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

Collaborative & Supportive Culture: Company materials emphasize teamwork, collaboration, and employee communities that foster connection across labels. Feedback suggests collaboration is a central expectation in how work gets done.

Recognition, Pride & Shared Success: Employer recognition and internal programs spotlight pride in work, welcoming environments, and formal acknowledgment of contributions. Feedback suggests celebrating "creating hits" is shared as a collective achievement.

Transparency & Integrity: A published code of conduct, human rights policy, and multiple reporting channels signal a speak‑up culture and anti‑harassment stance. The centralized ethics framework sets common standards across decentralized labels.

Collaborative & Supportive Culture: Teams are frequently described as friendly and cooperative, with cross‑functional work and hackathons encouraging partnership. Company‑wide rituals like town halls and shared updates aim to foster alignment and collective problem‑solving.

Fun, Rituals & Connection: A vibrant social calendar—BBQs, game nights, holiday parties, hackathons, and even dragon boat races—creates frequent touchpoints for connection. Paid volunteer days and community initiatives under KUBRA Cares reinforce belonging and shared purpose.

Learning & Knowledge Sharing: On‑the‑job training, mentoring, educational funding, and employee‑driven Tech Guilds signal active knowledge sharing and development. An annual hackathon and cross‑functional exposure encourage creativity and learning by doing.

Collaborative & Supportive Culture: Business Resource Groups and mental‑health communities provide peer support and programming, fostering inclusion and belonging. Associates describe teaming norms that encourage sharing ideas and experimenting together to solve real customer problems.

Learning & Knowledge Sharing: Tech‑forward programs such as Tech College, hackathons, and the Distinguished Engineer community create clear pathways for upskilling and craftsmanship. Modern engineering practices and open idea‑sharing reinforce a learn‑and‑build mindset.

Authentic & Consistent Values: Purpose is explicitly tied to “changing banking for good” and reinforced through tangible community‑investment commitments. Mission language is paired with customer‑impact narratives across company materials.

Empowering & Trusting Leadership: Company messaging highlights trust and autonomy, with employees describing being "trusted to solve challenges" and a culture of ownership and visible impact. Signals like an open, flat structure and equity for all reinforce empowerment.

Fair & Equitable Treatment: The organization explicitly centers "strength in diversity," uses inclusive job descriptions, global hiring, and skills-based interviews, and aims for fair promotion processes. Leaders elevate diverse voices through multiple forums, suggesting intentional fairness in opportunity.

Adaptability & Agility: Values such as "Stay in the fast lane" and "ship quickly, adapt constantly" frame speed as strategy while maintaining quality. Frequent iteration and tight partner collaboration indicate an agile, learning posture.

Accountability & Ownership: High ownership expectations and a builder mindset give individuals autonomy to drive outcomes, with success tied to client and team results. Stated norms emphasize clear intent, initiative, and purposeful execution.

Collaborative & Supportive Culture: Cross‑functional rituals (Slack, weekly/monthly meetings) and the view that “collaboration is a muscle” create frequent touchpoints across hybrid teams. Intentional overcommunication and partnership norms aim to keep teams aligned.

Learning & Knowledge Sharing: Structured supports like “flight school” onboarding, market‑intel channels, and learning stipends embed continuous development. A companywide emphasis on technical fluency and iteration normalizes shared expertise and rapid learning.

Collaborative & Supportive Culture: Colleagues are often seen as kind and low‑micromanagement partners who help each other succeed across disciplines. A hybrid setup with regular CEO coffee chats, on‑sites, and social events reinforces cross‑team connection.

Recognition, Pride & Shared Success: Mission‑first purpose tied to helping kids and teachers fosters pride and shared meaning in day‑to‑day work. Peer‑nominated “Work Value Awards” and stories that link work to mission visibly recognize contributions.

Healthy Workload & Retention: Work/life balance is commonly described as healthy, supported by flexibility, remote options, and generous PTO. Practices that protect personal time contribute to a sustainable pace.

Collaborative & Supportive Culture: Colleagues are often seen as supportive and kind, with teams emphasizing collaboration across remote, field, and hub roles. Mentorship, structured onboarding, and approachable managers reinforce a help‑oriented, team‑first environment.

People-First Culture: Belonging is emphasized through employee-led culture collectives, ERGs, and inclusive celebrations that connect distributed teams. Benefits, flexibility, and wellbeing programming signal attention to teammates as people, not just performers.

Cultural Alignment: Work is framed around improving patient–provider engagement and health outcomes, which many find meaningful in daily tasks. Mission-centric initiatives and community impact efforts reinforce purpose as part of the culture.

Accountability & Ownership: Values emphasize owning outcomes, urgency over perfection, and clear accountability; titles matter less than results. A small, mission-driven team expects individuals to shape product and culture and follow through end-to-end.

Adaptability & Agility: A builder mindset prizes momentum and experimentation—developer-first practices, hackathons, and fast iteration across an AI-native stack. Processes are described as lightweight but structured to maintain quality while moving quickly.

Fun, Rituals & Connection: Regular company offsites 2–3 times per year, company-sponsored outings and happy hours, and in-person collaboration in NYC are used to build connection across a hybrid/remote workforce. Clear rituals and norms support remote-first teams and help knit nationwide teammates together.

Collaborative & Supportive Culture: Colleagues are often seen as smart, helpful, and motivated, with many looking forward to daily team interactions in a generally positive environment. Employee‑led communities (ERGs such as Afroflare, Proudflare, and others) promote networking, belonging, and support.

Transparency & Integrity: Leadership emphasizes radical transparency through public incident write‑ups, postmortems, and open dialogue that normalizes learning from mistakes. The organization highlights a security‑first mindset and accountability in how it communicates decisions.

Cultural Alignment: The mission to “help build a better Internet” and codified values (Principled, Curious, Transparent) are reinforced across company communications and programs. Feedback suggests this mission‑centric framing helps people connect day‑to‑day work to broader impact.

Accountability & Ownership: Values highlight “Think Big. Move Fast. Own It,” with explicit principles like Extreme ownership and “Play to win,” signaling broad autonomy and responsibility. The CPE track emphasizes direct customer impact and “extraordinary ability,” reinforcing end‑to‑end ownership.

Collaborative & Supportive Culture: Colleagues are portrayed as highly collaborative builders who prioritize customer outcomes, with hands‑on teaming and mentorship emphasized. Positive internship accounts and emphasis on learning indicate a supportive peer environment.

Fun, Rituals & Connection: In‑office hubs, frequent team events, and annual offsites across locations like Chesapeake Bay, Deer Valley, Cabo, Napa, and New York underscore intentional community building. The in‑office vibe is described as energetic and fun, with shared meals and social connection.

Accountability & Ownership: End-to-end ownership is a core expectation, with work visibly connected to growth and outcomes and compensation tied to impact rather than titles. Teams are framed as “mini-startups” where individuals lead entire domains.

Adaptability & Agility: Speed and agility in an in-person model are emphasized, enabling quick iteration and visible launches. Builders who thrive in ambiguity are described as finding the environment energizing.

Cultural Alignment: A mission to help members “love where they live” and neighborhood programming create a community feel around the product. Cross-functional projects with real-estate and local partners reinforce a renter-centric identity.

Authentic & Consistent Values: Three core values—Own It, Elevate It, Send It—are tied to daily behaviors through onboarding, decision norms, and values-tagged recognition. The mission of “leveling the playing field” and a bias for action are consistently presented as guiding how work gets done.

Recognition, Pride & Shared Success: Visible kudos flow through Bonusly and a #kudos Slack channel, with shout‑outs explicitly linked to values hashtags (#ownit, #elevateit, #sendit). Bi‑annual summits and public acknowledgments are highlighted to celebrate wins and strengthen connection.

Transparency & Integrity: Leadership messaging emphasizes openness, including direct access to executives and sharing both wins and misses to build trust. Cultural descriptions repeatedly call out candor, purpose, and collaboration as operating norms.

Collaborative & Supportive Culture: Cross-brand digital and e‑commerce teams are described as knowledge‑sharing, and Employee Business Resource Groups host programming that creates connection across brands. Feedback suggests these communities help many feel “seen and heard.”

Authentic & Consistent Values: The “Our Social Fabric” framework and brand-embedded social impact (e.g., Coach’s Dream It Real; Kate Spade’s On Purpose and mental health focus) translate stated values into visible programs. Purpose-led and inclusive language is reinforced through ongoing ERG activity and community initiatives.

Recognition, Pride & Shared Success: Employer recognition such as Great Place to Work certifications and wellbeing accolades is prominently highlighted alongside welcoming onboarding experiences. Philanthropy and volunteering across brands further reinforce pride in the organization’s mission.

Collaborative & Supportive Culture: Cross-functional teamwork is described as a daily norm with a free exchange of ideas and autonomy. Teams blend finance, legal/credit analysis, journalism, product, data, and engineering to solve problems together.

Innovation & Creativity: Innovation is positioned as a company-wide philosophy, pairing human insight with AI and encouraging shipping improvements that move the ball forward. Ethical AI practices and security/compliance rigor frame experimentation with accountability.

Fair & Equitable Treatment: Stated commitments highlight equity, opportunity, and access with DEI initiatives, ERGs, and bias training. Community partnerships and volunteering underscore an inclusion-oriented identity where every voice is intended to be valued and empowered.

Effective & Decisive Change Leadership: Leadership messaging centers on a multi‑year culture transformation with the Optimum Leader framework and a 'One Optimum' approach to strengthen collaboration and customer focus.

Recognition, Pride & Shared Success: External workplace recognition such as Great Place to Work certification and an industry Work Culture award is prominently highlighted.

Learning & Knowledge Sharing: Corporate materials describe employee resource groups and career development programs, indicating structured avenues for learning and connection.

Empowering & Trusting Leadership: Leaders are portrayed as empathetic and caring, creating an environment of trust and support. Employees are encouraged to take ownership of projects and exercise autonomy, with managers providing hands-on coaching.

Recognition, Pride & Shared Success: Recognition is woven into rituals such as regular peer and manager shoutouts, quarterly culture awards, and celebrations of team milestones and anniversaries. Shared moments like team milestone celebrations reinforce pride and a sense of collective achievement.

Transparency & Integrity: Leadership hosts twice-monthly founder-led all-hands, weekly CEO performance updates, and open “Ask Me Anything” office hours. These practices keep priorities visible and invite direct dialogue across the company.

Collaborative & Supportive Culture: Colleagues are often seen as trusting and team‑oriented, with "we win and lose as a team," ownership over work, and low micromanagement shaping cross‑functional problem‑solving. Rituals like open forums (e.g., HBR meetings) and an "everyone has a voice" tone reinforce day‑to‑day collaboration.

Innovation & Creativity: The culture prizes experimentation and charting new territory, reflected in core values like "Progress & Innovation" and external recognition such as Fast Company’s Best Workplaces for Innovators. Operating at the center of cannabis commerce invites teams to tackle novel, regulated‑market challenges.

People-First Culture: Programs emphasize inclusion and community impact (e.g., DEI council, Pride support, Community Impact Program) alongside benefits like generous PTO, parental leave, volunteer time, remote flexibility, and professional development. Celebratory practices ("Celebrate & Reflect," spotlights, and value‑based recognition) signal appreciation for contributions.

Collaborative & Supportive Culture: Cross‑team collaboration and a strong sense of belonging are emphasized across locations, with colleagues described as supportive. Shared ownership and connection across hubs are core parts of how work gets done.

Healthy Workload & Retention: Work–life balance is framed around a results‑over‑hours ethos with hybrid flexibility. Danish norms inform a humane approach to pacing and time in office.

Fun, Rituals & Connection: Communal lunches, Friday social events, and cross‑office traditions intentionally build connection. These rituals help maintain cohesion between teams in different hubs.

Transparency & Integrity: Compensation and leveling are openly published, and hiring is framed as intentionally transparent with clearly scoped 30/60/90‑day goals. Materials also reference access to company financials and equal pay for the same role, signaling clarity and fairness.

Collaborative & Supportive Culture: Teams—particularly in Sales—are described as high‑trust and ego‑free, with leaders who join calls, strategize deals, and remove roadblocks. Colleagues celebrate wins together and step in to support one another across projects.

People-First Culture: Benefits highlight whole‑person support including comprehensive health coverage, paid parental leave, flexible schedules, and openness to adding perks employees request. Community rituals like biannual summits and volunteering partnerships reinforce connection and care.