Top NYC, NY Companies With Best Company Culture (8,289)

Collaborative & Supportive Culture: Colleagues are often seen as low‑ego, helpful, and execution‑focused, creating an energized environment that prizes teamwork and collective wins. Feedback suggests approachable leaders and peers provide support that enables learning and growth in a remote‑plus‑hubs setup.

Accountability & Ownership: Cultural principles emphasize end‑to‑end ownership and prioritizing impact, encouraging small teams to move quickly and make visible contributions. Feedback suggests norms like “own everything and nothing” and “figure it out” reinforce personal responsibility and high agency.

Transparency & Integrity: Stated practices highlight documentation‑first collaboration and extreme transparency from leadership. Feedback suggests open forums, regular company communications, and clear principles help align distributed teams.

Authentic & Consistent Values: The People Pact and four core values are consistently emphasized across company materials and leadership messaging, with “hungry and humble” and “create belonging” repeatedly called out. Feedback suggests these values act as practical guides for team rituals, inclusion efforts, and how work is prioritized.

Learning & Knowledge Sharing: Structured programs like RiseUp, NextGen, and targeted leadership development (including initiatives for early-in-career talent) are prominently highlighted. Feedback suggests employees encounter accessible upskilling paths, mentorship, and career mobility tied to capability building.

Collaborative & Supportive Culture: Employee-led belonging groups and global well-being initiatives are regularly featured, alongside an explicit “win as a team” ethos. Feedback suggests cross-functional collaboration and community-building are integral to how teams operate.

Collaborative & Supportive Culture: Colleagues are often described as friendly and collaborative, with frequent team events that build connection. A hybrid cadence is noted as supporting in‑office culture while preserving flexibility.

Accountability & Ownership: Fast growth, openness to new ideas, and equity participation encourage an “owner” mindset. Employees are encouraged to take ownership, innovate solutions, and act with initiative.

Learning & Knowledge Sharing: Professional development and mentorship are emphasized, with investment in training, tools, and resources to help people grow. Career stories highlight advancement from entry‑level into leadership through guidance and opportunities.

Authentic & Consistent Values: Cultural principles are explicitly codified (e.g., inclusive, transparent, creative, client‑first) through a cross‑functional effort and reinforced by leadership. Company materials frame culture as a prized asset that employees co‑create and carry.

Collaborative & Supportive Culture: Day‑to‑day practices emphasize team‑based planning, open‑door access, employee resource groups, and local volunteering that encourage cross‑team collaboration. A hybrid model across office hubs supports a connected, global feel.

People-First Culture: Wellbeing programs and flexible supports (e.g., wellness reimbursements, family care resources, accommodation for dependent‑care needs) are prominently featured. Generous time off, wellness stipends, paid charity days, and periodic sabbaticals signal investment in people.

Empowering & Trusting Leadership: Materials describe a “100% trust” environment with autonomy from day one and individuals owning customer outcomes like mini‑startups. A flat structure where even the founder is listed as a Forward Deployed Engineer reinforces empowerment over micromanagement.

Collaborative & Supportive Culture: Team narratives highlight low‑ego, outcome‑oriented collaboration where teammates unblock each other and learn side‑by‑side with operators. Company offsites and hackweeks are used to strengthen relationships and shared execution.

People-First Culture: Benefits emphasize meaningful equity, fully covered healthcare in the U.S., paid parental leave, and generous time away including a winter break. Flexibility to work from office or home signals attention to real‑life needs alongside high expectations.

Open Communication: Codified values like 'Commit to Candor' and the mantra 'clarity is kindness' emphasize speaking up in the moment and direct, timely feedback.

Collaborative & Supportive Culture: Cross‑functional partnering and real‑time problem solving are highlighted across product, design, engineering, finance, sales, and customer success, with company offsites reinforcing connection and alignment.

Accountability & Ownership: Ownership and outcomes are reinforced through 'Drive with Intent' and 'Hang Your Hat on Results,' alongside accountable, data‑driven spend practices that encourage operating like owners.

Healthy Workload & Retention: Work norms highlight strictly no weekend work and personalized Monday–Friday schedules, pointing to deliberate protection of off‑hours. Flexible and hybrid options are called out across roles.

Empowering & Trusting Leadership: Managers are portrayed as approachable coaches who set clear goals, run regular 1:1s, and focus on learning over blame. Autonomy increases with performance while support is available through check‑ins, call reviews, and obstacle removal.

Learning & Knowledge Sharing: Structured onboarding, training, mentorship, and community elements are emphasized for skill‑building. Programs reference promotion from within and ongoing development through conferences and resources.

Accountability & Ownership: Values like “Get it done” and “Be the chef and take ownership” set clear expectations for initiative and delivery. A bias to action (“Faster is better than perfect”) signals empowerment to make decisions and move quickly.

Adaptability & Agility: Change is framed as the norm, with encouragement to embrace it, build resilience, and learn from mistakes. Speed over perfection is prioritized, underscoring an agile, iterative way of working.

Collaborative & Supportive Culture: “Help the team win,” an open‑door approach, and team‑based planning reflect cross‑functional collaboration. Constructive criticism and clear communication are promoted to enable effective teamwork.

Accountability & Ownership: Employees are given significant responsibility to own outcomes end-to-end with visible impact on the business. Bi-weekly all-hands and weekly standups align priorities and reinforce individual agency.

Collaborative & Supportive Culture: Hiring emphasizes low ego, cross-functional partnership, and genuine help-seeking, fostering close work between product, sales, and leadership. An open-door policy and open office floor plan enable fast, face-to-face problem-solving.

Recognition, Pride & Shared Success: Rituals like a weekly gratitude practice, a dedicated Slack channel for wins, and culture events (e.g., “Agentio Draft Day”) highlight public appreciation of contributions. Contributions are visibly celebrated alongside community-focused gatherings.

Accountability & Ownership: Operating norms emphasize shipping outcomes, clear ownership, and rapid iteration, elevating individual accountability. Principles like “Focus on execution” and “Take ownership” set expectations for end‑to‑end responsibility.

People-First Culture: Stated “people first” practices highlight lives outside work, inclusion, and generous benefits like PTO, health coverage, and a 401(k) match. Attention to development, volunteer time, and a named People & Culture leader signals investment in well‑being and inclusion.

Collaborative & Supportive Culture: Day‑to‑day work centers on open dialogue, cross‑functional debates on the roadmap, and low‑ego collaboration. Hybrid in‑person rhythms and a product‑engineering focus encourage hands‑on teaming and white‑glove support.

Collaborative & Supportive Culture: Colleagues are often described as supportive and cross‑functional, with hands‑on onboarding and a close‑knit team dynamic. Leaders are said to create room to grow while encouraging collaboration across functions.

Recognition, Pride & Shared Success: Public Core Value Awards regularly spotlight individuals who embody company principles, making recognition visible and routine. Celebration of values and public shout‑outs indicate that appreciation is built into daily rituals.

Healthy Workload & Retention: Flexible and remote arrangements, unlimited vacation, and paid time off policies signal attention to balance. Hybrid practices and an open‑door approach are positioned to support sustainable work rhythms.

Open Communication: Programs emphasize a speak‑up environment with leaders expected to “listen up” and practical steps like renaming Q&A to “Speak Up”. Psychological safety is highlighted so people can challenge, question, and raise concerns openly.

Transparency & Integrity: Governance and compliance materials stress transparency, open dialogue, and an ethics program (“Our Compass”) anchored in core values. Safety and well‑being policies further reinforce responsible conduct and trust.

Collaborative & Supportive Culture: The culture highlights co‑creation across borders and disciplines, with internal mobility and peer learning promoted. Inclusive communities and early‑career networks visibly support connection and growth.

Transparency & Integrity: Radical transparency and regular CEO communications (e.g., weekly AMAs and business reviews) are emphasized alongside the value “Always share whether we succeed or fail.” This positions openness and honesty as a daily operating norm.

Fair & Equitable Treatment: ERGs with executive sponsors, Pride‑month initiatives, and inclusive benefits like fertility support and parental leave are presented as tangible expressions of belonging. These programs aim to support equitable experiences across identities.

Fun, Rituals & Connection: Structured multi‑month onboarding includes a three‑day in‑person new‑hire onsite in Washington, DC and CEO meet‑and‑greets to build relationships in a hybrid workforce. Peer recognition rituals such as celebratory “tacos” on Slack and periodic in‑person events reinforce connection.

Accountability & Ownership: Company norms promote “think like a founder” and “extreme ownership,” with high-impact work receiving visibility. Messaging ties autonomy and meritocracy to rapid responsibility and outcomes.

Adaptability & Agility: Speed and experimentation are emphasized, with “features in days” and fast iteration linked to rapid product delivery. Teams, including Expense, are portrayed as shipping quickly and iterating often.

Learning & Knowledge Sharing: Internal mentorship, quick promotions in some functions, and annual learning allowances support growth tied to “Raise the Bar.” Development programs are positioned as core to how people advance and improve.

Cultural Alignment: The consumer-first mission to make prescriptions more affordable is positioned as a daily anchor that gives work tangible impact. Values-driven programs like GoodRx Research and community initiatives reinforce connection to purpose.

Collaborative & Supportive Culture: Cross-functional teaming and open problem-solving are emphasized, with smart, kind colleagues and approachable leaders highlighted. ERGs, volunteer days, and hub events create additional touchpoints for support and connection.

Innovation & Creativity: External recognition for innovators and internal spotlights on experimentation signal room to test ideas and learn quickly. Self-directed research and data-powered insights are showcased as part of the company identity.

Collaborative & Supportive Culture: Colleagues are often seen as open, candid, and team‑oriented with cross‑functional collaboration and a “one‑for‑all” mentality. Managers are described as helpful and dedicated to employee success, with regular check‑ins and a supportive day‑to‑day environment.

Transparency & Integrity: Leaders are described as transparent, and the company highlights ethical principles such as keeping the platform free for clinics and fair treatment of vendors. This values‑forward stance aligns internal decisions with serving veterinarians and reinforces trust.

Recognition, Pride & Shared Success: Work is framed around helping veterinarians, giving day‑to‑day efforts a clear sense of purpose and pride. Team rituals tied to goals and mission impact further reinforce shared wins and meaning.

Accountability & Ownership: Company language sets high expectations for end‑to‑end ownership and measurable outcomes, with slogans like “You Are Your Impact” and “Own the Outcome.” Teams are encouraged to own problems from concept to launch and be judged on results.

Collaborative & Supportive Culture: Teams operate with strong in‑person collaboration through open‑door policies, team‑based planning, monthly “Impact” meetings, and an annual offsite. Leadership messaging emphasizes transparency and cross‑functional collaboration as core to how work gets done.

Adaptability & Agility: Operating principles like “ship, learn, repeat,” “progress over perfection,” and “move at rocket speed” prioritize rapid iteration and momentum. The culture celebrates shipping quickly, learning, and iterating rather than waiting for perfection.

People-First Culture: Policies like unlimited PTO, work-from-home options, and bimonthly four-day workweeks are positioned to prioritize well-being and flexibility. Leadership frames the workplace as part of employees’ lives, with a flat hierarchy and support that extends to personal hardships.

Fun, Rituals & Connection: Community-building moments such as “People first” shout-outs and company retreats (e.g., “Camp Augury”) create shared language and connection across a hybrid, global team.

Recognition, Pride & Shared Success: All-hands recognition rituals spotlight individuals who exemplify core values, reinforcing appreciation and shared wins. Mission-oriented work with tangible factory-floor impact fosters pride in building and supporting compelling technology.

Collaborative & Supportive Culture: Colleagues operate in a tight‑knit, flat organization with easy access to senior staff and close trader–engineer partnership. Casual, low‑ego norms and approachable leaders reinforce day‑to‑day support and teamwork.

Learning & Knowledge Sharing: Learning‑by‑doing, mentorship, and proximity to senior technologists and traders enable rapid development. In‑house education, conferences, mentorship programs, and paid certifications embed knowledge‑sharing as a core practice.

Fun, Rituals & Connection: Regular team sports, trivia nights, social events, and inclusive holiday celebrations strengthen relationships beyond core work. Community and charity drives create shared purpose and reinforce connection across groups.

Cultural Alignment: Culture is anchored to a patient-first mission (“unlocking the power of medical records,” “healthcare is a marathon, not a sprint,” “be on the right side of history”) and a tech-forward identity. Decision-making and mantras emphasize empowering patients and modernizing healthcare (e.g., “#destroythefaxmachine,” developer-friendly focus).

Fair & Equitable Treatment: Materials emphasize a “radically inclusive, thoughtful, and respectful” workplace with commitments like a diversity manifesto, equal pay policy, DEI staff, and bias training. Policies and language aim to create a workplace free from marginalization, with transparency and equity in hiring, communication, and management.

Healthy Workload & Retention: Policies signal an anti-burnout stance through remote-first flexibility, family-friendly norms, generous leave, and a summer company-wide shutdown. Work rhythms include hybrid options and the ability to work from wherever in the U.S., aiming for sustainable pace.