Top NYC, NY Cyber Security Companies With Best Company Culture (161)

Collaborative & Supportive Culture: Colleagues are often seen as friendly and helpful, with teams encouraging one another’s success in a highly collaborative environment. Manager interactions are frequently characterized as supportive, fostering camaraderie around mission‑critical work.

Recognition, Pride & Shared Success: Purpose‑driven national‑security work reinforces pride and a sense of shared accomplishment in protecting what matters. Company storytelling, culture-focused engagement, and recognition moments spotlight collective wins and individual contributions.

Healthy Workload & Retention: Alternative schedules such as 9/80 and role‑dependent hybrid options are highlighted as supporting balance and personal well‑being. Retention-minded practices and stable, long‑horizon programs provide continuity that encourages staying and growth.

Authentic & Consistent Values: Decency (DQ) is codified as a cornerstone of “The Mastercard Way” and appears in hiring and leadership language. Continued reference to DQ over many years indicates a stable, lived values framework.

Fair & Equitable Treatment: Pay‑equity analyses are published alongside DEI metrics, with explicit statements about like‑for‑like pay parity. Transparent communication of equity practices signals that fairness is prioritized.

Collaborative & Supportive Culture: Employee‑led BRGs and purpose programs (e.g., Girls4Tech) are spotlighted, positioning community and impact as part of everyday work. A hybrid‑by‑design model guided by team agreements aims to balance collaboration and focus time.

Learning & Knowledge Sharing: Significant investment in digital upskilling, internal labs, and badges is positioned as a core cultural pillar and everyday practice. Employees cite structured development and broad client exposure that accelerate growth.

Collaborative & Supportive Culture: Team-oriented delivery and a “community of solvers” ethos are emphasized across purpose and values materials. Many describe supportive teams and mentorship that help navigate client demands.

Recognition, Pride & Shared Success: External employer accolades and strong brand prestige contribute to pride in affiliation and shared success. Public listings and leadership messaging reinforce a culture that celebrates people practices and hybrid norms.

Learning & Knowledge Sharing: Programs like formal onboarding, Learning Week, and employee-led Learning Communities make continuous development a visible norm. Feedback suggests peer-led workshops and communities embed knowledge-sharing into everyday work.

Collaborative & Supportive Culture: Cross-functional practices—such as "solve together," influence without authority, and no-blame retros—reinforce teamwork and mutual respect focused on customer value. Feedback suggests day-to-day collaboration enables ownership while keeping teams connected.

Fair & Equitable Treatment: Inclusive ERGs and allyship training sit alongside mental-health support, gender-neutral parental leave, and gender-affirming care, indicating thoughtful attention to equitable well-being. Feedback suggests these offerings help people feel welcome and supported across offices and roles.

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.

Open Communication: Programs emphasize a speak‑up environment with leaders expected to “listen up” and practical steps like renaming Q&A to “Speak Up”. Psychological safety is highlighted so people can challenge, question, and raise concerns openly.

Transparency & Integrity: Governance and compliance materials stress transparency, open dialogue, and an ethics program (“Our Compass”) anchored in core values. Safety and well‑being policies further reinforce responsible conduct and trust.

Collaborative & Supportive Culture: The culture highlights co‑creation across borders and disciplines, with internal mobility and peer learning promoted. Inclusive communities and early‑career networks visibly support connection and growth.

Learning & Knowledge Sharing: Open-source releases, reading groups, and encouragement to write and present indicate a strong practice of teaching and knowledge exchange. Bench time, L&D stipends, and bonuses for public contributions make learning a built-in part of the job.

Collaborative & Supportive Culture: Cross-functional teamwork, peer reliance to solve problems, and community events like Empire Hacking point to a collegial, help‑oriented environment. Mentorship, approachable leadership, and knowledge exchange across teams reinforce day‑to‑day support.

Empowering & Trusting Leadership: Remote‑first operations, flexible hours with results‑oriented expectations, and autonomy in project focus reflect high trust and ownership. Clear norms for async work and documented processes reduce the need for constant oversight and enable independent execution.

Collaborative & Supportive Culture: Colleagues are often described as strong collaborators with a supportive, team‑oriented mindset and willingness to help across disciplines and product lines. Employee resource groups and business councils foster connection and inclusion that reinforce day‑to‑day support.

Innovation & Creativity: The company promotes hackathons, cross‑disciplinary building, and sustained investment in AI/video analytics across a broad product portfolio, enabling new ideas to take shape. A span across radios, software and video security creates opportunities to build and integrate novel solutions.

Recognition, Pride & Shared Success: Work focused on public safety and enterprise security is frequently described as meaningful and user‑focused, fostering pride in impact. “Solving for safer” serves as a unifying cultural north star that aligns teams around shared outcomes.

Transparency & Integrity: Company materials describe a "default is to share," open decision-making, and avoidance of black-box approaches, with leaders presented as accessible. These cues indicate an emphasis on transparency in both product philosophy and day-to-day collaboration.

Collaborative & Supportive Culture: Teams are depicted as cross-disciplinary—cyber/risk, insurance, engineering, data, and UX—working together to "challenge each other to think in new ways" and deliver customer impact. Descriptions of daily work include partner collaboration and regular touchpoints with product and engineering, underscoring a collaborative rhythm.

Learning & Knowledge Sharing: The environment is framed as a "constant learning" setting with chances to build new skills and expand responsibility. Programs like job training, conferences, and lunch-and-learns are highlighted to support growth.

Collaborative & Supportive Culture: Colleagues are often seen as smart, helpful, and motivated, with many looking forward to daily team interactions in a generally positive environment. Employee‑led communities (ERGs such as Afroflare, Proudflare, and others) promote networking, belonging, and support.

Transparency & Integrity: Leadership emphasizes radical transparency through public incident write‑ups, postmortems, and open dialogue that normalizes learning from mistakes. The organization highlights a security‑first mindset and accountability in how it communicates decisions.

Cultural Alignment: The mission to “help build a better Internet” and codified values (Principled, Curious, Transparent) are reinforced across company communications and programs. Feedback suggests this mission‑centric framing helps people connect day‑to‑day work to broader impact.

Authentic & Consistent Values: Three core values—Own It, Elevate It, Send It—are tied to daily behaviors through onboarding, decision norms, and values-tagged recognition. The mission of “leveling the playing field” and a bias for action are consistently presented as guiding how work gets done.

Recognition, Pride & Shared Success: Visible kudos flow through Bonusly and a #kudos Slack channel, with shout‑outs explicitly linked to values hashtags (#ownit, #elevateit, #sendit). Bi‑annual summits and public acknowledgments are highlighted to celebrate wins and strengthen connection.

Transparency & Integrity: Leadership messaging emphasizes openness, including direct access to executives and sharing both wins and misses to build trust. Cultural descriptions repeatedly call out candor, purpose, and collaboration as operating norms.

Collaborative & Supportive Culture: Cross-functional teamwork and a “one team” mindset are emphasized to deliver customer value and support social responsibility efforts. Inclusion initiatives and flexible collaboration norms aim to strengthen connection across groups.

Recognition, Pride & Shared Success: Pride in the mission and impact is highlighted, with formal and peer-to-peer recognition reinforcing appreciation for contributions. Celebrations and visible acknowledgment help sustain momentum and shared wins.

Accountability & Ownership: Operating norms encourage acting like owners, with autonomy to manage schedules and deliver outcomes. A customer-obsessed execution model links empowerment with clear accountability for impact.

Collaborative & Supportive Culture: Colleagues are often described as intelligent, helpful, and friendly, fostering teamwork and problem‑solving across hybrid and global settings. Hybrid/remote flexibility and manager support help many teams collaborate effectively across regions.

People-First Culture: Benefits such as flexible time off, day‑one medical coverage, mental‑health resources, caregiver support, paid parental leave with a gradual return, and paid volunteer time signal a strong focus on well‑being. Belonging and inclusion are emphasized through associate resource groups and a hybrid‑friendly environment.

Recognition, Pride & Shared Success: External accolades such as Fortune’s World’s Most Admired Companies, Seramount’s 100 Best Companies, and Great Place to Work certifications in select hubs showcase recognition for people practices. These honors spotlight inclusive family and mental‑health benefits and reinforce cultural pride.

Authentic & Consistent Values: BYAW and DEI are positioned as foundational, with active accessibility and LGBTQ+ inclusion efforts, memberships like The Valuable 500, and wellbeing embedded across programs. External recognition is frequently tied back to the culture narrative, reinforcing these stated values.

Collaborative & Supportive Culture: Colleagues are often seen as “great people,” with many accounts highlighting supportive teams, decent balance, and benefits. The inclusion-first ethos and affinity groups create visible communities that foster connection across offices.

Learning & Knowledge Sharing: Strong learning curves and domain exposure in financial services (and energy) are highlighted alongside structured development and visible programming. Early responsibility and project variety can accelerate skill-building when staffing aligns well.

Collaborative & Supportive Culture: Teams are often described as smart, friendly, and collaborative, with cross-functional work and colleagues willing to help. A welcoming, mission-aligned atmosphere and strong onboarding create a “homey” feel despite scale.

Innovation & Creativity: Work centers on cutting-edge cybersecurity products and continuous innovation leveraging AI, analytics, automation, and orchestration. The fast-moving, mission-driven context offers meaningful problem-solving and career growth.

Empowering & Trusting Leadership: Managers often trust individuals to own projects and respect work-life choices in many teams. Openness to ideas, mentorship programs, and learning resources support autonomy and professional development.