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

People-First Culture: Remote flexibility, unlimited PTO, and a focus on behavioral health and wellness reflect care for employees as individuals. Leadership is described as supportive during personal needs and attentive to well-being.

Collaborative & Supportive Culture: Colleagues are often seen as collaborative, kind, and team-oriented, with thoughtful discussions and supportive leadership shaping day-to-day work. Cross-functional teamwork and a helpful peer environment are frequently highlighted as strengths.

Cultural Alignment: Mission-driven work empowering neurodivergent individuals and caregivers fosters pride and personal connection to impact. Many describe feeling their contributions create positive change, reinforcing shared purpose.

People-First Culture: The company articulates a worker-first ethos focused on helping hourly workers earn a better living with offerings like next-day pay, telehealth, and financial tools. Internal perks such as 401(k) matching, equity, remote flexibility, and unlimited vacation reinforce a people-centered stance.

Efficient & Empowering Processes: Flexible shift selection and next-day pay enable individuals to choose when they work and access earnings quickly. Remote-flexible programs and flexible schedules support autonomy in how work gets done.

Innovation & Creativity: An AI-forward approach underpins product development, including matching, shift prediction, and an AI talent agent to surface skills and expand opportunities. Teams emphasize shipping fast and experimentation, reflecting a culture that tries new ideas.

Authentic & Consistent Values: Leadership frames the company around “content made by people for people,” with People as the “hero brand,” giving teams a clear editorial north star and consumer focus. Feedback suggests this brand-led identity reinforces a people-first ethos across a broad lifestyle portfolio.

Collaborative & Supportive Culture: Cross-brand collaboration with the in-house Studio enables integrated campaigns and experimentation across platforms. Shared services and mature infrastructures create frequent opportunities to partner across brands and functions.

Learning & Knowledge Sharing: Expert networks, standards-driven work, content testing, and studio support foster craft development for journalists, editors, producers, and branded-content creatives. Feedback suggests off-platform growth and creator collaborations expand skill-building in social and video.

Authentic & Consistent Values: Values are explicitly codified (e.g., Start with the Customer, Own the Outcome, Bias for Action) and used in hiring, promotions, and day‑to‑day decisions. This explicit playbook signals consistency between stated principles and expected behaviors.

Fun, Rituals & Connection: Company‑wide rituals such as Global Kick‑Off, hackathons, frequent all‑hands celebrations, and team lunches are centerpieces of the in‑person‑first culture. These events are positioned to deepen relationships, spark collaboration, and build belonging.

Transparency & Integrity: Salary and career‑ladder transparency, weekly CEO reports, and an openly shared handbook are emphasized as core practices. This focus aims to provide clear context, reduce ambiguity, and strengthen trust across teams.

Accountability & Ownership: Values like “Own it” and an urgency mindset set clear expectations for autonomy and delivering outcomes. A proof‑over‑promises stance around permissioned data and “truth” further reinforces accountability.

Collaborative & Supportive Culture: Open‑door leadership, cross‑functional collaboration, and deliberate in‑person gatherings foster connection across a distributed team. Team and company outings add structured touchpoints that reinforce cohesion.

Learning & Knowledge Sharing: Mentorship, training resources, ERGs, and sales rituals like role‑plays and internal pitch sessions promote continuous skill‑building. A “win or learn” ethos normalizes experimentation and shared learning.

Learning & Knowledge Sharing: Significant investment in digital upskilling, internal labs, and badges is positioned as a core cultural pillar and everyday practice. Employees cite structured development and broad client exposure that accelerate growth.

Collaborative & Supportive Culture: Team-oriented delivery and a “community of solvers” ethos are emphasized across purpose and values materials. Many describe supportive teams and mentorship that help navigate client demands.

Recognition, Pride & Shared Success: External employer accolades and strong brand prestige contribute to pride in affiliation and shared success. Public listings and leadership messaging reinforce a culture that celebrates people practices and hybrid norms.

Collaborative & Supportive Culture: Collaboration across teams is emphasized through a “One BlackRock” ethos and apprenticeship-focused, in‑office rhythms intended to foster teaming and mentorship. Colleagues are often seen as smart and supportive, creating strong peer networks for complex work.

Learning & Knowledge Sharing: Structured programs like academies, leadership curricula, and hackathons, alongside exposure to a high‑scale platform, provide substantial learning opportunities. Feedback suggests strong avenues for skill growth and internal mobility.

Authentic & Consistent Values: Culture is explicitly anchored to five core principles and a client‑first mission, used as a common language for how work gets done. Volunteering, giving programs, and a stewardship narrative reinforce purpose beyond financial outcomes.

Collaborative & Supportive Culture: Teams operate across many locations with smart, ambitious colleagues in a multicultural setting, and public materials emphasize open communication, idea‑sharing, partnership, and mutual respect.

Empowering & Trusting Leadership: Individuals are entrusted with significant responsibility and leadership is portrayed as invested in well‑being and growth, reinforced by first‑name familiarity and a respectful tone.

Learning & Knowledge Sharing: Learning budgets, training programs, peer learning, and rapid internal mobility in some regions signal visible investment in continuous development.

Learning & Knowledge Sharing: Open-source releases, reading groups, and encouragement to write and present indicate a strong practice of teaching and knowledge exchange. Bench time, L&D stipends, and bonuses for public contributions make learning a built-in part of the job.

Collaborative & Supportive Culture: Cross-functional teamwork, peer reliance to solve problems, and community events like Empire Hacking point to a collegial, help‑oriented environment. Mentorship, approachable leadership, and knowledge exchange across teams reinforce day‑to‑day support.

Empowering & Trusting Leadership: Remote‑first operations, flexible hours with results‑oriented expectations, and autonomy in project focus reflect high trust and ownership. Clear norms for async work and documented processes reduce the need for constant oversight and enable independent execution.

Accountability & Ownership: Empowered teams and individual ownership over outcomes are emphasized, with principles like Take Ownership and Commit & Do shaping day-to-day decisions. Autonomy is prioritized over heavy hierarchy, enabling faster execution and personal accountability.

Transparency & Integrity: Practices such as sharing context behind decisions, opening business metrics, and practicing radical candor are codified and encouraged. These norms are presented as mechanisms to build trust and align teams for speed.

Learning & Knowledge Sharing: The culture stresses maximizing learning and smart risk-taking, with early‑career programs that promote growth from day one. Engineering narratives highlight metrics‑led improvement, code reviews, and a zero‑bug stance that reinforce continuous learning.

Authentic & Consistent Values: Values are clearly codified (Walk a mile, Push the pace, Play offense, Raise the bar, Enjoy the ride) and consistently emphasized in hiring and day-to-day expectations. Practices like deep customer understanding and proactive execution reflect these values in action.

Collaborative & Supportive Culture: Colleagues are described as smart and collaborative, with cross‑functional understanding between product, engineering, and go‑to‑market teams. Celebrating wins and supporting one another aligns with the “Enjoy the ride” ethos.

Fun, Rituals & Connection: Office‑first rituals like monthly happy hours, sports outings, and quarterly all‑hands foster connection and community. Catered lunches and frequent in‑person gatherings reinforce an engaged, IRL team dynamic.

Authentic & Consistent Values: Values such as (Super) Human‑Centered, Win with Grit, Craft Remarkable Delight, Think from First Principles, Grow Ideas from Anywhere, and Prioritize the Pond are codified and referenced in rituals and decisions. The stance that AI should amplify people and the continuity of frameworks like EAGER and MOVE indicate principles shaping day‑to‑day behaviors.

Collaborative & Supportive Culture: Mechanisms like Dory (ranked Q&A), open idea flow from anywhere, and team‑first competition foster shared ownership and constructive debate. Inclusion programs like Circles and cross‑team hackathons create connection across a remote‑first hybrid setup.

Learning & Knowledge Sharing: A strong writing and documentation culture with a centralized wiki, plus global hack weeks, encourage transparent knowledge flow and experimentation. Onboarding emphasizes context‑sharing and peer support to help new hires ramp effectively.

Transparency & Integrity: An ethics‑first posture emphasizes unbiased plan comparisons regardless of compensation. Public materials underline a fiduciary‑like orientation and decoupling recommendations from economics.

Collaborative & Supportive Culture: A small, high‑talent team is said to rally to solve problems, with pillars that emphasize investing in each other. Accessible leaders and good training are highlighted alongside remote flexibility.

Accountability & Ownership: Cultural pillars promote ‘Ownership Without Ego’ and end‑to‑end problem solving with a bias to action. Roles are built around people in an intentionally lean structure designed for outsized impact.

Authentic & Consistent Values: Company purpose centers on “Breakthroughs that change patients’ lives” and four named values, reinforced through its Code of Conduct and ethics messaging. External ethics and responsibility honors are highlighted alongside commitments to access and sustainability.

Fair & Equitable Treatment: Public DEI and belonging reports, active ERGs, and inclusion recognitions indicate sustained attention to equitable treatment and belonging. Company narratives emphasize integrity and reducing healthcare disparities as part of how it operates.

Collaborative & Supportive Culture: Colleague resource groups and company‑sponsored volunteering initiatives are used to build connection, community engagement, and a sense of belonging. Hybrid options highlighted in many functions are positioned to support collaboration across teams, though practices vary by site.

Collaborative & Supportive Culture: Colleagues are often described as smart, curious, low‑ego, and respectful, with managers who are accessible and encourage thoughtful debate. Ownership and cross‑team problem‑solving norms help teams tackle complex, mission‑critical work together.

Recognition, Pride & Shared Success: Work on healthcare and interoperability problems with real‑world consequences fuels pride in craftsmanship and long‑term impact. Public recognition and employer initiatives reinforce shared success and a sense that contributions matter.

Healthy Workload & Retention: Wellbeing is supported through a single PTO bank and an Employee Assistance Program offering counseling, coaching, and legal/financial resources. The company signals intent to sustain balance and workload, with structured flexibility in some groups.

Collaborative & Supportive Culture: Colleagues are often described as supportive across teams, with a team‑first, “in this together” ethos and cross‑functional collaboration. A people‑oriented environment emphasizes ownership while maintaining a constructive, helpful tone.

Authentic & Consistent Values: Clear, codified values—Growth Mindset, Guided by Data, Agency & Urgency, and In This Together—are presented as everyday decision guides. Rituals, programs, and ways of working are repeatedly framed as expressions of these values.

Healthy Workload & Retention: Benefits and flexibility (remote‑first setup, unlimited time off, health coverage, stipends, stock options) signal investment in sustainable work. Work–life balance is highlighted positively alongside intentional wellbeing and connection programs.

Accountability & Ownership: Principles like “act like a Headway owner” and “go where you’re needed” set clear expectations to take responsibility beyond role boundaries and prioritize company outcomes. This ownership ethos grants latitude to solve problems across functions with strong follow‑through.

Collaborative & Supportive Culture: Descriptions highlight kind, mission‑driven teammates who collaborate across functions and pitch in beyond their roles. Rituals such as the annual HeadAway offsite and value‑based recognition reinforce connection and shared purpose.

Adaptability & Agility: Culture materials emphasize speed, adaptation, and testing ideas quickly to pursue an industry‑reinventing mission. Focus on the “vital few” priorities and cross‑functional problem‑solving supports rapid iteration.

Open Communication: Leaders are described as transparent and accessible, with weekly Thursday all‑hands shaping how information is shared across the company. This recurring forum signals an emphasis on broad context‑setting and approachable leadership.

Learning & Knowledge Sharing: Structured learning access through an LXP, Udemy, and ExecOnline supports a "grow with confidence" ethos for employees. Development tools and shared rituals indicate intentional investment in continuous learning.

Collaborative & Supportive Culture: Camaraderie and teamwork are explicitly emphasized via COGIS and reflected in accounts of supportive, collaborative teams. Colleagues are often seen as generous partners, reinforcing day‑to‑day support.

Learning & Knowledge Sharing: Budgets for tools, courses, and conferences, customized development tracks, and a promote-from-within approach signal sustained investment in growth and knowledge exchange. Content emphasizes innovation and cross-functional sharing to help teams ship quickly without sacrificing standards.

Adaptability & Agility: Leaders frame culture around courage, high EQ, and the ability to pivot in a fast-moving, AI-driven environment. Emphasis on rapid iteration and shifting priorities points to comfort with change.

Collaborative & Supportive Culture: Cross-functional collaboration between engineering, IT, and business users is highlighted alongside an open-door policy and in-person all-hands. A NYC hub with team events and offsites fosters face time and cohesion.

Authentic & Consistent Values: Core values are clearly published and reiterated across company and investor materials, signaling consistent principles that guide behavior. Messaging around “Own What You Do” and “Make It Matter” emphasizes accountability and impact.

Collaborative & Supportive Culture: “Build Together” is reinforced through ERGs and community storytelling, and colleagues are often described as smart, supportive, and low‑ego. Inclusion programs and affinity groups contribute to a sense of belonging and internal community.

Learning & Knowledge Sharing: A curiosity‑driven environment encourages asking questions and continuous learning, with formal programs and recognition for professional development. Sales enablement and broader development focus are highlighted as part of day‑to‑day growth.