Top NYC, NY Health Tech Companies With Best Company Culture (635)

Collaborative & Supportive Culture: Colleagues are often seen as smart, supportive, and cross‑functional, with clinicians, scientists, designers, and engineers working closely together. Day‑to‑day collaboration and a generally supportive environment are highlighted across multiple teams.

Recognition, Pride & Shared Success: Pride in mission‑driven, patient‑impacting work is frequently expressed, and the company emphasizes celebrating wins and making work fun. External employer‑branding signals and culture rituals reinforce shared success and identity.

Learning & Knowledge Sharing: Recurring demos, lunch‑and‑learns, hackathons, and knowledge‑sharing forums are described as regular practices. Access to tools like LinkedIn Learning and AI platforms further supports ongoing learning.

Accountability & Ownership: Principles like “act like a Headway owner” and “go where you’re needed” set clear expectations to take responsibility beyond role boundaries and prioritize company outcomes. This ownership ethos grants latitude to solve problems across functions with strong follow‑through.

Collaborative & Supportive Culture: Descriptions highlight kind, mission‑driven teammates who collaborate across functions and pitch in beyond their roles. Rituals such as the annual HeadAway offsite and value‑based recognition reinforce connection and shared purpose.

Adaptability & Agility: Culture materials emphasize speed, adaptation, and testing ideas quickly to pursue an industry‑reinventing mission. Focus on the “vital few” priorities and cross‑functional problem‑solving supports rapid iteration.

Cultural Alignment: Teams frequently point to a unifying mission to “give power to the patient” that shapes product priorities and cross‑functional work. Company values such as “Patients First” are prominently referenced in hiring materials and team spotlights.

Collaborative & Supportive Culture: Team environments are described as “supportive but accountable,” with clear goals and access to stakeholders. Regular business reviews and cross‑functional collaboration are emphasized across employer materials and features.

People-First Culture: A hybrid model with 2–3 in‑office days and modern perks—unlimited PTO, paid health options, 401(k) match, wellness programs, and sabbaticals—signals investment in employee well‑being. Hybrid practices are framed with a “test, learn, adjust” approach.

Collaborative & Supportive Culture: Colleagues are often seen as collaborative and respectful with ethical, transparent leadership, reinforced by team-based planning and pair programming. Feedback suggests frequent cross-functional work with providers and operations fosters partnership beyond a vendor relationship.

Accountability & Ownership: Roles emphasize autonomy, bias for action, and designing processes with measurable outcomes, signaling high ownership. Feedback suggests a small, high-impact team where individuals are expected to shape product, operations, and results.

Authentic & Consistent Values: Stated principles like “partnership over transaction,” “simplicity over complexity,” and long-term orientation appear consistently across company narratives. Feedback suggests an inclusive, supportive stance that explicitly encourages applicants from underrepresented backgrounds to apply even without perfect qualifications.

Collaborative & Supportive Culture: Mission-centered messaging and team practices emphasize collaboration and mutual support, with offices designed for teamwork plus multiple ERGs and a formal mentorship program. Feedback suggests a “work hard, have fun, and support one another” ethos underpins cross‑functional work.

Learning & Knowledge Sharing: Formal mentorship, standardized interviewing to reduce bias, and tuition reimbursement signal structured development and knowledge sharing. Feedback suggests a science‑first environment where continuous learning is integral to day‑to‑day work.

Healthy Workload & Retention: Hybrid flexibility (option to work remotely three days weekly), over a month of paid vacation, and two companywide shutdown weeks support focus, rest, and balance. Benefits such as paid parental leave, backup care, and mental‑health resources further reinforce a sustainable pace.

People-First Culture: Benefits highlight 100% individual medical coverage, mental-health and fertility support, paid parental leave, hybrid work, unlimited PTO, and a year-end office closure. These choices signal investment in employee well-being and ownership.

Authentic & Consistent Values: The company codifies six core values—be an entrepreneur, lead with kindness, mind your craft, hustle, stay user-focused, and collaborate—and ties culture to improving life for caregivers and older adults. Consistent repetition across mission and careers materials suggests these values are explicit and central.

Collaborative & Supportive Culture: Careers content describes a 'one-team' approach where every voice helps shape the product, with cross-functional work among clinicians, engineers, designers, and operators. Built In NYC cues and open-door norms point to accessible collaboration rhythms.

Authentic & Consistent Values: Company purpose centers on “Breakthroughs that change patients’ lives” and four named values, reinforced through its Code of Conduct and ethics messaging. External ethics and responsibility honors are highlighted alongside commitments to access and sustainability.

Fair & Equitable Treatment: Public DEI and belonging reports, active ERGs, and inclusion recognitions indicate sustained attention to equitable treatment and belonging. Company narratives emphasize integrity and reducing healthcare disparities as part of how it operates.

Collaborative & Supportive Culture: Colleague resource groups and company‑sponsored volunteering initiatives are used to build connection, community engagement, and a sense of belonging. Hybrid options highlighted in many functions are positioned to support collaboration across teams, though practices vary by site.

People-First Culture: Remote flexibility, unlimited PTO, and a focus on behavioral health and wellness reflect care for employees as individuals. Leadership is described as supportive during personal needs and attentive to well-being.

Collaborative & Supportive Culture: Colleagues are often seen as collaborative, kind, and team-oriented, with thoughtful discussions and supportive leadership shaping day-to-day work. Cross-functional teamwork and a helpful peer environment are frequently highlighted as strengths.

Cultural Alignment: Mission-driven work empowering neurodivergent individuals and caregivers fosters pride and personal connection to impact. Many describe feeling their contributions create positive change, reinforcing shared purpose.

Cultural Alignment: Mission-first values and clinical philosophy emphasize putting patients first and improving outcomes, creating clear purpose day to day. Company materials consistently frame work as meaningful healthcare impact enabled by evidence-based care and technology.

Collaborative & Supportive Culture: Peer-to-peer learning, cross-functional respect for clinical outcomes, and coordination with external care teams indicate collaborative norms. Dietitians on company channels describe autonomy, schedule control, and feeling valued across clinical, operations, and engineering teams.

Learning & Knowledge Sharing: An emphasis on first-principles thinking, outcome measurement, candid critique, and peer learning highlights a culture of continuous improvement. Iteration and experimentation are presented as core operating habits to refine care over time.

Collaborative & Supportive Culture: Cross‑functional teaming among engineering, AI, and revenue‑cycle experts and rituals like retrospectives and cross‑team standups are used to reduce silos. Feedback suggests day‑to‑day collaboration is a cultural cornerstone.

People-First Culture: Benefits and belonging emphasize inclusive hiring and an ethos of bringing one’s authentic self, supported by mental‑health resources, flexible PTO, parental leave, and retirement benefits. Feedback suggests wellbeing and flexibility are treated as integral to how work gets done.

Recognition, Pride & Shared Success: Values awards, all‑hands shout‑outs, spot bonuses, and public milestones make contributions visible. Feedback suggests recognition is intentionally tied to cultural values and impact.

Accountability & Ownership: Values emphasize owning outcomes, urgency over perfection, and clear accountability; titles matter less than results. A small, mission-driven team expects individuals to shape product and culture and follow through end-to-end.

Adaptability & Agility: A builder mindset prizes momentum and experimentation—developer-first practices, hackathons, and fast iteration across an AI-native stack. Processes are described as lightweight but structured to maintain quality while moving quickly.

Fun, Rituals & Connection: Regular company offsites 2–3 times per year, company-sponsored outings and happy hours, and in-person collaboration in NYC are used to build connection across a hybrid/remote workforce. Clear rituals and norms support remote-first teams and help knit nationwide teammates together.

Learning & Knowledge Sharing: Leaders emphasize creativity, continuous learning, and making people more marketable over time, with regular mechanisms to tune the culture. Remote-first, cross-functional work and ambitious problem spaces are presented as strong on-the-job learning opportunities.

Accountability & Ownership: Values such as Be an Owner, Deliver Quality Results, Move at Dandy Speed, and Win as One set a high-accountability, outcomes-first tone. Role descriptions call for initiative, autonomy, and solving hard problems in a fast, builder-oriented environment.

Collaborative & Supportive Culture: Colleagues are often described as wonderful, caring, and helpful, and the culture language stresses winning as one. Remote-first collaboration and strong peer relationships are cited as day-to-day positives in many teams.

Cultural Alignment: The consumer-first mission to make prescriptions more affordable is positioned as a daily anchor that gives work tangible impact. Values-driven programs like GoodRx Research and community initiatives reinforce connection to purpose.

Collaborative & Supportive Culture: Cross-functional teaming and open problem-solving are emphasized, with smart, kind colleagues and approachable leaders highlighted. ERGs, volunteer days, and hub events create additional touchpoints for support and connection.

Innovation & Creativity: External recognition for innovators and internal spotlights on experimentation signal room to test ideas and learn quickly. Self-directed research and data-powered insights are showcased as part of the company identity.

People-First Culture: Inclusion-and-belonging communities (e.g., Pride@ZS, Women@ZS) and recertified workplace standards signal an emphasis on treating people right and psychological safety. Stated values like “treat people right, get it right, do the right thing” are consistently foregrounded.

Collaborative & Supportive Culture: Colleagues are often seen as smart, friendly, and helpful, fostering a supportive atmosphere and strong camaraderie. Cross-office teaming and approachable leaders reinforce day-to-day collaboration.

Learning & Knowledge Sharing: Formal programs such as onboarding (“New to ZS”), professional development coaching, and milestone trainings show a structured approach to growth. Steep learning curves and early responsibility accelerate skill-building across roles.

Collaborative & Supportive Culture: Colleagues are often seen as open, candid, and team‑oriented with cross‑functional collaboration and a “one‑for‑all” mentality. Managers are described as helpful and dedicated to employee success, with regular check‑ins and a supportive day‑to‑day environment.

Transparency & Integrity: Leaders are described as transparent, and the company highlights ethical principles such as keeping the platform free for clinics and fair treatment of vendors. This values‑forward stance aligns internal decisions with serving veterinarians and reinforces trust.

Recognition, Pride & Shared Success: Work is framed around helping veterinarians, giving day‑to‑day efforts a clear sense of purpose and pride. Team rituals tied to goals and mission impact further reinforce shared wins and meaning.

Accountability & Ownership: Company language sets high expectations for end‑to‑end ownership and measurable outcomes, with slogans like “You Are Your Impact” and “Own the Outcome.” Teams are encouraged to own problems from concept to launch and be judged on results.

Collaborative & Supportive Culture: Teams operate with strong in‑person collaboration through open‑door policies, team‑based planning, monthly “Impact” meetings, and an annual offsite. Leadership messaging emphasizes transparency and cross‑functional collaboration as core to how work gets done.

Adaptability & Agility: Operating principles like “ship, learn, repeat,” “progress over perfection,” and “move at rocket speed” prioritize rapid iteration and momentum. The culture celebrates shipping quickly, learning, and iterating rather than waiting for perfection.

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.

Cultural Alignment: Mission-first framing and care for clients and teammates indicate strong alignment between daily work and stated purpose; the culture centers on improving access and outcomes rather than growth alone.

Accountability & Ownership: Bias for action, end-to-end ownership, and pride in shipped work set clear expectations for taking initiative and owning outcomes.

Collaborative & Supportive Culture: Cross-functional research and build cycles, supportive leadership, and recognition point to teams that collaborate closely while technology augments therapy.

Collaborative & Supportive Culture: Teams are regularly portrayed as working cross‑functionally, with collaboration and making others successful codified in operating principles. Public profiles and updates spotlight cross‑team efforts and community‑oriented events in the clinical‑research space.

Transparency & Integrity: Company materials emphasize building trust through transparency via regular All Hands, open Q&A, and clear hiring stages tied to values. Pay and decision transparency, alongside published growth frameworks, are presented as standard practices.

Authentic & Consistent Values: A patient‑access mission and five operating principles appear consistently across careers content, engineering frameworks, and hiring. Culture screens and performance practices are aligned to these principles, signaling day‑to‑day application.

Collaborative & Supportive Culture: Company materials describe cross-functional collaboration with agile ceremonies, shared ownership frameworks, and all-hands that reduce bottlenecks and promote teamwork. Public descriptions highlight teams working closely across Product, Design, R&D, and other functions to iterate quickly.

Recognition, Pride & Shared Success: Public descriptions call out shout-outs in all-hands, spot bonuses, value-tied awards, and informal bonding rituals that make contributions visible and celebrate wins. Mission reinforcement through external honors is used internally to underscore impact and shared pride.

Open Communication: Employer profiles emphasize open communication, cross-functional forums, and an open-door approach where issues are surfaced in structured settings. Leadership messaging and people-ops initiatives point to codified culture touchpoints and listening practices.