Top NYC, NY Big Data Companies With Best Company Culture (282)

Collaborative & Supportive Culture: Teams operate across many locations with smart, ambitious colleagues in a multicultural setting, and public materials emphasize open communication, idea‑sharing, partnership, and mutual respect.

Empowering & Trusting Leadership: Individuals are entrusted with significant responsibility and leadership is portrayed as invested in well‑being and growth, reinforced by first‑name familiarity and a respectful tone.

Learning & Knowledge Sharing: Learning budgets, training programs, peer learning, and rapid internal mobility in some regions signal visible investment in continuous development.

Authentic & Consistent Values: Values such as Customer Impact, Measure in Minutes, Ship and Iterate, Beat the Odds, and Have Fun are embedded into daily operations and priorities. Rituals like a Week 1 Ship and customer-focused onboarding translate the values into concrete behaviors.

Collaborative & Supportive Culture: The company fosters an inclusive, cross-functional environment where every voice is heard and teams execute together toward reducing data downtime. Remote-first collaboration is reinforced through an annual offsite, monthly leadership AMAs, weekly team syncs, and generous travel for in-person work.

Empowering & Trusting Leadership: Leaders are portrayed as approachable and appreciative while encouraging career evolution through stretch projects, mentorship programs, and executive coaching. Autonomy is emphasized alongside guidance and feedback.

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.

People-First Culture: Holistic benefits and well‑being programs (such as Well‑Being Wallet reimbursements, health savings incentives, and strong retirement contributions) are positioned as cultural pillars. A mission‑driven mutual ethos emphasizes valuing people and serving policyowners over shareholders.

Collaborative & Supportive Culture: Open‑to‑all Business Resource Groups and a “one company, one culture” code encourage inclusion, belonging, and cross‑community support. A structured hybrid model prioritizes in‑person collaboration while retaining flexibility through company‑wide and additional remote weeks.

Recognition, Pride & Shared Success: Consistent Top Places to Work and Best Places to Work accolades are highlighted as external validation of employee experience. A clear purpose tied to helping people secure their future fosters pride and shared commitment.

People-First Culture: Company messaging centers empathy and inclusion (“people are our foundation”), with ERGs and DEI commitments visible from hiring through onboarding. Comprehensive benefits, well-being support, and recognition of values-aligned work reinforce a people-first stance.

Collaborative & Supportive Culture: Teams are organized into autonomous, cross-functional squads to enable decisions and real-time problem-solving, and colleagues are often described as collaborative and friendly. Supportive managers and strong team pockets indicate team-level strength in parts of the organization.

Learning & Knowledge Sharing: Structured training, learning budgets, and development programs (e.g., mentoring, RDC Academy) are emphasized alongside encouragement to test, learn, and iterate. This creates visible pathways for growth and continuous improvement across functions.

Authentic & Consistent Values: Core values are clearly published and reiterated across company and investor materials, signaling consistent principles that guide behavior. Messaging around “Own What You Do” and “Make It Matter” emphasizes accountability and impact.

Collaborative & Supportive Culture: “Build Together” is reinforced through ERGs and community storytelling, and colleagues are often described as smart, supportive, and low‑ego. Inclusion programs and affinity groups contribute to a sense of belonging and internal community.

Learning & Knowledge Sharing: A curiosity‑driven environment encourages asking questions and continuous learning, with formal programs and recognition for professional development. Sales enablement and broader development focus are highlighted as part of day‑to‑day growth.

Authentic & Consistent Values: Culture is portrayed as mission‑centric and ethical, with clear alignment between day‑to‑day work and an investor‑first purpose. Leadership is described as modeling stated values and integrity in practice.

Empowering & Trusting Leadership: Trust, autonomy, and flexibility are emphasized alongside accountability for outcomes. Hybrid norms are framed as coupling personal freedom with performance and delivery.

Learning & Knowledge Sharing: A broad learning ecosystem, credential support, and manager/leadership programs signal sustained investment in development. Tuition support, stipends, and internal mobility reinforce continuous learning and growth.

Authentic & Consistent Values: Company materials consistently reference the RIVET values—Relentlessness, Integrity, Velocity, Excellence, and Transparency—guiding decisions and behaviors as the company scales. This signals a clear, codified cultural backbone that is invoked in everyday operations.

Empowering & Trusting Leadership: Careers content emphasizes trust, flexibility, and well‑being so people can do the best work of their careers. This framing points to autonomy and empowered execution rather than tight control.

Fair & Equitable Treatment: Public-facing job descriptions and the Code of Conduct outline belonging, equitable access to growth, accommodations, and active ERGs across communities. These structures indicate deliberate attention to inclusion in practice.

Accountability & Ownership: Values like “Get it done” and “Be the chef and take ownership” set clear expectations for initiative and delivery. A bias to action (“Faster is better than perfect”) signals empowerment to make decisions and move quickly.

Adaptability & Agility: Change is framed as the norm, with encouragement to embrace it, build resilience, and learn from mistakes. Speed over perfection is prioritized, underscoring an agile, iterative way of working.

Collaborative & Supportive Culture: “Help the team win,” an open‑door approach, and team‑based planning reflect cross‑functional collaboration. Constructive criticism and clear communication are promoted to enable effective teamwork.

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.

Open Communication: Courageous communication is emphasized through open debate, owning mistakes, and transparent collaboration, with leadership encouraging direct input across levels. Public, peer‑authored performance evaluations increase visibility and accountability for how work gets done.

Collaborative & Supportive Culture: Teams are described as empathetic and kind, with values like “Collective Success” and colleagues who are sharp, friendly, and helpful. Relationship‑building, trust, and cross‑functional support are highlighted as everyday norms.

Cultural Alignment: A mission‑first ethos centers on transforming the healthcare economy, creating a sense of purpose and pride in impact. Hiring and development are framed around enabling “the most outstanding work” of one’s career and aligning to ambitious goals.

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.

Transparency & Integrity: An ethics‑first posture emphasizes unbiased plan comparisons regardless of compensation. Public materials underline a fiduciary‑like orientation and decoupling recommendations from economics.

Collaborative & Supportive Culture: A small, high‑talent team is said to rally to solve problems, with pillars that emphasize investing in each other. Accessible leaders and good training are highlighted alongside remote flexibility.

Accountability & Ownership: Cultural pillars promote ‘Ownership Without Ego’ and end‑to‑end problem solving with a bias to action. Roles are built around people in an intentionally lean structure designed for outsized impact.

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: Teams are described as collaborative, with inclusive ERGs and local culture committees building community and keeping people connected. The structured hybrid rhythm with in‑person rituals further supports cross‑team partnership.

Accountability & Ownership: Core behaviors emphasize empowerment and 'Own the Results,' and individuals are portrayed as trusted to make an impact. People are expected to raise the bar and take responsibility for outcomes.

Open Communication: Monthly all‑hands, access to leaders, and engagement surveys establish frequent company dialogue. Transparency is explicitly cited as part of how teams work and make decisions.

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.

Empowering & Trusting Leadership: Managers are described as empowering employees to lead initiatives, with access to senior leaders and regular career development touchpoints. Structured mentorship and sponsorship stories reflect trust and encouragement to take ownership beyond core roles.

Fun, Rituals & Connection: Frequent social activities, themed happy hours, and longstanding traditions are used to build community and a welcoming atmosphere. Leadership encourages employee‑hosted events to reflect diverse interests and sustain connection in a hybrid setup.

Learning & Knowledge Sharing: A fast‑paced setting with customized development tracks, conferences, and mentorship creates significant learning and rapid responsibility. Cross‑department opportunities enable skill expansion across functions such as engineering, data, and client teams.

People-First Culture: Benefits such as 18 weeks of paid parental leave with a ramp‑back program, mental health support, multiple spending wallets, and 20 company‑wide Away Days reflect a whole‑person approach. Remote‑first flexibility to work within one’s country and encouragement to take time off reinforce care for life outside work.

Authentic & Consistent Values: Five core values—People come first; No fine print; It’s on us; Simpler is better; Push the envelope—are repeatedly emphasized and tied to product and teamwork decisions. Leadership links culture to accountability, clear ownership, and transparency in line with these values.

Collaborative & Supportive Culture: An inclusive community is prioritized through ERGs and community groups that foster belonging. Remote‑first norms are supported by stipends, programs, events, and structured learning and knowledge sharing across teams to keep distributed work connected.

Efficient & Empowering Processes: An AI‑native operating model instruments decisions, collapses handoffs, and redesigns workflows so small, cross‑functional teams can move with rigor and velocity. Individuals are given broad scope within tech‑enabled systems intended to increase leverage across drug development.

Collaborative & Supportive Culture: Values emphasize empathy, direct and timely feedback, and cross‑functional teaming that brings tech and pharma disciplines together. Company materials describe open, low‑ego collaboration across hubs with rituals like ERGs and periodic gatherings to strengthen connection.

Learning & Knowledge Sharing: Stated norms encourage first‑principles thinking and a scientific mindset with rapid iteration, steel‑manned debates, and evidence‑based decisions. Formal development avenues—such as conferences, certifications, manager training, and leadership coaching—reinforce continuous learning.

Collaborative & Supportive Culture: Teams are described as supportive and low‑ego, openly sharing knowledge, helping one another, and celebrating successes together across regions and offices.

Open Communication: Leaders host regular global and local all‑hands with transparent updates and real‑time Q&A, alongside open‑door conversations and ongoing one‑on‑ones that normalize candid dialogue.

Recognition, Pride & Shared Success: Rituals like the 'Ring the Bell' Slack channel, 'Taboola Toasts,' and global gatherings showcase wins and create shared moments of pride and connection.