Top NYC, NY Companies With Best Company Culture (8,366)

Collaborative & Supportive Culture: Colleagues are often seen as low‑ego, helpful, and execution‑focused, creating a welcoming environment for learning and cross‑functional work. Feedback suggests "team over ego" norms and approachable management reinforce a sense of belonging.

Open Communication: Leadership is described as accessible and transparent through weekly town halls, open forums, and documentation‑first habits that keep distributed teams aligned. Feedback suggests leaders actively solicit opinions and share context to connect work to the product and community.

Recognition, Pride & Shared Success: Celebrations of wins, employee awards, and company‑wide summer and winter breaks signal appreciation for contributions and well‑being. Feedback suggests mission‑connected practices like a monthly dogfooding allowance and stories about sellers build pride and shared purpose.

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.

Learning & Knowledge Sharing: Development programs, accelerated responsibility, and an apprenticeship model are emphasized as core strengths that build skills quickly. Feedback suggests structured upskilling and strong brand exposure reinforce a sense of growth and value.

Recognition, Pride & Shared Success: External workplace honors and firm recognition initiatives (e.g., milestone rewards and firmwide shutdowns) visibly signal that contributions matter. Feedback suggests these signals foster pride in the firm’s mission and affiliation.

Collaborative & Supportive Culture: Colleagues are often seen as high‑caliber, supportive, and generous with mentorship, creating a team‑first environment. Feedback suggests inclusion networks and coaching help people feel seen and supported across many groups.

People-First Culture: Benefits such as parental leave, fertility and mental‑health support, and hybrid flexibility are emphasized and help people feel cared for. Company communications and awards pages highlight programs that prioritize well‑being and inclusion.

Collaborative & Supportive Culture: Colleagues are often described as collaborative and supportive, with many citing strong team camaraderie and healthy work–life balance in certain groups and locations. Regional certifications (e.g., in Costa Rica) and first‑person testimonials point to welcoming, valued team environments in specific hubs.

Learning & Knowledge Sharing: Access to LinkedIn Learning, tuition reimbursement, and career‑focused events indicate investment in growth and skill development. These offerings suggest pathways for learning that reinforce feeling valued and supported.

Collaborative & Supportive Culture: Colleagues are often seen as collaborative, approachable, and willing to help across levels and functions. Cross‑team problem‑solving and a low‑ego environment are highlighted as day‑to‑day norms.

Empowering & Trusting Leadership: Many describe being given meaningful responsibility and autonomy without heavy oversight. Managers are characterized as listening and engaging respectfully, which fosters ownership.

Transparency & Integrity: Transparency and authenticity are presented as core operating principles, with leadership providing context that helps people feel connected to company direction. Open access to leaders and visibility into goals are emphasized in cultural materials.

Collaborative & Supportive Culture: Employer-branded profiles highlight collaborative teams and support for growth, with cross‑functional pods and helpful peers creating day‑to‑day support.

Recognition, Pride & Shared Success: Celebrations, visible recognition of wins, and pride in work are emphasized, indicating active practices that acknowledge contributions.

Fun, Rituals & Connection: Hackathons, offsites, team lunches, and regular all‑hands are described, fostering connection and community.

Collaborative & Supportive Culture: Colleagues are often described as friendly, kind, and team‑oriented, creating a supportive atmosphere in HQ/office teams. A dog‑friendly, collaborative setting reinforces a sense of mutual support and camaraderie.

Healthy Workload & Retention: Work–life balance is highlighted as a strength in office roles, supported by a defined hybrid schedule. This balance helps sustain engagement even amid a fast‑paced environment.

Transparency & Integrity: Office teams describe clear impact on customers and good transparency from leadership, making contributions visible. Consumer‑facing work provides line‑of‑sight to results, reinforcing trust in how information is shared.

Collaborative & Supportive Culture: Colleagues are often seen as supportive, with a team-first, sociable atmosphere that makes day-to-day collaboration easy. Feedback suggests working with smart, welcoming peers enhances problem-solving and camaraderie.

People-First Culture: Wellbeing efforts, flexibility in work/life balance, and inclusion initiatives are emphasized and visible in everyday practices. Feedback suggests mental-health support, extra downtime, and hybrid flexibility help people feel cared for.

Learning & Knowledge Sharing: Mentoring, coaching, manager training, and knowledge-exchange sessions provide clear avenues to grow and share expertise. Feedback suggests employees can access structured development to build skills and impact.

Accountability & Ownership: The culture emphasizes end-to-end responsibility with mantras like "It’s Yours, Make it Work," encouraging people to tackle hard problems with autonomy. Feedback suggests individuals have broad scope to drive outcomes and are expected to figure challenging things out.

Empowering & Trusting Leadership: Leadership is described as accessible and transparent with an open-door posture and minimal hierarchy that trusts people from day one. Feedback suggests founders are closely engaged and employees feel empowered to make decisions.

Recognition, Pride & Shared Success: Peer shoutouts and specific, meaningful recognition are highlighted alongside pride in building a novel, mission-driven market. Team connection is reinforced through in-office meals and get-togethers that celebrate shared wins.

People-First Culture: The organization encourages employees to prioritize health and well-being and promotes growth within a balanced work environment. Feedback suggests a people-first stance is evident in wellness emphasis and respect for individuals.

Collaborative & Supportive Culture: Colleagues are often described as supportive, encouraging, and mission-driven, with leadership responsive and open to change. This teamwork orientation contributes to a constructive day-to-day experience.

Recognition, Pride & Shared Success: Many express feeling valued and challenged while contributing to autism and neurodiversity communities, creating pride and meaning in their work. Purpose-driven impact reinforces a shared sense of contribution.

Collaborative & Supportive Culture: Colleagues are often seen as smart and supportive, with some teams highlighting especially strong culture in 2026. Feedback suggests day-to-day camaraderie and teamwork remain strengths in several Square orgs.

People-First Culture: Inclusion programs, employee communities, mental-health support, parental leave, and flexible distributed work are emphasized. Feedback suggests many employees appreciate benefits and flexibility that support well-being.

Recognition, Pride & Shared Success: Pride in the mission of economic empowerment and building products for sellers is frequently cited. Feedback suggests team purpose and peer appreciation help sustain positive sentiment even amid change.

Innovation & Creativity: Kepler’s culture is framed around innovation and “actively shaping the future,” with an emphasis on creativity, data-driven solutions, and exploring new technologies and methodologies.

Transparency & Integrity: Integrity is positioned as foundational, with a strong emphasis on ethical practice and transparency, including a stated priority to build AI that “shows its work” rather than relying on “magic.”

Learning & Knowledge Sharing: Employee investment is reinforced through structured learning and development offerings such as “Kepler University & Hackathons,” learning stipends, tuition reimbursement, and mentorship.

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.

Collaborative & Supportive Culture: Colleagues are often portrayed as smart, kind, and team‑oriented, with a “one‑for‑all” mentality and day‑to‑day support. Cross‑functional collaboration and teammates helping each other succeed are emphasized.

Empowering & Trusting Leadership: Leadership is described as transparent, conducting regular check‑ins and actively supporting growth and new responsibilities. Managers are noted for caring about development and helping people succeed in a fully remote setup.

Transparency & Integrity: The company anchors decisions in a public Code of Ethics and emphasizes internal transparency. Stated commitments to fairness, displaying all data, and putting veterinarians first guide how teams are expected to operate.

Collaborative & Supportive Culture: Colleagues and leaders are described as welcoming and caring, creating an environment where people feel heard and supported. Support structures like strong onboarding, community groups, and cross-functional collaboration reinforce day-to-day enablement.

Efficient & Empowering Processes: Administrative help with credentialing, billing, and marketing reduces burdens so clinicians can focus more on client care. An easy-to-use platform and practice-building resources further enable autonomy and effectiveness.

Recognition, Pride & Shared Success: Expressions of being welcomed, cared for, and “incredibly valued” point to a culture that celebrates contributions. Pride in the mission and inclusive practices underpin a sense of shared success.

Recognition, Pride & Shared Success: Formal employee- and team-recognition programs and public culture awards celebrate contributions and reinforce a sense of value. Visible rituals of appreciation signal that achievement is noticed and shared.

Collaborative & Supportive Culture: Company materials highlight ‘RealCollaboration’ and team support across functions. This emphasis points to day-to-day cooperation that helps people feel backed by their teams.

People-First Culture: Stated aims to ensure employees feel ‘seen, heard, valued, and cared for,’ alongside comprehensive benefits and development programs, present a people‑centric posture. Such investments can foster belonging and wellbeing.

Collaborative & Supportive Culture: Colleagues are often described as approachable and low‑ego, with a flat structure that makes senior staff accessible and encourages teamwork across trading, technology, and operations. Feedback suggests ideas can reach partners and cross‑functional collaboration is routine.

Learning & Knowledge Sharing: Employees cite structured education, mentorship, and learning‑by‑doing, with opportunities to build derivative theory skills alongside guidance from experienced teammates. Feedback suggests in‑house classes, lunch‑and‑learns, and promote‑from‑within practices reinforce continuous development.

Fun, Rituals & Connection: Daily chef‑prepared meals, monthly firm‑wide outings, and recreational clubs (e.g., volleyball, hockey, 5Ks, trivia) create regular touchpoints for connection. Feedback suggests community involvement and groups like Women of Wolverine strengthen belonging beyond day‑to‑day work.

Collaborative & Supportive Culture: Colleagues are often described as low‑ego, supportive, and cooperative across regions, with employee‑led groups and mentorship/speaker programs strengthening community and voice. The “win as a team” ethos and cross‑timezone collaboration foster shared ownership in day‑to‑day work.

Accountability & Ownership: Employees highlight high autonomy to “create your own path,” take end‑to‑end ownership, and be trusted with new challenges. Principles like launching fast and letting the most informed person decide reinforce empowerment at the team level.

Healthy Workload & Retention: Work–life balance is commonly portrayed as solid, with reasonable hours and respect for personal time in many roles. Flexible benefits and life‑aware policies (e.g., Adyen+ and “Normal Course of Life”) are cited as supporting life outside work.

Accountability & Ownership: Feedback suggests employees are entrusted with end-to-end responsibility, reinforced by principles like “You Are Your Impact” and “Own the Outcome,” with frequent chances to see direct results. The fast-paced setting enables individuals to take significant ownership and drive outcomes with autonomy.

Collaborative & Supportive Culture: Feedback suggests in-person collaboration, open-door policies, and team-based planning create accessible colleagues and an emphasis on teamwork. Multiple accounts highlight friendly coworkers and direct feedback at all levels that help people feel heard and supported.

Recognition, Pride & Shared Success: Feedback suggests many feel valued and appreciated, noting being heard and seeing meaningful daily impact. Tangible recognition and strong rewards are cited as signaling organizational investment in employees.

People-First Culture: Company messaging and programs emphasize a people-first ethos with flexible time off, remote options, and periodic shutdowns to support well-being. Benefits like strong health coverage, equity or retirement plans, and coworking support signal tangible investment in employees.

Collaborative & Supportive Culture: Colleagues are often seen as caring, mission-driven, and highly collaborative, creating a supportive environment. Teams are described as trusting with high ownership and cross-functional help.

Healthy Workload & Retention: Flexible policies such as unlimited or flexible PTO, remote work, and occasional four-day weeks help sustain balance. Periodic company shutdowns further reinforce time to rest and recharge.