Top NYC, NY Automation Companies With Best Company Culture (86)

Authentic & Consistent Values: Values are explicitly codified (e.g., Start with the Customer, Own the Outcome, Bias for Action) and used in hiring, promotions, and day‑to‑day decisions. This explicit playbook signals consistency between stated principles and expected behaviors.

Fun, Rituals & Connection: Company‑wide rituals such as Global Kick‑Off, hackathons, frequent all‑hands celebrations, and team lunches are centerpieces of the in‑person‑first culture. These events are positioned to deepen relationships, spark collaboration, and build belonging.

Transparency & Integrity: Salary and career‑ladder transparency, weekly CEO reports, and an openly shared handbook are emphasized as core practices. This focus aims to provide clear context, reduce ambiguity, and strengthen trust across teams.

Collaborative & Supportive Culture: Collaboration and teamwork are frequently highlighted as strengths of the environment. Cross-functional partnering and supportive colleagues help execution and problem solving.

Learning & Knowledge Sharing: Structured development through on-the-job learning, coaching, mentoring, and Mondelēz International University reinforces continuous growth. Internal mobility and programs like “Match & Grow” provide avenues to build skills and advance.

Recognition, Pride & Shared Success: Pride in working with an iconic global brand portfolio is a common source of motivation. Efforts are recognized and rewarded, aligning contribution with the company’s purpose-led ethos.

Authentic & Consistent Values: Values are explicitly codified and referenced across recruiting and corporate pages, with norms like “Don’t #@!% the customer” signaling direct, customer‑first decision making. Feedback suggests these long‑standing principles are visible in how work is framed and communicated.

Open Communication: An “open by default” information culture and a candid tone encourage frank feedback and broad access to context. Feedback suggests transparency is treated as a norm through extensive documentation and open sharing.

Efficient & Empowering Processes: The public Team Playbook—featuring practices like DACI and Health Monitors—reflects a process‑oriented approach that prizes clarity, collaboration, and repeatable ways of working. Feedback suggests these rituals help teams align and make decisions across a distributed setup.

Authentic & Consistent Values: The People Pact and four core values are consistently emphasized across company materials and leadership messaging, with “hungry and humble” and “create belonging” repeatedly called out. Feedback suggests these values act as practical guides for team rituals, inclusion efforts, and how work is prioritized.

Learning & Knowledge Sharing: Structured programs like RiseUp, NextGen, and targeted leadership development (including initiatives for early-in-career talent) are prominently highlighted. Feedback suggests employees encounter accessible upskilling paths, mentorship, and career mobility tied to capability building.

Collaborative & Supportive Culture: Employee-led belonging groups and global well-being initiatives are regularly featured, alongside an explicit “win as a team” ethos. Feedback suggests cross-functional collaboration and community-building are integral to how teams operate.

Collaborative & Supportive Culture: Cross-functional teams emphasize customer empathy and measurable outcomes, with colleagues often described as “great people” who work well together. Feedback suggests day-to-day collaboration is encouraged across product, engineering, design, and go-to-market functions.

Adaptability & Agility: Leaders champion a “skrappy” startup mindset—operating fast, iterating, and challenging the status quo—reflected in rapid shipping and an AI‑native product focus. Feedback suggests this bias toward action enables quick learning and course-correction.

Fun, Rituals & Connection: A remote-first setup is complemented by recurring virtual events, twice‑yearly in‑person retreats, culture awards, and “Kamp Kustomer” gatherings. These rituals are positioned to strengthen connection and belonging across distributed teams.

Learning & Knowledge Sharing: Budgets for tools, courses, and conferences, customized development tracks, and a promote-from-within approach signal sustained investment in growth and knowledge exchange. Content emphasizes innovation and cross-functional sharing to help teams ship quickly without sacrificing standards.

Adaptability & Agility: Leaders frame culture around courage, high EQ, and the ability to pivot in a fast-moving, AI-driven environment. Emphasis on rapid iteration and shifting priorities points to comfort with change.

Collaborative & Supportive Culture: Cross-functional collaboration between engineering, IT, and business users is highlighted alongside an open-door policy and in-person all-hands. A NYC hub with team events and offsites fosters face time and cohesion.

Collaborative & Supportive Culture: Colleagues are often characterized as caring and collaborative, working across team lines with egos aside. Teamwork and mutual help are emphasized as part of day-to-day execution.

Learning & Knowledge Sharing: Opportunities like lunch-and-learns, continuing education during work hours, and frequent cross-team teaching foster ongoing development. Employees describe learning new things daily and accelerating their career growth.

Authentic & Consistent Values: Values such as empathy, curiosity, and determination are made tangible through practices like “Act like a support agent,” striving to be the best partner, and a bias to “get on the plane.” Company-wide support rotations and fast iteration reflect these values in routine work.

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.

Collaborative & Supportive Culture: A non-siloed, shared R&D model with leaders who code and broad codebase access fosters easy cross-team collaboration and low‑ego teamwork. Explicit documentation and discoverability norms further reinforce cooperative work across locations.

Learning & Knowledge Sharing: Engineering habits emphasize writing things down, robust runbooks/wikis, and clear ticket/chat norms that support distributed teams and onboarding. New joiners receive significant training, transparent code review, and freedom to explore internally built solutions.

Recognition, Pride & Shared Success: Compensation and benefits are considered top‑tier, including company‑paid healthcare, family‑planning support, generous time off, meals, fitness resources, and retreats. Togetherness rituals and social events cultivate shared pride and signal investment in people.

Authentic & Consistent Values: Stated values—Win Together, Be Accountable, Stay Curious, Listen to Understand, and Go Above & Beyond—are prominently tied to daily work and decision-making. Leadership reinforces mission alignment through regular OKR discussions and enablement rituals that embed these values in practice.

Collaborative & Supportive Culture: Teams describe a collaborative, high-ownership environment with accessible managers, cross-functional projects, and a person-first tone across both in-office and remote groups. Regular all-hands, public shout-outs, and frequent coaching create visible moments of recognition and shared wins.

Healthy Workload & Retention: Engineering rhythms protect deep-work time with clear meeting cadences and a balance of synchronous and asynchronous collaboration across time zones. Flexible PTO, outcome-focused scheduling, and manager-encouraged boundaries aim to sustain engagement while avoiding overextension.

Accountability & Ownership: Company norms promote “think like a founder” and “extreme ownership,” with high-impact work receiving visibility. Messaging ties autonomy and meritocracy to rapid responsibility and outcomes.

Adaptability & Agility: Speed and experimentation are emphasized, with “features in days” and fast iteration linked to rapid product delivery. Teams, including Expense, are portrayed as shipping quickly and iterating often.

Learning & Knowledge Sharing: Internal mentorship, quick promotions in some functions, and annual learning allowances support growth tied to “Raise the Bar.” Development programs are positioned as core to how people advance and improve.