Top NYC, NY Health Tech Companies With Best Work-Life Balance (638)

Remote or Hybrid Flexibility: Employees can work remotely across the U.S., with optional offices in New York, San Francisco, and Seattle that reduce commuting friction and enable choice of work location. Home-office and telecom stipends further support a distributed setup.

Time Off Access: Policies include flexible PTO, paid sick time and holidays, and expanded paid family leave. These provisions create room to step away and handle personal needs when needed.

Mental Health Support: The company reimburses out-of-pocket therapy costs up to IRS limits, provides an EAP, and encourages blocking therapy sessions during the workday. This embeds access to care into everyday norms.

Remote or Hybrid Flexibility: Company profiles describe a hybrid model and a remote‑work program with flexible schedules that, when consistently applied by teams, support day‑to‑day balance.

Time Off Access: “Unlimited”/flexible PTO with paid sick days and company holidays is positioned to enable rest without strict accrual tracking.

Wellbeing Programs: Wellness funds, mental‑health groups, backup childcare/eldercare, One Medical membership, and fitness stipends reflect intentional investment in employee wellbeing.

Remote or Hybrid Flexibility: Office-optional and remote-friendly roles with flexible hours are highlighted, supporting personal scheduling and day‑to‑day manageability. Hybrid arrangements are described as allowing employees control over location and working windows.

Time Off Access: Flexible or unlimited PTO, sabbatical leave, wellness days, and floating holidays are prominently offered, enabling time away when honored by team norms. Generous PTO policies are frequently cited as a beneficial element of balance.

Supportive Culture: Colleagues and teams are often characterized as collaborative and encouraging, which can buffer busy periods. Managers in some groups are described as caring about wellbeing, reinforcing humane pacing when possible.

Remote or Hybrid Flexibility: Many office-based roles follow a structured hybrid cadence of roughly 2–3 on-site days, enabling collaboration while preserving at-home focus time. Stated on-site averages and a hybrid-first framing indicate meaningful location flexibility for corporate roles.

Time Off Access: Generous paid time off, sick days, floating holidays, and designated wellness days are prominently offered. Parental and caregiver leave are available to support major life events.

Wellbeing Programs: Wellbeing initiatives such as mental-health–focused partnerships and company wellness days are highlighted. These resources are positioned to help employees manage stress and sustain balance.

Remote or Hybrid Flexibility: The approach is framed as hybrid with flexibility and an average of roughly three in‑office days, with remote/hybrid norms established since the shift to remote work. This structure provides location flexibility while enabling intentional in‑person collaboration.

Autonomy Over Hours: Company materials emphasize work‑life autonomy and flexible hours, and role spotlights describe schedule control for caregivers and choose‑your‑own‑hours arrangements in certain roles. This autonomy helps align work with family responsibilities and personal routines.

Time Off Access: Signals include flexible or unlimited PTO, paid holidays, generous parental leave, backup care, and occasional company‑wide vacations. These benefits, alongside mental‑health resources, support taking meaningful time away.

Flexible Scheduling: Therapists can set their own schedules with no on-call duties, weekend requirements, or night shifts. Roles include part-time and full-time options with control over hours and caseload.

Remote or Hybrid Flexibility: Clinical roles are fully remote, allowing work from home on self-determined hours. The remote structure is emphasized as a core enabler of day-to-day balance for senior mental health care.

Autonomy Over Hours: Therapists determine which hours to work and how many clients to see. Schedule control is presented as a protective factor supporting work-life balance.

Autonomy Over Hours: Clinical roles allow therapists to set their own schedules with virtual delivery enabling control over session windows. Feedback suggests this autonomy helps employees align work blocks with personal needs when boundaries on non‑billable tasks are upheld.

Supportive Culture: Colleagues are described as kind, smart, and collaborative, with approachable leadership that addresses concerns thoughtfully. This environment helps sustain morale during busy stretches and makes challenges feel manageable.

Meaningful Work: Day‑to‑day efforts are portrayed as directly impacting children and families, creating a strong sense of purpose. This mission alignment can make heavier sprints feel more worthwhile for many employees.

Time Off Access: Policies include flexible working hours, an unlimited vacation policy, generous paid time off, paid holidays, and paid sick days. Engineering groups are described as taking multiple weeks off annually without pushback.

Wellbeing Programs: Benefits span fully paid healthcare, mental health services, up to 12 weeks paid parental leave, fitness stipends, commuter support, company-paid meals, free snacks, and an onsite gym. Wellness initiatives are positioned to support recovery and day-to-day wellbeing.

Flexible Scheduling: Flexible hours and an unlimited PTO framework enable schedule control and accommodation for personal needs or appointments. Hybrid use is referenced to help manage recovery and personal lives.

Remote or Hybrid Flexibility: Flexible, work-from-home options are emphasized and widely practiced, with most roles operating remotely and occasional in‑person needs. This setup helps many people manage personal demands and maintain balance.

Time Off Access: Generous PTO, sick time, holidays, and parental leave are positioned as core benefits, with some roles referencing flexible or unlimited PTO. Time away is described as usable in practice, supporting day-to-day balance.

Mental Health Support: Care for employees’ mental health is explicitly highlighted alongside access to wellbeing resources. This orientation normalizes boundary‑setting and underpins a balanced work environment.

Time Off Access: Published benefits include four weeks of PTO, paid parental leave with flexible return options, and bereavement flexibility that can protect downtime when needed. These structures signal clear avenues to step away and recharge when workloads peak.

Remote or Hybrid Flexibility: Openings describe a remote‑friendly, distributed setup across the U.S., with hybrid hubs and periodic retreats. Such arrangements typically give non‑shift teams greater control over when and where work gets done.

Meaningful Work: The mission centers on supporting families through loss, with culture cues like teamwork and “compassion with efficiency.” Purpose‑driven work can help balance intensity by reinforcing a sense of impact.

Recovery Time: Company benefits include over a month of paid vacation and company‑wide shutdown weeks, creating structured downtime for rest and recharge. Paid parental leave and other leaves further reinforce time away from work.

Remote or Hybrid Flexibility: Feedback suggests hybrid schedules and remote work programs let employees manage location and hours more autonomously. Flexibility around in‑office days and scheduling is highlighted as part of the work environment.

Work-Life Reputation: Balance is often characterized as good, with an easy‑going culture cited across locations. Feedback suggests this is a recognized strength of the company.

Remote or Hybrid Flexibility: Company materials describe a remote-first setup with no mandatory office presence, plus coworking support and hubs for those who want in-person time. This arrangement enables location choice and asynchronous collaboration across regions.

Flexible Scheduling: Public descriptions highlight flexible hours with autonomy over daily routines. Regular rituals like twice-monthly All Hands and weekly team syncs maintain alignment without rigid schedules.

Time Off Access: Benefits detail 6+ weeks of vacation alongside paid holidays and sick time, with explicit encouragement to use PTO. These provisions make disconnecting and taking extended breaks feasible.

Remote or Hybrid Flexibility: A hybrid/remote model with flexible schedules is highlighted, alongside bi-annual in-person all-hands in January and July with travel covered. These structures are positioned as balance-friendly for day-to-day flexibility.

Recovery Time: Unlimited PTO, floating holidays, and two company-wide shutdowns (summer and late December) create planned windows to disconnect. These elements make time off more practical than "unlimited" in name only.

Mental Health Support: Up to 14 weeks fully paid parental leave, an Employee Assistance Program, mental-health programs, and robust medical coverage are emphasized. These supports are framed as family-friendly and anti-burnout.

Remote or Hybrid Flexibility: Feedback suggests hybrid and remote options are available, with flexible scheduling on eligible teams. Some functions are fully remote while others are onsite-only, indicating structural flexibility where team norms align.

Boundary Respect: Feedback suggests certain teams maintain clear off-hours boundaries with no late nights or weekend work when not on call. This indicates that day-to-day expectations can support personal time where local norms are strong.

Meaningful Work: Feedback points to mission-driven, patient-impactful work in oncology and precision medicine as energizing and satisfying. This sense of purpose can help offset periods of higher intensity for some individuals.

Remote or Hybrid Flexibility: Roles are often listed as remote or hybrid, supporting day-to-day flexibility for many HQ and engineering functions. Openings note remote eligibility across the US and Canada, with NYC as a preferred hub.

Time Off Access: Job postings explicitly advertise flexible PTO, indicating accessible time off policies even if utilization isn’t quantified. These listings pair PTO with standard benefits, signaling formal support for time away.

Meaningful Work: Company materials center on clinician leadership and patient-care impact, shaping a purpose-driven environment. This nurse-led posture emphasizes collaboration and support around real-world care outcomes.

Remote or Hybrid Flexibility: Company materials describe role‑dependent hybrid/remote options with flexible schedules and periodic in‑person gatherings that reduce commuting and support personal routines. Third‑party workplace profiles explicitly note remote work and flexible scheduling as part of the setup.

Time Off Access: Flexible PTO, paid parental leave, and a sabbatical provide formal avenues for rest and personal commitments. Communications link sustainable performance to taking time away, signaling support for using these benefits.

Burnout Prevention: Practices like eliminating distractions, documenting decisions, and shipping iteratively aim to reduce thrash and after‑hours fire drills. Leadership willingness to recalibrate expectations when feasibility concerns are raised indicates attention to burnout risks.

Time Off Access: Policies advertise unlimited PTO that is encouraged, a companywide year‑end shutdown, and defined holidays, signaling real permission and structure to step away. These practices are explicitly positioned to support life outside work.

Remote or Hybrid Flexibility: Policies outline a hybrid work model for eligible roles, giving many employees more control over where they work. Corporate and remote teams are described as having greater schedule control under this setup.

Mental Health Support: Benefits include access to mental‑health services such as Talkspace alongside primary and fertility care, aiming to reduce personal‑life friction points. These resources indicate leadership attention to emotional wellbeing.

Remote or Hybrid Flexibility: Company materials highlight a healthy remote team and roles open across the United States, enabling broad location flexibility. Teams are presented as remote‑friendly with hybrid options as needed.

Recovery Time: Policies include flexible or unlimited PTO, company‑wide Ro’fresh Days, and no‑meeting Wednesday mornings to preserve focus time. These practices are positioned to encourage collective recharge and reduce meeting load midweek.

Wellbeing Programs: Mental‑health resources (e.g., Headspace, Modern Health), Gympass fitness access, wellness stipends, and family‑friendly policies add structured support for wellbeing. Two paid volunteer days further create sanctioned space for non‑work commitments.

Remote or Hybrid Flexibility: Feedback suggests hybrid/remote options, flexible schedules, summer hours, and Friday afternoon no‑meeting windows help protect personal time. Role-dependent flexibility is highlighted as a norm that supports balance across many teams.

Time Off Access: Feedback suggests front‑loaded flexible time off, extra “Yay! Days,” wellness days, volunteer time, and paid holidays create meaningful recharge opportunities. No‑meeting Fridays and summer hours further indicate mechanisms that make stepping away easier.

Mental Health Support: Feedback suggests leadership invested in mental‑health resources for employees and families with quick access to care to curb burnout. Wellness initiatives and encouragement to unplug signal attention to wellbeing beyond core benefits.

Remote or Hybrid Flexibility: Roles are posted as remote or hybrid across the U.S., with hub locations and team-driven onsite norms. Remote-friendly benefits and the ability to work from home support day-to-day balance.

Time Off Access: Flexible or “unlimited” PTO and paid holidays/sick time are highlighted, alongside generous parental leave. Many describe time off as usable when workload permits.

Sustainable Pace: Typical weeks on well-scoped teams are characterized as reasonable and sustainable outside peak cycles. Supportive managers and clear role definitions help keep hours manageable.