Top NYC, NY Companies With Best Company Culture (10,000+)

Collaborative & Supportive Culture: Colleagues are often described as kind, genuine, and collaborative, with ERGs, mentoring, and hybrid-friendly events fostering connection across teams and locations. This supportive peer dynamic underpins teamwork in a mission-focused environment.

Healthy Workload & Retention: Work–life balance and flexibility are emphasized through a hybrid-by-design model, flexible time off, and remote options that help people manage personal commitments. These practices are repeatedly highlighted as part of how work gets done day to day.

Authentic & Consistent Values: Values like “be kind” and “learn, teach, grow” are prominently featured and reflected in culture snapshots and company programming. Purpose-driven oncology work reinforces the sense that contributions matter.

Collaborative & Supportive Culture: Colleagues are often seen as kind, smart, and collaborative, with cross‑functional teams enabling fast learning and shared problem‑solving. This environment helps many employees feel supported and able to make meaningful impact.

Fun, Rituals & Connection: Employee Resource Groups, belonging initiatives, and practices like Council create structured spaces for connection and empathy. Leadership forums that invite questions further strengthen a sense of community and access.

Fair & Equitable Treatment: Compensation and benefits are considered strong and competitive, with programs that signal material care for employees. These rewards contribute to a sense of being recognized for contributions.

Collaborative & Supportive Culture: Colleagues are often seen as smart, kind, and quick to help, with multiple accounts of a “supportive, collaborative culture” and approachable local leaders. Pride in the product and strong peer camaraderie show up as day-to-day energizers across several teams and markets.

Learning & Knowledge Sharing: On‑the‑job learning is repeatedly highlighted, with exposure to an established ad‑tech product and international collaboration building practical skills. Responsibility is commonly given early, which accelerates growth for many roles.

Healthy Workload & Retention: Flexibility in where and how work gets done—remote/hybrid options, flexible schedules, and intentional connection rituals—supports balance for many employees. Public celebration of workplace certification and culture programs signals ongoing emphasis on appreciation and flexibility.

People-First Culture: Programs such as remote-first flexibility, comprehensive health and family benefits, company-wide recharge days, and active ERGs are emphasized as supporting real-life needs. “People come first” is presented as a core value that shows up in policies and day-to-day norms.

Collaborative & Supportive Culture: Colleagues are often described as smart, kind, and collaborative, with open debate and cross-functional teaming seen as cultural norms. Mission-driven work and intentional in-person offsites are portrayed as reinforcing connection in a remote-first setting.

High Morale & Engagement: Many characterize the company as a great place to work, feeling welcomed and trusted with significant responsibility. Ongoing investment in learning and development is highlighted as reinforcing pride and engagement.

Collaborative & Supportive Culture: Teams are often described as inclusive and helpful, with colleagues and managers willing to listen and pitch in across functions. Many accounts highlight strong peer relationships and a welcoming atmosphere that makes people feel heard and valued.

Empowering & Trusting Leadership: Employees commonly describe high levels of autonomy and ownership, with managers trusting people to do their jobs and encouraging ideas. Opportunities to contribute meaningfully are emphasized alongside a culture that invites input.

Healthy Workload & Retention: Work-life balance and flexibility are frequently highlighted, including hybrid/remote options and flexible time off. These practices are portrayed as supporting day-to-day wellbeing for many roles.

Collaborative & Supportive Culture: Colleagues are often seen as welcoming and helpful, with supportive managers and a cooperative environment reflected in broadly positive culture indicators. Corporate materials underscore inclusion, employee resource groups, and an “every voice is valued” stance that aligns with these observations.

Healthy Workload & Retention: Work–life balance and flexibility are frequently highlighted, with hybrid options and adaptable schedules noted across regions. Feedback suggests these practices help people feel respected and supported in day‑to‑day work.

Learning & Knowledge Sharing: Internal mobility and structured learning (e.g., Degreed and Ericsson Academy) are emphasized, with rotations and mentorship opportunities visible across functions. Feedback suggests these investments signal longer‑term commitment to employee growth.

People-First Culture: Onboarding and culture narratives emphasize belonging and care, and employees are commonly made to feel welcome across regions. An explicit people proposition links personal growth and well-being to feeling valued.

Collaborative & Supportive Culture: Teams are often portrayed as collaborative, with strong camaraderie in tech and product groups and connection across locations. Global teamwork and cross‑time‑zone coordination are highlighted as central to how work gets done.

Recognition, Pride & Shared Success: Recognition shows up through recurring workplace accolades in 2026 and common references to personal appreciation and clear purpose. These signals indicate pride in contribution and shared wins within an energetic environment.

Healthy Workload & Retention: The “Team Anywhere” model lets most roles work from locations where the company operates, which is portrayed as empowering and respectful of personal lives and productivity. This flexibility is positioned as a core pillar of how work gets done.

Fair & Equitable Treatment: Nine Employee Resource Groups with notable participation are highlighted, reinforcing inclusion, belonging, and support across communities. These programs are framed as part of unleashing the potential of every Atlassian.

Open Communication: A core value of “Open company, no bullshit” promotes transparent communication and accessible leadership, with information described as open internally by default. Public playbooks and shared practices further encourage candid teaming rituals over heavy process.

Collaborative & Supportive Culture: Small, cross-functional teams work closely from ideation to launch, with colleagues often described as friendly, collaborative, and quick to help. Supportive onboarding and direct access to senior leadership help individuals feel included and able to make an impact quickly.

Open Communication: Weekly all-hands with open Q&A and an open-book approach are emphasized across materials. This cadence is presented as creating visibility into decisions and inviting input from all levels.

Healthy Workload & Retention: A deliberate stance against hustle culture, flexible schedules, and incentives to fully unplug during PTO are highlighted. These practices signal a sustained focus on balance that can help people stay energized over time.

Collaborative & Supportive Culture: Colleagues are often seen as smart, welcoming, and aligned to a “one team” ethos, with approachable teams and managers who encourage initiative and recognize contributions.

People-First Culture: Wellbeing programs—such as mental-health first aiders, extra leave (including World Mental Health Day), hybrid flexibility, and a 30‑day “workcation”—signal deliberate care and a focus on balance.

Learning & Knowledge Sharing: Mentoring, coaching, manager training, and learning budgets are emphasized, with knowledge‑sharing and encouragement to take initiative supporting ongoing growth.

Collaborative & Supportive Culture: Colleagues are frequently described as collaborative, supportive, and community‑oriented, sharing resources and helping one another across cases. Feedback suggests recognition practices like awards, public shoutouts, and peer celebrations strengthen everyday connection.

Empowering & Trusting Leadership: Clinical roles are often characterized by high autonomy—remote work, flexible scheduling, and the ability to manage caseloads and counseling approach. Feedback suggests this ownership reduces administrative burden and helps providers focus on patient care.

Recognition, Pride & Shared Success: The mission to expand access to evidence‑based nutrition care is often cited as a source of pride and meaning in the work. Feedback suggests onboarding excitement and visible celebrations of clinician impact reinforce a sense of shared success.

Recognition, Pride & Shared Success: External workplace accolades and internal awards programs indicate a strong emphasis on celebrating wins and instilling pride in the organization. Employer materials also highlight welcoming onboarding and visible acknowledgment of contributions.

Collaborative & Supportive Culture: Company and employee-facing profiles describe cross-functional teamwork, pair programming, and approachable leadership that make collaboration a daily norm. Phrases like “success is a team sport” and hybrid rituals reinforce connection across teams.

Learning & Knowledge Sharing: Materials emphasize steep learning curves, mentorship, and structured onboarding with broad exposure across business lines. Programs and forums (e.g., internal mobility and speaker series) signal ongoing investment in development and knowledge exchange.

Fair & Equitable Treatment: Compensation is presented as “high & equal” relative to location with a documented equal‑pay policy, plus visa support and a refugee‑friendly stance. Company materials frame these as intentional fairness signals across a global team.

Collaborative & Supportive Culture: Colleagues are described as trustworthy with managers offering support that fosters belonging, reinforced by practices like pair programming and established remote‑collaboration norms. Retreats and in‑person touchpoints are used to strengthen connection in a distributed setup.

Healthy Workload & Retention: A fully remote model with flexible schedules, asynchronous collaboration, unlimited PTO, and sabbatical leave is positioned to support balance. These structures indicate deliberate attention to sustainable work rhythms for a small, global team.

Fair & Equitable Treatment: Pay is considered top tier with meaningful equity, company-paid healthcare, and transparent salary bands. Feedback suggests these practices make contributions feel materially recognized.

Accountability & Ownership: Work is framed around high autonomy—“ship in week one,” end-to-end problem ownership, and minimal red tape. Feedback suggests this trust and immediate impact strengthen a sense of being valued.

Collaborative & Supportive Culture: Daily in-person collaboration, whiteboard problem-solving, and open-door access to leaders are emphasized. Colleagues are often seen working closely with customers and one another, enabling quick decisions and real-time coaching.

Recognition, Pride & Shared Success: Public materials highlight frequent shout-outs, milestone celebrations, and in-person all-hands that make individual and team wins visible. Job posts also state an intent to ensure employees feel valued, reinforcing recognition as a norm.

Open Communication: Leadership is described as accessible with an open-door approach, and norms like “Real People, No Theater” emphasize candid, direct exchanges. Regular in-person forums and all-hands are positioned to keep dialogue grounded and transparent.

Accountability & Ownership: Values such as “Ownership, End to End” and “We own the outcome” set clear responsibility for results and prioritize outcomes over hours. This approach is presented as empowering individuals to take end-to-end responsibility for defensible, audit-ready work.

People-First Culture: Culture is framed around inclusion, respect, equity, and belonging, with leaders explicitly measuring success by how challenged, safe, respected, and inspired people feel. Practices like generous benefits, remote-first flexibility, and gratitude rituals reinforce a sense that people are prioritized.

Open Communication: Work is intentionally out in the open, with default‑open project boards and Slack channels that provide broad visibility into priorities, progress, wins, and obstacles. This transparency helps a distributed team feel heard and connected.

Empowering & Trusting Leadership: Teams are trusted to own outcomes without rigid 9‑to‑5 mandates, enabling autonomy in a fully remote model. Employees are encouraged to propose ideas, experiment, and make decisions without micromanagement.

Collaborative & Supportive Culture: Colleagues and managers are often seen as helpful and eager to partner across functions, creating a supportive day-to-day environment. Teams rally to solve problems together, which many describe as a core strength of the workplace.

Learning & Knowledge Sharing: Structured development like Career Weeks, coaching, leadership programs, tuition reimbursement, and AI upskilling signals strong investment in growth. Opportunities to build new skills and navigate diverse projects reinforce an ongoing learning culture.

Recognition, Pride & Shared Success: Day-to-day appreciation and connection to meaningful, purpose-led work are frequently highlighted. Recognition programs and external accolades help reinforce pride in contributions.

People-First Culture: Benefits and wellbeing programs are described as comprehensive—covering medical/dental/vision, weekly therapy reimbursement, paid parental leave, stipends, PTO rollover, and daily in‑office lunches. These tangible investments signal an intent to make employees feel seen and supported.

Collaborative & Supportive Culture: Hybrid and in‑person rituals such as pair programming, in‑person all‑hands, and cross‑functional work keep teams connected and enable access to leadership. Clear OKR communication and cohort welcomes suggest employees can influence outcomes and feel part of a supportive group.

Accountability & Ownership: Roles are framed with high autonomy and outcome‑based accountability, with an expectation of operating amid ambiguity and shaping processes. This setup can heighten a sense of trust and impact for self‑directed contributors.

Accountability & Ownership: Roles are often framed with end-to-end scope within small, "mini‑startup" pods, giving individuals visible impact from day one. Feedback suggests this structure empowers builders to take broad responsibility and influence outcomes.

Recognition, Pride & Shared Success: Company materials highlight formal recognition via employee awards, equity refresh grants, bonuses, and traditions like a 90‑day jacket ceremony. These rituals and rewards are positioned to celebrate contributions and reinforce pride.

Innovation & Creativity: The environment encourages rapid iteration, experimentation, and hackathon‑style building tied to high‑visibility launches. Feedback suggests teams are invited to test ideas quickly and engage in strategy discussions.

Collaborative & Supportive Culture: Colleagues are often characterized as smart, kind, and low‑ego, with teams that actively help one another and collaborate across functions. A predictable hybrid rhythm and team rituals are described as reinforcing day‑to‑day support.

Learning & Knowledge Sharing: Mentoring, pair programming, and opportunities to take on leadership responsibilities are commonly highlighted alongside investment in training, tools, and resources. Internal mobility and customized development tracks are noted as avenues for growth.

Recognition, Pride & Shared Success: Employee awards, public praise for initiative, and periodic engagement check‑ins are cited as recurring practices. Mission‑driven work tied to improving retirement outcomes is described as a source of pride and purpose.