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

Empowering & Trusting Leadership: Leadership is described as empowering rather than micromanaging, with a “100% trust” model where every voice can challenge and influence decisions. Employees are given real ownership from week one and are expected to run “mini‑startups” on engagements.

People-First Culture: Benefits are framed as removing financial stress—fully paid U.S. medical/dental/vision (including dependents), HSA contributions, 401(k) match with no vesting, paid parental leave, unlimited PTO, a two‑week winter break, wellness memberships, and twice‑annual offsites. Work is organized around outcomes with flexible, hybrid arrangements that let people structure schedules around personal needs.

Collaborative & Supportive Culture: Colleagues are often seen as smart, curious, low‑ego teammates who quickly build trust and help one another across projects. Small, flat teams emphasize open debate, shared problem‑solving, and quick learning alongside operators in the field.

Collaborative & Supportive Culture: Colleagues are often described as kind, low‑ego, and highly collaborative, with cross‑functional input from ideation through review so no one works in isolation. Feedback suggests this day‑to‑day teamwork builds pride in the product and strong peer support.

Open Communication: Company communication is characterized as transparent and writing‑first, with open Q&A, documented decisions, and shared context that make voices heard beyond the meeting room. Feedback suggests this clarity helps people understand strategy and how their work fits.

Accountability & Ownership: Roles are framed around high agency and values like “Own the outcome,” with small, senior‑leaning teams trusted to drive impact. Feedback suggests autonomy and visible impact on customers reinforce a sense of being valued.

Collaborative & Supportive Culture: Colleagues are often described as friendly and likeminded, creating a welcoming, community feel. Cross‑team collaboration and supportive teammates are highlighted in tech/product and office roles.

Cultural Alignment: Mission and hobby passion are cited as energizing, with many teams aligned around love of collectibles. This shared enthusiasm helps people feel connected to the work and each other.

Open Communication: Leadership is described as approachable with transparent updates through all‑hands, AMAs, and open‑door practices. Some teams report clear direction and accessible leaders.

Collaborative & Supportive Culture: Colleagues are often seen as smart, kind, and willing to help across functions, with accessible channels between teams, intentional Collab Week gatherings, and a norm of ideas over hierarchy. This environment supports cross-team problem solving and makes it easier to act on input quickly.

Healthy Workload & Retention: Work–life balance and flexibility are consistently highlighted, reinforced by unlimited PTO, a fully paid 10‑week sabbatical after five years, hybrid/remote options, and generous parental leave. These policies signal respect for employees’ time and sustainability.

Learning & Knowledge Sharing: Structured learning is built in through Monthly Knowledge Days, reading groups, conference funding, and tuition reimbursement, encouraging ongoing skill growth. This emphasis on curiosity helps translate exploration into shipped features and career development.

Collaborative & Supportive Culture: Colleagues are often depicted as kind, supportive, and quick to celebrate milestones, creating a cooperative day-to-day environment. Regular in-person collaboration in New York and Austin is positioned as a way to strengthen teamwork and connection.

Empowering & Trusting Leadership: Leaders are described as modeling values like “Be kind always” and “Own it,” while trusting employees with meaningful ownership. Autonomy and promote-from-within practices are emphasized as pathways to grow impact.

Recognition, Pride & Shared Success: Public celebration of Great Place To Work certification and industry awards reinforces pride and shared wins. Company rituals and events are highlighted as ways teams recognize contributions and stay connected.

Cultural Alignment: Mission‑driven, patient‑focused work is often described as energizing, tying daily efforts to tangible impact across telehealth, labs, and pharmacy. Clear purpose and public recognition appear to bolster pride and cohesion.

Collaborative & Supportive Culture: Colleagues are frequently characterized as smart, kind, and ambitious, with cross‑functional collaboration and a test‑and‑learn approach highlighted in multiple teams. These peer dynamics help some groups feel supported and effective.

People-First Culture: Pay, benefits, mental‑health resources, and flexibility in some roles are cited as signals of investment in well‑being. Company‑wide recharge days and ERGs further reinforce a supportive environment for many employees.

Healthy Workload & Retention: Work-life boundaries are framed by “strictly no weekend work,” personalized Monday–Friday schedules, and hybrid/remote options, signaling respect for personal time. These practices aim to support well-being and predictable workloads.

Empowering & Trusting Leadership: Leadership is portrayed as approachable and coaching-oriented, with regular 1:1s, clear goals, recognition of wins, and a non-micromanaging style. This approach encourages autonomy, especially in field-driven roles.

Collaborative & Supportive Culture: An open-door policy and team-based strategic planning are emphasized, indicating accessible leaders and cross-functional cooperation. Promotion-from-within, mentorship, and training reinforce a sense of shared support.

Collaborative & Supportive Culture: Colleagues are often seen as collaborative and supportive, with many teams fostering camaraderie that lifts day-to-day experience. Team-level relationships are frequently highlighted as a bright spot across functions and locations.

Recognition, Pride & Shared Success: Institution-wide recognition moments—such as appreciation campaigns and special awards tied to major regulatory milestones—create visible signals of appreciation. When these reach frontline groups, they boost a sense of being seen and celebrated.

Learning & Knowledge Sharing: Structured mentoring, learning programs, and career tools are widely promoted and cited as upsides that support growth. Investment in development and internal mobility helps employees build skills and visibility.

Collaborative & Supportive Culture: Colleagues are often seen as smart, helpful, and tightly connected across offices, with in‑person rituals and shared wins reinforcing community. Hybrid team days, shared lunches, and cross‑functional partnering are highlighted as ways people feel supported in day‑to‑day work.

Empowering & Trusting Leadership: Leaders are portrayed as enabling employees to shape the culture, take ownership, and make decisions rather than imposing a top‑down approach. Autonomy, bias for action, and trust are emphasized as everyday expectations.

Learning & Knowledge Sharing: Structured onboarding bootcamps, ongoing development programs, and opportunities to upskill point to a culture that prioritizes growth. Cross‑border collaboration and values‑tied review cycles reinforce continuous learning and shared expertise.

Recognition, Pride & Shared Success: Recognition rituals such as weekly “Wins” from the CEO, a dedicated kudos Slack channel, and all‑hands shout‑outs make contributions visible and tied to impact. Formal review cycles and bonuses further reinforce shared celebration of results.

Learning & Knowledge Sharing: A growth‑mindset environment is backed by continuing‑education stipends, structured onboarding, regular development check‑ins, and frequent demos and tech talks. These mechanisms create clear pathways to upskill quickly and share knowledge across teams.

Collaborative & Supportive Culture: Teams are often described as smart, friendly, and collaborative, with an in‑person cadence that strengthens connection and fast feedback. Open debate grounded in data encourages cross‑functional partnership and low‑ego problem‑solving.

Learning & Knowledge Sharing: Colleagues are frequently portrayed as highly capable, and trading/tech roles expose people to challenging problems with rapid learning. Mentorship, tuition reimbursement, certifications, conferences, and internal mobility further support growth.

Empowering & Trusting Leadership: The culture is often framed as entrepreneurial and idea‑driven, enabling employees at any level to propose solutions, lead initiatives, and own outcomes. Autonomy and visible impact in certain teams reinforce trust.

Healthy Workload & Retention: Hybrid work, flexible schedules, and remote‑friendly practices exist in parts of the portfolio alongside solid benefits. Where present, these arrangements help sustain balance and retention.

Recognition, Pride & Shared Success: A clear dog-first mission and visible impact on pets are frequently described as motivating and sources of pride. Purpose-tied moments reinforce a sense that contributions matter.

Collaborative & Supportive Culture: Colleagues are often characterized as kind, smart, and eager to help across teams, creating a welcoming atmosphere. Cross-team mentorship and approachable peers make day-to-day problem-solving easier.

Fun, Rituals & Connection: Dog-friendly offices and recurring in-person “Gathering Days” are highlighted for building camaraderie and connection. Pet-centric rituals and social moments add energy to the workplace.

Recognition, Pride & Shared Success: Company rituals like Virtues Awards, quarterly town halls, and ERG spotlights are used to celebrate contributions and create belonging. A current Great Place to Work certification further signals an emphasis on appreciation.

Collaborative & Supportive Culture: Teams are frequently portrayed as cross-functional and supportive, with smart coworkers and collaborative problem-solving highlighted as strengths. Flexible ways of working and community programs help colleagues feel connected across locations.

Innovation & Creativity: Work is framed around ambitious, AI-driven problems and rapid experimentation, inviting big ideas and ownership. Operating principles and virtues encourage trying new approaches and learning by doing.

Collaborative & Supportive Culture: Colleagues are often described as talented and cross‑functional, and many say working with smart peers is energizing. Immediate teams and some managers provide day‑to‑day support even when company‑level consistency varies.

Learning & Knowledge Sharing: Opportunities to learn appear strong across roles, with steep learning curves and exposure to complex, interdisciplinary problems. Employee‑led programs and knowledge‑sharing practices reinforce a growth mindset.

Recognition, Pride & Shared Success: Mission‑driven, patient‑impact work fosters pride and a sense that contributions matter. Meaningful, intellectually engaging problems help some feel recognized by their peers.

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.

Accountability & Ownership: Autonomy and ownership are central to how work gets done, with small, empowered teams and equity for all employees. Company materials and leadership interviews describe a setup where people act as owners and don’t feel like a cog in the machine.

Fair & Equitable Treatment: Inclusion programs and community groups are highly visible across the company. Public accreditation materials and company communications describe a workplace where people are welcomed, can be themselves, and are treated fairly.

Fun, Rituals & Connection: Company-wide rituals help people connect across hubs. Biannual Mission Days and showcased employee communities create shared experiences that reinforce belonging.

Innovation & Creativity: Cutting-edge, high-impact work on AI infrastructure is repeatedly highlighted, with some describing an “amazing culture of innovation.” Visible impact and frontier problems appear to energize many teams.

Accountability & Ownership: High autonomy and direct impact are emphasized, with initiative and an “owner” mindset noted as rewarded in a fast-scaling setting. Contributions are often described as highly visible.

Collaborative & Supportive Culture: Hybrid/remote norms and modern equipment are noted, and company materials emphasize collaboration and a supportive, high‑impact culture. Several accounts point to strong peer camaraderie and feeling part of a team.

Collaborative & Supportive Culture: Colleagues are often described as empathetic and collaborative, with managers providing ongoing feedback and recognition. Feedback suggests day-to-day teamwork, mentorship, and camaraderie are central to how work gets done.

Open Communication: Leadership is portrayed as transparent and accessible through open Q&A, listening sessions, regular all-hands, and clear values that invite direct yet caring feedback. Feedback suggests questions are welcomed and information flows readily across teams.

People-First Culture: Policies and practices emphasize well-being and respect—such as mental-health-forward benefits, flexibility norms, and recognition of lived experience. External accolades (e.g., workplace mental health certifications) and values like “candor and kindness” reinforce a people-first intent.

Accountability & Ownership: High‑agency norms like “everybody ships,” outcomes over titles, and “hybrid builders” emphasize real ownership of meaningful work. Autonomy to drive product and customer impact is positioned as core to the experience.

Collaborative & Supportive Culture: Colleagues are often described as kind and low‑ego, with practices like pair programming, team‑based planning, and “work in public” keeping a remote team connected. Periodic sprints and offsites reinforce day‑to‑day support and shared context.

People-First Culture: Remote‑first enablement features substantial home‑office investment, premium equipment, comprehensive healthcare, and flexible scheduling that signal investment in individuals’ well‑being. Public recognition and employer materials repeatedly frame the goal as building “the best remote job in the world.”

Fair & Equitable Treatment: Compensation is considered competitive for the space, and access to robust benefits through the parent company is commonly highlighted. These rewards signal that many employees feel fairly supported on pay and total rewards.

Healthy Workload & Retention: Work–life balance is often described as reasonable, enabled by remote/hybrid flexibility and time‑off and wellness programs. These practices help sustain manageable hours in many roles.

Recognition, Pride & Shared Success: An artist‑first mission and music‑centric perks (such as access to shows) give daily work added meaning and pride. Purpose‑driven framing helps employees connect contributions to creators and fans.