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

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.

Collaborative & Supportive Culture: Cross-functional teams emphasize customer empathy and measurable outcomes, with colleagues often described as “great people” who work well together. Feedback suggests day-to-day collaboration is encouraged across product, engineering, design, and go-to-market functions.

Adaptability & Agility: Leaders champion a “skrappy” startup mindset—operating fast, iterating, and challenging the status quo—reflected in rapid shipping and an AI‑native product focus. Feedback suggests this bias toward action enables quick learning and course-correction.

Fun, Rituals & Connection: A remote-first setup is complemented by recurring virtual events, twice‑yearly in‑person retreats, culture awards, and “Kamp Kustomer” gatherings. These rituals are positioned to strengthen connection and belonging across distributed teams.

Authentic & Consistent Values: Values and mission are clearly codified and repeatedly referenced across company and candidate materials, emphasizing member focus, ownership, and running toward problems. This clarity anchors day-to-day work in a shared purpose of helping people achieve financial independence.

Recognition, Pride & Shared Success: Company programs highlight celebrations, timely appreciation, and structured merit and bonus cycles that make contributions visible. External workplace recognitions and internal spotlights further reinforce team pride and shared accomplishments.

Collaborative & Supportive Culture: Inclusion infrastructure (employee communities and tools for managers to foster inclusive teams) builds connection and support. Increased in‑office collaboration for many roles underscores an emphasis on speed, coordination, and hands‑on teamwork.

Collaborative & Supportive Culture: Colleagues are often seen as supportive and collaborative across global offices, with day-to-day work spanning time zones. Connection and teamwork are central to the culture and suited to those who enjoy cross‑border collaboration.

Transparency & Integrity: The mission ties culture to platform integrity through actions like combating fake reviews and anchoring behavior in a public Code of Ethics. Responsible use of AI and refreshed values reinforce doing the right thing.

People-First Culture: Policies emphasize inclusion and belonging with flexible work, wellbeing resources, and a shared “Open to All” commitment. These practices aim to create a supportive, respectful workplace for diverse teams.

Accountability & Ownership: Core values and operating norms emphasize taking ownership and delivering outcomes. Feedback suggests employees in a still‑evolving private‑markets space experience meaningful autonomy and impact.

Collaborative & Supportive Culture: Culture Council, ERGs, and cross‑location collaboration are designed to build trust, inclusion, and consistent communication. Leader spotlights emphasize psychological safety and respectful candor as everyday practices.

Recognition, Pride & Shared Success: Culture is framed around praise, resiliency, learning from yesterday, and celebrating milestones. Company materials reference ongoing recognition of wins and hard work.

Collaborative & Supportive Culture: Teams are encouraged to support each other through constructive feedback, and the product itself enables seamless, real-time collaboration. Colleagues are portrayed as a tight-knit group of builders who help one another succeed and learn.

Efficient & Empowering Processes: Work norms emphasize very few meetings and a strong bias toward action, enabling fast execution and autonomy. Hybrid flexibility is positioned to keep remote and in-office contributors on even footing.

People-First Culture: Generous benefits, flexible schedules, meaningful equity, and supportive parental leave signal an emphasis on taking care of people. Programs like continuing-education stipends and return-to-work support reinforce investment in well-being and development.

Collaborative & Supportive Culture: Collaborative & Supportive Culture: An in‑office, team‑centric model brings investors, engineers, and quants together to make faster, better decisions, with leadership emphasizing focus, discipline, and collaboration. Cross‑functional partnering and process discipline are highlighted as part of the operating DNA.

Learning & Knowledge Sharing: Learning & Knowledge Sharing: Continuous learning, rigorous debate, and rapid feedback loops are emphasized alongside structured training and early‑career programs that develop technical and soft skills. Knowledge sharing across functions aims to accelerate decision quality and professional growth.

Accountability & Ownership: Accountability & Ownership: High standards, ownership, and clear goals are central, with meritocracy positioning impact and results as the basis for opportunity and rewards. Centralized risk management and disciplined processes reinforce personal accountability in day‑to‑day execution.

Collaborative & Supportive Culture: Teams are depicted as “genuinely collaborative and supportive,” with debate encouraged “free of ego” and an explicit emphasis on psychological safety. Ubuntu and cross‑functional delivery norms reinforce a low‑ego, team‑first environment.

Transparency & Integrity: Values materials stress honesty, accountability, and openness in how people work and relate to each other. This framing positions trust and candor as everyday expectations across the organization.

Accountability & Ownership: Work is described as fast‑moving with a bias to ship solutions that drive measurable business impact, and individuals are trusted with meaningful responsibility from day one. Ownership is tied to real outcomes rather than producing dashboards that get ignored.

Collaborative & Supportive Culture: Teams are portrayed as cross‑disciplinary and collaborative, blending investing, fintech, data, and design to solve problems together. Colleagues are often described as friendly, smart, and supportive, fostering a helpful day‑to‑day environment.

Authentic & Consistent Values: Public principles (“be world‑class” and “be in service of others”) and sustainability embedded into daily operations demonstrate clear, lived values. Affinity groups and mission storytelling further signal that purpose and inclusion are practiced, not just stated.

Healthy Workload & Retention: Hybrid flexibility, generous time‑off approaches, and mental‑health coverage are highlighted as part of the working model. Practical cues like a hybrid setup and a casual, tech‑forward office support balance alongside ambition.

Authentic & Consistent Values: The company consistently anchors culture in Curiosity, Empathy, and Grit, described by leadership as “non‑negotiable” and jointly owned with employees. Programs and behaviors are framed as employee‑led and values‑driven as the organization scales.

Fun, Rituals & Connection: Multiple ERGs and a cross‑functional culture committee host belonging initiatives, events, and community impact activities across a hybrid workforce. Wellness programming and hybrid connection efforts help maintain cohesion and a sense of community.

People-First Culture: Global mental‑health resources, roles focused on workplace experience and hybrid culture, and flexible time‑off policies are emphasized to support well‑being. Recognition through culture spotlights and “Best Places to Work” features reinforces attention to employee experience.

Cultural Alignment: Economic empowerment and a seller‑first ethos are consistently presented as the company’s purpose, with teams tying their work to impact on local businesses. Community programs and the Square Community Space reinforce alignment between external mission and internal culture.

Fair & Equitable Treatment: Structured inclusion programs and 14+ ERGs with global chapters, budgets, and leadership development are described as central to the workplace. Processes like promotion checklists and compensation audits are cited as mechanisms to support fairness across teams.

Collaborative & Supportive Culture: Engineering and product practices are characterized as practical and collaborative, historically including pairing and strength‑based interviewing. Cross‑team input and transparent growth frameworks are emphasized, with community initiatives providing additional avenues for connection.

Collaborative & Supportive Culture: Mission-centered messaging and team practices emphasize collaboration and mutual support, with offices designed for teamwork plus multiple ERGs and a formal mentorship program. Feedback suggests a “work hard, have fun, and support one another” ethos underpins cross‑functional work.

Learning & Knowledge Sharing: Formal mentorship, standardized interviewing to reduce bias, and tuition reimbursement signal structured development and knowledge sharing. Feedback suggests a science‑first environment where continuous learning is integral to day‑to‑day work.

Healthy Workload & Retention: Hybrid flexibility (option to work remotely three days weekly), over a month of paid vacation, and two companywide shutdown weeks support focus, rest, and balance. Benefits such as paid parental leave, backup care, and mental‑health resources further reinforce a sustainable pace.

Fun, Rituals & Connection: A digital‑first model is paired with weekly all‑hands (TGIF), team offsites, and company‑wide events like “Upstart Live” to build cohesion. ERGs, clubs, and hybrid new‑hire orientation create recurring touchpoints that sustain connection in a distributed workforce.

Learning & Knowledge Sharing: Career spotlights describe development stipends, conference support, and programs like “Upstart Unlocked,” with peer learning, experimentation, and “foundational understanding” positioned as core expectations. Engineering values emphasize communication and distributed leadership that reinforce knowledge sharing across teams.

Cultural Alignment: Messaging consistently centers on a mission to expand access to affordable credit through AI/ML, and this purpose is described as a key reason many join. Stated values such as rigor, humility, and doing the right thing are referenced in how teams approach problem‑solving.

People-First Culture: The firm emphasizes investing in people through learning, mentorship, and promotion from within, presenting a welcoming, transformative, hybrid environment alongside explicit inclusivity and belonging programs.

Open Communication: Leaders promote openness, honesty, transparency, and overcommunication—active listening and questioning to build trust and keep teams aligned.

Collaborative & Supportive Culture: Culture is framed as mission‑driven and team‑first—“success is a team sport”—with values like Own It and Be Your Authentic Self encouraging collaboration and shared goals.

Authentic & Consistent Values: Culture is anchored in four plain‑spoken values—“This isn’t just a job, we’re a revolution,” “We get it done,” “Customers > team > ego,” and “No drama. Good karma.” These values actively shape hiring, decision‑making, and rituals that reconnect work to the mission.

Accountability & Ownership: Cross‑functional, empowered teams make decisions close to customers, own clear KPIs tied to customer outcomes, and move with a bias for speed. Autonomy and high ownership enable individuals to see direct impact.

Collaborative & Supportive Culture: Low‑ego, candid collaboration is expected, with respectful challenge of ideas and constructive discussion across functions. Global employee communities and a diverse workforce foster belonging and support.

People-First Culture: Health, dental, vision, 401(k) with match, generous PTO, parental leave, and a WFH stipend are prominently offered, indicating sustained investment in employee well-being. DEI programming and inclusive hiring are also emphasized, reinforcing a people-centric stance.

Accountability & Ownership: A builder-oriented, action-biased environment and lean team design highlight autonomy and direct impact. Language around systems thinking and cross-functional problem solving points to high ownership of outcomes.

Fun, Rituals & Connection: Quarterly team gatherings, social events, and periodic offsites are used to create connection in a 100% remote setup. These intentional touchpoints balance distributed work with planned togetherness.

Authentic & Consistent Values: BYAW and DEI are positioned as foundational, with active accessibility and LGBTQ+ inclusion efforts, memberships like The Valuable 500, and wellbeing embedded across programs. External recognition is frequently tied back to the culture narrative, reinforcing these stated values.

Collaborative & Supportive Culture: Colleagues are often seen as “great people,” with many accounts highlighting supportive teams, decent balance, and benefits. The inclusion-first ethos and affinity groups create visible communities that foster connection across offices.

Learning & Knowledge Sharing: Strong learning curves and domain exposure in financial services (and energy) are highlighted alongside structured development and visible programming. Early responsibility and project variety can accelerate skill-building when staffing aligns well.

Collaborative & Supportive Culture: Cross‑functional collaboration between engineering, design, and product is emphasized, with knowledge‑sharing and respectful teamwork described as day‑to‑day norms. Intentionally designed, team‑centric workspaces and global hubs reinforce connection and cooperation.

Innovation & Creativity: A design‑first, maker‑centric ethos with hack weeks and space for side projects encourages people to run with ideas and build polished outcomes. Creative perks like free personal websites and a “be yourself” vibe support everyday experimentation.

People-First Culture: ERGs, heritage‑month programming, donation matching, and generous family and fertility benefits are positioned as cultural pillars that invest in belonging and life‑stage support. Flexibility signals (e.g., hybrid/remote options and liberal PTO) aim to sustain work‑life balance.

Transparency & Integrity: Communication defaults to public, written channels with bi‑weekly all‑hands and anonymous Q&A, and major people processes are documented and visible. Published salary bands and a “compute, not negotiate” approach aim to preserve equity, reinforced by a formal ethics/CSR charter.

Learning & Knowledge Sharing: Peer learning and knowledge capture are embedded in routines, with employees encouraged to join Convexity guilds that steward culture and process improvements. Asynchronous courses, coaching, and frequent knowledge‑sharing support continuous growth across a distributed team.

Accountability & Ownership: Clear scopes, low authority with high accountability, and written transparency give individuals latitude to act and learn quickly. Remote‑first flexibility with stipends and explicit norms supports autonomy while retaining clear expectations.

Collaborative & Supportive Culture: An in-person rhythm with three Anchor Days (Mondays, Tuesdays, Thursdays) is intended to amplify energy, relationships, and faster collaboration, with teams often brainstorming, bonding, and solving problems together.

Learning & Knowledge Sharing: Company rituals like an annual Craft & Values Week plus frequent employee-led workshops underscore structured learning, cross-discipline skill-building, and a culture of shared craft.

Authentic & Consistent Values: Publicly articulated operating values—be mission-driven, be pace setters, be truth seekers, and be kind and direct—serve as a day-to-day contract guiding decisions, feedback, and speed.