Best Big Data Companies to Work for in NYC, NY (320)

Work-Life Balance: Work-life balance is frequently described as good, with flexibility and remote options available in several roles, particularly in the U.S. This flexibility supports reasonable hours while allowing different work setups by location and role.

Team Support: Colleagues are often seen as helpful and encouraging, with strong interpersonal relationships and supportive teams. Many describe a people-focused environment that makes day-to-day collaboration easier.

Innovation & Products: Work is characterized as interesting and impactful, anchored by a deep‑learning ad‑tech stack and meaningful client projects. This technical focus provides engaging problems to solve for both technical and client-facing roles.

Work-Life Balance: Work-life balance is considered a clear strength, with flexibility and a structured hybrid approach emphasized. Corporate functions often note manageable workloads and scheduling flexibility.

Benefits & Perks: Benefits are described as comprehensive, spanning medical and dental coverage, mental-health resources, paid leave, well-being reimbursements, and strong retirement contributions. The total-rewards package stands out as a key part of the employment proposition.

Mission & Purpose: Mission and purpose are emphasized through a mutual-company focus on helping people secure their financial futures. Meaningful work and pride in the organization are prominently highlighted.

Autonomy: Feedback suggests employees enjoy substantial ownership and early impact, with norms like moving fast and shipping meaningful work quickly. This environment appears to grant wide latitude to define work and make decisions quickly.

Team Support: Colleagues are often described as smart, supportive, and highly collaborative, with approachable leaders who foster cross‑functional problem solving. Feedback suggests teamwork and positivity are emphasized alongside execution.

Innovation & Products: Work centers on cutting‑edge data reliability and AI/agent observability, offering complex, evolving problems tied to real customer outcomes. Feedback suggests this provides meaningful, high‑impact projects across engineering and product.

Compensation: Pay is considered competitive and benefits are often viewed as comprehensive across both corporate and many operational roles. Examples include strong healthcare, retirement programs, and other perks that reinforce total rewards.

Team Support: Colleagues are often seen as friendly, collaborative, and supportive, contributing to an enjoyable day-to-day environment. Positive people dynamics and a welcoming culture are highlighted across multiple functions and locations.

Work-Life Balance: Flexibility and hybrid options are emphasized in many corporate roles, supporting a generally favorable work-life experience. While not universal, several roles note trust in managing time and practical scheduling latitude.

Benefits & Perks: Benefits are described as comprehensive, including medical, dental, vision, reproductive care, PTO, 401(k) matching, parental leave, ERGs, and learning/development programs. These offerings are frequently characterized as a relative strength.

Work-Life Balance: Work-life balance is generally considered reasonable, with many noting flexible arrangements and an overall manageable pace depending on team and role. Experiences can vary, but this area is often viewed more positively than others.

Team Support: Colleagues are often seen as supportive and inclusive, with team-level culture described positively. Appreciation and friendly day-to-day collaboration are recurring observations.

Team Support: Colleagues are frequently described as smart, helpful, and collaborative, creating a supportive day-to-day environment. Feedback suggests cross-team teamwork and approachable leaders reinforce this sense of backing.

Autonomy: Employees are commonly trusted to own projects without micromanagement and to take initiative. Feedback suggests leadership accessibility and an open culture help sustain this ownership.

Work-Life Balance: Work-life balance is often portrayed as a strength, with flexibility and time-off support noted positively. Feedback suggests that while the pace can spike, many teams still maintain reasonable balance.

Team Support: Colleagues are often seen as supportive and helpful, contributing to a collaborative, low‑ego atmosphere across offices. Feedback suggests day‑to‑day interactions feel welcoming and social, with peers willing to help.

Compensation: Pay is considered competitive in many roles, with strong salaries, bonuses, and equity cited. Feedback suggests compensation stands out relative to areas like promotions.

Benefits & Perks: Offices commonly offer catered meals, stocked kitchens, wellness spaces, and social events alongside solid health and parental benefits. Feedback suggests hybrid arrangements and time off are supported, though specifics vary by team and location.

Team Support: Colleagues are often described as talented, friendly, and collaborative, creating a healthy culture with strong day-to-day support. Feedback suggests people enjoy partnering closely across functions and with users/the business.

Learning & Development: Roles are portrayed as offering substantial technology exposure, ownership, and chances to grow quickly. Company materials and recent accounts mention professional development programs, leadership workshops, and defined career paths.

Benefits & Perks: Benefits are highlighted with employer-covered healthcare options, wellness resources, and hybrid flexibility. Recent accounts also mention perks like catered lunches alongside flexible working models.

Autonomy: Roles are described as high-ownership within small, cross-functional teams, where individuals are expected to notice problems and act beyond narrowly defined job scopes. This setup provides broad responsibility and decision latitude from early on.

Mission & Purpose: Work centers on accelerating drug development and getting therapies to patients faster, which makes impact feel tangible. Colleagues are often portrayed as mission-oriented and eager to solve difficult problems.

Learning & Development: Offerings include conference support, certifications, manager training, leadership coaching, an annual learning stipend, mentorship, and internal mobility. Strong exposure to AI and “citizen builder” expectations further expand skill-building across functions.

Autonomy: The culture emphasizes ownership, high-velocity decision-making, and open debate, with room to make an impact. Employees are encouraged to take significant responsibility and operate with independence across teams.

Learning & Development: The work is described as technically challenging with a steep learning curve, exposing people to sophisticated problems. New hires and early-career talent are given real projects and mentorship, with many noting substantial growth over time.

Compensation: Pay and benefits are considered a relative strength, with opportunities for equity participation and wellness programs. Total rewards are often viewed more favorably than other categories such as management or advancement.

Benefits & Perks: Offerings are portrayed as a standout, including 18 weeks of paid parental leave, health and mental‑health programs, spending wallets, flexible PTO, and periodic company‑wide recharge days. Feedback suggests these benefits are consistently strong alongside a remote‑first compensation approach.

Work-Life Balance: The work environment is described as remote‑first and flexible, with many noting usable time off and practices intended to support rest. Feedback suggests flexibility and synchronized “Away/Health Days” help many maintain balance, though experiences can vary by team.

Team Support: Colleagues are often seen as smart, motivated, supportive, and kind, contributing to collaborative day‑to‑day work. Feedback suggests talented peers and meaningful, interesting projects are regular positives.

Team Support: Colleagues are often described as smart, collaborative, and willing to help, with cross-functional teamwork emphasized across international offices. Consulting and Value Engineering materials also highlight knowledge-sharing and supportive teammates.

Learning & Development: Continuous learning is positioned as central to People & Culture, and many roles offer a steep, rewarding learning curve through complex enterprise data and Fortune 500 client work. Mentoring, training, and exposure across functions further reinforce skill growth.

Innovation & Products: Work is portrayed as interesting and technically ambitious, centered on process mining/process intelligence with expanding AI features. Emphasis on customer impact and solving complex operational problems adds to the sense of meaningful work.

Mission & Purpose: Work is often portrayed as meaningful due to its focus on precision medicine, cancer care, and direct patient impact. The culture explicitly centers on speed, patients, respect, and saving lives, which appeals to those energized by healthcare and AI.

Team Support: Coworkers are frequently described as smart, collaborative, and multidisciplinary, creating an engaging environment. Cross‑functional work across engineering, science, clinical, and product teams is emphasized and practiced.

Learning & Development: Opportunities to learn include management training, employee‑led technical learning, internships, and exposure to complex clinical/AI problems. Early‑career employees in particular cite rapid skill‑building and resume value.

Work-Life Balance: Feedback suggests time/location flexibility is commonly available, helping people manage personal needs alongside work. Many roles are described as offering hybrid or remote options that support clearer boundaries.

Benefits & Perks: Feedback suggests the benefits package is broad, with healthcare coverage, retirement programs, flexible time off, wellness resources, parental leave, and career coaching highlighted. These offerings are often cited as a standout part of the overall proposition.

Team Support: Colleagues are often seen as smart, collaborative, and supportive, creating a positive day-to-day environment. Feedback suggests inclusive teams and helpful peers are frequent bright spots.

Work-Life Balance: A structured hybrid schedule (remote Mondays/Fridays; in-office Tuesday–Thursday) plus generous PTO, quarterly wellness days, and year-end closures support sustainable routines. Workloads are often manageable outside peak periods, reinforcing balance.

Team Support: Colleagues are frequently characterized as smart, collaborative, and supportive, with cross-functional partnership emphasized. This environment enables learning and problem-solving on challenging ad-tech work.

Benefits & Perks: Comprehensive offerings include day-one healthcare, family leave, wellness initiatives, equity/ESPP, retirement programs, and catered office perks. These benefits are presented as a strong component of the overall experience.

Team Support: Descriptions emphasize a collaborative, low-ego culture with psychological safety, open debate, cross-functional problem-solving, and accessible leadership. The environment is repeatedly portrayed as supportive even amid a fast pace.

Autonomy: Public materials describe meaningful responsibility from day one, high ownership, and encouragement to think beyond narrow role boundaries. Small-team structure provides proximity to leaders and rapid translation of ideas into business impact.

Benefits & Perks: Listings indicate competitive salary, health/dental/vision coverage, 401(k) matching, generous PTO and paid holidays, parental leave, flexible/hybrid work options, and extras like paid parking, wellness programs, and an Annual Quiet Week. These signals point to a relatively comprehensive package for an early-stage company.

Mission & Purpose: The mission is frequently described as meaningful, with visible impact on helping members find higher‑quality, lower‑cost care. This sense of purpose is reinforced by work on consequential healthcare problems.

Autonomy: Roles commonly feature end‑to‑end ownership with relatively little bureaucracy, enabling substantial responsibility early. Engineering materials and firsthand accounts highlight broad scope and trust to build and iterate.

Career Growth: Growth opportunities are portrayed as strong, including coaching, training, certification support, and chances to expand scope. Several accounts point to rapid learning and advancement for those who excel in a high‑expectations setting.

Work-Life Balance: Flexible hybrid and remote options, alongside PTO and supportive scheduling norms, are highlighted as strengths. Feedback suggests many teams enable reasonable hours and autonomy over time and location.

Team Support: Colleagues are often seen as collaborative, friendly, and globally diverse, creating a supportive day-to-day environment. Feedback suggests the peer culture and “One Team” ethos help people feel included and able to do their best work.

Learning & Development: Company materials emphasize leadership and skills training, LinkedIn Learning, mentorship, and structured career paths, with many accounts describing strong learning exposure to the energy/SaaS domain. Feedback suggests employees can gain meaningful experience through complex, fast-moving projects.

Autonomy: Day-to-day work is characterized by high agency, few meetings, and a strong bias toward action. Feedback suggests this trust and low bureaucracy enable broad ownership and quick execution.

Learning & Development: Work exposes people to complex, AI‑driven analytics problems and frequent product releases. Feedback suggests this provides strong learning opportunities and rapid skill growth.

Team Support: Colleagues are often described as smart, ambitious builders who push one another to learn and improve. Feedback suggests a supportive culture centered on constructive feedback and collaboration.

Work-Life Balance: Flexible, remote-first work with unlimited PTO and purposeful in‑person gatherings is portrayed as supporting balance. Policies like year‑end closures and async norms are cited as meaningful enablers.

Team Support: Colleagues are often described as smart, collaborative, and helpful across functions. Low micromanagement and supportive engineering practices are highlighted as day-to-day strengths.

Autonomy: Employees are depicted as having end-to-end ownership and latitude to act without heavy bureaucracy. Cultural pillars emphasize agency/urgency and fast decision-making.