Top NYC, NY Companies With Best Company Culture (8,364)

Collaborative & Supportive Culture: Colleagues are often described as great people and helpful, contributing to a friendly, positive environment. A virtual‑first model with culture committees and intentional connection rituals further reinforces day‑to‑day support.

Healthy Workload & Retention: Work–life balance and flexibility are portrayed as above‑average, with remote/hybrid options and practices designed to maintain balance. People highlight the ability to work virtually with intentional moments of connection rather than rigid office mandates.

Empowering & Trusting Leadership: Employees are trusted with significant responsibility and autonomy to solve problems, and leaders are described as open to feedback and change. Many cite ownership in their roles and freedom to deliver outcomes.

Open Communication: Daily check-ins, bi-weekly retrospectives, and regular 1:1s with the CEO and CTO provide multiple avenues to voice concerns and align quickly. Leadership highlights transparency in recruiting and operations to keep information flowing.

Accountability & Ownership: The Four Oso Expectations emphasize Ambition and Ownership, with individuals taking broad responsibility to solve problems end-to-end and optimize for results over process. Team members are expected to "see trash on the floor, pick it up," reinforcing outcome accountability.

Fair & Equitable Treatment: Hiring relies on predetermined scorecards and a deliberately diverse pipeline to reduce bias and ensure fairness. Compensation is set based on expected contribution rather than tenure, signaling equitable treatment across roles.

Collaborative & Supportive Culture: Colleagues are described as “great people,” and cross‑disciplinary teams work together to challenge ideas and deliver customer impact. Mentions of a “friendly atmosphere” and supportive peers suggest collaboration is a day‑to‑day norm in some groups.

Cultural Alignment: The focus on cyber‑risk management and Axio360’s impact is cited as giving day‑to‑day meaning in certain roles. Purpose‑oriented phrases like “great cause” indicate alignment with the mission.

Learning & Knowledge Sharing: A “constant learning environment” with job training, conferences, and lunch‑and‑learns is highlighted. Leaders are presented as accessible, encouraging knowledge sharing across functions.

Collaborative & Supportive Culture: Colleagues are often seen as smart, kind, and willing to help, with teams rallying around a member‑first mission. Flexibility, hybrid options, and strong benefits are noted as reinforcing supportive teamwork and balance.

Recognition, Pride & Shared Success: Company‑wide rituals like peer‑nominated Values Awards and the “Chimetacular” celebration spotlight value‑aligned impact across functions. External honors that weigh employee trust reinforce a sense that contributions are seen and appreciated.

People-First Culture: Well‑being programs (flexible PTO, parental leave, mental‑health support) and inclusive communities (resource groups, service initiatives) signal care for employees as people. Onboarding warmth and mission pride further suggest a human‑centered environment.

People-First Culture: Benefits such as equity, stock purchase plans, retirement match, flexible or remote work, wellness programs, and generous leave are prominently offered. These offerings signal investment in wellbeing and trust through flexibility and support.

Collaborative & Supportive Culture: Colleagues are often described as smart, kind, and supportive, with camaraderie within teams. Inclusive, open-minded environments and supportive leaders are frequently highlighted.

Cultural Alignment: The mission of economic empowerment and meaningful problems to solve are cited as motivating. This purpose orientation fosters pride and a sense that work matters.

Recognition, Pride & Shared Success: Work tied to patient outcomes is described as meaningful and satisfying, fostering pride in the mission. Company materials emphasize a patient-first culture and external recognition, reinforcing a shared sense of purpose.

Collaborative & Supportive Culture: Colleagues are often seen as strong teammates with supportive managers and some flexibility by location or role helping teams succeed. ERGs, team activities, and on-site community elements contribute to connection and day-to-day support.

Learning & Knowledge Sharing: Opportunities to learn in a fast, action-oriented environment are highlighted across roles. The culture code’s focus on seeking truth, feedback, and continuous improvement encourages knowledge sharing and growth.

Recognition, Pride & Shared Success: Company materials describe structured recognition programs—value‑tied awards, spot bonuses, milestone gifts, and all‑hands shoutouts—that make contributions visible. Public accolades and culture badges reinforce pride in the workplace, even if they represent only part of the picture.

Collaborative & Supportive Culture: Colleagues are frequently portrayed as smart, kind, humble, and collaborative, with strong camaraderie and cross‑team connection rituals. Employee resource groups, hackathons, and global gatherings are positioned as pillars that sustain a sense of belonging.

Accountability & Ownership: Roles are framed with high autonomy and ownership, clear career paths, and opportunities to tackle complex problems in a fast‑moving setting. Mentorship, apprenticeship, and development allowances signal investment in growth and self‑directed impact.

Collaborative & Supportive Culture: Colleagues are often described as friendly, approachable, and team‑first, with open, cross‑team collaboration encouraged. Mentorship and pairing between traders and engineers are highlighted as normal working patterns.

Learning & Knowledge Sharing: Structured programs such as Belvedere Trading University, mock trading, and formal mentorship are presented as core to continuous development. Early ownership and skill‑building across trading and technology are common expectations.

Healthy Workload & Retention: Work–life balance is consistently characterized as strong for a trading firm, with practices and perks that encourage time off and well‑being. A supportive day‑to‑day environment with reasonable hours is frequently emphasized.

Empowering & Trusting Leadership: Leaders are portrayed as caring, self‑reflective, and supportive, creating space for autonomy and growth. Actions include encouraging time off, recognizing individuals beyond their roles, and investing in development.

Accountability & Ownership: Roles are designed with high autonomy and end‑to‑end responsibility, letting individuals leave a clear imprint on outcomes. Stated principles like “own the outcome” and “commit to your craft” reinforce trust and accountability.

Collaborative & Supportive Culture: Teams are described as sharp, supportive, and transparent, with extensive documentation and visibility into decisions. Principles such as “We’re One Team” and “Feedback is Fuel” align with open collaboration.

Authentic & Consistent Values: Values are explicitly codified in a 'How We Do Things' handbook and used in hiring and day-to-day decisions, signaling the culture is lived rather than poster-deep. Feedback suggests the ACE values (authenticity, courage, empathy) show up in rituals and decision-making.

Fun, Rituals & Connection: Distinctive, people-focused perks like ERGs, Summer Fridays, and a monthly date stipend emphasize real-life connection and belonging. Biweekly all-hands and NYC gatherings reinforce community and shared moments.

Collaborative & Supportive Culture: Colleagues are often seen as genuine, hardworking, and welcoming, with people willing to help each other. Leadership efforts to solicit internal feedback and maintain open communication contribute to a supportive environment.

Collaborative & Supportive Culture: Colleagues are often seen as kind, respectful, and eager to help, with a strong sense of community and team support. Feedback suggests accessible leaders and cross‑level collaboration foster day‑to‑day support.

Recognition, Pride & Shared Success: Managers publicly celebrate milestones and maintain shoutout channels, highlighting individual impact. Feedback suggests frequent recognition rituals that reinforce pride and shared wins.

Fun, Rituals & Connection: A high cadence of inclusive events—happy hours, themed celebrations, karaoke, and clubs—intentionally builds camaraderie. Feedback suggests these rituals help people feel connected and valued beyond core work.

Collaborative & Supportive Culture: Colleagues are often seen as supportive and teams work well together across functions, fostering strong peer camaraderie. Feedback suggests helpful teammates, mentorship, and active employee communities that build belonging.

Recognition, Pride & Shared Success: Pride in the NBCUniversal brand and marquee work is a consistent motivator that elevates morale. Company spotlights and community programs reinforce shared wins and a sense that individual contributions matter.

Empowering & Trusting Leadership: Employees describe teams where they feel valued, trusted, and encouraged to take ownership. Feedback suggests local leaders often provide autonomy and support for growth.

Collaborative & Supportive Culture: Colleagues are often described as respectful and collaborative, with teams working well together. Feedback suggests many feel supported by peers and managers in day-to-day work.

Recognition, Pride & Shared Success: Manager accessibility, regular company messages that recognize wins, and team rituals for public shout‑outs signal deliberate celebration of contributions. Feedback suggests these practices help people feel seen and appreciated.

Fair & Equitable Treatment: Pay and benefits are considered solid relative to other aspects, reinforcing a sense of being rewarded fairly. Feedback suggests compensation is a notable strength across many groups.

Collaborative & Supportive Culture: Colleagues are often described as kind, intelligent, and collaborative, with cross‑functional input from ideation through review so no one works in isolation. Feedback suggests this creates strong camaraderie and day‑to‑day support.

Learning & Knowledge Sharing: Employee‑led workshops, development weeks, and a documentation‑heavy approach make context accessible and encourage ongoing skill sharing. Feedback suggests structured knowledge transfers and public Q&A help people grow and contribute.

Recognition, Pride & Shared Success: People highlight feeling “valued” and “well taken care of,” with recognition rituals and visible investment in employee growth and equity opportunities. Feedback suggests pride in the product and approachable leadership reinforce a sense of appreciation.

Recognition, Pride & Shared Success: Recognition is highlighted through signals that many feel welcomed on joining and that opportunities for special acknowledgment are common. Colleagues also describe a sense of impact tied to meaningful responsibility.

Accountability & Ownership: People are described as being entrusted with substantial responsibility and visible scope. This ownership aligns with a product‑centric environment and leadership presence close to the work.

Collaborative & Supportive Culture: Teams are portrayed as low‑ego, hands‑on, and cross‑functional, with leaders working side by side and regular in‑person rituals that foster connection. Shared practices like show‑and‑tells and collaborative iteration reinforce a supportive rhythm.

People-First Culture: Comprehensive benefits, flexible/hybrid work, and structured inclusion programs (ERGs, family and mental‑health support) reinforce care for wellbeing and belonging. Feedback suggests employees can take time to recharge while accessing resources that support different life stages.

Collaborative & Supportive Culture: Cross‑functional collaboration and respectful teamwork are emphasized, with colleagues described as supportive and welcoming, fostering camaraderie and trust. Knowledge‑sharing and approachable peers help teams solve problems together.

Innovation & Creativity: A design‑first, maker‑centric ethos encourages experimentation through hack weeks and side projects, signaling pride in craft and creative ownership. Employees are given autonomy to develop ideas and contribute to polished outcomes.

Collaborative & Supportive Culture: Colleagues are often described as supportive, team‑first, and eager to help, with “win as a team” showing up in day‑to‑day collaboration. Feedback suggests welcoming onboarding and strong peer networks help people feel seen and included early.

People-First Culture: Company messages emphasize a People Pact, wellbeing resources, flexibility, and benefits that signal care for employees’ lives and work. Feedback suggests these programs contribute to a sense that the organization values wellbeing and sustainable success.

Recognition, Pride & Shared Success: Internal awards, spotlights, and stories of impact reinforce that contributions matter and build pride in affiliation. Feedback suggests visible cultural touchpoints and employer recognition amplify a shared sense of accomplishment.

Transparency & Integrity: Communication includes transparent rationale for goals, performance, and salary decisions alongside frequent, candid updates. Clear visibility into decision-making and direction reinforces trust across the organization.

Empowering & Trusting Leadership: Work is framed as meaningful and mission-driven, and ideas are taken seriously which fosters ownership and autonomy. An outcome-focused environment enables individuals to contribute impactfully and take initiative.

Fair & Equitable Treatment: Compensation is described as fair or above market, paired with flexible, remote‑friendly policies and supportive onboarding. Together these practices reflect equitable treatment and tangible investment in people.

Cultural Alignment: Work closely tied to the collecting hobby makes day-to-day tasks feel meaningful and connected to the company’s mission. Enthusiasts often enjoy handling cards and coins and express pride in the purpose of the work.

Collaborative & Supportive Culture: Colleagues are often seen as supportive, with camaraderie, great teams, and a peaceful work environment in some locations. Training and teamwork help new hires get up to speed.

Recognition, Pride & Shared Success: Established employee awards and internal spotlights aim to honor contributions and build a sense of appreciation. Individuals note a feeling of personal appreciation when efforts are acknowledged.

Learning & Knowledge Sharing: Company materials and narratives describe mentorship, job training, early‑career programs, and cross‑company exposure that accelerate growth. Opportunities to surface ideas from any level and get ‘runway’ to lead initiatives reinforce a learning mindset.

Collaborative & Supportive Culture: Colleagues are often portrayed as smart, supportive, and enjoyable to work with, fostering strong peer dynamics. Cross‑location collaboration and team interactions are emphasized across the portfolio.

People-First Culture: Benefits such as hybrid work, paid parental leave, 401(k) match, mental‑health resources, learning support, and celebratory events are prominently advertised. Recurring employer awards and philanthropic initiatives further signal investment in people.