Top NYC, NY Health Tech Companies With Best Company Culture (638)

Cultural Alignment: A strong access‑to‑care mission is described as meaningful in day‑to‑day work, reinforcing a shared sense of purpose. Codified cultural principles further anchor how teams operate toward that mission.

Accountability & Ownership: People are given significant responsibility and autonomy, with an explicit “owner” mindset embedded in how work gets done. Clinicians also note independence and flexible scheduling that signal trust.

Collaborative & Supportive Culture: Onboarding support, user‑friendly tools, and helpful staff are commonly highlighted alongside supportive managers and collaborative teams. Relationship‑oriented norms and candid, growth‑minded feedback aim to pair care with performance.

Collaborative & Supportive Culture: Colleagues are often described as smart, supportive, and cross‑functional, with clinicians, scientists, designers, and engineers working closely together. Day‑to‑day interactions are characterized by friendly, helpful teammates and a generally supportive environment.

People-First Culture: Compensation and benefits are positioned to make colleagues feel valued and fulfilled, including comprehensive health coverage, family‑building support, caregiving stipends, unlimited PTO, equity, and a 401(k) match. Wellness resources and hybrid flexibility signal tangible investment in well‑being.

Recognition, Pride & Shared Success: Celebrations of wins, established employee awards, and a "make work fun" ethos reinforce shared success. Pride in a patient‑impact mission strengthens a sense of purpose and appreciation.

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.

Collaborative & Supportive Culture: Feedback suggests approachable leaders and “great people” foster a team‑first environment where ideas are welcomed and day‑to‑day interactions feel respectful and helpful.

People-First Culture: Employee awards, ERGs, hybrid/remote flexibility, summer hours, and Friday no‑meeting blocks signal policies designed around well‑being and belonging, which many interpret as feeling seen and supported.

Healthy Workload & Retention: Feedback points to solid work‑life balance and flexibility, reinforced by practices that protect focus time and encourage recharging.

Collaborative & Supportive Culture: Colleagues are often described as respectful and collaborative, with teams working well together. Feedback suggests many feel supported by peers and managers in day-to-day work.

Recognition, Pride & Shared Success: Manager accessibility, regular company messages that recognize wins, and team rituals for public shout‑outs signal deliberate celebration of contributions. Feedback suggests these practices help people feel seen and appreciated.

Fair & Equitable Treatment: Pay and benefits are considered solid relative to other aspects, reinforcing a sense of being rewarded fairly. Feedback suggests compensation is a notable strength across many groups.

Empowering & Trusting Leadership: Flexible scheduling and remote autonomy for dietitians suggest trust in professionals to manage their work. PTO accrual and CEU reimbursement reinforce a sense of empowerment to balance time and growth.

Collaborative & Supportive Culture: Colleagues are described as supportive, with some noting a positive culture and community among teams. This peer support helps offset the demands of telehealth work.

Cultural Alignment: A clear, patient‑first mission provides purpose and meaning in daily work. Mission‑driven values are frequently referenced as connecting employees to the organization’s goals.

Collaborative & Supportive Culture: Colleagues are often seen as smart, mission‑driven, and collaborative, with cross‑functional teaming and low‑ego dynamics emphasized. Hybrid collaboration, ERGs, and regular gatherings are highlighted as mechanisms that reinforce connection and support.

Learning & Knowledge Sharing: Professional development resources such as fireside chats, conference passes, certifications, internal mobility, and leadership coaching are prominently featured. Structured forums like Lunch and Learns and a values‑based interview process encourage shared learning and knowledge exchange.

Recognition, Pride & Shared Success: A patient‑focused mission and opportunities to have impact from day one foster pride in contributions. Structured shout‑outs and a flat structure where ideas are heard regardless of title signal that work is noticed and appreciated.

Collaborative & Supportive Culture: Colleagues are often described as smart, supportive and community‑minded, creating a collegial atmosphere. Inclusion initiatives and a sense of belonging are repeatedly highlighted as cultural strengths.

Learning & Knowledge Sharing: Formal professional‑development coaching, mentoring and training are emphasized and credited with accelerating growth. Structured coaching programs and training are positioned as core to the employee experience.

Empowering & Trusting Leadership: Leadership is often characterized as honest, ethical, empowering and supportive. Many accounts cite approachable managers and people‑first leadership that invests in growth.

Collaborative & Supportive Culture: Colleagues are described as kind, smart, and collaborative, with approachable leaders and norms like “Water the Plants” reinforcing mutual support. Regular team rituals (in-person all-hands, onsites) and cross-functional help foster a warm, team-first environment.

Recognition, Pride & Shared Success: Many describe feeling genuinely appreciated, citing meaningful responsibility and direct impact on kids and families. The mission focus creates visible purpose and shared pride in outcomes.

Empowering & Trusting Leadership: Leaders are portrayed as low-ego and approachable, creating space where people feel heard and trusted to own decisions. Published principles emphasize feedback and ownership, and clinicians often note autonomy over scheduling.

Collaborative & Supportive Culture: Colleagues are often described as smart, collegial, and collaborative, with teams that support one another and foster connection through ERGs and community activities. Feedback suggests a collegial, mission-centered environment where working with capable peers is a consistent highlight.

Healthy Workload & Retention: Work–life balance is frequently praised, supported by flexible/hybrid schedules, generous paid time off, and companywide shutdown weeks. Benefits and wellness resources are positioned to help employees rest, recharge, and feel supported.

Learning & Knowledge Sharing: A learning-focused environment is emphasized through mentorship, tuition reimbursement, internal courses, and cross-functional collaboration on cutting-edge science. Feedback suggests continuous learning and knowledge sharing are embedded in day-to-day work.

Authentic & Consistent Values: Core principles like “Demonstrate compassion with efficiency,” “Obsess over the details,” and “Take action, assume responsibility” are prominently emphasized and paired with a blended tech‑and‑human care model. The mission to ease “life’s toughest moments” is reinforced by partner stories and narratives centered on meaningful service.

Collaborative & Supportive Culture: “Boutique” New York and Tel Aviv hubs and cross‑functional roles around care, client success, sales, data, and engineering point to close‑knit, collaborative work. Materials highlight teammates helping people through their worst days, underscoring peer support and shared purpose.

People-First Culture: Benefits such as bereavement care with premium platform access, paid time off, parental leave, a 401(k) match for U.S. employees, and equity signal investment in employee well‑being consistent with the product’s ethos. Equal‑opportunity commitments and an aim to reflect the diverse families served reinforce a people‑centric stance.

Collaborative & Supportive Culture: Colleagues are often characterized as kind, supportive, and effective in cross‑functional clinician–tech collaboration, fostering day‑to‑day positivity. Mission‑aligned teamwork on oncology problems reinforces a shared sense of impact.

Healthy Workload & Retention: Hybrid and remote options with flexible scheduling are credited with enabling solid work–life balance. Flexibility is particularly noted in abstractor and certain clinical data roles.

Authentic & Consistent Values: Values like “be kind” and visible commitments to inclusion and belonging are consistently reinforced in public materials and employee narratives. A strong oncology mission provides meaning that aligns daily work with stated values.

Collaborative & Supportive Culture: Teams are frequently characterized as collaborative, kind, and mission-focused, with peers emphasizing helpfulness and shared problem-solving. Opportunities to work on interesting, impactful projects reinforce a sense of mutual support.

Recognition, Pride & Shared Success: Formal employee awards, public celebration of accomplishments, and mission-linked narratives foster pride in contributions and a sense that good work is noticed. Rituals like periodic all-hands and informal gatherings strengthen shared wins and connection.

Healthy Workload & Retention: Remote-first flexibility, generous leave, and an explicit anti-burnout stance aim to maintain a sustainable pace. Family-friendly norms and company-wide shutdowns signal organizational care for well-being.

Collaborative & Supportive Culture: Colleagues frequently highlight strong peer support and a sense of teamwork. Day‑to‑day interactions often emphasize inclusion of diverse perspectives and cooperative problem‑solving.

Fair & Equitable Treatment: Company efforts such as pay‑equity studies, visible inclusion programs, and recognized workplace accolades are positioned to reinforce fairness and belonging. These signals are intended to make people feel seen, respected, and treated equitably.

Recognition, Pride & Shared Success: Purpose‑driven work, visible volunteering initiatives like “175 Days of Good,” and public recognition of inclusive practices foster pride and a sense that contributions matter. Strong benefits and supportive colleagues further reinforce shared success.

Empowering & Trusting Leadership: Leaders are portrayed as caring, self‑reflective, and supportive, creating space for autonomy and growth. Actions include encouraging time off, recognizing individuals beyond their roles, and investing in development.

Accountability & Ownership: Roles are designed with high autonomy and end‑to‑end responsibility, letting individuals leave a clear imprint on outcomes. Stated principles like “own the outcome” and “commit to your craft” reinforce trust and accountability.

Collaborative & Supportive Culture: Teams are described as sharp, supportive, and transparent, with extensive documentation and visibility into decisions. Principles such as “We’re One Team” and “Feedback is Fuel” align with open collaboration.

People-First Culture: The organization encourages employees to prioritize health and well-being and promotes growth within a balanced work environment. Feedback suggests a people-first stance is evident in wellness emphasis and respect for individuals.

Collaborative & Supportive Culture: Colleagues are often described as supportive, encouraging, and mission-driven, with leadership responsive and open to change. This teamwork orientation contributes to a constructive day-to-day experience.

Recognition, Pride & Shared Success: Many express feeling valued and challenged while contributing to autism and neurodiversity communities, creating pride and meaning in their work. Purpose-driven impact reinforces a shared sense of contribution.

Collaborative & Supportive Culture: Colleagues are often portrayed as smart, kind, and team‑oriented, with a “one‑for‑all” mentality and day‑to‑day support. Cross‑functional collaboration and teammates helping each other succeed are emphasized.

Empowering & Trusting Leadership: Leadership is described as transparent, conducting regular check‑ins and actively supporting growth and new responsibilities. Managers are noted for caring about development and helping people succeed in a fully remote setup.

Transparency & Integrity: The company anchors decisions in a public Code of Ethics and emphasizes internal transparency. Stated commitments to fairness, displaying all data, and putting veterinarians first guide how teams are expected to operate.

Collaborative & Supportive Culture: Colleagues and leaders are described as welcoming and caring, creating an environment where people feel heard and supported. Support structures like strong onboarding, community groups, and cross-functional collaboration reinforce day-to-day enablement.

Efficient & Empowering Processes: Administrative help with credentialing, billing, and marketing reduces burdens so clinicians can focus more on client care. An easy-to-use platform and practice-building resources further enable autonomy and effectiveness.

Recognition, Pride & Shared Success: Expressions of being welcomed, cared for, and “incredibly valued” point to a culture that celebrates contributions. Pride in the mission and inclusive practices underpin a sense of shared success.

Accountability & Ownership: Feedback suggests employees are entrusted with end-to-end responsibility, reinforced by principles like “You Are Your Impact” and “Own the Outcome,” with frequent chances to see direct results. The fast-paced setting enables individuals to take significant ownership and drive outcomes with autonomy.

Collaborative & Supportive Culture: Feedback suggests in-person collaboration, open-door policies, and team-based planning create accessible colleagues and an emphasis on teamwork. Multiple accounts highlight friendly coworkers and direct feedback at all levels that help people feel heard and supported.

Recognition, Pride & Shared Success: Feedback suggests many feel valued and appreciated, noting being heard and seeing meaningful daily impact. Tangible recognition and strong rewards are cited as signaling organizational investment in employees.

Recognition, Pride & Shared Success: Work tied to patient outcomes is described as meaningful and satisfying, fostering pride in the mission. Company materials emphasize a patient-first culture and external recognition, reinforcing a shared sense of purpose.

Collaborative & Supportive Culture: Colleagues are often seen as strong teammates with supportive managers and some flexibility by location or role helping teams succeed. ERGs, team activities, and on-site community elements contribute to connection and day-to-day support.

Learning & Knowledge Sharing: Opportunities to learn in a fast, action-oriented environment are highlighted across roles. The culture code’s focus on seeking truth, feedback, and continuous improvement encourages knowledge sharing and growth.