Top NYC, NY Adtech Companies With Best Company Culture (563)

Effective & Decisive Change Leadership: Leadership messaging centers on a multi‑year culture transformation with the Optimum Leader framework and a 'One Optimum' approach to strengthen collaboration and customer focus.

Recognition, Pride & Shared Success: External workplace recognition such as Great Place to Work certification and an industry Work Culture award is prominently highlighted.

Learning & Knowledge Sharing: Corporate materials describe employee resource groups and career development programs, indicating structured avenues for learning and connection.

Collaborative & Supportive Culture: Teams operate across many locations with smart, ambitious colleagues in a multicultural setting, and public materials emphasize open communication, idea‑sharing, partnership, and mutual respect.

Empowering & Trusting Leadership: Individuals are entrusted with significant responsibility and leadership is portrayed as invested in well‑being and growth, reinforced by first‑name familiarity and a respectful tone.

Learning & Knowledge Sharing: Learning budgets, training programs, peer learning, and rapid internal mobility in some regions signal visible investment in continuous development.

People-First Culture: Wellbeing and inclusion initiatives are prominent, including Mental Health First Aiders, wellbeing workshops, an extra day off for World Mental Health Day, and company step/activity challenges. Formal DEI commitments and belonging-focused messaging reinforce a people-centered environment.

Collaborative & Supportive Culture: A “One Genius/one team” ethos is emphasized, describing a supportive, sociable culture with strong teamwork and flexibility. Colleagues are often characterized as smart, welcoming, and inclusive across backgrounds.

Learning & Knowledge Sharing: Mentoring and coaching, a Manager’s Academy, internal knowledge‑share events, and global internships/externships are positioned as ongoing development pillars. Structured manager training and early‑career pathways signal active investment in continuous learning.

Collaborative & Supportive Culture: Colleagues are often described as smart, supportive, and approachable, with an “open door” posture from leadership and in‑office events that build connection. Company narratives emphasize collaboration within the 5Cs and highlight team‑oriented wins.

Learning & Knowledge Sharing: Learning rituals such as employee spotlights and lunch‑and‑learns signal a norm of knowledge sharing and ongoing development. Public materials depict continuous learning as part of day‑to‑day work.

Recognition, Pride & Shared Success: Awards from Built In and Crain’s and the “award‑winning” framing are used to instill pride and shared accomplishment. Culture pages celebrate values and achievements to reinforce a sense of collective success.

Empowering & Trusting Leadership: Managers are described as empowering employees to lead initiatives, with access to senior leaders and regular career development touchpoints. Structured mentorship and sponsorship stories reflect trust and encouragement to take ownership beyond core roles.

Fun, Rituals & Connection: Frequent social activities, themed happy hours, and longstanding traditions are used to build community and a welcoming atmosphere. Leadership encourages employee‑hosted events to reflect diverse interests and sustain connection in a hybrid setup.

Learning & Knowledge Sharing: A fast‑paced setting with customized development tracks, conferences, and mentorship creates significant learning and rapid responsibility. Cross‑department opportunities enable skill expansion across functions such as engineering, data, and client teams.

Collaborative & Supportive Culture: Colleagues are frequently described as welcoming and supportive, with cross‑brand collaboration and matrixed initiatives fostering connection across teams. Modern, collaboration‑oriented hubs and ERG communities create spaces for authenticity and belonging.

Innovation & Creativity: Work centers on powering the premium TV/CTV ecosystem and advancing programmatic capabilities, encouraging big ideas and problem‑solving at industry scale. Feedback suggests product development is tightly tied to measurable outcomes, reinforcing an inventive, results‑oriented mindset.

Learning & Knowledge Sharing: Professional development is emphasized through mentorship, continuing education stipends, and tuition reimbursement. Messaging and testimonials highlight space for growth and leadership support for creating opportunities.

Empowering & Trusting Leadership: Leaders are described as approachable and transparent, using regular town halls and company‑wide meetings to keep people informed and invite ideas. High trust and autonomy within a hybrid model reward self‑directed, collaborative operators.

Learning & Knowledge Sharing: Structured development through mentorship programs, “Fluent University” courses, and DEI programming is highlighted across company materials. Cross‑functional collaboration and ongoing learning are positioned as core to how work gets done.

Recognition, Pride & Shared Success: Performance‑linked rewards, recognition rituals, and public workplace honors reinforce celebrating outcomes and contributions. Philanthropy, service days, and donation matching create shared pride beyond day‑to‑day delivery.

Collaborative & Supportive Culture: Teams are described as collaborative, with inclusive ERGs and local culture committees building community and keeping people connected. The structured hybrid rhythm with in‑person rituals further supports cross‑team partnership.

Accountability & Ownership: Core behaviors emphasize empowerment and 'Own the Results,' and individuals are portrayed as trusted to make an impact. People are expected to raise the bar and take responsibility for outcomes.

Open Communication: Monthly all‑hands, access to leaders, and engagement surveys establish frequent company dialogue. Transparency is explicitly cited as part of how teams work and make decisions.

Accountability & Ownership: Values like “Own it” and an urgency mindset set clear expectations for autonomy and delivering outcomes. A proof‑over‑promises stance around permissioned data and “truth” further reinforces accountability.

Collaborative & Supportive Culture: Open‑door leadership, cross‑functional collaboration, and deliberate in‑person gatherings foster connection across a distributed team. Team and company outings add structured touchpoints that reinforce cohesion.

Learning & Knowledge Sharing: Mentorship, training resources, ERGs, and sales rituals like role‑plays and internal pitch sessions promote continuous skill‑building. A “win or learn” ethos normalizes experimentation and shared learning.

People-First Culture: ERG networks (e.g., Bridge Builders, Mosaic, Women at Zeta) and inclusion initiatives are positioned as central to belonging, paired with hybrid/remote options and flexible time off. These programs signal intent to support wellbeing and connection alongside day-to-day work.

Collaborative & Supportive Culture: Cross-team collaboration and a supportive, impact-oriented environment are emphasized, with stories of learning and partnership even in largely remote settings. Accessible teammates and growth mindsets are highlighted as enablers of problem-solving across functions.

Innovation & Creativity: A “big ideas,” AI-driven ethos frames work as tackling ambitious problems, with teams encouraged to experiment and iterate quickly. Descriptions like a “mad scientist’s playground” signal room for invention on large-scale projects.

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.

Authentic & Consistent Values: The company publishes explicit values centered on ownership, transparency, customer focus, unity, and fast iteration, and reiterates them in careers content and spotlights. Feedback suggests these values are reflected in collaborative behaviors, open knowledge‑sharing, and quick iteration.

Collaborative & Supportive Culture: Colleagues are commonly portrayed as smart, respectful, and quick to help across functions, with open knowledge‑sharing and cross‑functional support. Accounts also point to training and enablement that foster learning and impact.

People-First Culture: Flexible, remote‑friendly work, generous time off, comprehensive benefits, and visible ERG/DEI activity are emphasized as part of a people‑centric approach. Recognition on workplace lists and employee testimonials align with a culture that aims to help individuals feel valued and supported.

Accountability & Ownership: Empowered teams and individual ownership over outcomes are emphasized, with principles like Take Ownership and Commit & Do shaping day-to-day decisions. Autonomy is prioritized over heavy hierarchy, enabling faster execution and personal accountability.

Transparency & Integrity: Practices such as sharing context behind decisions, opening business metrics, and practicing radical candor are codified and encouraged. These norms are presented as mechanisms to build trust and align teams for speed.

Learning & Knowledge Sharing: The culture stresses maximizing learning and smart risk-taking, with early‑career programs that promote growth from day one. Engineering narratives highlight metrics‑led improvement, code reviews, and a zero‑bug stance that reinforce continuous learning.

Collaborative & Supportive Culture: Cross-functional collaboration is emphasized through efforts such as “Symphony” and iterative, data‑informed, cross‑functional ways of working, and feedback suggests teams lean into shared launches and live events. ERGs further strengthen connection by building community, mentorship, and leadership access across locations and businesses.

Respectful & Positive Atmosphere: Policies explicitly center on dignity, “doing the right thing,” and zero tolerance for harassment, setting clear conduct expectations that underpin daily interactions. Employees are often described as feeling valued, respected, and supported by teammates and leadership.

Learning & Knowledge Sharing: Rotational programs, internships, and Page‑style entry points create broad exposure and a “learn by doing” ethos across multiple businesses. Structured early‑career pathways and mentorship via ERGs help employees build skills and networks over time.

Fun, Rituals & Connection: Recurring 'Connect' programming, wellness experiences (e.g., virtual sound baths, meditations), mixers, team‑building, and dinners with leaders keep distributed teams engaged and connected. Hybrid flexibility with coworking options reinforces regular touchpoints with leadership and peers.

Authentic & Consistent Values: DEIB is treated as a core pillar through the VOICE Coalition, ERGs, and ongoing allyship and education, with leadership framing psychological safety and authenticity as cultural goals. Principles emphasize customer obsession, agility/ownership, innovation, belonging, and social impact alongside sustainability.

Collaborative & Supportive Culture: A 'community first' outlook emphasizes people feeling appreciated and seen, supported by friendly teams and cross‑functional collaboration. Leadership‑access programs and life‑skills workshops further reinforce community and support.

Collaborative & Supportive Culture: Teams work cross‑functionally with clear ownership and accountability practices that keep projects moving and prevent bottlenecks. A distributed model with regular meetups and a kind, people‑focused ethos reinforces collaboration across locations.

Open Communication: Communication is described as open and transparent across levels, with explicit norms for when to use asynchronous versus live collaboration. Leadership reinforces healthy collaboration by empowering managers and sharing goals across functions.

Accountability & Ownership: Roles are framed with real autonomy and ownership of impactful work, supported by clear ownership structures. Direct access to leadership enables fast decisions and signals trust in individuals to drive outcomes.

Transparency & Integrity: Compensation and leveling are openly published, and hiring is framed as intentionally transparent with clearly scoped 30/60/90‑day goals. Materials also reference access to company financials and equal pay for the same role, signaling clarity and fairness.

Collaborative & Supportive Culture: Teams—particularly in Sales—are described as high‑trust and ego‑free, with leaders who join calls, strategize deals, and remove roadblocks. Colleagues celebrate wins together and step in to support one another across projects.

People-First Culture: Benefits highlight whole‑person support including comprehensive health coverage, paid parental leave, flexible schedules, and openness to adding perks employees request. Community rituals like biannual summits and volunteering partnerships reinforce connection and care.

Accountability & Ownership: Employees are given significant responsibility to own outcomes end-to-end with visible impact on the business. Bi-weekly all-hands and weekly standups align priorities and reinforce individual agency.

Collaborative & Supportive Culture: Hiring emphasizes low ego, cross-functional partnership, and genuine help-seeking, fostering close work between product, sales, and leadership. An open-door policy and open office floor plan enable fast, face-to-face problem-solving.

Recognition, Pride & Shared Success: Rituals like a weekly gratitude practice, a dedicated Slack channel for wins, and culture events (e.g., “Agentio Draft Day”) highlight public appreciation of contributions. Contributions are visibly celebrated alongside community-focused gatherings.

Authentic & Consistent Values: Leadership frames the company around “content made by people for people,” with People as the “hero brand,” giving teams a clear editorial north star and consumer focus. Feedback suggests this brand-led identity reinforces a people-first ethos across a broad lifestyle portfolio.

Collaborative & Supportive Culture: Cross-brand collaboration with the in-house Studio enables integrated campaigns and experimentation across platforms. Shared services and mature infrastructures create frequent opportunities to partner across brands and functions.

Learning & Knowledge Sharing: Expert networks, standards-driven work, content testing, and studio support foster craft development for journalists, editors, producers, and branded-content creatives. Feedback suggests off-platform growth and creator collaborations expand skill-building in social and video.

Empowering & Trusting Leadership: Leadership is described as servant‑oriented and approachable, empowering people at all levels to make an impact and learn from experienced colleagues. Feedback suggests regular all‑hands and open goal‑sharing reinforce trust and autonomy.

Collaborative & Supportive Culture: Colleagues are often seen as caring and team‑first, with cross‑department rituals like "Taco Talks" and monthly all‑hands fostering open collaboration. Day‑to‑day team interactions are portrayed as a highlight of the work experience.

Learning & Knowledge Sharing: A growth mindset is emphasized through continuous skills development, leadership training, clear career paths, and cross‑functional projects. Programs such as hackathons, LinkedIn Learning, and structured onboarding signal ongoing knowledge sharing.