Top NYC, NY Adtech Companies With Best Company Culture (567)

Fair & Equitable Treatment: Pay and benefits are often described as competitive in certain roles, with solid medical and service‑discount perks. These tangible rewards can signal appreciation for contributions and help some employees feel recognized.

Collaborative & Supportive Culture: Teams in some areas describe supportive environments with managers who are helpful and passionate about employee success. Camaraderie and local leadership can create day‑to‑day experiences where people feel backed by their colleagues.

Recognition, Pride & Shared Success: Public accolades and employer‑brand recognition are highlighted alongside stated recognition programs. These signals can foster pride and a sense that contributions are celebrated when teams are aligned to the mission.

Collaborative & Supportive Culture: Colleagues are often described as great people and helpful, contributing to a friendly, positive environment. A virtual‑first model with culture committees and intentional connection rituals further reinforces day‑to‑day support.

Healthy Workload & Retention: Work–life balance and flexibility are portrayed as above‑average, with remote/hybrid options and practices designed to maintain balance. People highlight the ability to work virtually with intentional moments of connection rather than rigid office mandates.

Empowering & Trusting Leadership: Employees are trusted with significant responsibility and autonomy to solve problems, and leaders are described as open to feedback and change. Many cite ownership in their roles and freedom to deliver outcomes.

Collaborative & Supportive Culture: Feedback suggests approachable leaders and “great people” foster a team‑first environment where ideas are welcomed and day‑to‑day interactions feel respectful and helpful.

People-First Culture: Employee awards, ERGs, hybrid/remote flexibility, summer hours, and Friday no‑meeting blocks signal policies designed around well‑being and belonging, which many interpret as feeling seen and supported.

Healthy Workload & Retention: Feedback points to solid work‑life balance and flexibility, reinforced by practices that protect focus time and encourage recharging.

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.

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 seen as approachable and teams as cooperative, creating a supportive day‑to‑day environment. Cross‑functional partnership and the quality of coworkers are repeatedly highlighted as strengths.

People-First Culture: Employee resource groups, culture committees, wellness initiatives, and in‑office support signal tangible investment in belonging and well‑being. Public recognition and community programming reinforce a people‑centered identity.

Healthy Workload & Retention: Work–life balance is frequently praised, with hybrid cadence, generous time off, and wellness days supporting sustainable workloads. Flexibility and reasonable hours help maintain balance without sacrificing team cohesion.

Collaborative & Supportive Culture: Colleagues are often described as talented, humble, and collaborative, with teams openly brainstorming, sharing knowledge, and working cross‑functionally.

Learning & Knowledge Sharing: Opportunities to learn are highlighted through exposure to modern ad/AI technologies, impactful projects, and roles described as a great place to grow.

Innovation & Creativity: Work is characterized as a mad scientist’s playground that encourages experimentation, rapid iteration, and building ambitious AI/marketing‑tech solutions.

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.

Collaborative & Supportive Culture: Colleagues are often described as inclusive and willing to share ideas, with people feeling heard and supported across many teams. Company materials emphasize collaboration and transparency, reinforcing this supportive dynamic.

Fun, Rituals & Connection: Company traditions like inclusive, region-tailored gatherings and an end‑of‑year gift program are designed to strengthen connection across a global, distributed workforce. Travel support for remote employees and intentionally planned events signal a focus on belonging and inclusion.

People-First Culture: Leadership messaging and employee testimonials highlight care for well‑being, flexibility, and autonomy, alongside mentorship and career development initiatives. Benefits and intentional employee‑experience design suggest investment in helping people thrive.

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.

Collaborative & Supportive Culture: Colleagues are often described as friendly, smart, and eager to help, with one engineer calling it a “great work culture where you feel known and valued.” Feedback suggests cross‑team collaboration and supportive day‑to‑day teams are common.

Healthy Workload & Retention: Feedback suggests work–life balance is a relative strength, with flexible schedules, hybrid options, and seasonal perks like “Summer Fridays” in some groups. Many describe a manageable pace that supports sustainable workloads.

Empowering & Trusting Leadership: Leadership is often portrayed as approachable and focused on outcomes over where or when work is done, signaling trust. Feedback suggests openness to honest perspectives and investment in growth through education and mentorship.

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.

Recognition, Pride & Shared Success: Employee awards honor work and contributions, and wins are actively celebrated. These practices create visible moments of pride and reinforce that individual impact matters.

Open Communication: An open-door approach with leaders sitting among teams enables regular access to information and decisions. This accessibility supports quick context-sharing and day-to-day clarity.

Fun, Rituals & Connection: Year-round touchpoints such as offsites, team projects, internal pitch sessions, role-plays, and social events help sustain connection in a hybrid workforce. These rituals foster camaraderie and strengthen cross-team ties.

Collaborative & Supportive Culture: Colleagues are consistently described as smart, helpful, and quick to collaborate, creating a supportive day‑to‑day environment. Cross‑functional work happens with an authentic, low‑ego ethos that helps people feel valued.

People-First Culture: A remote‑first setup, wellness initiatives, ERGs, and comprehensive benefits are positioned to support employees’ lives and needs. Company materials emphasize a people‑first stance that prioritizes belonging and wellbeing.

Recognition, Pride & Shared Success: Formal recognition programs, employee awards, and engagement moments are highlighted as drivers of appreciation. External “Best Places to Work” honors are used to celebrate cultural achievements and build pride.

Collaborative & Supportive Culture: Colleagues are often seen as supportive, with a team-first, sociable atmosphere that makes day-to-day collaboration easy. Feedback suggests working with smart, welcoming peers enhances problem-solving and camaraderie.

People-First Culture: Wellbeing efforts, flexibility in work/life balance, and inclusion initiatives are emphasized and visible in everyday practices. Feedback suggests mental-health support, extra downtime, and hybrid flexibility help people feel cared for.

Learning & Knowledge Sharing: Mentoring, coaching, manager training, and knowledge-exchange sessions provide clear avenues to grow and share expertise. Feedback suggests employees can access structured development to build skills and impact.

Collaborative & Supportive Culture: Colleagues are often seen as kind, respectful, and eager to help, with a strong sense of community and team support. Feedback suggests accessible leaders and cross‑level collaboration foster day‑to‑day support.

Recognition, Pride & Shared Success: Managers publicly celebrate milestones and maintain shoutout channels, highlighting individual impact. Feedback suggests frequent recognition rituals that reinforce pride and shared wins.

Fun, Rituals & Connection: A high cadence of inclusive events—happy hours, themed celebrations, karaoke, and clubs—intentionally builds camaraderie. Feedback suggests these rituals help people feel connected and valued beyond core work.

Collaborative & Supportive Culture: Colleagues are often seen as collaborative and approachable, with cross-functional teaming and direct access to executives emphasized. Feedback suggests a personal, non-transactional environment where people enjoy working together and feel supported.

Accountability & Ownership: Feedback suggests individuals are trusted to run with ideas and own impactful projects, with clear ownership structures and OKRs reinforcing autonomy. Opportunities to level up and promotion-from-within narratives signal meaningful responsibility.

Healthy Workload & Retention: Flexible schedules, hybrid/remote options, PTO, stipends, and paid parental leave indicate practices aimed at sustainable work–life balance. Comments that people don’t work late and actually take vacation reinforce a supportive cadence.

Collaborative & Supportive Culture: Colleagues are often seen as supportive and teams work well together across functions, fostering strong peer camaraderie. Feedback suggests helpful teammates, mentorship, and active employee communities that build belonging.

Recognition, Pride & Shared Success: Pride in the NBCUniversal brand and marquee work is a consistent motivator that elevates morale. Company spotlights and community programs reinforce shared wins and a sense that individual contributions matter.

Empowering & Trusting Leadership: Employees describe teams where they feel valued, trusted, and encouraged to take ownership. Feedback suggests local leaders often provide autonomy and support for growth.

Fun, Rituals & Connection: In‑office rhythms such as catered lunches, quarterly all‑hands, and employee awards create regular touchpoints that build camaraderie. Feedback suggests volunteer days and donation matching further reinforce a sense of connection.

Healthy Workload & Retention: Hybrid schedules and flexible PTO are emphasized alongside mental‑health resources. Feedback suggests work/life balance is a relative strong point for many teams.

Collaborative & Supportive Culture: Colleagues are often described as great to work with, with strong camaraderie in several groups. Feedback suggests managers and peers provide support, recognition, and cross‑team collaboration opportunities.

Collaborative & Supportive Culture: Teams and managers in specific editorial and studio groups are described as supportive, with good peers and helpful day‑to‑day collaboration. Colleagues are often seen as smart, creative, and enjoyable to work with across cross‑functional projects.

Recognition, Pride & Shared Success: The portfolio of brands (People, Better Homes & Gardens, Food & Wine, etc.) is cited as motivating and meaningful, fostering pride in the work. A human‑centered mission and trusted‑content ethos reinforce shared purpose.

Healthy Workload & Retention: Work/life balance is described as relatively stronger than other aspects, with some roles offering flexibility that supports sustainability. Casual, friendly environments in places contribute to manageable day‑to‑day workloads.