Top NYC, NY Health Tech Companies With Best Work-Life Balance (853)

Remote or Hybrid Flexibility: Roles are remote-first across the U.S. with optional offices in New York and San Francisco, enabling employees to choose where and how they work. This structure supports day-to-day flexibility and reduces commuting friction.

Mental Health Support: Therapy reimbursement and encouragement to block therapy sessions during work hours embed mental health care into normal work rhythms. Wellness-minded perks align with the company’s mission and make accessing care easier.

Time Off Access: Flexible PTO and 16 weeks of parental leave, plus day-one benefits and various stipends, help employees take time away and manage family demands. These policies signal an institutional intent to support balance.

Remote or Hybrid Flexibility: A hybrid-by-design approach with office-optional and fully remote roles provides location choice and a defined in-office cadence (e.g., Tue–Thu) for teams that use it. Employer materials emphasize remote-friendly flexibility rather than strict in-office rules.

Time Off Access: Generous PTO, wellness days, sabbaticals, and paid parental leave are presented as enablers of time away and balance. Policies such as flexible or unlimited PTO and floating holidays expand options to disconnect.

Wellbeing Programs: Mental-health benefits and wellness initiatives (including wellness days and programs aimed at combating burnout) are prominently featured. A collaborative, supportive culture is described as reinforcing wellbeing.

Time Off Access: Company materials highlight an unlimited PTO policy and paid sick/holiday time intended to make taking time away simpler. This structure is positioned to enable rest and personal time when used as intended.

Remote or Hybrid Flexibility: Company and partner profiles describe a flexible, hybrid model with remote‑work options for certain roles. This can reduce commute burdens and support scheduling control for eligible teams.

Wellbeing Programs: Well‑being perks include One Medical membership, backup child/elder care, wellness funds, and mental‑health initiatives. These resources are designed to reduce day‑to‑day friction and support overall wellbeing.

Recovery Time: Companywide shutdown weeks and over a month of paid vacation create built-in downtime that makes disconnecting easier. Planned breaks like the December and August closures support rest and recharge.

Remote or Hybrid Flexibility: A flexible, hybrid setup with remote options and adjustable scheduling lets many teams manage where and when work happens. Role materials indicate hybrid operations that accommodate in‑person collaboration while retaining flexibility.

Time Off Access: Access to substantial paid vacation alongside paid parental leave and other leaves demonstrates that time away is materially supported. A paid volunteer day further signals encouragement to step away from core work when needed.

Remote or Hybrid Flexibility: Roles are frequently offered as remote or hybrid with team-set onsite norms, enabling day-to-day flexibility across locations. Feedback suggests this structure supports balance when coupled with flexible scheduling.

Time Off Access: Flexible or 'unlimited' PTO, paid holidays/sick time, and generous parental leave provide clear avenues to recharge. Feedback suggests these policies are usable in practice, not just on paper.

Sustainable Pace: On well-scoped teams, typical weeks are described as reasonable outside of peak periods. Supportive managers and clear role definitions help keep hours manageable.

Autonomy Over Hours: Clinicians can set their own hours and manage caseloads, creating ownership and control over work. The model emphasizes self-managed calendars with no minimums for part-time, enabling alignment with personal commitments.

Remote or Hybrid Flexibility: Clinical work is fully remote with optional hybrid access in some locations, allowing work from anywhere and reducing commute time. This location flexibility enables schedules to fit family needs and other commitments.

Meaningful Work: A mission centered on food-as-medicine and tangible patient impact provides purpose in day-to-day tasks. The culture is described as collaborative and supportive, reinforcing a positive environment.

Remote or Hybrid Flexibility: The company highlights remote‑friendly practices alongside a predictable hybrid rhythm, enabling people to work from where they are most productive. Regular collaboration touchpoints are combined with days outside the office.

Time Off Access: Unlimited PTO, paid holidays, and company‑wide vacation days are positioned to support rest and recovery. Feedback suggests these policies are intended to give individuals ownership over time away.

Flexible Scheduling: Clinician roles are described as having schedule autonomy through virtual care. This setup can help individuals align work blocks with personal needs.

Remote or Hybrid Flexibility: A defined hybrid model with flexible hours and some remote latitude helps people manage personal commitments and reduce commute load. In‑person collaboration is balanced with remote days to support day‑to‑day flexibility.

Time Off Access: Flexible or unlimited PTO and paid sick days make stepping away easier when teams plan coverage. Generous paid parental leave further supports taking meaningful time off during caregiving periods.

Wellbeing Programs: Employee‑led groups, social events, retreats, and ERGs, alongside fitness and home‑office stipends, provide added wellbeing support. Regular manager recognition rituals aim to reinforce a supportive culture.

Remote or Hybrid Flexibility: Company materials describe a remote‑first setup with optional Paris hub/coworking access and a home‑office stipend, enabling location choice and asynchronous collaboration. Public profiles indicate no mandatory office presence and that flexible arrangements are used in practice.

Time Off Access: The careers page highlights 6+ weeks of vacation, paid holidays, and sick time, with explicit encouragement to use PTO. These benefits signal real opportunities to disconnect and recover.

Flexible Scheduling: Descriptions emphasize flexible hours and autonomy over daily routines, supported by light‑touch rituals such as twice‑monthly All Hands and weekly team syncs. This structure maintains alignment without rigid schedules.

Remote or Hybrid Flexibility: Role‑dependent remote and hybrid options are outlined, with a digital‑first setup and periodic in‑person gatherings instead of daily office presence. Flexibility is positioned as dependent on function and role.

Time Off Access: Flexible PTO for salaried employees, paid parental leave, and a sabbatical program are described to support rest and recharge. How freely time off is taken is acknowledged as influenced by team norms.

Burnout Prevention: Practices like documenting decisions, iterative shipping, and reducing distractions are emphasized to limit rework and thrash. Leadership is described as willing to recalibrate expectations to prevent overextension.

Remote or Hybrid Flexibility: Hybrid and remote options are available where the work allows, with corporate and software teams benefiting more than lab-facing roles. Feedback suggests that this flexibility helps some groups maintain clear off-hours boundaries.

Time Off Access: Flexible or unlimited PTO, paid holidays/sick time, and volunteer days are offered, with separate policies for lab staff. When applied effectively, these programs support balance and recovery.

Meaningful Work: Purpose-driven oncology and precision-medicine work is described as energizing and intellectually stimulating. This sense of impact can make busy stretches feel more tolerable for some.

Remote or Hybrid Flexibility: The company operates as remote-first with work-from-anywhere language and home-office support, indicating strong location flexibility. Feedback suggests these practices enable day-to-day autonomy over where work gets done.

Time Off Access: Policies include flexible or unlimited PTO, paid holidays and sick time, and generous parental leave, signaling support for taking time away when needed. Feedback suggests time off is positioned as important for health and family needs.

Flexible Scheduling: Materials describe a flexible work schedule with very few meetings and a bias toward action, allowing employees to shape their routines. Feedback suggests this structure helps integrate personal commitments with focused work time.

Remote or Hybrid Flexibility: Company materials describe a fully remote-first model with flexible scheduling, optional coworking access, and periodic in-person meetups to support life outside work. Statements explicitly emphasize working hard while maintaining family, friends, hobbies, and a life beyond the office.

Time Off Access: Benefits highlight generous PTO, paid holidays, a year-end recharge period, and a paid sabbatical after five years. These programs are framed around rest and recovery rather than restrictive limits.

Wellbeing Programs: Offerings include medical, dental, vision, and wellness partners such as Spring Health and One Medical that address mental and physical health needs. These resources are positioned to reduce day-to-day friction and support overall balance.

Flexible Scheduling: Employer materials highlight flexible leave and scheduling latitude, with some roles described as accommodating nonstandard hours. This framing indicates day-to-day adjustments are possible around personal needs.

Time Off Access: Public-facing benefits outline generous PTO, paid sick days and holidays, paid parental leave, and flexible bereavement leave. This structure supports taking time away during life events and recovery.

Remote or Hybrid Flexibility: Role listings and company pages point to remote options in the U.S. alongside hubs in New York and Tel Aviv. This setup enables location flexibility and reduces commute load for many positions.

Remote or Hybrid Flexibility: Many roles operate remotely with hybrid options and only occasional in-person needs, enabling day-to-day flexibility. Company materials highlight deliberate investment in remote work to support balance.

Time Off Access: Policies include generous PTO, paid sick and safe days, paid holidays, and parental leave that are described as usable in practice. These provisions provide room for rest and personal commitments.

Supportive Culture: A people-first, mission-driven environment emphasizes mental health, autonomy, and compassionate, results-oriented management. Colleagues are described as collaborative and helpful, fostering a laid-back atmosphere that supports balance.

Time Off Access: Company materials describe a single‑bank PTO policy with a generous baseline that supports real time away and easier planning. Employer FAQs emphasize encouraging employees to disconnect and take time to recharge.

Sustainable Pace: Employer-facing FAQs highlight capacity planning and a goal of long‑term workload sustainability. Engineering and product narratives describe mostly standard hours punctuated by short pushes near releases or client milestones.

Meaningful Work: Work on healthcare and data products is presented as mission‑driven, which can create clearer priorities and sensible pacing on some teams. Purposeful projects are cited as contributing to a manageable day‑to‑day cadence.

Remote or Hybrid Flexibility: Job postings state many office roles are hybrid with 2–3 days on‑site per week under “Log in for Your Day,” enabling some day‑to‑day latitude. Country and site materials indicate hybrid setups are adapted locally.

Time Off Access: Benefits language emphasizes generous paid time off and protected leave (parental, caregiver, bereavement), plus wellness and floating holidays. These programs are framed to support work‑life balance during both routine and busy periods.

Wellbeing Programs: Company benefits highlight mental‑health resources and wellbeing reimbursements such as a “Wellbeing Wallet.” Wellbeing initiatives are positioned as supporting sustained balance and personal health.

Autonomy Over Hours: Therapists set their own schedules with no on-call, weekend, or night shifts and can calibrate caseload and hours to personal capacity. Clinical roles allow choosing days/times and tailoring session volume to fit personal needs.

Remote or Hybrid Flexibility: Clinical care is delivered virtually across many states, and roles are largely remote, reducing commuting and enabling day-to-day balance. The organization presents clinical work as remote-first with Medicare-covered telehealth across all 50 states.

Supportive Culture: Teams are portrayed as supportive and collaborative with accessible management that understands day-to-day realities. Structured supports such as care coordination, documentation tools, peer consultations, and team events are highlighted.

Remote or Hybrid Flexibility: A defined two‑day in‑office cadence with the rest remote provides predictability and reduces commute demands for most weeks.

Time Off Access: Formal policies include generous PTO, separate sick time usable for mental health, paid holidays, bereavement leave, and birthday time off, enabling both planned and ad‑hoc time away.

Recovery Time: Wellness and “recharge” practices—such as wellness days, fitness stipends, and enforced PTO after busy periods with manager check‑ins—signal structured recovery following peak workloads.

Flexible Scheduling: Company-facing materials highlight flexible practices intended to support day-to-day balance within a fast-moving context. This framing suggests some control over schedules even as pace remains high.

Time Off Access: Employer materials describe unlimited vacation, paid holidays, and generous PTO to help employees unplug. These provisions indicate access to time away that can offset busy periods.

Wellbeing Programs: Benefits include fully paid healthcare, mental health services, wellness programs, fitness stipends, and onsite amenities. Such resources are positioned to support recovery and day-to-day wellbeing.