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

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 publish and reinforce six core values—Be kind always, Own it, Strive for excellence, Love the customer, Build trust, Dream big—across the site and careers content. Leadership and employee spotlights depict these as lived behaviors modeled across the organization.

Accountability & Ownership: Values such as “Own it” and “Strive for excellence” set clear expectations for end-to-end accountability and high standards. Roles are framed with meaningful scope and impact tied to removing friction for customers.

Adaptability & Agility: Leadership promotes a “Day One” mindset characterized by scrappy, fast decisions and minimal bureaucracy. This approach emphasizes rapid iteration and intense customer focus.

Collaborative & Supportive Culture: Teams are described as supportive and low‑ego, openly sharing knowledge, helping one another, and celebrating successes together across regions and offices.

Open Communication: Leaders host regular global and local all‑hands with transparent updates and real‑time Q&A, alongside open‑door conversations and ongoing one‑on‑ones that normalize candid dialogue.

Recognition, Pride & Shared Success: Rituals like the 'Ring the Bell' Slack channel, 'Taboola Toasts,' and global gatherings showcase wins and create shared moments of pride and connection.

Innovation & Creativity: Company positioning centers on applied AI to create checkout‑free, real‑world experiences, inviting builders to challenge the status quo and iterate quickly. Recognition and a product‑led identity reinforce an ambitious culture focused on invention at scale.

Learning & Knowledge Sharing: Engineering spotlights describe structured forums and reading groups, and “Collective Wisdom” is highlighted as a core value. An office‑first model is framed as a way to accelerate in‑person learning and collaboration.

Collaborative & Supportive Culture: Colleagues are often described as awesome, intelligent, and driven, with some teams citing a family‑like, supportive environment and approachable leaders. Office‑first practices are positioned to strengthen collaboration and learning from one another.

Authentic & Consistent Values: Hinge consistently names Authenticity, Courage, and Empathy and operationalizes them via a dedicated culture interview and an internal “How We Do Things” handbook. Decisions and norms are tied to the mission “Designed to be Deleted,” giving teams shared principles for collaboration.

Fun, Rituals & Connection: Perks and rituals like a monthly date stipend, biweekly all‑hands, and NYC in‑person gatherings are designed to foster real‑world connection and shared team moments. Hybrid collaboration centered at the New York HQ emphasizes relationship‑building through shared spaces and activities.

Empowering & Trusting Leadership: Leadership promotes “great people over process,” small focused teams, and pushing decisions to the front lines, signaling trust and ownership. Principles such as “Radical Trust,” “Decide with Principles,” and “Keep it Simple” provide autonomy with clear guardrails.

Authentic & Consistent Values: Cultural principles—Grit, Relevance, Simplicity, Honesty—are explicitly codified and tied to how the product is built and scaled. Leadership frames the culture as enabling deep, thoughtful work aligned to a clear mission to build trustworthy AI agents.

Accountability & Ownership: A lean, small-team structure emphasizes high autonomy, visible impact, and end-to-end responsibility for outcomes. Roles commonly require wearing multiple hats with direct access to leaders and clear accountability.

Learning & Knowledge Sharing: Day-to-day norms include shared learning, encouraged exploration, and experimentation alongside accountability for results. Team-based planning, in-person all-hands, off-sites, and periodic hackathon-style collaboration reinforce knowledge exchange.

People-First Culture: Benefits highlight employee-covered healthcare and retirement match, flexible time off and recharge weeks, mental health resources, family planning support, and learning budgets. Perks like IKEA discounts and Taskrabbit credits reinforce a people-centered posture.

Authentic & Consistent Values: A mission of “transforming lives, one task at a time” and five named values (Be Bold; Win Together With Heart; Own the Challenge; Move Forward, Move Fast; Obsess over Clients and Taskers) are prominently embedded in how the company frames work. The IKEA affiliation is consistently tied to purpose and stability across culture messaging.

Adaptability & Agility: The organization shifted from remote-first to a structured, connection‑oriented hybrid model with twice‑weekly office days. Public materials describe this as an intentional evolution to find the right collaboration model.

Collaborative & Supportive Culture: Cross-functional work is the norm and colleagues are described as friendly, smart, and eager to help each other. Feedback suggests teams partner closely across Sales, Marketing, Engineering, Operations, and field contexts to solve real-world problems quickly.

Empowering & Trusting Leadership: Managers are seen as approachable and listening, with accessible leadership, an open-door posture, and a trust-based remote/hybrid setup. Feedback suggests individuals receive ownership, coaching, and room to grow through learning sessions and evolving responsibilities.

Recognition, Pride & Shared Success: Mission-driven work tied to tangible carbon and cost outcomes fosters pride and a sense of shared wins with customers. Feedback suggests many feel personally appreciated and connected to the company’s purpose and values (e.g., sincerity, efficiency, learning from setbacks).

Authentic & Consistent Values: Values are explicitly codified and referenced across recruiting and corporate pages, with norms like “Don’t #@!% the customer” signaling direct, customer‑first decision making. Feedback suggests these long‑standing principles are visible in how work is framed and communicated.

Open Communication: An “open by default” information culture and a candid tone encourage frank feedback and broad access to context. Feedback suggests transparency is treated as a norm through extensive documentation and open sharing.

Efficient & Empowering Processes: The public Team Playbook—featuring practices like DACI and Health Monitors—reflects a process‑oriented approach that prizes clarity, collaboration, and repeatable ways of working. Feedback suggests these rituals help teams align and make decisions across a distributed setup.

Accountability & Ownership: Engineering principles emphasize bottom‑up empowerment, "trust by default," and "act as an owner," signaling real decision latitude. Feedback suggests teams are expected to show working software and take end‑to‑end responsibility.

Healthy Workload & Retention: Distributed‑first flexibility enables many roles to be remote or hybrid, with async norms that support balance. Feedback suggests day‑to‑day workloads are manageable in several orgs, with clear boundaries around hours in some roles.

Collaborative & Supportive Culture: Norms like "work in public," cross‑team problem solving, and documented design docs indicate a collaborative operating style. Formal mechanisms such as ERGs, inclusion programs, and mentorship/onboarding practices reinforce supportive connections.

Accountability & Ownership: Feedback suggests the culture explicitly prizes extreme ownership and high‑agency work, with autonomy to drive measurable impact over tenure. Messaging emphasizes a builder mindset and low‑ego collaboration tied to outcomes.

Collaborative & Supportive Culture: Feedback suggests many teams highlight motivated, collaborative peers and egoless teamwork that helps people grow. Mentions of friendly, helpful colleagues and cross‑functional partnership point to supportive day‑to‑day dynamics.

Innovation & Creativity: Feedback suggests an AI‑first, design‑forward product ethos that encourages experimentation and elevating usability and quality. Roles and thought leadership cite rapid iteration and AI‑driven innovation as core to how work gets done.

Cultural Alignment: Work is organized around a mission to improve pet health with fresh food, reinforced by veterinary partnerships and research. Feedback suggests this purpose creates pride and meaning for many.

Collaborative & Supportive Culture: Office‑first rhythms and designated “Gathering Days” emphasize face‑to‑face teamwork and quick iteration. Feedback suggests many enjoy kind, enthusiastic colleagues and an energetic, pet‑positive environment.

Fun, Rituals & Connection: Dog‑friendly offices, pet perks, and a playful belonging mantra (“Everyone’s welcome at the dog park”) foster everyday connection. Regular camps and gatherings are positioned to build community and inclusion.

Authentic & Consistent Values: Values like No Bullsh*t, Think Big/Learn Fast, One Team One Dream, Empower Every Voice, Be an Owner, and “Boom!” are reflected in an urgent, outcome‑oriented operating style. Feedback suggests mission‑tied practices and outcomes‑over‑polish behaviors closely mirror the values stated.

Accountability & Ownership: Operating norms emphasize taking action, owning outcomes, and measuring success by real customer impact. Feedback suggests individuals are empowered to lead with conviction in a high‑tempo, scaling environment.

Recognition, Pride & Shared Success: Team rituals like “Boom!”, in‑office celebrations, retreats, and pod budgets highlight wins and foster shared pride. An upbeat, celebratory tone is described alongside a clear bias to get things done.

Accountability & Ownership: Leaders describe engineers deploying on day one, moving quickly, and working in cross‑functional pods of roughly 10–15 people; this setup gives individuals end‑to‑end responsibility and visible product impact.

Fun, Rituals & Connection: Company rhythms include hackathons, demo days, open‑forum Slack, monthly demos/all‑hands, and regular in‑person events (happy hours, tastings, yoga). These touchpoints reinforce community and connection.

Innovation & Creativity: The organization highlights a proprietary tech stack and a builder mindset, pairing curiosity with a down‑to‑earth, future‑focused approach to problem solving. This enables integrated tools designed with members “at the heart of everything we do.”

Authentic & Consistent Values: The company’s six employee‑authored values appear consistently in official materials and are referenced as everyday norms. These values guide decisions, communication, and early issue‑spotting (“Don’t ignore smoke”).

People-First Culture: Employee resource groups, identity‑affirming mentorship, social‑impact grants, and volunteer programs are active and recurring across regions. Colleagues are portrayed as caring and inclusive, with leadership support for belonging and wellbeing.

Accountability & Ownership: Phrases like “Take your seat at the table” and a “bias for action” set expectations for initiative and ownership. Managers are described as empowering growth through development, internal mobility, and mentorship.

Cultural Alignment: Feedback suggests employees are energized by a mission centered on improving Americans’ financial health, with work framed as tackling tough, real-world problems. Public narratives and employee spotlights describe purpose-driven teams that connect day-to-day tasks to member impact.

Collaborative & Supportive Culture: Colleagues are often seen as helpful and thoughtful, especially within engineering, where teams encourage learning across the stack and share insights to get work done well. Feedback suggests a supportive environment that empowers individuals to contribute beyond narrow roles.

Fun, Rituals & Connection: Company-led touchpoints such as annual on-sites in NYC and employee-run quarterly breakfasts create intentional moments for connection beyond routine work. These rituals, alongside hybrid flexibility, aim to balance distributed work with in-person community.

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.

Collaborative & Supportive Culture: Teams are regularly portrayed as working cross‑functionally, with collaboration and making others successful codified in operating principles. Public profiles and updates spotlight cross‑team efforts and community‑oriented events in the clinical‑research space.

Transparency & Integrity: Company materials emphasize building trust through transparency via regular All Hands, open Q&A, and clear hiring stages tied to values. Pay and decision transparency, alongside published growth frameworks, are presented as standard practices.

Authentic & Consistent Values: A patient‑access mission and five operating principles appear consistently across careers content, engineering frameworks, and hiring. Culture screens and performance practices are aligned to these principles, signaling day‑to‑day application.

Cultural Alignment: Mission-first framing and care for clients and teammates indicate strong alignment between daily work and stated purpose; the culture centers on improving access and outcomes rather than growth alone.

Accountability & Ownership: Bias for action, end-to-end ownership, and pride in shipped work set clear expectations for taking initiative and owning outcomes.

Collaborative & Supportive Culture: Cross-functional research and build cycles, supportive leadership, and recognition point to teams that collaborate closely while technology augments therapy.

Collaborative & Supportive Culture: Colleagues work across offices with approachable, cross‑functional problem‑solving and an open workspace rhythm, with day‑to‑day collaboration highlighted as part of how work gets done. Social rituals and community programs (e.g., team activities, weekly gatherings, volunteering) further reinforce connection and teamwork.

Empowering & Trusting Leadership: Autonomy, flexibility, and opportunities to create are emphasized, with individuals given responsibility to take initiative in a fast‑moving environment. Management is described as trusting people to perform without excessive oversight.

Transparency & Integrity: Leaders emphasize visibility into what teams are doing and how the business is performing, and authenticity and transparency are stated operating principles. Public commitments like pay‑equity reporting and open cross‑office collaboration practices support this tone.