Top NYC, NY Software Companies With Best Company Culture (2,464)

People-First Culture: Work practices emphasize flexibility, mental health resources, and inclusive programs that help people balance work and life. Feedback suggests policies like hybrid/adjusted hours, wellbeing support, and ERGs make care for employees feel practical and real.

Collaborative & Supportive Culture: Colleagues are often seen as kind, welcoming, and helpful, with managers described as approachable and teams working together across functions. Feedback suggests this day-to-day support fosters a friendly environment where people can learn and contribute.

Recognition, Pride & Shared Success: Tangible appreciation such as time off, financial rewards, and share plans are highlighted as ways contributions are acknowledged. Feedback suggests these forms of recognition help many individuals feel genuinely valued.

Collaborative & Supportive Culture: Colleagues are often described as helpful and friendly, with mentoring, pairing, and cross-functional collaboration as day-to-day norms. Open, public-by-default channels in a remote-first setup make it easy to share context and work together.

Efficient & Empowering Processes: Remote-first, writing-heavy practices and clear documentation enable strong asynchronous execution and faster alignment. Slack-centric, transparent collaboration reduces silos and helps small teams move quickly.

Adaptability & Agility: A “ship-fast” mentality with weekly releases and rapid iteration encourages visible impact and continuous improvement. Teams are expected to prototype and launch frequently, then refine based on tight loops.

Innovation & Creativity: Kepler’s culture is framed around innovation and “actively shaping the future,” with an emphasis on creativity, data-driven solutions, and exploring new technologies and methodologies.

Transparency & Integrity: Integrity is positioned as foundational, with a strong emphasis on ethical practice and transparency, including a stated priority to build AI that “shows its work” rather than relying on “magic.”

Learning & Knowledge Sharing: Employee investment is reinforced through structured learning and development offerings such as “Kepler University & Hackathons,” learning stipends, tuition reimbursement, and mentorship.

Collaborative & Supportive Culture: Feedback suggests colleagues are described as thoughtful, caring, and team‑oriented, with cross‑functional collaboration emphasized in many orgs. Engineering and several teams highlight strong peer support, mentorship, and accessible stakeholders.

Cultural Alignment: Feedback suggests many employees connect daily work to a patient‑first mission, describing clear values and meaningful impact. Mission focus is cited as a unifying North Star that guides priorities and strengthens purpose.

Recognition, Pride & Shared Success: Feedback suggests awards tied to core values, visible recognition rituals, and active ERGs reinforce appreciation and community. Public celebrations and structured recognition are described as reinforcing cultural norms and pride in contributions.

People-First Culture: A people-first, inclusive environment is emphasized through flexible hybrid practices and belonging rituals that signal trust and respect. Feedback suggests many experience a welcoming “village” feel and feel comfortable bringing their authentic selves to work.

Empowering & Trusting Leadership: Leadership accessibility and an open-door approach are highlighted, and individuals describe feeling heard and trusted in day-to-day collaboration. Manager support and mentorship opportunities reinforce autonomy and growth.

Recognition, Pride & Shared Success: Recognition mechanisms such as shoutouts, kudos, awards, and company-wide celebrations make contributions visible and foster shared pride. Regular touchpoints and culture tools embed appreciation and connection into daily work.

Collaborative & Supportive Culture: Colleagues are often seen as strong teammates, with a friendly, collaborative atmosphere and helpful cross‑functional partnering. Feedback suggests supportive peers make day‑to‑day work constructive.

People-First Culture: Benefits and flexibility are viewed as standouts, including remote or hybrid options, wellness initiatives, and time‑and‑location flexibility. Feedback suggests these practices help many feel respected and cared for.

Recognition, Pride & Shared Success: Meaningful impact and pride in contributions are described, with signals like tailored recognition and an emphasis on customer impact. Feedback suggests this reinforces a sense of appreciation for work delivered.

People-First Culture: Company materials consistently emphasize a people-centered ethos with ERGs, flexible work, and well-being programs intended to ensure individuals feel seen and supported. Awards and culture spotlights reinforce that this focus has been central to the organization.

Collaborative & Supportive Culture: Colleagues are often described as smart, kind, and supportive, with team camaraderie highlighted as a bright spot. Employee-led groups and cross-company activities create additional touchpoints for connection and mutual help.

Fun, Rituals & Connection: Regular events—virtual classes, happy hours, and community initiatives—are portrayed as integral rituals that sustain connection in a hybrid setup. These touchpoints help a distributed workforce maintain social cohesion.

Collaborative & Supportive Culture: Colleagues are often described as supportive and inclusive, with managers and peers providing backing and clear communication on some teams. Team environments encourage contribution and create a sense of being valued.

Recognition, Pride & Shared Success: Public shout-outs, quarterly values awards, and visible acknowledgement of impact reinforce that contributions matter. Celebrations of work across company meetings and internal channels encourage speaking up regardless of level.

Learning & Knowledge Sharing: Training, mentoring, tech talks, and structured onboarding indicate ongoing investment in development. Internal mobility and stretch opportunities signal active knowledge sharing and growth pathways.

Collaborative & Supportive Culture: Colleagues are often described as good people with helpful teammates and easy collaboration, reinforced by “win together” rituals like global off-sites. Some teams and regions cite steadier, supportive day-to-day experiences.

Learning & Knowledge Sharing: Benefits and programs highlight access to Udemy, book allowances, and an unlimited learning budget, signaling support for continuous development. Opportunities to learn a lot and a culture of experimentation and ownership further encourage growth.

Fair & Equitable Treatment: Pay and benefits are called out as a bright spot, with compensation and perks frequently cited positively even among otherwise critical posts. Healthcare support, wellness and meal stipends, PTO, and related allowances are positioned as concrete investments in employees.

Recognition, Pride & Shared Success: Recognition programs and peer spotlights are embedded (e.g., shout‑outs, milestone rewards, function‑specific awards), and employees often describe celebrating wins together. Feedback suggests pride in the mission and belonging are common touchpoints.

Collaborative & Supportive Culture: Colleagues are frequently described as supportive, collaborative, and motivated to help each other succeed. Feedback suggests team camaraderie and positive peer rapport are day‑to‑day strengths.

Empowering & Trusting Leadership: Managers are described as granting autonomy and ownership with limited micromanagement in many teams. Feedback suggests individuals feel trusted to take responsibility and drive outcomes.

Collaborative & Supportive Culture: Teams are often described as collegial and cooperative across functions and locations. Many groups experience supportive peers and reasonable work–life balance.

Respectful & Positive Atmosphere: Interactions are frequently characterized as respectful, with an emphasis on kindness and inclusion in corporate messaging and employee narratives. People commonly report feeling welcomed and included across levels.

Recognition, Pride & Shared Success: Pride in the mission and products is a recurring theme, and formal recognition programs signal appreciation for contributions. Many employees describe feeling acknowledged by peers and leaders.

Collaborative & Supportive Culture: Many describe day‑to‑day appreciation and support, aligning with signals that people feel respected and backed in their work. Culture and work/life balance indicators consistently point to everyday support across teams.

Respectful & Positive Atmosphere: An inclusive environment and a feeling of personal appreciation are frequently highlighted, with flexibility reinforcing a considerate climate. Enhanced parental leave further underpins a respectful, family‑friendly atmosphere.

People-First Culture: Expanded flexible work, enhanced parental leave, and measured inclusion outcomes indicate deliberate investment in employee experience. These concrete policies suggest leadership attention to wellbeing and belonging.

Collaborative & Supportive Culture: Colleagues are often described as smart, engaging, and friendly, fostering a helpful, team‑oriented environment. Feedback suggests a people‑first tone with teammates willing to help strengthens day‑to‑day collaboration.

Fun, Rituals & Connection: Company retreats, offsites, and frequent team events are used to build cohesion across hubs. Feedback suggests these rituals cultivate an energizing, fun atmosphere and stronger cross‑team ties.

Accountability & Ownership: Public principles like “Think Big. Move Fast. Own It.” and “Extreme ownership” set clear expectations for autonomy and end‑to‑end impact. Feedback suggests this operating model appeals to self‑starters who value high agency.

Recognition, Pride & Shared Success: Mission work is framed as meaningful and user‑proximate with real value to national security, fostering pride in seeing code affect outcomes. This sense of purpose contributes to feeling recognized for tangible impact.

Collaborative & Supportive Culture: Teams are described as smart, low‑ego, and collaborative, with a high hiring bar. Flexibility and ownership signal trust in colleagues and supportive teaming.

People-First Culture: Benefits include a remote‑first setup and generous PTO alongside an explicit principle to put wellbeing first. Such policies reflect attention to employee support beyond day‑to‑day work.

Collaborative & Supportive Culture: Colleagues are described as "great people" with close cross‑team collaboration that makes day‑to‑day work feel supportive. Hands‑on product building occurs alongside cooperative teammates in an in‑person setting.

Learning & Knowledge Sharing: Opportunities include budgets for tools, courses, and conferences, plus exposure to actual product development that builds skills quickly. Company materials emphasize growth, training, and promote‑from‑within pathways.

Accountability & Ownership: Work is portrayed as high‑impact with broad scope and visibility to leadership, enabling strong individual ownership. Small‑team dynamics allow contributors to shape outcomes across functions.

Collaborative & Supportive Culture: Colleagues are often described as exceptionally smart, humble, and collaborative, with open‑door norms, code review, mentorship, and cross‑functional work reinforcing daily support. Close work with customers further strengthens teamwork and shared problem‑solving.

Recognition, Pride & Shared Success: Company programs include quarterly engagement surveys and employee awards that acknowledge contributions and invite input. Many individuals express pride in "world‑changing work," with some joining after being customers, signaling visible impact and shared accomplishment.

Accountability & Ownership: Work is framed around end‑to‑end responsibility, fast shipping alongside customers, and clear goals through OKRs, indicating high trust in individuals to drive outcomes. Opportunities for rapid growth and promotion from within are highlighted as outcomes of this model.

Collaborative & Supportive Culture: Community programs (Forum, chapters, Live Forum) and day-to-day office hours create a collaborative environment where advisors lean on peers and HQ. Feedback suggests this shared network is a clear differentiator in practical support.

Learning & Knowledge Sharing: Structured onboarding, extensive live/on-demand training, and mentorship embed continuous learning into daily work. Feedback suggests these resources make the work feel enabled for both newcomers and experienced advisors.

Empowering & Trusting Leadership: Leadership is described as trusting employees to make meaningful contributions and ensuring every voice is heard. High ownership from the start and strong mission buy-in reinforce an empowering ethos.

Collaborative & Supportive Culture: Colleagues are often portrayed as smart, humble, and helpful, with teams and managers providing strong collaboration and support that enables growth. In‑office hubs and small, cross‑functional teams facilitate frequent face time, fast feedback loops, and a team‑first approach.

Accountability & Ownership: Small, fast‑growing teams provide end‑to‑end responsibility and high‑impact roles aligned with stated values of meritocracy and “Ownership + Action.” Individuals are encouraged to act with speed, bring solutions, and see direct impact on product surfaces.

Innovation & Creativity: The company operates as a frontier AI lab fostering fast experimentation and inventive problem‑solving in generative media. Work on novel video and character creation capabilities provides cutting‑edge challenges for builders.

Collaborative & Supportive Culture: Colleagues are characterized as a small, highly collaborative, smart, driven team with shared learning, encouraged exploration, and supportive work–life balance. Team-based planning and an open-door approach reinforce cross-functional support.

Fun, Rituals & Connection: Teams hold weekly all-hands to share wins and maintain connection, complemented by in-person off-sites and seasonal gatherings. These rituals help a hybrid workforce stay connected and feel recognized.

Accountability & Ownership: Individuals are expected to take initiative, figure things out, and put their stamp on new work with high visibility to leadership in a small-team setting. This builder mindset offers broad scope and rapid impact for those who thrive on autonomy.

Collaborative & Supportive Culture: Some teams describe supportive leadership, good work–life balance in certain roles, and camaraderie around mission‑driven, peer‑led care, with practical supports such as company vehicles for community work. Company materials present mentorship, cross‑team collaboration, and recognition programs intended to help colleagues rally around one another.

Recognition, Pride & Shared Success: Mission‑focused impact serving people with serious mental illness is portrayed as rewarding, fostering pride in the peer‑support model. Internal awards and workplace‑mental‑health accolades are positioned to honor contributions and celebrate impact.

Fair & Equitable Treatment: Policies cite annual pay‑equity reviews, a documented equal pay stance, generous paid parental leave, and mental‑health benefits, indicating attention to fairness and care. DEI commitments and therapy access further signal equitable support for diverse needs.