Top NYC, NY Companies With Best Company Culture (10,000+)

Accountability & Ownership: Autonomy and high ownership are emphasized through the Adyen Formula and “straight talk,” enabling people to move quickly and make visible contributions. Employer and employee-facing materials consistently frame empowerment and accountability as everyday norms.

Collaborative & Supportive Culture: Colleagues are often described as low‑ego and collaborative across offices and functions, with many citing helpful teams and global connection. Employee‑led communities and cross‑functional work further reinforce a sense of support and belonging.

Open Communication: Direct, open dialogue is promoted via norms like “talk straight” and “pick up the phone,” alongside recurring listening mechanisms such as Culture & Inclusion surveys. This emphasis on candid conversations and clear principles helps many feel heard and included.

Accountability & Ownership: Employees are often entrusted with substantial responsibility and autonomy, with leaders working alongside teams to enable end-to-end impact. This high-trust setup lets individuals drive outcomes and see clear connection to customer results.

Recognition, Pride & Shared Success: Contributions are publicly celebrated through visible shout-outs and recurring rituals, helping people feel noticed and appreciated. New hires are described as being warmly welcomed, reinforcing pride and belonging.

Collaborative & Supportive Culture: Day-to-day work emphasizes in-person collaboration with accessible, low-ego teammates. Regular cross-team forums and show-and-tells encourage open dialogue and mutual support.

Accountability & Ownership: Ownership is described as a core expectation, with individuals given early responsibility, autonomy to ship quickly, and end-to-end scope that makes their impact visible. Feedback suggests this high-trust environment helps some people feel recognized through responsibility rather than process.

Recognition, Pride & Shared Success: Recognition is framed as timely and tied to outcomes, with in-the-moment manager shout-outs and rituals like Impact Meetings highlighting wins. These practices, alongside a mission context in housing and healthcare, appear to foster pride in contributions for many teams.

Collaborative & Supportive Culture: Colleagues are often seen as smart, friendly, and willing to help, with an in-person rhythm that promotes shoulder-to-shoulder problem-solving. This day-to-day collaboration reportedly accelerates learning and makes it easier to unblock work.

Collaborative & Supportive Culture: Colleagues are often seen as kind, energetic, and helpful, with cross‑functional teaming across engineering, product, design, sales, and customer roles. Rituals such as hackathons, weekly demos, and support or sales shadowing reinforce cooperation and shared problem‑solving.

Accountability & Ownership: Autonomy and ownership are emphasized, with teams trusted to act like owners, make decisions, and avoid micromanagement. This trust shows up in practices that encourage respectful challenge and end‑to‑end responsibility for outcomes.

Healthy Workload & Retention: Work‑life balance and flexible hybrid arrangements are highlighted alongside people‑centered benefits like wellness stipends and sabbaticals. The “make the office worth it” approach favors incentives over mandates, supporting autonomy and sustainability.

Collaborative & Supportive Culture: Teams are often described as collaborative and supportive, with programs that foster belonging and cross-functional connection. Feedback suggests this shows up through active ERGs, hybrid ways of working, and a people-centered “decency” ethos.

Recognition, Pride & Shared Success: Widespread pride in the company and visible recognition practices are repeatedly highlighted. Feedback suggests external best-workplace honors and internal pride signals align with employees feeling seen and appreciated.

Healthy Workload & Retention: Work-life balance and flexibility are commonly cited strengths, aided by hybrid models, “work from elsewhere” options, and well-being resources. Feedback suggests these supports contribute to stability and a sustainable pace for many teams.

Collaborative & Supportive Culture: Colleagues are often seen as smart and kind, and cross‑functional work is a daily norm supported by ERGs and company rituals. Mentoring and willingness to help are emphasized, creating a friendly, collaborative vibe.

Healthy Workload & Retention: Work–life balance is considered a strength, supported by a flexible hybrid model, generous time off, and family‑friendly leave policies. Many roles note a reasonable pace and encouragement to unplug.

Learning & Knowledge Sharing: Mentorship, curiosity, and experimentation (including hack‑style events and early testing) are built into how teams operate. People are encouraged to iterate and share knowledge openly.

Collaborative & Supportive Culture: Colleagues are often described as smart, helpful, and collaborative across functions, with cross-team projects and relationship-building as everyday norms. Approachable managers and peer support help make day-to-day work feel cooperative.

Recognition, Pride & Shared Success: Pride in the company’s iconic brands and high-visibility moments is a prominent motivator. Shared launches and cross-company efforts translate individual contributions into visible, collective wins.

People-First Culture: A welcoming, inclusive environment is reinforced by benefits and programs that emphasize wellbeing and belonging. Many teams encourage ownership and provide supportive management that invests in growth.

Recognition, Pride & Shared Success: Pride in shipping globally recognized titles like Grand Theft Auto and Red Dead is frequently emphasized, giving work meaning and visibility. Public discussions around GTA VI also highlight motivation to make both a better workplace and better games.

Collaborative & Supportive Culture: Day-to-day interactions are often described as kinder and more supportive since 2019–2022, with cross-studio collaboration cited as a strength. Teams highlight talented peers and a creative, rewarding atmosphere.

Effective & Decisive Change Leadership: Post-2018 reforms—dialing back crunch, removing toxic managers, adding management training, and converting QA to full-time—are credited with making conditions “a lot better.” These deliberate steps signal leadership willingness to overhaul problematic practices.

Recognition, Pride & Shared Success: Many employees express pride in Rubrik’s mission and product impact in data security, and the company highlights formal recognition programs alongside recurring Top Workplace and Great Place to Work honors. These signals reinforce shared wins and a sense of impact.

Collaborative & Supportive Culture: Colleagues are often seen as smart, helpful, and team‑first, creating an environment where people enjoy working together and support one another’s success. This peer dynamic is frequently cited as a day‑to‑day strength.

Empowering & Trusting Leadership: Autonomy, ownership, and a meritocratic “best idea wins” ethos are emphasized, with employees describing significant responsibility and room to make decisions. This empowerment contributes to a sense of trust and personal impact.

Collaborative & Supportive Culture: Colleagues are frequently portrayed as approachable and eager to help across functions, creating a connected atmosphere with easy cross-team collaboration. Teams celebrate wins together and provide day-to-day assistance, reinforcing a strong sense of community.

Empowering & Trusting Leadership: People describe being given meaningful responsibility, autonomy, and room to make an impact, with ideas encouraged and psychological safety emphasized. Managers are said to provide consistent feedback loops and enable ownership rather than heavy oversight.

Recognition, Pride & Shared Success: Programs such as public shoutouts, values-based awards, and celebration rituals are highlighted, signaling appreciation for contributions. These practices foster pride in milestones and reinforce shared success across teams.

Recognition, Pride & Shared Success: Quarterly values awards with bonuses and swag and a “best idea wins” ethos visibly celebrate contributions; repeated “Best Places to Work in IT” honors reinforce a culture that spotlights impact.

Collaborative & Supportive Culture: Recognition of the IT organization highlights a collaborative, people‑first environment, and public celebrations of wins plus a Chicago hybrid rhythm are used to build connection.

Learning & Knowledge Sharing: Structured onboarding, ongoing training, and development programs are emphasized, and external awards note career development and training as core strengths.

Collaborative & Supportive Culture: Colleagues are often seen as helpful, safety‑minded, and willing to share knowledge, creating a cooperative day‑to‑day environment. Many teams highlight friendly peers and manager support that make complex, regulated work feel navigable.

Recognition, Pride & Shared Success: Purpose‑driven work tied to improving patients’ lives fosters pride and recognition, reinforced by formal appreciation programs and rituals. Company materials and narratives emphasize celebrating contributions and shared impact.

Healthy Workload & Retention: Work‑life balance and wellbeing offerings—such as hybrid flexibility, wellness days, and EAP resources—are considered solid. Benefits and flexibility are commonly cited as supports that make workloads more sustainable.

Healthy Workload & Retention: Work–life balance is considered a strength, with generous PTO, wellness days, Summer Fridays, and a predictable hybrid cadence highlighted alongside solid balance marks. Feedback suggests these practices contribute to day‑to‑day support and align with low voluntary attrition reported at the brand level.

Authentic & Consistent Values: ACE values and a public “How We Do Things” handbook are repeatedly referenced, signaling clear, codified norms for collaboration and decision‑making. Feedback suggests this makes the culture feel intentional and tied to the “designed to be deleted” mission.

Recognition, Pride & Shared Success: Pride in the mission is frequently emphasized, with internal survey data citing very high pride in working at the company. Feedback suggests connection‑oriented rituals and perks (e.g., ERGs, a monthly date stipend, team summits) reinforce belonging and shared purpose.

Collaborative & Supportive Culture: Colleagues are often described as helpful, and teams collaborate across offices and functions. Supportive local managers and a welcoming atmosphere reinforce day-to-day cooperation.

Recognition, Pride & Shared Success: Pride in the public-safety mission is common, and structures like all-employee incentive eligibility, appreciation events, and regional Great Place to Work recognition help celebrate contributions. Company programs and BRGs provide visible avenues to acknowledge impact.

Learning & Knowledge Sharing: Internal platforms such as UL University, development pathways, and regular career check-ins are positioned to support growth and cross-functional mobility. Employee spotlights highlight moves between labs and business roles that share knowledge.

Collaborative & Supportive Culture: Colleagues and managers are often described as supportive, with inclusive teams that help people feel valued. External certification in select markets highlights respect, pride, and camaraderie, reinforcing this collaborative tone.

Learning & Knowledge Sharing: Investment in learning, mentoring, and development is prominently featured and echoed in recent accounts. Career materials emphasize ongoing listening and development practices that help build skills and confidence.

High Morale & Engagement: Company disclosures point to consistently strong global engagement and a focus on listening and action. External recognitions and rankings further suggest many teams experience a constructive, energizing culture.

People-First Culture: Policies and programs emphasize remote-first flexibility, generous time off, mental-health support, inclusive pay practices, and learning stipends, signaling care and fairness in everyday experience. Employees often point to empathy, inclusion efforts, and supportive benefits as proof that people are prioritized.

Collaborative & Supportive Culture: Colleagues are often seen as brilliant, kind, and low-ego, with effective cross-functional teamwork and problem-solving across departments. Rituals and connection practices help maintain responsiveness and support in a distributed setting.

Healthy Workload & Retention: Work–life balance is consistently highlighted, enabled by remote-first autonomy, flexible/unlimited PTO with ample holidays, and sabbatical options. Day-to-day norms emphasize trust and reasonable boundaries, helping many sustain a manageable pace.

Collaborative & Supportive Culture: Colleagues are often described as smart, supportive, and collaborative, with cross‑functional teamwork and a “Best Team Wins” ethos that encourages help and connection.

Learning & Knowledge Sharing: Development is emphasized through structured learning programs, steep learning curves, mentorship, and internal mobility that expose people to new ideas and accelerate growth.

Recognition, Pride & Shared Success: Meaningful customer impact, broad equity participation (RSUs), and visible workplace honors foster pride in contributions and reinforce a sense of being valued.

Collaborative & Supportive Culture: Colleagues are often described as smart, interdisciplinary, and helpful, creating a stimulating cross-functional environment. Mission-driven, science-first work and accessible teaming spaces reinforce day-to-day collaboration across sites.

Healthy Workload & Retention: Policies such as generous PTO, two company-wide shutdown weeks, paid parental leave, and hybrid flexibility enable a sustainable pace. These practices help employees recharge and maintain balance during demanding projects.

Learning & Knowledge Sharing: Mentorship programs, internal courses, conferences, and continuing-education stipends signal a culture that invests in growth. Cross-disciplinary work between software and science encourages ongoing knowledge exchange.

Collaborative & Supportive Culture: Colleagues are often described as caring, low‑ego, and accessible, fostering teamwork and a fulfilling day‑to‑day environment. Company rituals like annual onsites and monthly all‑hands aim to strengthen cross‑functional support in a remote‑first setup.

Healthy Workload & Retention: Flexible, remote‑first practices—including a light in‑person cadence and a dedicated “work from anywhere” month—are portrayed as supporting balance and autonomy. Generous time‑off norms and straightforward approvals further reinforce respect for personal boundaries.

Recognition, Pride & Shared Success: Structured touchpoints such as employee awards, spotlights, and monthly company‑wide meetings make progress visible and celebrate contributions. Feedback channels like quarterly engagement surveys and performance reviews are positioned to acknowledge impact and guide growth.

Recognition, Pride & Shared Success: Recognition programs, purpose-led messaging, and recent employer awards signal an environment where contributions are noticed. Statements about being “seen, heard, and appreciated” and mentions of personal appreciation reinforce this theme.

Collaborative & Supportive Culture: Collaboration is positioned as a defining way of working, with approachable leaders and teammates often described as willing to help. Mutuality and teamwork are emphasized as cultural anchors across functions.

Healthy Workload & Retention: Work-life balance and flexibility are highlighted through a structured hybrid model, remote weeks, and generous leave and well-being benefits. Observations point to an understanding approach to family life and daily flexibility in many corporate roles.