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

Collaborative & Supportive Culture: Colleagues are described as respectful teammates with peer mentorship and open knowledge-sharing across functions, supported by employee-led communities like a Culture Club and Women’s Community Group. Remote-friendly and in-person rituals help teams challenge ideas constructively and stay connected across hubs and time zones.

People-First Culture: Employer-paid global health plan options, generous PTO, and up to 26 weeks of fully paid parental leave indicate a people-supportive operating model. Inclusive celebrations and flexible, remote-friendly programming reinforce belonging alongside day-to-day work.

Recognition, Pride & Shared Success: Mission framing around "fixing globalization" and tackling issues like forced-labor risk and counternarcotics fosters daily purpose and pride in impact. Public-sector and enterprise deployments are positioned as tangible outcomes that teams rally around.

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.

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.

Authentic & Consistent Values: A client-first, long-term focus with integrity, inclusion, and belonging is highlighted as a cultural anchor. Company materials explicitly name “respect, integrity and belonging” as core to how work gets done.

Collaborative & Supportive Culture: Enterprise ERGs open to all and backed by senior sponsors illustrate active communities that foster inclusion, allyship, and connection. Corporate environments are often described as positive and collaborative with encouraging leadership.

Learning & Knowledge Sharing: Comprehensive training, mentorship, and development resources are emphasized, particularly in corporate roles. Opportunities to learn, grow, and advance are repeatedly highlighted across roles and programs.

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.

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.

Accountability & Ownership: Employees are given significant responsibility to own outcomes end-to-end with visible impact on the business. Bi-weekly all-hands and weekly standups align priorities and reinforce individual agency.

Collaborative & Supportive Culture: Hiring emphasizes low ego, cross-functional partnership, and genuine help-seeking, fostering close work between product, sales, and leadership. An open-door policy and open office floor plan enable fast, face-to-face problem-solving.

Recognition, Pride & Shared Success: Rituals like a weekly gratitude practice, a dedicated Slack channel for wins, and culture events (e.g., “Agentio Draft Day”) highlight public appreciation of contributions. Contributions are visibly celebrated alongside community-focused gatherings.

Empowering & Trusting Leadership: Managers are described as empowering employees to lead initiatives, with access to senior leaders and regular career development touchpoints. Structured mentorship and sponsorship stories reflect trust and encouragement to take ownership beyond core roles.

Fun, Rituals & Connection: Frequent social activities, themed happy hours, and longstanding traditions are used to build community and a welcoming atmosphere. Leadership encourages employee‑hosted events to reflect diverse interests and sustain connection in a hybrid setup.

Learning & Knowledge Sharing: A fast‑paced setting with customized development tracks, conferences, and mentorship creates significant learning and rapid responsibility. Cross‑department opportunities enable skill expansion across functions such as engineering, data, and client teams.

People-First Culture: Company materials emphasize a kind, inclusive, people-first ethos with ERGs, wellness programming, and hybrid flexibility. Leadership messaging highlights serving employees and customers and empowering individuals to be themselves and grow.

Collaborative & Supportive Culture: Narratives describe a welcoming environment where colleagues value connection and teamwork across functions. Hybrid practices and community initiatives aim to maintain strong relationships and day-to-day support.

Recognition, Pride & Shared Success: The organization showcases workplace accolades, including “Most Loved Workplace,” reinforcing pride and shared cultural wins. Awards roundups and certification pages are featured alongside culture materials as signals of employee experience.

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.

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.

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.

Transparency & Integrity: Integrity, impartiality, and ethics are codified through a global ethics program, a human‑rights policy, and visible safety practices such as Safety Moments and stop‑work authority. These mechanisms signal day‑to‑day decision‑making anchored in trust and responsibility.

Collaborative & Supportive Culture: Colleagues are often seen as supportive and team‑oriented, with intentional efforts to connect and celebrate successes. Cross‑industry work and mission‑heavy projects foster cooperative problem‑solving in a global matrix.

Recognition, Pride & Shared Success: A mission‑first purpose—working for a safer, more secure, and sustainable world—creates pride and meaning in the work, reinforced by volunteerism and environmental initiatives. Purpose is frequently cited as a key reason to stay, tying shared success to societal impact.

Authentic & Consistent Values: Values like “solve problems that matter,” “start with why,” “be kind,” and “do the right thing” are explicitly articulated and tied to patient impact through concrete stories. A formal Code of Conduct further codifies respectful workplaces, fairness, ethics, and belonging beyond slogans.

Learning & Knowledge Sharing: A “learn, teach, and grow” ethos is reinforced through structured onboarding and craft-specific bootcamps, with cross-functional collaboration among clinicians, engineers, and scientists. Programs and stories make knowledge sharing and development visible as everyday norms.

Collaborative & Supportive Culture: Colleagues are often described as kind, energetic, and willing to help each other across teams and disciplines. Community moments and ERG-led programming create additional venues for connection and support.

People-First Culture: Wellbeing and inclusion initiatives are prominent, including Mental Health First Aiders, wellbeing workshops, an extra day off for World Mental Health Day, and company step/activity challenges. Formal DEI commitments and belonging-focused messaging reinforce a people-centered environment.

Collaborative & Supportive Culture: A “One Genius/one team” ethos is emphasized, describing a supportive, sociable culture with strong teamwork and flexibility. Colleagues are often characterized as smart, welcoming, and inclusive across backgrounds.

Learning & Knowledge Sharing: Mentoring and coaching, a Manager’s Academy, internal knowledge‑share events, and global internships/externships are positioned as ongoing development pillars. Structured manager training and early‑career pathways signal active investment in continuous learning.

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.

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.

Authentic & Consistent Values: Values such as Customer Impact, Measure in Minutes, Ship and Iterate, Beat the Odds, and Have Fun are embedded into daily operations and priorities. Rituals like a Week 1 Ship and customer-focused onboarding translate the values into concrete behaviors.

Collaborative & Supportive Culture: The company fosters an inclusive, cross-functional environment where every voice is heard and teams execute together toward reducing data downtime. Remote-first collaboration is reinforced through an annual offsite, monthly leadership AMAs, weekly team syncs, and generous travel for in-person work.

Empowering & Trusting Leadership: Leaders are portrayed as approachable and appreciative while encouraging career evolution through stretch projects, mentorship programs, and executive coaching. Autonomy is emphasized alongside guidance and feedback.

Healthy Workload & Retention: Work norms highlight strictly no weekend work and personalized Monday–Friday schedules, pointing to deliberate protection of off‑hours. Flexible and hybrid options are called out across roles.

Empowering & Trusting Leadership: Managers are portrayed as approachable coaches who set clear goals, run regular 1:1s, and focus on learning over blame. Autonomy increases with performance while support is available through check‑ins, call reviews, and obstacle removal.

Learning & Knowledge Sharing: Structured onboarding, training, mentorship, and community elements are emphasized for skill‑building. Programs reference promotion from within and ongoing development through conferences and resources.