Top NYC, NY Analytics Companies With Best Company Culture (325)

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 encouraged to support each other through constructive feedback, and the product itself enables seamless, real-time collaboration. Colleagues are portrayed as a tight-knit group of builders who help one another succeed and learn.

Efficient & Empowering Processes: Work norms emphasize very few meetings and a strong bias toward action, enabling fast execution and autonomy. Hybrid flexibility is positioned to keep remote and in-office contributors on even footing.

People-First Culture: Generous benefits, flexible schedules, meaningful equity, and supportive parental leave signal an emphasis on taking care of people. Programs like continuing-education stipends and return-to-work support reinforce investment in well-being and development.

Authentic & Consistent Values: Core values “One Team, Partners for Life, and Courageous Innovation” are consistently positioned as the backbone for collaboration, decision‑making, and growth, with leadership framing the culture as inclusive, supportive, and fun. The mission of “Powering the Global Quality of Life” further anchors purpose and behaviors around energy transition and innovation.

Collaborative & Supportive Culture: Teams are characterized as collaborative and supportive, with cutting‑edge engineering work and a growth mindset aligning to the “Courageous Innovation” theme. Cross‑team partnership and long‑term customer focus are emphasized through messages like “Partners for Life.”

People-First Culture: Hybrid flexibility, professional development, DEI programs, and community engagement are highlighted, reinforced by recent “Best Places to Work” honors across multiple U.S. markets and certifications in several countries. Workplace narratives consistently point to an inclusive environment where employees are considered the company’s most important asset.

Collaborative & Supportive Culture: Teams are depicted as “genuinely collaborative and supportive,” with debate encouraged “free of ego” and an explicit emphasis on psychological safety. Ubuntu and cross‑functional delivery norms reinforce a low‑ego, team‑first environment.

Transparency & Integrity: Values materials stress honesty, accountability, and openness in how people work and relate to each other. This framing positions trust and candor as everyday expectations across the organization.

Accountability & Ownership: Work is described as fast‑moving with a bias to ship solutions that drive measurable business impact, and individuals are trusted with meaningful responsibility from day one. Ownership is tied to real outcomes rather than producing dashboards that get ignored.

Collaborative & Supportive Culture: Colleagues are often seen as supportive and kind, with teams emphasizing collaboration across remote, field, and hub roles. Mentorship, structured onboarding, and approachable managers reinforce a help‑oriented, team‑first environment.

People-First Culture: Belonging is emphasized through employee-led culture collectives, ERGs, and inclusive celebrations that connect distributed teams. Benefits, flexibility, and wellbeing programming signal attention to teammates as people, not just performers.

Cultural Alignment: Work is framed around improving patient–provider engagement and health outcomes, which many find meaningful in daily tasks. Mission-centric initiatives and community impact efforts reinforce purpose as part of the culture.

Cultural Alignment: Culture is anchored to a patient-first mission (“unlocking the power of medical records,” “healthcare is a marathon, not a sprint,” “be on the right side of history”) and a tech-forward identity. Decision-making and mantras emphasize empowering patients and modernizing healthcare (e.g., “#destroythefaxmachine,” developer-friendly focus).

Fair & Equitable Treatment: Materials emphasize a “radically inclusive, thoughtful, and respectful” workplace with commitments like a diversity manifesto, equal pay policy, DEI staff, and bias training. Policies and language aim to create a workplace free from marginalization, with transparency and equity in hiring, communication, and management.

Healthy Workload & Retention: Policies signal an anti-burnout stance through remote-first flexibility, family-friendly norms, generous leave, and a summer company-wide shutdown. Work rhythms include hybrid options and the ability to work from wherever in the U.S., aiming for sustainable pace.

Recognition, Pride & Shared Success: Visible recognition mechanisms (e.g., quarterly values awards and company-wide shout-outs) and long-running external IT workplace accolades reinforce pride in contributions and impact. Company messaging ties recognition to core values like “Best Answer Wins,” elevating ideas from any level.

Learning & Knowledge Sharing: Robust onboarding, continuous training, and knowledge-sharing forums (hack nights and internal “Enovation” programs) are emphasized as everyday practices. Small, focused teams and data-driven decision-making create frequent opportunities to learn and grow.

Innovation & Creativity: Programs such as Enovation Tank/Labs and a “Be Bold and Move Fast” ethos encourage experimentation and idea generation across levels. Company materials and public profiles highlight a test-and-learn mindset and analytics-driven iteration.

People-First Culture: Inclusion-and-belonging communities (e.g., Pride@ZS, Women@ZS) and recertified workplace standards signal an emphasis on treating people right and psychological safety. Stated values like “treat people right, get it right, do the right thing” are consistently foregrounded.

Collaborative & Supportive Culture: Colleagues are often seen as smart, friendly, and helpful, fostering a supportive atmosphere and strong camaraderie. Cross-office teaming and approachable leaders reinforce day-to-day collaboration.

Learning & Knowledge Sharing: Formal programs such as onboarding (“New to ZS”), professional development coaching, and milestone trainings show a structured approach to growth. Steep learning curves and early responsibility accelerate skill-building across roles.

Collaborative & Supportive Culture: Team culture is described as curious, empathetic, and 'low‑ego,' with emphasis on collaboration and learning across functions. Cooperative problem‑solving and supportive teamwork are highlighted as ways people achieve impact together.

Accountability & Ownership: Roles are framed with significant responsibility and chances to 'take ownership' and drive outcomes with purpose. Lean, scaling dynamics create visibility and outsized impact for individuals.

Adaptability & Agility: The organization emphasizes experimentation and rapid iteration to meet an evolving real estate market. Agility and innovation are tied to building tools that help agents do their best work.

Collaborative & Supportive Culture: Colleagues are widely described as supportive, enthusiastic, and collaborative, creating a team‑first environment. This dynamic helps individuals solve problems together and sustain momentum in a fast‑moving setting.

Accountability & Ownership: Equity grants from day one and a strong “We Own It” norm encourage taking responsibility and acting with a founder’s mentality. This reinforces clear accountability for outcomes and trust through ownership.

Learning & Knowledge Sharing: Structured development via a 70‑20‑10 model, leadership programs, mentoring, and an opportunities marketplace signal sustained investment in growth. Ongoing skill‑building and cross‑team knowledge exchange are positioned as everyday expectations.

Empowering & Trusting Leadership: Materials describe a “100% trust” environment with autonomy from day one and individuals owning customer outcomes like mini‑startups. A flat structure where even the founder is listed as a Forward Deployed Engineer reinforces empowerment over micromanagement.

Collaborative & Supportive Culture: Team narratives highlight low‑ego, outcome‑oriented collaboration where teammates unblock each other and learn side‑by‑side with operators. Company offsites and hackweeks are used to strengthen relationships and shared execution.

People-First Culture: Benefits emphasize meaningful equity, fully covered healthcare in the U.S., paid parental leave, and generous time away including a winter break. Flexibility to work from office or home signals attention to real‑life needs alongside high expectations.

Collaborative & Supportive Culture: Colleagues are often described as smart, curious, low‑ego, and respectful, with managers who are accessible and encourage thoughtful debate. Ownership and cross‑team problem‑solving norms help teams tackle complex, mission‑critical work together.

Recognition, Pride & Shared Success: Work on healthcare and interoperability problems with real‑world consequences fuels pride in craftsmanship and long‑term impact. Public recognition and employer initiatives reinforce shared success and a sense that contributions matter.

Healthy Workload & Retention: Wellbeing is supported through a single PTO bank and an Employee Assistance Program offering counseling, coaching, and legal/financial resources. The company signals intent to sustain balance and workload, with structured flexibility in some groups.

People-First Culture: Benefits highlight 100% individual medical coverage, mental-health and fertility support, paid parental leave, hybrid work, unlimited PTO, and a year-end office closure. These choices signal investment in employee well-being and ownership.

Authentic & Consistent Values: The company codifies six core values—be an entrepreneur, lead with kindness, mind your craft, hustle, stay user-focused, and collaborate—and ties culture to improving life for caregivers and older adults. Consistent repetition across mission and careers materials suggests these values are explicit and central.

Collaborative & Supportive Culture: Careers content describes a 'one-team' approach where every voice helps shape the product, with cross-functional work among clinicians, engineers, designers, and operators. Built In NYC cues and open-door norms point to accessible collaboration rhythms.

Collaborative & Supportive Culture: Colleagues are described as thoughtful, kind, talented, and supportive, with structured one‑on‑ones and bi‑monthly reflections reinforcing day‑to‑day collaboration. Hybrid in‑person time and small, nimble teams are framed as ways to build camaraderie and enable outsized individual impact.

Accountability & Ownership: Values explicitly call to “maximize ownership,” with small teams positioned so individuals can drive work forward and influence outcomes. A writing‑first, “start with why” operating style sets clear context that encourages proactive problem‑solving and accountability.

Recognition, Pride & Shared Success: Rituals like a #wins channel and sharing of personal and professional milestones make progress and contributions visible. A mission to “bring humanity to consumer finance,” paired with public emphasis on consumer trust and compliance, reinforces pride in shared outcomes.

Cultural Alignment: A collector-first ethos and shared passion for the hobby infuse purpose into work across PSA/PCGS/WATA and related teams. Company materials highlight “collector obsession” and equal respect for every item, reinforcing alignment between values and day-to-day craft.

Collaborative & Supportive Culture: Colleagues are often described as friendly, supportive, and mission‑aligned, with cross‑functional teams of hobbyists and technologists working closely. Leadership forums, all‑hands, and open channels encourage connection and accessible collaboration.

Learning & Knowledge Sharing: Stated values emphasize investing in people, long‑term careers, curiosity, and sharing knowledge, and feedback suggests employees find opportunities to learn new skills and grow. Encouragement to surface hard topics early signals an environment that supports learning through candor.

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.

Collaborative & Supportive Culture: Culture materials emphasize valuing diverse perspectives and collective intelligence across science, engineering, and clinical teams. Colleagues and day-to-day camaraderie are highlighted as positives that reinforce cross-functional collaboration tied to patient impact.

Recognition, Pride & Shared Success: Purpose-driven language around battling cancer and “winning on behalf of patients” fosters pride and a shared mission. City-level “Best Places to Work” recognition is highlighted as a signal of employee support and acknowledgment.

Learning & Knowledge Sharing: The Culture Code promotes curiosity, seeking and accepting feedback, and operating effectively in ambiguity. Interdisciplinary work on a large data platform creates opportunities to learn quickly and share knowledge across functions.