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

Collaborative & Supportive Culture: Teams are frequently characterized as smart, helpful, and low-ego, reinforced by a "team over ego" ethos. Approachable managers and peers who share knowledge create a welcoming, cooperative environment.

Transparency & Integrity: Leadership is portrayed as accessible and open, with regular forums and the sharing of financial metrics and even board materials. This "extreme transparency" provides broad context that helps employees understand strategy and decisions.

Accountability & Ownership: Cultural principles emphasize broad autonomy—"own everything and nothing," move quickly, and figure things out. Many roles feature early responsibility and meaningful scope that make contributions feel impactful.

Collaborative & Supportive Culture: Colleagues are often described as friendly, inclusive, and helpful across functions in a distributed setup. Feedback suggests this peer support and cross-team collaboration make the day-to-day environment constructive.

Healthy Workload & Retention: Flexibility through a remote-first or hybrid model, alongside positive notes on work-life balance and time-off programs, is seen as a meaningful strength. Feedback suggests this structure helps many teams maintain sustainable pacing.

Recognition, Pride & Shared Success: An artist-first, music-centric mission gives many employees a sense of purpose and pride, reinforced by proximity to creators and music-related perks. Feedback suggests this mission connection strengthens engagement and motivation.

Collaborative & Supportive Culture: Colleagues are often characterized as smart, helpful, and team‑oriented, with teamwork explicitly reinforced by values like “Play, as a team.” Feedback suggests daily peer interactions and cross‑functional collaboration foster a supportive environment.

Recognition, Pride & Shared Success: Feeling of personal appreciation, welcoming onboarding, and pride in meaningful work are frequently highlighted alongside formal recognition and connection programs. Feedback suggests these rituals and practices help people feel seen and valued.

Empowering & Trusting Leadership: The distributed “Team Anywhere” model and async‑first ways of working signal trust, autonomy, and flexibility in how work gets done. Feedback suggests this latitude enables ownership and balance while maintaining impact.

Collaborative & Supportive Culture: Teammates and managers are often described as supportive, flexible, and collaborative, with people wanting one another to succeed and providing substantial help across teams. Feedback suggests a hardworking, mission‑driven team environment where colleagues and management offer strong day‑to‑day support.

Recognition, Pride & Shared Success: Accomplishments are highly celebrated through visible rituals and win celebrations, and hard work is rewarded with public shout‑outs. Feedback suggests pride in team success and a culture that makes contributions feel seen.

Empowering & Trusting Leadership: Management is characterized as caring deeply about individuals and encouraging ownership and employee voice. Feedback suggests leaders are supportive and approachable, fostering growth and personal improvement.

Collaborative & Supportive Culture: Colleagues are often described as friendly, collaborative, and willing to help, creating a supportive team environment. The workplace is frequently characterized as inclusive and welcoming across global teams.

Healthy Workload & Retention: Work-life balance and flexibility are seen as strengths, supported by hybrid/remote options and practices like Flexible Time Off and Summer Fridays. Many accounts highlight WFH flexibility as a consistent positive.

Learning & Knowledge Sharing: Development programs such as GumGum University, Learning Labs, the Management Accelerator Program, and Evolve are prominently featured. Opportunities to learn, take ownership, and grow across roles are commonly noted.

Collaborative & Supportive Culture: Colleagues are often seen as kind, smart, and eager to help, with managers and peers invested in helping each other succeed. Feedback suggests the fully remote team stays connected through retreats and virtual events that reinforce a supportive, one-team dynamic.

Open Communication: Managers hold regular one-on-ones and leadership is described as accessible and transparent, with employee input sought and incorporated into decisions. Feedback suggests clear goals and open channels help people feel heard and aligned.

Learning & Knowledge Sharing: Opportunities to grow into different roles and take on new responsibilities are frequently noted. Feedback suggests managers support areas of interest and professional development, reinforcing a culture of learning.

Collaborative & Supportive Culture: Colleagues are often seen as capable, kind, and eager to help, fostering strong camaraderie and cross-team partnership. A shared mission orientation reinforces an ego-light environment where people rally around outcomes.

Accountability & Ownership: Employees point to real ownership of their work with a clear line of sight to customer impact. Autonomy to act and ship outcomes is a common feature of how work gets done.

Empowering & Trusting Leadership: Leadership is frequently viewed as accessible and receptive to new ideas, giving teams room to propose and pursue solutions. Regular check-ins and visible recognition help reinforce trust and empowerment.

Accountability & Ownership: High ownership and autonomy are repeatedly emphasized, with people trusted to make decisions and shape their own projects. Feedback suggests this visible impact and lack of micromanagement help many feel their contributions matter.

Collaborative & Supportive Culture: Colleagues are often described as smart, low-ego, and collaborative across global offices. This cross-functional teamwork and “team over ego” ethos foster day-to-day support and connection.

Open Communication: Direct communication norms like “talk straight” and “pick up the phone” encourage speaking up and fast alignment. Feedback suggests this makes it easier to surface issues and resolve them quickly.

Collaborative & Supportive Culture: Coworkers are frequently described as supportive, low‑ego, and willing to help across teams, with approachable managers. Feedback suggests teamwork and psychological safety are common, including comfort asking for help and cross‑functional collaboration.

Recognition, Pride & Shared Success: Company‑wide shout‑outs, Values Awards, and visible recognition rituals are used to celebrate contributions. Feedback suggests many people feel welcomed and proud of their impact, with structured moments to share wins.

Empowering & Trusting Leadership: Managers are often viewed as supportive and non‑micromanaging, encouraging autonomy and ownership. Feedback suggests mistakes are treated as learning opportunities and leaders maintain accessibility.

Accountability & Ownership: Feedback suggests employees are trusted with end-to-end responsibility and can own entire projects from early on. Innovative ideas are rewarded and contributions have visible business impact.

Open Communication: Feedback suggests leadership is accessible and transparent, with regular standups and all-hands that share priorities, performance, wins, and challenges. There are indications that leaders listen and take action.

Recognition, Pride & Shared Success: Feedback suggests recognition is built into the rhythm through weekly gratitude practices, public shoutouts, and a dedicated channel to celebrate wins. Team milestones and successes are routinely surfaced to the whole company.

Collaborative & Supportive Culture: Colleagues are often seen as kind, collaborative, and willing to share knowledge across teams, creating a helpful day-to-day environment. Feedback suggests remote teams still feel connected through cross-functional projects and learning events.

Accountability & Ownership: Autonomy and ownership are emphasized through values like "Take Action" and "Own Progress and Outcomes," with opportunities to lead projects. Feedback suggests individuals can step up to make a tangible impact.

Healthy Workload & Retention: Flexibility and remote-first practices support work-life balance, reinforced by benefits such as paid parental leave and work-from-home support. Feedback suggests schedule autonomy and protected focus time contribute to a sustainable pace.

Recognition, Pride & Shared Success: Pride in the mission and structured peer-recognition programs are prominent, with many describing employees who feel connected to purpose and appreciated for contributions. Third-party workplace assessments and company materials repeatedly highlight celebration of accomplishments and a sense of belonging.

High Morale & Engagement: Internal materials and external workplace assessments consistently portray high engagement, with employees often citing alignment to the mission and clarity on how their work contributes to company goals. Company filings also characterize employee relations as positive and collaborative.

Collaborative & Supportive Culture: Colleagues are often described as smart, helpful, and supportive, and onboarding is portrayed as welcoming across locations. Positive comments frequently note helpful teams and a flexible, supportive environment in many groups.

Fair & Equitable Treatment: Compensation and benefits are considered a standout strength, with competitive pay, equity, and standardized offers for the same work signaling consistency. This emphasis on clear pay practices and strong total rewards signals that contributions are recognized materially.

Accountability & Ownership: Autonomy and an "act like an owner" ethos are central, giving individuals wide latitude to drive outcomes without heavy oversight. A remote-first setup and bottom-up decision making enable impact-oriented work for those who thrive on independence.

Collaborative & Supportive Culture: Teams are often described as high-caliber and mission-driven, with smart, motivated colleagues elevating the quality of collaboration. Onboarding and early team support are noted as strengths that help people ramp quickly.

Collaborative & Supportive Culture: Coworkers are frequently characterized as collaborative, low‑ego, and helpful, with strong camaraderie on many teams. Immediate groups are often cited as a bright spot that fosters day‑to‑day connection and problem‑solving.

Recognition, Pride & Shared Success: A feeling of personal appreciation is commonly noted, with peers and teams recognizing contributions and celebrating wins. Many also point to a clear sense of purpose tied to helping small businesses, which reinforces pride in the work.

Respectful & Positive Atmosphere: The environment is often portrayed as kind, inclusive, and welcoming, with people caring about one another. Company materials and employee accounts reference belonging programs and community rituals that reinforce a positive tone.

Collaborative & Supportive Culture: Colleagues are often described as smart, kind, and supportive, fostering an inclusive environment where some employees say they felt valued and content.

Healthy Workload & Retention: Work-life balance is considered a relative strength, with flexibility and respect for time off frequently highlighted.

Learning & Knowledge Sharing: Learning opportunities are commonly cited—especially early in careers—with chances to take ownership and build skills quickly.

Collaborative & Supportive Culture: Colleagues are often characterized as kind, helpful, and approachable, with intentional onboarding and cross-functional support helping people get up to speed. A remote-first setup is paired with efforts to keep teams connected, reinforcing a cooperative day-to-day dynamic.

Recognition, Pride & Shared Success: Practices such as regular 1:1s, public shout-outs, awards, and milestone celebrations are emphasized, signaling that contributions are seen and appreciated. Company rituals and visible appreciation mechanisms are portrayed as part of the culture.

Accountability & Ownership: Autonomy and trust from day one are highlighted, with employees given real ownership over projects and decisions. This emphasis on responsibility appears to build confidence and a sense of personal impact.

Collaborative & Supportive Culture: Colleagues are often described as smart, kind, and willing to help across functions, with norms like ideas over hierarchy and an “unselfish” engineering ethos. Cross-team rituals and accessible channels (e.g., Collab Week, knowledge sharing) reinforce a team-first environment.

Healthy Workload & Retention: Work-life balance and flexibility are highlighted as strengths, supported by a flexibility-first model, generous PTO, extended parental leave, and paid sabbaticals. Many accounts point to sustainable pacing enabled by remote/hybrid options and wellness-oriented policies.

Learning & Knowledge Sharing: Curiosity is built into the operating rhythm through Monthly Knowledge Days, reading groups, tuition reimbursement, and conference support. Structured mentorship and internal talks encourage continual upskilling and cross-pollination of knowledge.

Collaborative & Supportive Culture: Colleagues are often described as genuinely nice, kind, helpful, and smart, with teams that support one another and work closely across functions. Day-to-day interactions are characterized as healthy and collegial.

Empowering & Trusting Leadership: Founders and leaders are portrayed as approachable and accessible, with minimal hierarchy enabling direct interaction. This accessibility contributes to a sense that leaders invest in people’s success.

Learning & Knowledge Sharing: Opportunities to learn and grow are emphasized through cross-functional work and proximity to users and the business. Structured development initiatives and varied problem exposure reinforce ongoing learning.

Collaborative & Supportive Culture: Colleagues are often seen as helpful, welcoming, and mission-driven, with teams described as small, cross-functional, and supportive even in remote settings. Managers are portrayed as caring about growth and fostering a collaborative environment.

Healthy Workload & Retention: Work-life balance is considered a relative strength, with flexibility around remote or hybrid work and generous time-off policies highlighted. Employees describe good balance alongside meaningful work.

Fun, Rituals & Connection: Company rituals like peer shout-outs and town-hall celebrations are emphasized, alongside employee groups and culture champions that build connection across a distributed workforce. Remote support and on-site gatherings are described as fostering belonging.

Collaborative & Supportive Culture: Colleagues are often seen as smart, kind, and willing to help, creating a friendly day-to-day environment. Teams frequently collaborate well and foster inclusion across distributed settings.

Recognition, Pride & Shared Success: Feeling of personal appreciation, trust from day one, and visible recognition rituals stand out. Compensation and benefits are also viewed as signals that contributions are valued.

Efficient & Empowering Processes: Virtual First practices—async by default, core collaboration hours, and non-linear workdays—are designed to protect focus and autonomy. These norms enable flexibility while keeping collaboration intentional.