Top NYC, NY Adtech Companies With Best Work-Life Balance (738)

Remote or Hybrid Flexibility: Remote, hybrid, and work-from-anywhere arrangements are explicitly offered, and current postings highlight the ability to choose where to work. This setup supports everyday balance across roles and regions.

Manager Support: Managers are expected to discuss workloads regularly, encourage boundary-setting, and signal that long hours are not the norm. Leadership attention to pacing is positioned as a way to prevent burnout during routine and peak periods.

Time Off Access: Roles advertise generous PTO (e.g., 28 vacation days in one posting) alongside paid holidays and sick leave depending on location. Clear access to time off helps employees recover without stigma.

Time Off Access: Policies explicitly encourage switching off on weekends and during time off. Generous programs include 20 PTO days, bonus “High Five” days, flexible public holidays, sabbaticals, and an end‑of‑year shutdown.

Remote or Hybrid Flexibility: Hybrid arrangements are standard, with team-based flexibility and options like working from anywhere for up to one week each quarter or designated flexibility weeks.

Wellbeing Programs: Wellness support is emphasized through monthly wellness allowances, office perks, and access to mental health platforms such as Modern Health.

Flexible Scheduling: Policies highlight a flexible work schedule within a hybrid setup that lets employees manage their time around core goals. Company materials indicate latitude in structuring hours to fit personal needs.

Time Off Access: Policies include unlimited PTO, paid sick days, floating holidays, and paid parental leave. These provisions are positioned to enable rest and recovery when needed.

Wellbeing Programs: Offerings include an EAP, mindfulness resources, and wellness or lifestyle stipends, with some offices providing fitness perks. These supports aim to bolster mental and physical health alongside day-to-day work.

Remote or Hybrid Flexibility: The company operates a structured hybrid schedule with in-office days Tuesday–Thursday and remote flexibility on Mondays and Fridays, enabling predictable planning. This cadence preserves face-to-face collaboration mid‑week while offering work‑from‑anywhere options on bookend days.

Time Off Access: Policies include a substantial PTO package (vacation, personal, and sick days), a wide slate of paid company holidays, and fully paid parental leave. These provisions signal meaningful opportunities to unplug and recover.

Wellbeing Programs: Resources such as Talkspace, Headspace, and access to on‑demand primary care are provided as burnout‑prevention supports. These benefits indicate active investment in mental health and overall wellbeing.

Time Off Access: Policies provide generous vacation time, company holidays, personal/myDays, caregiving days, sick time, and paid parental leave. These benefits are often credited with helping employees maintain balance when workloads ebb and flow.

Remote or Hybrid Flexibility: Many office-based roles operate on hybrid schedules, with some teams offering predictable in‑office rhythms and the ability to work from home part of the week. This flexibility is described as a meaningful aid to managing personal commitments, though it varies by group.

Workload Manageability: Corporate, engineering, and other office-based teams are frequently described as having a manageable, more predictable cadence with limited after‑hours demands. Some divisions characterize workloads as busy but not overwhelming, with evenings and weekends generally respected.

Remote or Hybrid Flexibility: Work is often remote-first or structured hybrid with location flexibility, enabling employees to manage personal needs during the day. Core-hour frameworks and remote options by location help accommodate varied schedules.

Time Off Access: Generous PTO, flexible or unlimited time off, and company-wide breaks (such as end-of-year shutdowns/winter recesses) provide space to recharge between busy periods. These offerings are framed as part of a people-first approach.

Flexible Scheduling: Core hours with flexible start and end times give individuals latitude to align work with life constraints. This scheduling freedom is paired with hybrid practices to support daily balance.

Remote or Hybrid Flexibility: A remote-first model with async-friendly practices is emphasized, giving people greater control over schedules and removing commute friction. Distributed roles are structured to function effectively across locations.

Time Off Access: Unlimited PTO and a company-wide year-end shutdown create predictable opportunities to disconnect and recharge. These policies are explicitly framed around rest, rejuvenation, and life outside work.

Wellbeing Programs: Mental health resources, EAP access, and wellness or lifestyle stipends are provided to support day-to-day wellbeing. Such offerings are positioned to reduce burnout risk and sustain balance.

Flexible Scheduling: Company profiles describe flexible schedules and norms around working hours that allow day-to-day adjustments to maintain balance. Hybrid and remote options are framed as part of this flexibility.

Workload Manageability: Descriptions highlight capacity/resource planning, clear prioritization, and reasonable timelines designed to keep the pace sustainable outside of peak cycles. These practices are presented as intentional safeguards against burnout.

Time Off Access: Policies include generous or flexible PTO, paid holidays, and sick leave, with explicit encouragement to actually use time off. Wellness perks and summer hours are also cited as supports for recovery.

Remote or Hybrid Flexibility: Work location is often flexible, with many roles offering WFH or hybrid setups that help employees manage family and personal responsibilities. Feedback suggests remote options are common and explicitly addressed in candidate FAQs.

Time Off Access: Flexible Time Off (unlimited PTO) is available and seen as useful for managing vacations, appointments, and recovery. Feedback suggests actual usage is influenced by team workload and manager norms.

Manager Support: Direct managers are frequently described as understanding and accommodating of personal circumstances. Feedback suggests supportive leadership can make a fast-paced environment more manageable.

Remote or Hybrid Flexibility: The company describes a structured hybrid model with in‑office collaboration days and office‑optional focus days, plus some fully remote roles. Protected “Power Hours” are intended to preserve uninterrupted deep work.

Time Off Access: Unlimited PTO, wellness days, holidays, and paid parental leave are advertised, along with explicit encouragement to unplug and take time to recharge. These policies signal practical access to time away when needed.

Mental Health Support: An Employee Assistance Program with 24/7 free counseling, grief counseling resources, and a health concierge are available. These resources aim to support wellbeing alongside daily work demands.

Remote or Hybrid Flexibility: Many corporate and digital roles appear to allow remote or hybrid arrangements, with some teams also noting Summer Fridays. This flexibility is presented as a key enabler of balancing work with personal commitments.

Time Off Access: Job descriptions highlight unlimited PTO for many salaried roles, paid holidays, and stated encouragement to use time off. These structures are positioned as meaningful supports for rest and recovery.

Flexible Scheduling: Some teams describe schedule flexibility, including seasonal early-close practices, which helps absorb personal needs and lower day-to-day strain. These practices are noted as varying by department and manager.

Remote or Hybrid Flexibility: Company materials indicate many teams use hybrid or remote options, plus a 30-day annual “workcation” that expands location flexibility. Feedback suggests time and location flexibility are frequent strengths, particularly in corporate and tech roles.

Time Off Access: Benefits include extra days off such as a company-wide break between Christmas and New Year, a day off for World Mental Health Day, a Volunteer Day, and additional wellness days. These measures are designed to support real downtime and recovery.

Wellbeing Programs: Listed resources include employee-assistance programs, wellbeing workshops, and a network of Mental Health First Aiders. Feedback suggests these initiatives underpin a supportive environment for mental health and balance.

Remote or Hybrid Flexibility: A 3-days-in-office/2-days-remote model is described as reducing commute friction while preserving focused work and family time. Remote days are highlighted as useful for heads-down work alongside in-person collaboration.

Time Off Access: Flexible time off (including unlimited PTO in some locations) and substantial parental leave are emphasized, and time away is portrayed as trusted and supported. Location-specific policies and mental-health resources further enable recovery.

Flexible Scheduling: Global collaboration that sometimes requires early or late calls is accompanied by manager-approved schedule adjustments to offset those hours. This accommodation helps employees rebalance after cross-time-zone demands.

Autonomy Over Hours: Work is framed as outcomes-based with no hour tracking, and the company states it is “human about it” when personal needs arise. Occasional flexibility around day-to-day obligations is emphasized despite the in-office norm.

Time Off Access: Policies indicate Flexible/Unlimited PTO with paid holidays and sick time, and messaging encourages taking time to recharge. People are trusted to take time when needed without heavy bureaucracy.

Wellbeing Programs: Day-to-day supports include daily lunches and snacks, catered dinners Monday–Thursday, gym or Wellhub access, and monthly lifestyle credits. Team celebrations and outings are also highlighted to sustain morale.

Remote or Hybrid Flexibility: Hybrid schedules with set in‑office days and flexibility on others are highlighted, along with remote‑friendly options in some roles. Feedback suggests this structure helps planning around personal commitments and reduces commute burden.

Time Off Access: Flexible, no‑cap PTO is promoted and coordinated with managers. Feedback suggests this makes it easier to take time away and recharge when workloads allow.

Wellbeing Programs: Wellness resources, including mental‑health support and employee‑assistance programs, are prominently offered. Feedback suggests these programs provide everyday support for wellbeing.

Wellbeing Programs: Company materials highlight wellness benefits, Summer Fridays, recreational activities, and paid parental leave. These offerings are positioned to support balance and recovery.

Time Off Access: Policies such as flexible PTO, summer hours, and parental leave are prominently featured. These programs are intended to make it easier to step away and recharge.

Supportive Culture: Colleagues are often described as smart, collaborative, and supportive. This camaraderie can make a demanding environment feel more manageable.

Remote or Hybrid Flexibility: Flexible, hybrid arrangements and short-term work-from-anywhere options are highlighted, enabling employees to split time between home and office. Feedback suggests this structure helps many manage personal routines alongside team collaboration.

Time Off Access: Paid time off is presented as generous, with around five weeks in many regions, plus wellness days and holiday shutdowns. These structures are positioned to encourage real disconnection and recovery after busy periods.

Wellbeing Programs: Structured wellbeing initiatives—such as EAP resources, mental health programs, wellness stipends, and manager training to mitigate burnout—are emphasized. Teams are also encouraged to protect focus time and reduce meeting load, supporting a sustainable pace.

Remote or Hybrid Flexibility: OpenX operates with a remote-first, location-flexible setup that gives people control over where they work. Feedback suggests this helps reduce commute stress and supports day-to-day balance.

Time Off Access: OpenX offers flexible or unlimited PTO, birthday time off, extended holidays, and company-wide recharge days. Feedback suggests coordinated recharge time makes it easier to disconnect without returning to an overwhelming backlog.

Wellbeing Programs: Benefits include employer-paid therapy and life coaching, wellness and fitness stipends, and home-office support. These programs are positioned to reinforce personal wellbeing and ease day-to-day strain.

Remote or Hybrid Flexibility: A structured hybrid model—commonly remote Mondays and Fridays with in‑office Tuesday–Thursday—is described as standard, enabling predictable planning and location flexibility. Flexible start and end times are also referenced as part of day‑to‑day norms.

Time Off Access: Generous PTO, quarterly wellness days, and an end‑of‑year company closure are highlighted, making it easier to truly unplug. These shared downtime practices reduce the need to negotiate one‑off breaks.

Workload Manageability: Day‑to‑day pace is often characterized as busy but reasonable, with workloads generally manageable outside of peak cycles. Several roles describe balance as good when expectations are clear and teams are well run.

Time Off Access: Policies provide five weeks of flexible time off, seven paid sick days, 11 paid holidays, summer hours, and paid parental leave, with PTO frontloaded to support downtime and boundaries. Feedback suggests these benefits are a notable strength that helps employees disconnect.

Remote or Hybrid Flexibility: Many roles are set up for hybrid, remote, or field-based work, and feedback suggests day-to-day flexibility around location is widely available by role. This structural flexibility is repeatedly cited as enabling balance and family accommodations.

Boundary Respect: Practices like no Friday meetings after 3 p.m. and leader emphasis on setting working hours and avoiding unnecessary meetings help protect personal time. Feedback suggests these norms contribute to a more sustainable daily rhythm.