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

Collaborative & Supportive Culture: Colleagues are frequently described as welcoming and supportive, with cross‑brand collaboration and matrixed initiatives fostering connection across teams. Modern, collaboration‑oriented hubs and ERG communities create spaces for authenticity and belonging.

Innovation & Creativity: Work centers on powering the premium TV/CTV ecosystem and advancing programmatic capabilities, encouraging big ideas and problem‑solving at industry scale. Feedback suggests product development is tightly tied to measurable outcomes, reinforcing an inventive, results‑oriented mindset.

Learning & Knowledge Sharing: Professional development is emphasized through mentorship, continuing education stipends, and tuition reimbursement. Messaging and testimonials highlight space for growth and leadership support for creating opportunities.

Authentic & Consistent Values: Values around client experience, integrity, ambitious goals, and teamwork are prominently and repeatedly communicated, with leadership tying decisions to client outcomes and execution quality.

Collaborative & Supportive Culture: Colleagues are often described as intelligent and collaborative, working cross‑functionally across engineering, trading, and product with proactive assistance and mutual support.

Efficient & Empowering Processes: Engineering practices emphasize rapid onboarding, standardized local environments, faster CI/CD, and shifting security left, signaling investment in developer productivity.

Collaborative & Supportive Culture: Colleagues are described as smart, friendly, and teamwork‑oriented, with cross‑time‑zone collaboration and in‑person connection points that build strong working relationships. Onboarding programs like DK Immersion and well‑resourced setups help new hires feel welcomed and effective.

People-First Culture: The company emphasizes inclusion, equity, and belonging and encourages people to bring their authentic selves to work. Business Resource Groups (e.g., DK Shades, DK Women, DK Pride) and flexible arrangements signal care for individual needs.

Accountability & Ownership: The environment promotes a winning, innovation‑driven mindset where individuals own ideas, roles, and growth. Autonomy and a builder mentality are highlighted as part of day‑to‑day expectations.

Cultural Alignment: The mission centers on helping patients achieve their health goals, with teams encouraged to start from patient needs and work backward. Principles like “Fight for patients” and “Deliver results” are positioned as day-to-day guides.

Accountability & Ownership: Principles such as “Full ownership” and “Inch by inch” set expectations for end-to-end accountability and steady, measurable progress. Emphasis on “Swim in the data” signals decisions grounded in metrics.

Innovation & Creativity: A vertically integrated platform and internal “Rockathon” hackathons create room to experiment across telehealth, pharmacy, labs, and care apps. This builder ethos supports shipping end-to-end patient experiences.

Accountability & Ownership: Ambitious goal-setting, a bound firmwide “goal book,” and a “best idea wins” ethos set clear targets and tie responsibility to measurable outcomes. Direct feedback and a high-performance bar reinforce personal ownership of results.

Learning & Knowledge Sharing: A structured six‑week onboarding with academic content, simulations, decision‑making exercises, and strategy games like poker signals deliberate investment in rapid skill development. Core values explicitly emphasize continuous learning and empowering high performers.

Collaborative & Supportive Culture: In‑office meals, fitness facilities, wellness programs, and firm events are designed to keep teams working together in person. Community and mentoring initiatives sit alongside the performance focus to strengthen connection and shared purpose.

Collaborative & Supportive Culture: Teams are encouraged to partner closely across engineering, product, mission, and business development with direct, transparent, and supportive communication. Feedback suggests user‑proximate, cross‑functional work and intentional hiring of low‑ego teammates build trust and shared wins.

Accountability & Ownership: Employees are asked to "own the outcome" with high autonomy, speed, and a bias to action, including building and iterating directly with users. Feedback suggests early responsibility and trust reinforce a results‑oriented mindset.

People-First Culture: The organization explicitly prioritizes sustainability over burnout with generous PTO, mental‑health support, and a remote‑first setup to optimize individual working conditions. Feedback suggests these policies are designed to enable strong performance while maintaining well‑being.

Innovation & Creativity: The culture emphasizes moving fast, challenging conventions, and rewarding smart risk‑taking to drive breakthrough solutions. External recognition highlights programs that encourage experimentation and visible product launches.

Learning & Knowledge Sharing: Formal programs like SharkNinja University and ongoing technical and leadership courses signal structured development and continuous learning. Structured training and steep learning curves reinforce access to skills growth in a high‑velocity environment.

Accountability & Ownership: Roles often come with broad responsibility, visible launches, and autonomy that enable rapid impact. Early‑career paths are described as career‑accelerating with opportunities to take ownership across functions.

Authentic & Consistent Values: A mutual-company mindset centered on integrity, humanity, and long‑term promises shows up as pride in serving families over decades. Community impact through the New York Life Foundation and bereavement/youth programs reinforces a purpose‑led identity.

Learning & Knowledge Sharing: Structured training and sponsorship for licenses/designations are emphasized as differentiators for early‑career financial professionals. Development paths and mentorship are positioned as core to helping people succeed.

Collaborative & Supportive Culture: A collegial, family‑like atmosphere is frequently described, with colleagues and managers willing to help one another succeed. Teamwork and a supportive tone are highlighted across corporate and field contexts.

Innovation & Creativity: The organization advances an AI‑forward, builder mindset with internal assistants (e.g., AskApex/Ask Ascend) to speed workflows and unlock knowledge access. Its purpose of “frictionless investing for everyone” and publicized innovation accolades reinforce a focus on inventive, impact‑oriented work.

Learning & Knowledge Sharing: Continuous learning, bi‑weekly 1:1s, mentorship, and training are emphasized, with programs designed to make AI usable for both technical and non‑technical employees. Knowledge access is intentionally accelerated through internal AI tools and structured development practices.

Collaborative & Supportive Culture: Teammates are described as helpful and flexible, with instances of strong support during personal hardships and an emphasis on respectful, inclusive collaboration. Stated behaviors like Empathy and Teamwork signal everyday norms that reinforce mutual support.

Cultural Alignment: A collector-first ethos and shared passion for the hobby infuse purpose into work across PSA/PCGS/WATA and related teams. Company materials highlight “collector obsession” and equal respect for every item, reinforcing alignment between values and day-to-day craft.

Collaborative & Supportive Culture: Colleagues are often described as friendly, supportive, and mission‑aligned, with cross‑functional teams of hobbyists and technologists working closely. Leadership forums, all‑hands, and open channels encourage connection and accessible collaboration.

Learning & Knowledge Sharing: Stated values emphasize investing in people, long‑term careers, curiosity, and sharing knowledge, and feedback suggests employees find opportunities to learn new skills and grow. Encouragement to surface hard topics early signals an environment that supports learning through candor.

Learning & Knowledge Sharing: Formal values and company materials consistently promote continuous learning, and employees are encouraged to use the same upskilling resources provided to customers. Feedback suggests internal programs and platform access align day‑to‑day work with a learning‑first mission.

Collaborative & Supportive Culture: Descriptions highlight a “one team,” open, casual environment with cross‑functional teamwork and open‑door practices. Feedback suggests many employees experience supportive immediate managers and peers despite broader organizational challenges.

Recognition, Pride & Shared Success: Public messaging stresses measurable skill‑building and an AI‑forward platform, which can foster pride and purpose for those motivated by impact in learning technology. Feedback suggests the mission and product resonance contribute to shared accomplishments in some teams.

People-First Culture: Holistic benefits and well‑being programs (such as Well‑Being Wallet reimbursements, health savings incentives, and strong retirement contributions) are positioned as cultural pillars. A mission‑driven mutual ethos emphasizes valuing people and serving policyowners over shareholders.

Collaborative & Supportive Culture: Open‑to‑all Business Resource Groups and a “one company, one culture” code encourage inclusion, belonging, and cross‑community support. A structured hybrid model prioritizes in‑person collaboration while retaining flexibility through company‑wide and additional remote weeks.

Recognition, Pride & Shared Success: Consistent Top Places to Work and Best Places to Work accolades are highlighted as external validation of employee experience. A clear purpose tied to helping people secure their future fosters pride and shared commitment.

People-First Culture: A remote-first, people-first setup emphasizes flexibility, empathy, and supporting employees as whole humans so they can bring their best selves to work. Personalized, cross-functional onboarding and caring gestures signal that individuals are valued from day one.

Fun, Rituals & Connection: Rituals like “Sparkiversaries,” lively Slack threads, social and wellness events, and gestures for life milestones cultivate connection across a distributed team. Intentional in-person gatherings and cross-team lunch-and-learns further strengthen relationships.

Efficient & Empowering Processes: An explicit Spark Operating System promotes clarity, calendar mastery, deep-work protection, and communication excellence to make remote collaboration effective. Clear Slack norms and structured onboarding reduce noise and build shared context quickly.

Authentic & Consistent Values: Mission-first language and clearly codified values (Customer Obsessed, Team Players, Ambitious, Empowered, Focused) are woven into storytelling and product priorities, signaling cultural alignment in daily work. The youth‑sports purpose acts as a cultural anchor that guides decisions.

Fun, Rituals & Connection: A remote‑first setup is complemented by intentional in‑person rituals like GC Connect that bring 200+ teammates together to align on values and build relationships. This cadence emphasizes maintaining connection to sustain culture in a distributed environment.

Accountability & Ownership: The Empowered and Focused values promote decision‑making close to the work and saying no to distractions, reinforcing ownership and clarity. This approach invites autonomy with clear accountability in a distributed setting.

Learning & Knowledge Sharing: Leaders emphasize creativity, continuous learning, and making people more marketable over time, with regular mechanisms to tune the culture. Remote-first, cross-functional work and ambitious problem spaces are presented as strong on-the-job learning opportunities.

Accountability & Ownership: Values such as Be an Owner, Deliver Quality Results, Move at Dandy Speed, and Win as One set a high-accountability, outcomes-first tone. Role descriptions call for initiative, autonomy, and solving hard problems in a fast, builder-oriented environment.

Collaborative & Supportive Culture: Colleagues are often described as wonderful, caring, and helpful, and the culture language stresses winning as one. Remote-first collaboration and strong peer relationships are cited as day-to-day positives in many teams.

Collaborative & Supportive Culture: Teams are described as collaborative, with inclusive ERGs and local culture committees building community and keeping people connected. The structured hybrid rhythm with in‑person rituals further supports cross‑team partnership.

Accountability & Ownership: Core behaviors emphasize empowerment and 'Own the Results,' and individuals are portrayed as trusted to make an impact. People are expected to raise the bar and take responsibility for outcomes.

Open Communication: Monthly all‑hands, access to leaders, and engagement surveys establish frequent company dialogue. Transparency is explicitly cited as part of how teams work and make decisions.

Authentic & Consistent Values: Stated values—Win Together, Be Accountable, Stay Curious, Listen to Understand, and Go Above & Beyond—are prominently tied to daily work and decision-making. Leadership reinforces mission alignment through regular OKR discussions and enablement rituals that embed these values in practice.

Collaborative & Supportive Culture: Teams describe a collaborative, high-ownership environment with accessible managers, cross-functional projects, and a person-first tone across both in-office and remote groups. Regular all-hands, public shout-outs, and frequent coaching create visible moments of recognition and shared wins.

Healthy Workload & Retention: Engineering rhythms protect deep-work time with clear meeting cadences and a balance of synchronous and asynchronous collaboration across time zones. Flexible PTO, outcome-focused scheduling, and manager-encouraged boundaries aim to sustain engagement while avoiding overextension.

Recognition, Pride & Shared Success: Purpose‑tied recognition programs (e.g., Purpose and Above & Beyond awards) and repeated inclusion on prominent workplace lists signal celebration of impact and widespread pride. The purpose "Always with you, building a more confident future" is consistently used to rally teams around shared success.

People-First Culture: Well‑being offerings span mental health access, holistic BeWell resources, robust time off, and targeted support like Thrive Resets for high‑stress roles. These touchpoints are embedded into workflows rather than treated as add‑ons, emphasizing care for daily experience.

Open Communication: Regular MyVoice listening, CEO town halls, and team‑level action planning are used to surface issues and implement changes. Leaders review inputs with teams and action committees drive improvements, indicating ongoing dialogue and follow‑through.

Collaborative & Supportive Culture: Cross‑functional teaming among engineering, AI, and revenue‑cycle experts and rituals like retrospectives and cross‑team standups are used to reduce silos. Feedback suggests day‑to‑day collaboration is a cultural cornerstone.

People-First Culture: Benefits and belonging emphasize inclusive hiring and an ethos of bringing one’s authentic self, supported by mental‑health resources, flexible PTO, parental leave, and retirement benefits. Feedback suggests wellbeing and flexibility are treated as integral to how work gets done.

Recognition, Pride & Shared Success: Values awards, all‑hands shout‑outs, spot bonuses, and public milestones make contributions visible. Feedback suggests recognition is intentionally tied to cultural values and impact.

Collaborative & Supportive Culture: Colleagues are often described as friendly, inclusive, and quick to help, with teamwork and idea flow emphasized without heavy bureaucracy.

Learning & Knowledge Sharing: Hands-on learning and knowledge sharing are emphasized, with training, troubleshooting exposure, and cross-department skill-building seen as core to growth. Feedback suggests questions are encouraged and mistakes are treated as learning opportunities.

Authentic & Consistent Values: A mission to reduce e-waste and bridge the digital divide is woven into daily work, reinforced by clear values like “The Rigatoni Rule,” “Show up,” and “No excuses.” Many describe feeling purpose and pride from repurposing hardware for communities and nonprofit partners.