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

Open Communication: Courageous communication is emphasized through open debate, owning mistakes, and transparent collaboration, with leadership encouraging direct input across levels. Public, peer‑authored performance evaluations increase visibility and accountability for how work gets done.

Collaborative & Supportive Culture: Teams are described as empathetic and kind, with values like “Collective Success” and colleagues who are sharp, friendly, and helpful. Relationship‑building, trust, and cross‑functional support are highlighted as everyday norms.

Cultural Alignment: A mission‑first ethos centers on transforming the healthcare economy, creating a sense of purpose and pride in impact. Hiring and development are framed around enabling “the most outstanding work” of one’s career and aligning to ambitious goals.

Collaborative & Supportive Culture: Colleagues are often seen as friendly and helpful, with teams encouraging one another’s success in a highly collaborative environment. Manager interactions are frequently characterized as supportive, fostering camaraderie around mission‑critical work.

Recognition, Pride & Shared Success: Purpose‑driven national‑security work reinforces pride and a sense of shared accomplishment in protecting what matters. Company storytelling, culture-focused engagement, and recognition moments spotlight collective wins and individual contributions.

Healthy Workload & Retention: Alternative schedules such as 9/80 and role‑dependent hybrid options are highlighted as supporting balance and personal well‑being. Retention-minded practices and stable, long‑horizon programs provide continuity that encourages staying and growth.

Learning & Knowledge Sharing: Company values emphasize "Learn Together" and show up in hackathons, cross-functional collaboration, and company-wide learning events. Knowledge sharing across product, marketing, and other functions is encouraged through smaller teams and shared rituals.

Accountability & Ownership: Values such as "Own Progress and Outcomes" and "Take Action" promote personal responsibility and a bias for action. Smaller, empowered teams and a trust-based remote policy signal autonomy to lead work and make tangible impact.

Open Communication: Leadership accessibility and an "open" environment are emphasized, with transparency called out in "Build a Foundation of Trust." Idea-sharing is encouraged over hierarchy, enabling non-hierarchical contribution.

Collaborative & Supportive Culture: A non-siloed, shared R&D model with leaders who code and broad codebase access fosters easy cross-team collaboration and low‑ego teamwork. Explicit documentation and discoverability norms further reinforce cooperative work across locations.

Learning & Knowledge Sharing: Engineering habits emphasize writing things down, robust runbooks/wikis, and clear ticket/chat norms that support distributed teams and onboarding. New joiners receive significant training, transparent code review, and freedom to explore internally built solutions.

Recognition, Pride & Shared Success: Compensation and benefits are considered top‑tier, including company‑paid healthcare, family‑planning support, generous time off, meals, fitness resources, and retreats. Togetherness rituals and social events cultivate shared pride and signal investment in people.

Collaborative & Supportive Culture: Teams are described as "Go Team," cross-functional, and oriented around solving hard problems together, with kindness-forward norms and accessible channels to bring problems to each other. Cultural materials and profiles highlight open, direct collaboration when it’s time to execute.

Learning & Knowledge Sharing: Formal programs like monthly Knowledge Days, Lightning Talks, and training on feedback and effective meetings embed intentional time for exploration and skill growth into the workweek. Leaders emphasize curiosity and protect time for learning as part of day-to-day work.

People-First Culture: A flexibility-first approach, strong benefits (e.g., parental leave, sabbaticals, 100%-paid health coverage), and onboarding supports like “Onboarding Champions” are positioned to help people feel welcome and supported. DEI and belonging materials underscore equal pay practices and a commitment to inclusion.

Fun, Rituals & Connection: Recurring 'Connect' programming, wellness experiences (e.g., virtual sound baths, meditations), mixers, team‑building, and dinners with leaders keep distributed teams engaged and connected. Hybrid flexibility with coworking options reinforces regular touchpoints with leadership and peers.

Authentic & Consistent Values: DEIB is treated as a core pillar through the VOICE Coalition, ERGs, and ongoing allyship and education, with leadership framing psychological safety and authenticity as cultural goals. Principles emphasize customer obsession, agility/ownership, innovation, belonging, and social impact alongside sustainability.

Collaborative & Supportive Culture: A 'community first' outlook emphasizes people feeling appreciated and seen, supported by friendly teams and cross‑functional collaboration. Leadership‑access programs and life‑skills workshops further reinforce community and support.

Authentic & Consistent Values: Public materials consistently anchor the culture in an inclusive mission—reverse innovation, equitable access, and institutional trust—visible across the About page and client work. A formal Code of Ethics and security-first posture indicate values are codified and prioritized.

Fair & Equitable Treatment: Benefits highlight “high & equal salaries,” visa support, tech stipends, stock options for leadership roles, and refugee‑friendly hiring. These offerings signal attention to fairness for a globally distributed, mobile workforce.

Collaborative & Supportive Culture: Roles emphasize cross‑functional, client‑facing collaboration with established cross‑cultural and time‑zone practices. Periodic in‑person retreats are used to maintain cohesion for the fully remote team.

Collaborative & Supportive Culture: Culture materials emphasize valuing diverse perspectives and collective intelligence across science, engineering, and clinical teams. Colleagues and day-to-day camaraderie are highlighted as positives that reinforce cross-functional collaboration tied to patient impact.

Recognition, Pride & Shared Success: Purpose-driven language around battling cancer and “winning on behalf of patients” fosters pride and a shared mission. City-level “Best Places to Work” recognition is highlighted as a signal of employee support and acknowledgment.

Learning & Knowledge Sharing: The Culture Code promotes curiosity, seeking and accepting feedback, and operating effectively in ambiguity. Interdisciplinary work on a large data platform creates opportunities to learn quickly and share knowledge across functions.

Authentic & Consistent Values: Company materials consistently codify and repeat values like Individuals at the Center, Bias Toward Action, Seek Understanding/Remain Teachable, Serious Fun, Deliver Value, and Candor & Kindness across roles. These norms frame expectations for learning, timely feedback, and teamwork.

Collaborative & Supportive Culture: Open Q&A norms, candid communication, and “serious fun” are emphasized to build camaraderie and connection. Cross-functional problem‑solving and community presence encourage teams to work side‑by‑side.

People-First Culture: Benefits highlighted include 16 weeks paid parental leave, mental‑health supports (e.g., telehealth/talk therapy), growing PTO, a 401(k) match, and annual pay‑equity reviews. These supports are presented as reinforcing well‑being and inclusion.

Authentic & Consistent Values: Decency (DQ) is codified as a cornerstone of “The Mastercard Way” and appears in hiring and leadership language. Continued reference to DQ over many years indicates a stable, lived values framework.

Fair & Equitable Treatment: Pay‑equity analyses are published alongside DEI metrics, with explicit statements about like‑for‑like pay parity. Transparent communication of equity practices signals that fairness is prioritized.

Collaborative & Supportive Culture: Employee‑led BRGs and purpose programs (e.g., Girls4Tech) are spotlighted, positioning community and impact as part of everyday work. A hybrid‑by‑design model guided by team agreements aims to balance collaboration and focus time.

Efficient & Empowering Processes: An AI‑native operating model instruments decisions, collapses handoffs, and redesigns workflows so small, cross‑functional teams can move with rigor and velocity. Individuals are given broad scope within tech‑enabled systems intended to increase leverage across drug development.

Collaborative & Supportive Culture: Values emphasize empathy, direct and timely feedback, and cross‑functional teaming that brings tech and pharma disciplines together. Company materials describe open, low‑ego collaboration across hubs with rituals like ERGs and periodic gatherings to strengthen connection.

Learning & Knowledge Sharing: Stated norms encourage first‑principles thinking and a scientific mindset with rapid iteration, steel‑manned debates, and evidence‑based decisions. Formal development avenues—such as conferences, certifications, manager training, and leadership coaching—reinforce continuous learning.

Collaborative & Supportive Culture: Teams work cross‑functionally with clear ownership and accountability practices that keep projects moving and prevent bottlenecks. A distributed model with regular meetups and a kind, people‑focused ethos reinforces collaboration across locations.

Open Communication: Communication is described as open and transparent across levels, with explicit norms for when to use asynchronous versus live collaboration. Leadership reinforces healthy collaboration by empowering managers and sharing goals across functions.

Accountability & Ownership: Roles are framed with real autonomy and ownership of impactful work, supported by clear ownership structures. Direct access to leadership enables fast decisions and signals trust in individuals to drive outcomes.

Collaborative & Supportive Culture: Colleagues are often characterized as supportive and friendly, fostering cross-functional collaboration and an approachable, team-oriented atmosphere. Perks and flexible arrangements further strengthen day-to-day connection across functions and locations.

People-First Culture: Flexible, distributed work norms and solid benefits signal attention to personal circumstances and well-being. Stated commitments to inclusion and belonging reinforce that care for people is an explicit priority.

Recognition, Pride & Shared Success: Purpose and product impact are frequently cited as meaningful, creating pride in contributing to shopper and merchant outcomes. Recognition practices and visible contributions to growth help reinforce shared wins.

Collaborative & Supportive Culture: Colleagues are often described as capable, collaborative, and helpful, enabling a get‑things‑done atmosphere. Cross‑team problem‑solving and approachable managers make day‑to‑day execution smoother.

Learning & Knowledge Sharing: Opportunities to build skills and gain investment‑domain exposure are widely highlighted across functions and early‑career paths. Coaching‑oriented leaders and internal mobility are described as helping people grow.

Innovation & Creativity: A fast‑moving, execution‑first ethos emphasizes continuous improvement and expanding the platform. Integration efforts and product momentum reinforce a culture that prizes building and shipping.

Learning & Knowledge Sharing: Programs like formal onboarding, Learning Week, and employee-led Learning Communities make continuous development a visible norm. Feedback suggests peer-led workshops and communities embed knowledge-sharing into everyday work.

Collaborative & Supportive Culture: Cross-functional practices—such as "solve together," influence without authority, and no-blame retros—reinforce teamwork and mutual respect focused on customer value. Feedback suggests day-to-day collaboration enables ownership while keeping teams connected.

Fair & Equitable Treatment: Inclusive ERGs and allyship training sit alongside mental-health support, gender-neutral parental leave, and gender-affirming care, indicating thoughtful attention to equitable well-being. Feedback suggests these offerings help people feel welcome and supported across offices and roles.

People-First Culture: Company materials consistently emphasize a “people first” ethos, generous time-off with vacation bonuses, wellness support, and flexible remote/hybrid options. DEI training, active ERGs, and stipends for learning and home-office setups further signal sustained investment in employees.

Collaborative & Supportive Culture: Small, cross-functional teams work closely from ideation to launch, with rituals like weekly Lunch & Learns and Gathering Weeks to keep distributed teammates connected. Inclusive onboarding and open forums help new hires contribute quickly and feel supported across the organization.

Accountability & Ownership: Teams are empowered to make decisions and iterate quickly without excessive approvals, with visible impact and day-to-day recognition of work. Data-informed practices like A/B testing reinforce a culture where clarity and ownership drive results.

Collaborative & Supportive Culture: Colleagues are often portrayed as working in a founder‑first, operator‑driven model where partners and operators roll up their sleeves on decks, go‑to‑market, and data workstreams. A #BrighterTogether ethos, inclusive teamwork, and all‑voices‑heard decision‑making underpin recurring founder gatherings and cross‑functional execution.

Learning & Knowledge Sharing: The environment prizes intellectual curiosity, experimentation, and shared playbooks over “the way we’ve always done things.” Structured development (e.g., workshops, mentorship, and DEI training) and exposure to seasoned operators create frequent skill‑building.

Fun, Rituals & Connection: Founder‑only gatherings, retreats, Dock‑in weeks, and mission‑driven field experiences are used to build trust and cross‑pollinate ideas. Distributed team rituals and community programming help keep people connected across LA/NY hubs.

Authentic & Consistent Values: Core values “One Team, Partners for Life, and Courageous Innovation” are consistently positioned as the backbone for collaboration, decision‑making, and growth, with leadership framing the culture as inclusive, supportive, and fun. The mission of “Powering the Global Quality of Life” further anchors purpose and behaviors around energy transition and innovation.

Collaborative & Supportive Culture: Teams are characterized as collaborative and supportive, with cutting‑edge engineering work and a growth mindset aligning to the “Courageous Innovation” theme. Cross‑team partnership and long‑term customer focus are emphasized through messages like “Partners for Life.”

People-First Culture: Hybrid flexibility, professional development, DEI programs, and community engagement are highlighted, reinforced by recent “Best Places to Work” honors across multiple U.S. markets and certifications in several countries. Workplace narratives consistently point to an inclusive environment where employees are considered the company’s most important asset.

Recognition, Pride & Shared Success: Visible recognition mechanisms (e.g., quarterly values awards and company-wide shout-outs) and long-running external IT workplace accolades reinforce pride in contributions and impact. Company messaging ties recognition to core values like “Best Answer Wins,” elevating ideas from any level.

Learning & Knowledge Sharing: Robust onboarding, continuous training, and knowledge-sharing forums (hack nights and internal “Enovation” programs) are emphasized as everyday practices. Small, focused teams and data-driven decision-making create frequent opportunities to learn and grow.

Innovation & Creativity: Programs such as Enovation Tank/Labs and a “Be Bold and Move Fast” ethos encourage experimentation and idea generation across levels. Company materials and public profiles highlight a test-and-learn mindset and analytics-driven iteration.

Cultural Alignment: Work is framed around solving the youth mental health crisis with daily focus on student impact and access. Hiring and day-to-day norms invite candidates to tie their own stories to the mission and prioritize school and family partnerships.

Authentic & Consistent Values: Cultural principles (e.g., Seek True North, Narrow Focus, Increase Speed, Go Where You’re Needed Most) are explicitly documented and presented as lived norms guiding behavior and decisions. Expectations around earning partner trust and owning outcomes are consistently emphasized across materials and practices.

Collaborative & Supportive Culture: Colleagues are characterized as collaborative, curious, and kind, with cross-functional problem-solving beyond strict role boundaries. Tight product–operations loops and coordination with therapists, families, and schools reinforce teamwork focused on real outcomes.