Top NYC, NY Companies With Best Company Culture (8,365)

Collaborative & Supportive Culture: Colleagues are often seen as smart, helpful, and collaborative, creating a supportive environment. Hybrid, in‑person collaboration and team rituals are highlighted as part of day‑to‑day operations.

Learning & Knowledge Sharing: Engineers describe strong learning and growth opportunities with meaningful ownership in a fast‑growing fintech context. Proximity to trading desks and modern tooling are cited as enabling rapid skill development.

Recognition, Pride & Shared Success: Perks and formal benefits—such as equity, performance bonuses, meal stipends, wellness programs, and a 401(k) match—signal recognition of contributions. Established employee awards and potential equity upside for certain roles reinforce shared success.

Collaborative & Supportive Culture: Colleagues are often characterized as kind, supportive, and effective in cross‑functional clinician–tech collaboration, fostering day‑to‑day positivity. Mission‑aligned teamwork on oncology problems reinforces a shared sense of impact.

Healthy Workload & Retention: Hybrid and remote options with flexible scheduling are credited with enabling solid work–life balance. Flexibility is particularly noted in abstractor and certain clinical data roles.

Authentic & Consistent Values: Values like “be kind” and visible commitments to inclusion and belonging are consistently reinforced in public materials and employee narratives. A strong oncology mission provides meaning that aligns daily work with stated values.

Collaborative & Supportive Culture: Colleagues are often described as a friendly team with a supportive environment where people help each other and feel connected to leadership. Accounts also point to close collaboration and opportunities to partner with leaders on meaningful, mission-driven work.

Accountability & Ownership: Roles are framed as high-ownership with broad scope and direct impact, including building processes from the ground up. Individuals are depicted as having autonomy to shape solutions and see end-to-end outcomes.

People-First Culture: Benefits and flexibility such as remote-first practices, generous PTO, comprehensive health coverage, parental leave, and home-office support are highlighted as investments in well-being. Leadership efforts to connect personally and an emphasis on care and inclusion further signal attention to the individual experience.

Collaborative & Supportive Culture: Colleagues are often described as friendly, low‑ego, and quick to help, with teams sharing knowledge across global offices. Onboarding is portrayed as warm and welcoming, reinforcing day‑to‑day support.

Recognition, Pride & Shared Success: Rituals like “Ring the Bell” Slack shout‑outs, bi‑weekly “Taboola Toast” celebrations, peer‑nominated awards, and spot bonuses make appreciation frequent and visible. External “Best Places to Work” accolades further reinforce shared pride.

Open Communication: Monthly global all‑hands with real‑time anonymous Q&A, pulse forums, and open‑door conversations aim to keep dialogue active and candid. Company profiles highlight mechanisms intended to ensure people feel heard.

Open Communication: Weekly CEO AMAs and open company resources are described as providing answers and context, enabling direct access to leadership perspective. Company materials emphasize frequent sharing of business context to keep people informed.

Recognition, Pride & Shared Success: A Washington Post Top Workplace accolade framed as honoring places “where employees feel valued” and peer-recognition rituals reinforce visible appreciation and shared wins. Equity grants and unlimited PTO are presented as meaningful signals that contributions are celebrated.

Collaborative & Supportive Culture: Themes of growth and collaboration appear alongside structured onboarding and employee resource groups that foster belonging. In‑person new‑hire onsites and team rituals aim to build connection across a hybrid organization.

Collaborative & Supportive Culture: Colleagues are often described as caring and collaborative, with teams working across lines and offering mutual help. Day-to-day peer interactions are highlighted as a strong point alongside decent benefits.

Learning & Knowledge Sharing: Opportunities such as lunch-and-learns and continuing education during work hours are emphasized, with people noting daily learning and accelerated growth. Structured cross-team teaching and company-wide support rotations further reinforce shared learning.

Authentic & Consistent Values: Values like empathy, curiosity, determination, and “feedback is a gift” are embedded in practices such as acting like a support agent and company-wide support rotations. Leadership is at times described as approachable and kind, supporting open, two-way communication.

Accountability & Ownership: Work structures give individuals genuine ownership of meaningful projects with clear line‑of‑sight to business impact. Autonomy to drive initiatives is emphasized alongside high expectations for initiative.

Collaborative & Supportive Culture: In‑person, cross‑functional collaboration is standard, with low‑ego norms where the best idea wins and teammates help each other succeed. Proximity to leadership and open access to discussions build trust and speed decisions.

Recognition, Pride & Shared Success: Rituals such as weekly gratitude practices and a dedicated channel for celebrating wins highlight contributions in real time. Community moments and storytelling about team impact reinforce shared pride.

Collaborative & Supportive Culture: Colleagues are often described as collaborative and people-first, with teams rallying around shared goals and a supportive environment. Inclusive events, retreats, and connection points reinforce day-to-day teamwork across functions.

Recognition, Pride & Shared Success: Company-wide recognition includes peer shoutouts, formal awards (e.g., Gumption and Culture awards), and celebrating wins in meetings. Frequent rituals and public praise create regular opportunities to spotlight contributions and shared outcomes.

Authentic & Consistent Values: Core values—Be Bold, Collaborate, Get Scrappy, and Celebrate Differences—are described as embedded into hiring, daily work, and recognition rather than slogans. All-hands communications and programs repeatedly reference these principles in practice.

Collaborative & Supportive Culture: Colleagues are often seen as great to work with, with camaraderie and enjoyable team environments. Feedback suggests day-to-day peer support is a bright spot across offices.

Healthy Workload & Retention: Flexible, hybrid setups and a Danish emphasis on results over hours point to healthier balance. Feedback suggests many employees experience reasonable boundaries and flexibility.

Open Communication: A flat, talk-to-anyone environment with regular all-hands and ‘heartbeat’ forums signals accessible communication. Feedback suggests people can share ideas across levels.

Accountability & Ownership: Role descriptions emphasize high ownership and end-to-end stewardship, with small, senior-leaning teams and “founding” titles granting broad scope. Employees describe significant agency in setting daily priorities and goals, indicating trust in individual judgment.

Transparency & Integrity: Company materials describe weekly all-hands with open discussion of strategy and clear visibility into individual and company goals. Compensation postings and references to codified cultural principles signal intent to operate with pay transparency and written norms.

Learning & Knowledge Sharing: The environment highlights Lunch and Learns, promote-from-within practices, and close access to leadership that can accelerate apprenticeship-style growth. Teams are encouraged to reflect weekly on whether work is producing results, supporting continuous learning.

Collaborative & Supportive Culture: Colleagues are often seen as caring and inclusive, with employee communities and accessible forums with leadership fostering connection. Teams frequently describe a collegial, mission-led environment where contributions matter.

Recognition, Pride & Shared Success: Formal programs (Impact Awards, Global Values Awards, and a peer-recognition platform) are highlighted as mechanisms to acknowledge contributions. Visible mission alignment and community impact efforts reinforce pride in shared outcomes.

Healthy Workload & Retention: Work–life balance and time-off flexibility are consistently emphasized, supported by a structured hybrid schedule and sabbaticals in some regions. These norms signal respect for sustainable workloads and help reinforce retention-minded practices.

People-First Culture: Benefits like employer-paid health coverage, unlimited PTO, remote flexibility, and worker offerings such as next-day pay and telehealth indicate emphasis on well-being. Mission language repeatedly highlights a “worker‑first” focus and a purpose that some internal teams describe as genuine and meaningful.

Accountability & Ownership: Stated norms emphasize trust, ownership, and a founder’s mindset, with small teams expected to ship quickly and take end‑to‑end responsibility. Role narratives and team descriptions point to empowered autonomy for those who thrive in fast, self‑directed environments.

Fun, Rituals & Connection: Weekly kudos and offsites are highlighted to recognize wins and build relationships across a remote‑flexible team. In‑person touchpoints are positioned to maintain cohesion and connection despite distributed work.

Collaborative & Supportive Culture: Colleagues are often described as great to work with, with approachable managers and hybrid flexibility fostering day-to-day connection and support. Covered healthcare options and inclusive activities contribute to a supportive daily experience.

Transparency & Integrity: Leaders are portrayed as caring and transparent, with open communication rituals such as all‑hands and clearly articulated values. This integrity-focused tone helps build trust in a fast-moving environment.

Recognition, Pride & Shared Success: Employee-based workplace honors and values-tied recognition programs signal appreciation and shared wins. Public accolades alongside internal awards reinforce pride in the organization.

Cultural Alignment: Passionate, anime-loving colleagues and a fan-first mission create meaning and pride in the day-to-day work. Energy comes from building experiences for a global community of anime fans.

Collaborative & Supportive Culture: Colleagues are often characterized as supportive and smart teammates who collaborate across multiple projects. Mentorship, coaching, and helpful peers show up as bright spots even when other issues surface.

Fun, Rituals & Connection: Anime-themed offices, social events, game nights, and occasional team trips foster connection and a sense of community. Perks like catered lunches and active ERGs further reinforce rituals that bring people together.

Recognition, Pride & Shared Success: Regular all‑hands kudos, manager shoutouts, and visible celebration of cross‑team wins signal that contributions are publicly acknowledged and shared. The "Win Together" value and stories of teams rallying around goals reinforce pride in collective outcomes.

People-First Culture: Leaders emphasize a person‑first tone, accessible managers, and encouraging sign‑offs to recharge, aiming to sustain performance without burnout. Culture narratives highlight a workplace that feels personal rather than transactional, with practices like regular check‑ins to ensure people feel heard.

Accountability & Ownership: Team members are encouraged to wear multiple hats, take initiative, and "leave their mark," reflecting high trust and responsibility. Operating norms spotlight autonomy and clear impact on mission, appealing to those who thrive on ownership.

Collaborative & Supportive Culture: Colleagues are often described as supportive and approachable, with “great people” and helpful People/HR teams. Cross‑team collaboration and in‑person rituals are portrayed as strengthening day‑to‑day support.

Learning & Knowledge Sharing: Learning rituals such as in‑person all‑hands, lunch‑and‑learns, robust onboarding, manager training, and rotational programs are emphasized. These signals portray an environment investing in continuous learning and knowledge sharing.

Recognition, Pride & Shared Success: External “Best Places to Work” accolades and company‑run recognition programs are highlighted alongside engagement surveys. These cues point to efforts to celebrate contributions and build shared pride.

Collaborative & Supportive Culture: Colleagues are often described as smart, kind, and supportive, with teammates and mentors actively helping people succeed. Feedback suggests many day-to-day interactions feel encouraging and cooperative across several teams and locations.

Recognition, Pride & Shared Success: Many express pride in the dog-first mission and belief in the product, which makes work feel meaningful and impactful. Feedback suggests serving passionate customers and seeing positive outcomes for dogs fosters a sense of appreciation.

Fun, Rituals & Connection: Dog-friendly offices, pet-centric perks, and recurring in-person "Gathering Days" create connection and camaraderie. Feedback suggests these rituals and perks strengthen belonging and everyday recognition for some teams.

Recognition, Pride & Shared Success: Peer kudos, spot bonuses, and a centralized Recognition Hub create frequent, visible appreciation that signals contributions are noticed. Culture messaging also celebrates team wins and impact, reinforcing shared success.

Learning & Knowledge Sharing: Hackathons, leadership development, mentorship (e.g., Elevate), and growth programs are highlighted as ways to build skills and advance. This emphasis on development supports ongoing learning in a fast‑moving environment.

Accountability & Ownership: Values and ways of working stress ownership and empowerment, with employees encouraged to act like owners and take significant responsibility. This ownership ethos aligns work to mission and encourages initiative.

Authentic & Consistent Values: Values like “Be Kind Always,” “Own It,” and “Strive for Excellence” are framed as daily operating principles modeled by leadership and reflected in how teams work. This values-throughline is linked to pride, motivation, and a purpose-driven environment.

Collaborative & Supportive Culture: Colleagues are depicted as kind and helpful, celebrating milestones and offering support, with hybrid in-person collaboration reinforcing connection. Benefits and perks that support well-being further underpin a supportive team dynamic.

Learning & Knowledge Sharing: Opportunities for development, mentorship, and promotion from within are emphasized alongside rapid personal and professional growth. This focus signals active investment in building skills and sharing know-how across teams.

Collaborative & Supportive Culture: Colleagues are often seen as smart, supportive, and collaborative across offices, creating strong day‑to‑day teamwork. Teams highlight a fun, solution‑oriented dynamic with people willing to help and work together.

Accountability & Ownership: Employees are empowered to lead, take risks, and work autonomously under an "everyone is an owner" mindset. The culture emphasizes self‑leadership, clear goals, and action over micromanagement.

Learning & Knowledge Sharing: Growth programs, stretch projects, and stated internal mobility aims indicate sustained investment in development. Early‑career pathways and ongoing learning agendas support continuous skill building and mentorship.