autonomy to shape work and growth is consistently emphasized through learning, mentorship, and development programs.

Collaborative & Supportive Culture: Community programs (Forum, chapters, Live Forum) and day-to-day office hours create a collaborative environment where advisors lean on peers and HQ. Feedback suggests this shared network is a clear differentiator in practical support.

Learning & Knowledge Sharing: Structured onboarding, extensive live/on-demand training, and mentorship embed continuous learning into daily work. Feedback suggests these resources make the work feel enabled for both newcomers and experienced advisors.

Empowering & Trusting Leadership: Leadership is described as trusting employees to make meaningful contributions and ensuring every voice is heard. High ownership from the start and strong mission buy-in reinforce an empowering ethos.

Collaborative & Supportive Culture: Colleagues are often described as polite, helpful, and quick to pitch in, with team leads actively checking in for support. Feedback suggests remote‑friendly collaboration and cross‑functional teamwork help some groups feel empowered and enabled.

Recognition, Pride & Shared Success: Immediate leaders are characterized as approachable and transparent, and hard work “doesn’t go unnoticed,” with incentives and kudos cited in some areas. Some employees highlight pride in the mission and team wins that are celebrated within functions.

Learning & Knowledge Sharing: Feedback suggests frequent opportunities to learn and grow in a fast‑moving environment through coaching, enablement, and exposure to challenging problems. Company materials and employee spotlights emphasize mentorship and shared learning as everyday norms.

Collaborative & Supportive Culture: Colleagues are often seen as collaborative and approachable, with cross-functional teaming and direct access to executives emphasized. Feedback suggests a personal, non-transactional environment where people enjoy working together and feel supported.

Accountability & Ownership: Feedback suggests individuals are trusted to run with ideas and own impactful projects, with clear ownership structures and OKRs reinforcing autonomy. Opportunities to level up and promotion-from-within narratives signal meaningful responsibility.

Healthy Workload & Retention: Flexible schedules, hybrid/remote options, PTO, stipends, and paid parental leave indicate practices aimed at sustainable work–life balance. Comments that people don’t work late and actually take vacation reinforce a supportive cadence.

Recognition, Pride & Shared Success: Peer kudos through Bonusly and public shout‑outs in Slack make contributions visible across a remote team, tying praise to stated values. Company rituals that surface wins openly reinforce a sense of shared accomplishment.

Learning & Knowledge Sharing: Structured practices like ‘Always Aligned’ 1:1s, a two‑week onboarding academy, and access to coaching signal sustained investment in growth. Dedicated development funds and programs such as LifeLabs and BetterUp encourage continuous learning and knowledge exchange.

People-First Culture: Belonging is treated as a core practice with explicit emphasis on inclusion, authenticity, and equitable growth for a fully remote workforce. Culture materials highlight care and support so teammates can bring their whole selves to work.

Collaborative & Supportive Culture: Many describe day‑to‑day appreciation and support, aligning with signals that people feel respected and backed in their work. Culture and work/life balance indicators consistently point to everyday support across teams.

Respectful & Positive Atmosphere: An inclusive environment and a feeling of personal appreciation are frequently highlighted, with flexibility reinforcing a considerate climate. Enhanced parental leave further underpins a respectful, family‑friendly atmosphere.

People-First Culture: Expanded flexible work, enhanced parental leave, and measured inclusion outcomes indicate deliberate investment in employee experience. These concrete policies suggest leadership attention to wellbeing and belonging.

Collaborative & Supportive Culture: Colleagues are described as smart, collaborative, and genuinely fun to work with, and a “great culture of inclusion and collaboration” is highlighted. Approachability of leadership and feeling trusted from day one strengthen day-to-day support.

Recognition, Pride & Shared Success: Company-wide recognition rituals (e.g., Slack-based kudos and employee awards) aim to make appreciation visible and tied to values. Feeling “seen and appreciated in real time” reinforces pride in contributions.

Learning & Knowledge Sharing: The environment is characterized as fast-moving with early responsibility, continuing-education stipends, and manager training. Being “constantly encouraged to learn and grow” signals active knowledge sharing.

Collaborative & Supportive Culture: Colleagues are characterized as smart, low‑ego, and collaborative, working closely across product, engineering, operations, and client service. Day‑to‑day practices include open dialogue, cross‑functional roadmap debates, and hands‑on teamwork.

People-First Culture: Company materials and role descriptions highlight competitive pay, generous time off, comprehensive insurance, wellness initiatives, and hybrid flexibility. A dedicated People & Culture leader and inclusive language indicate deliberate attention to belonging and well‑being.

Accountability & Ownership: Operating norms emphasize clear ownership, rapid iteration, and shipping outcomes over face time. Individuals are encouraged to take end‑to‑end responsibility while staying humble and learning from mistakes.

Open Communication: Daily check-ins, bi-weekly retrospectives, and regular 1:1s with the CEO and CTO provide multiple avenues to voice concerns and align quickly. Leadership highlights transparency in recruiting and operations to keep information flowing.

Accountability & Ownership: The Four Oso Expectations emphasize Ambition and Ownership, with individuals taking broad responsibility to solve problems end-to-end and optimize for results over process. Team members are expected to "see trash on the floor, pick it up," reinforcing outcome accountability.

Fair & Equitable Treatment: Hiring relies on predetermined scorecards and a deliberately diverse pipeline to reduce bias and ensure fairness. Compensation is set based on expected contribution rather than tenure, signaling equitable treatment across roles.

Collaborative & Supportive Culture: Colleagues are often described as friendly and collaborative, with small, lean teams creating opportunities for ownership and visible impact. Team camaraderie and helpful peers are cited as day-to-day bright spots.

Cultural Alignment: Pride in an artist-first mission and meaningful, creative work in curation and programming foster engagement for some groups. The product’s purpose provides a shared “why” that resonates with music-motivated employees.

Healthy Workload & Retention: Remote/hybrid flexibility and comprehensive benefits contribute to manageable balance and basic support. Work-life balance is portrayed as acceptable in many roles even amid a fast-paced environment.

Collaborative & Supportive Culture: Colleagues are often described as friendly and helpful, with teams encouraging constructive feedback and helping one another succeed and learn. Feedback suggests a tight‑knit group of builders who share knowledge and support each other.

Efficient & Empowering Processes: Work norms emphasize very few meetings, a bias toward action, and low micromanagement, enabling autonomy and fast execution. People are described as having room to pursue interesting work with ownership.

Recognition, Pride & Shared Success: Proactive contributions are acknowledged, and a high bar for craft means quality work is noticed and appreciated. Momentum and impact in a fast‑paced environment foster pride and a sense of ownership for some teams.

Collaborative & Supportive Culture: Colleagues are described as “great people,” and cross‑disciplinary teams work together to challenge ideas and deliver customer impact. Mentions of a “friendly atmosphere” and supportive peers suggest collaboration is a day‑to‑day norm in some groups.

Cultural Alignment: The focus on cyber‑risk management and Axio360’s impact is cited as giving day‑to‑day meaning in certain roles. Purpose‑oriented phrases like “great cause” indicate alignment with the mission.

Learning & Knowledge Sharing: A “constant learning environment” with job training, conferences, and lunch‑and‑learns is highlighted. Leaders are presented as accessible, encouraging knowledge sharing across functions.

Fun, Rituals & Connection: In‑office rhythms such as catered lunches, quarterly all‑hands, and employee awards create regular touchpoints that build camaraderie. Feedback suggests volunteer days and donation matching further reinforce a sense of connection.

Healthy Workload & Retention: Hybrid schedules and flexible PTO are emphasized alongside mental‑health resources. Feedback suggests work/life balance is a relative strong point for many teams.

Collaborative & Supportive Culture: Colleagues are often described as great to work with, with strong camaraderie in several groups. Feedback suggests managers and peers provide support, recognition, and cross‑team collaboration opportunities.

Collaborative & Supportive Culture: Teams and managers in specific editorial and studio groups are described as supportive, with good peers and helpful day‑to‑day collaboration. Colleagues are often seen as smart, creative, and enjoyable to work with across cross‑functional projects.

Recognition, Pride & Shared Success: The portfolio of brands (People, Better Homes & Gardens, Food & Wine, etc.) is cited as motivating and meaningful, fostering pride in the work. A human‑centered mission and trusted‑content ethos reinforce shared purpose.

Healthy Workload & Retention: Work/life balance is described as relatively stronger than other aspects, with some roles offering flexibility that supports sustainability. Casual, friendly environments in places contribute to manageable day‑to‑day workloads.

Collaborative & Supportive Culture: Colleagues are often seen as empathetic, kind, and quick to help across functions, with relationship-building and trust as everyday norms. Teams emphasize collective success and mutual assistance.

Open Communication: Direct, high-candor dialogue is promoted across levels, with leadership modeling approachable discussion and structures like 360-degree reviews. Many feel comfortable speaking up, including to executives.

Cultural Alignment: Purpose-led work around transforming the healthcare economy is cited as a strong motivator. People connect their roles to tangible impact, reinforcing alignment with stated values.

People-First Culture: Policies highlight recognition programs, regular engagement touchpoints, flexible/hybrid work, and fully paid medical coverage. These practices signal deliberate investment in well‑being and employee voice.

Collaborative & Supportive Culture: Colleagues are described as smart/kind with cross‑functional collaboration and a strong "one team" mindset. Teams emphasize helping one another grow while solving problems together.

Open Communication: Norms such as “communicate, disagree, commit” and statements about being heard indicate accessible dialogue. Leaders are portrayed as visible and approachable across markets.