Best Software Companies to Work for in NYC, NY (2,827)

Benefits & Perks: Benefits are described as comprehensive, including health coverage, parental leave, retirement plans, and programs supporting well‑being and development. Inclusive offerings such as family‑building support, mental‑health resources, ERGs, and tuition assistance are highlighted across company materials and profiles.

Mission & Purpose: Work is often framed around helping people find homes on a national‑scale platform, giving day‑to‑day projects a clear sense of meaning. Company messaging and employee spotlights emphasize values like RealOwnership and RealCollaboration tied to this mission.

Market Position & Stability: Being operated by Move, Inc. within News Corp is noted as providing brand reach, resources, and relative stability compared with smaller proptechs. Corporate disclosures indicate durable audience and revenue momentum that can support ongoing product investment.

Benefits & Perks: Benefits are described as comprehensive, spanning medical, mental‑health, financial, and family supports with generous parental leave, backup care, and a strong 401(k) match. Hybrid flexibility and well‑being programs are positioned to help associates “thrive at work and in life.”

Learning & Development: Learning resources include internal “colleges,” free one‑on‑one career coaching, tuition assistance, and rotational programs that build skills from introductory to advanced levels. Feedback suggests on‑the‑job growth is reinforced by peer learning and access to contemporary tools.

Innovation & Products: Capital One presents a modern, cloud‑ and AI‑driven tech environment—“all‑in” on AWS and using serverless at scale—that appeals to engineers and data professionals. Roles in tech, data, and analytics often involve hands‑on work with contemporary stacks and practices.

Belonging & Inclusion: An inclusive, people‑first culture with strong emphasis on diversity and equity is consistently highlighted. Feedback suggests employees feel welcome to bring their authentic selves, supported by ERGs, bias training, and approachable leaders.

Work-Life Balance: Flexible, hybrid practices and trust‑based time off are emphasized. Feedback suggests policies like quarterly balance days and a work‑from‑anywhere option make it easier to unplug and manage personal priorities.

Team Support: Colleagues are often seen as supportive and collaborative across teams and regions. Feedback suggests scalable internal systems and welcoming onboarding reduce day‑to‑day friction.

Mission & Purpose: Work is frequently tied to U.S. national security and advanced systems, which many describe as meaningful and technically interesting. Company materials emphasize “protect those who protect us” as a unifying purpose.

Work-Life Balance: Flexible arrangements such as 9/80 schedules and hybrid options exist in many groups, contributing to better balance where the job and customer allow. Specifics vary by site, program, and clearance requirements.

Benefits & Perks: Benefits are often portrayed as comprehensive, including medical/vision/dental, a 401(k) with company match, paid parental leave, backup care, and tuition reimbursement. Well‑being resources and recognition programs are also highlighted, with offerings varying by role and location.

Mission & Purpose: Success is framed around getting users on great dates, with ACE values (Authenticity, Courage, Empathy) embedded in hiring and day‑to‑day rituals, giving work clear real‑world meaning. Materials describe a relationship‑first ethos that keeps teams oriented to outcomes rather than time‑in‑app.

Benefits & Perks: Publicly listed offerings highlight generous parental leave, a strong retirement match, learning stipends, MTCH‑linked equity, and a monthly “date stipend,” alongside robust health and wellness support. The package signals meaningful investment in well‑being and culture‑aligned perks.

Work-Life Balance: Balance is often characterized as good, supported by a hybrid rhythm of three in‑office days and policies that emphasize sustainable pacing. Generous PTO, holidays, and wellness days further reinforce boundaries and recovery time.

Work-Life Balance: Hours for many engineering and non-trading teams are often described as reasonable outside market windows, with occasional spikes during releases or production incidents. Generous PTO, parental leave, and policies that help employees disconnect support a sustainable rhythm.

Benefits & Perks: The company emphasizes competitive pay, profit-sharing, a 401(k) with match, comprehensive health coverage, and generous time off. Daily chef-prepared meals, onsite or subsidized gyms, wellness programs, and frequent social events are part of the day-to-day experience.

Learning & Development: Mentorship, in-house classes, and structured training are highlighted across trading and technology roles. Roles sit close to production with high ownership, creating strong hands-on learning in options and low-latency systems.

Mission & Purpose: Work centers on building products for Americans living paycheck‑to‑paycheck—early paychecks, overdraft relief, rewards, and family banking—which many describe as motivating and tied to tangible customer impact. This focus is highlighted consistently in company and tech‑culture profiles.

Benefits & Perks: Public materials highlight fully covered medical, dental, and vision for employees and dependents, equity and discretionary bonuses, a 401(k) with match, generous parental leave, unlimited PTO, commuter benefits, and catered lunches. These offerings are presented alongside a hybrid NYC workspace with common office perks.

Autonomy: Small, lean teams with direct visibility into leadership and product decisions enable early ownership and end‑to‑end problem solving. Regular rituals like demos, all‑hands, buddy systems, and pair programming reinforce fast iteration and personal impact.

Mission & Purpose: Expanding access to mental health care is portrayed as meaningful work, and continued growth into insurers and employers reinforces a sense of impact. This clarity of purpose is often highlighted by both clinicians and HQ teams.

Work-Life Balance: Flexibility and remote-friendly policies—along with programs like Mental Health Mornings, unlimited PTO, and a winter break—support manageable schedules, especially for therapists. Schedule control and well-being emphasis stand out as everyday strengths.

Autonomy: Clinicians emphasize control over scheduling and practice-building while the platform handles credentialing, billing, and referrals, enabling focus on care. Many describe running a private‑practice‑style panel with reduced administrative load.

Mission & Purpose: Work on experience‑management software is portrayed as mission‑driven, with leaders visibly using and advocating the product in regular company forums. This clarity of purpose, anchored by the TACOS values, cultivates a strong customer‑obsessed focus.

Benefits & Perks: Benefits are described as comprehensive, including employer‑paid healthcare, a 401(k) match with immediate vesting, wellness stipends, mental‑health support, family‑formation benefits, and short “work from anywhere” windows. Unique offerings like an annual “Experience Bonus” and hybrid amenities are emphasized in company materials.

Team Support: Colleagues are often seen as smart, collaborative, and supportive, reinforced by peer‑nominated TACOS awards and active Q Groups that build community and visibility. Early‑career sales programs also reference strong team lift and recognition rituals.

Mission & Purpose: Work is anchored on “money without borders” and clear values such as customer obsession, ownership, and “no drama.” This clarity is often described as motivating and gives people a strong sense of impact.

Autonomy: Engineers and product teams are expected to own problems end-to-end with a bias to ship and to challenge ideas. A flattish setup and global, cross-office projects provide room to make decisions and see tangible outcomes.

Benefits & Perks: Role materials highlight RSUs, generous PTO and sick time, paid parental leave, a self-development budget, and a six-week sabbatical after four years. These offerings are consistently detailed across postings and complemented by hybrid flexibility, including up to 90 days a year working from elsewhere in many roles.

Career Growth: Roles emphasize ownership and rapid learning through demos, tech talks, progression frameworks, and cross-functional exposure in a small team. Early-stage scope lets individuals ship quickly and take on broad responsibility across engineering, AI product, design, and GTM.

Team Support: Colleagues are characterized as smart, collaborative, and supportive, with accessible leadership and visible recognition rituals (all-hands shoutouts, CEO “Weekly Wins,” kudos channels). The culture highlights kindness, customer obsession, and celebrating wins.

Benefits & Perks: Benefits include company-covered medical, dental, and vision at 80%, flexible PTO, paid parental leave, 401(k), commuter benefits, and in-office meals/snacks with team outings and off-sites. Continuing-education stipends and learning resources further reinforce support for employees.

Benefits & Perks: Benefits are described as comprehensive—medical, dental, vision, Lyra mental health support, parental and family‑planning perks, tuition reimbursement, generous PTO, and a 401(k) match—paired with hybrid‑friendly flexibility. These offerings are prominently presented as a strong part of the employee experience.

Mission & Purpose: Work centers on consumer financial empowerment with editorial independence, clear disclosures on how money is made, and human‑bylined journalism. This clarity appears to motivate teams building large‑reach tools, rate tables, and editorial content.

Team Support: Colleagues are often seen as kind, communicative, and collaborative, enabling effective cross‑functional work across editorial, product, data, and marketing. Many descriptions highlight supportive peer relationships that make fast‑paced execution more workable.

Work-Life Balance: A structured hybrid schedule with remote Mondays/Fridays and in‑office mid‑week, plus generous time off, quarterly wellness days, and an end‑of‑year closure are frequently cited as enabling healthy balance. Feedback suggests workloads are generally manageable outside peak periods.

Benefits & Perks: Benefits are described as comprehensive, including day‑one healthcare, family‑focused leave, equity and an ESPP, wellness programs, and in‑office perks like catered lunches. These offerings are often highlighted alongside flexibility as key strengths.

Team Support: Colleagues are often seen as collaborative and supportive, with cross‑functional partnership common and ERGs and an “Engagement & Belonging” framework fostering community. Feedback suggests approachable teammates and open communication contribute to a positive daily experience.

Mission & Purpose: The company’s patient-first, insurance-based nutrition care places access and outcomes at the center of daily work, giving many a clear sense of impact. Feedback suggests evidence-based counseling and expanded coverage make the mission feel tangible.

Autonomy: Clinical roles are often described as remote with significant control over schedules and caseloads, enabling practitioners to focus on counseling rather than running their own billing stack. The in‑house platform and matching by clinical interest reinforce ownership of practice.

Team Support: Colleagues are frequently characterized as kind, collaborative, and community‑oriented, with shared resources that simplify telehealth practice. Recognition programs and public shout‑outs help celebrate contributions and foster connection.

Innovation & Products: Work on a widely used developer data platform that is expanding into AI features like vector search and embeddings is seen as high-impact and modern. Product momentum and platform visibility provide meaningful scope across functions.

Benefits & Perks: U.S. offerings include flexible PTO, 20 weeks fully paid parental leave, and up to $50,000 in fertility/adoption/surrogacy reimbursement, alongside options like pet insurance and wellness programs. Hybrid-support perks such as employer-paid office lunches and home-office stipends are noted in some locations.

Team Support: Colleagues are often seen as smart, collaborative, and low-ego, fostering a supportive culture. Onboarding and mentorship are highlighted as helpful for growth in a still-scaling environment.

Learning & Development: Training is described as comprehensive, with structured onboarding, 700+ on‑demand modules, live workshops, and office hours that help newcomers ramp quickly.

Team Support: A strong advisor community, active forums and meet‑ups, plus responsive HQ support, create a collaborative environment where people feel heard and supported.

Work-Life Balance: Advisors can work remotely, set their own schedules, and start part‑time with no sales minimums, while HQ roles follow a hybrid model with flexible Fridays and limited work‑from‑anywhere time.

Benefits & Perks: Fully covered medical, dental, and vision for employees and dependents, daily meal credits, Equinox memberships, unlimited PTO, and paid parental leave are prominently offered in an in‑office setup. Perks are reinforced by team dinners, quarterly off‑sites, and monthly all‑hands designed to build connection.

Compensation: Pay is positioned as competitive with meaningful equity for all employees, department‑level pay transparency, and twice‑yearly reviews with merit increases for top performers and regular equity refreshers. These practices signal a structured rewards philosophy tied to individual impact and promotion.

Mission & Purpose: Work is framed around creating real‑world connection and empowering organizers, with a visible founder‑led narrative and an IRL‑first approach for those energized by live events. Product velocity and modern tooling further anchor the mission in a product‑led environment shipping frequent updates.

Mission & Purpose: Work is described as building and shipping AI to tackle hospital revenue‑cycle challenges, often tied to marquee health‑system collaborations. Feedback suggests this mission creates a clear sense of purpose and impact.

Benefits & Perks: Published perks include unlimited PTO, robust health plan options (with some 100%-cost tiers), Spring Health, One Medical, parental leave, a 401(k), and funded off-sites. Feedback suggests the benefits package feels comprehensive and wellness‑oriented.

Team Support: Colleagues are often seen as collaborative and approachable, with managers described as empowering and recognition rituals that spotlight individual work. Feedback suggests psychological safety and helpful teammates are common strengths.

Team Support: Colleagues are often seen as smart, collaborative, and supportive across global offices, with a peer‑created “work hard together” culture that emphasizes ownership and cross‑functional teamwork.

Learning & Development: Onboarding and growth are structured through a leadership‑led Bootcamp, a buddy system, STAR‑method hiring, and recurring performance reviews, with additional enablement like Mirakl University and internal mobility.

Market Position & Stability: Business traction is depicted as strong and energizing, with the core Marketplace Platform reported profitable, ARR growing, and new lines like Mirakl Ads, Payout, and Nexus expanding the runway.

Mission & Purpose: Work is framed as mission-driven with tangible patient impact by expanding access and diversity in clinical trials. Many describe a clear line of sight from day-to-day efforts to outcomes for sites, sponsors, and patients.

Work-Life Balance: Remote-first flexibility with optional hubs and 6+ weeks of vacation supports balance and autonomy across EU–US time zones. Asynchronous norms and coworking stipends help reduce meeting load while maintaining connection.

Career Growth: Defined growth frameworks, semi-annual reviews, and internal promotion pathways create structured advancement. Manager training, frequent feedback, and free training resources are described as enabling rapid learning in a scaling environment.