Top NYC, NY Machine Learning Companies With Best Company Culture (306)

Collaborative & Supportive Culture: Teams are described as "Go Team," cross-functional, and oriented around solving hard problems together, with kindness-forward norms and accessible channels to bring problems to each other. Cultural materials and profiles highlight open, direct collaboration when it’s time to execute.

Learning & Knowledge Sharing: Formal programs like monthly Knowledge Days, Lightning Talks, and training on feedback and effective meetings embed intentional time for exploration and skill growth into the workweek. Leaders emphasize curiosity and protect time for learning as part of day-to-day work.

People-First Culture: A flexibility-first approach, strong benefits (e.g., parental leave, sabbaticals, 100%-paid health coverage), and onboarding supports like “Onboarding Champions” are positioned to help people feel welcome and supported. DEI and belonging materials underscore equal pay practices and a commitment to inclusion.

People-First Culture: Company materials emphasize a kind, inclusive, people-first ethos with ERGs, wellness programming, and hybrid flexibility. Leadership messaging highlights serving employees and customers and empowering individuals to be themselves and grow.

Collaborative & Supportive Culture: Narratives describe a welcoming environment where colleagues value connection and teamwork across functions. Hybrid practices and community initiatives aim to maintain strong relationships and day-to-day support.

Recognition, Pride & Shared Success: The organization showcases workplace accolades, including “Most Loved Workplace,” reinforcing pride and shared cultural wins. Awards roundups and certification pages are featured alongside culture materials as signals of employee experience.

Collaborative & Supportive Culture: Teams operate across many locations with smart, ambitious colleagues in a multicultural setting, and public materials emphasize open communication, idea‑sharing, partnership, and mutual respect.

Empowering & Trusting Leadership: Individuals are entrusted with significant responsibility and leadership is portrayed as invested in well‑being and growth, reinforced by first‑name familiarity and a respectful tone.

Learning & Knowledge Sharing: Learning budgets, training programs, peer learning, and rapid internal mobility in some regions signal visible investment in continuous development.

Collaborative & Supportive Culture: Collaboration and teamwork are frequently highlighted as strengths of the environment. Cross-functional partnering and supportive colleagues help execution and problem solving.

Learning & Knowledge Sharing: Structured development through on-the-job learning, coaching, mentoring, and Mondelēz International University reinforces continuous growth. Internal mobility and programs like “Match & Grow” provide avenues to build skills and advance.

Recognition, Pride & Shared Success: Pride in working with an iconic global brand portfolio is a common source of motivation. Efforts are recognized and rewarded, aligning contribution with the company’s purpose-led ethos.

Collaborative & Supportive Culture: Business Resource Groups and mental‑health communities provide peer support and programming, fostering inclusion and belonging. Associates describe teaming norms that encourage sharing ideas and experimenting together to solve real customer problems.

Learning & Knowledge Sharing: Tech‑forward programs such as Tech College, hackathons, and the Distinguished Engineer community create clear pathways for upskilling and craftsmanship. Modern engineering practices and open idea‑sharing reinforce a learn‑and‑build mindset.

Authentic & Consistent Values: Purpose is explicitly tied to “changing banking for good” and reinforced through tangible community‑investment commitments. Mission language is paired with customer‑impact narratives across company materials.

Innovation & Creativity: Company positioning centers on applied AI to create checkout‑free, real‑world experiences, inviting builders to challenge the status quo and iterate quickly. Recognition and a product‑led identity reinforce an ambitious culture focused on invention at scale.

Learning & Knowledge Sharing: Engineering spotlights describe structured forums and reading groups, and “Collective Wisdom” is highlighted as a core value. An office‑first model is framed as a way to accelerate in‑person learning and collaboration.

Collaborative & Supportive Culture: Colleagues are often described as awesome, intelligent, and driven, with some teams citing a family‑like, supportive environment and approachable leaders. Office‑first practices are positioned to strengthen collaboration and learning from one another.

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: The company articulates a worker-first ethos focused on helping hourly workers earn a better living with offerings like next-day pay, telehealth, and financial tools. Internal perks such as 401(k) matching, equity, remote flexibility, and unlimited vacation reinforce a people-centered stance.

Efficient & Empowering Processes: Flexible shift selection and next-day pay enable individuals to choose when they work and access earnings quickly. Remote-flexible programs and flexible schedules support autonomy in how work gets done.

Innovation & Creativity: An AI-forward approach underpins product development, including matching, shift prediction, and an AI talent agent to surface skills and expand opportunities. Teams emphasize shipping fast and experimentation, reflecting a culture that tries new ideas.

People-First Culture: Wellbeing and inclusion initiatives are prominent, including Mental Health First Aiders, wellbeing workshops, an extra day off for World Mental Health Day, and company step/activity challenges. Formal DEI commitments and belonging-focused messaging reinforce a people-centered environment.

Collaborative & Supportive Culture: A “One Genius/one team” ethos is emphasized, describing a supportive, sociable culture with strong teamwork and flexibility. Colleagues are often characterized as smart, welcoming, and inclusive across backgrounds.

Learning & Knowledge Sharing: Mentoring and coaching, a Manager’s Academy, internal knowledge‑share events, and global internships/externships are positioned as ongoing development pillars. Structured manager training and early‑career pathways signal active investment in continuous learning.

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.

Authentic & Consistent Values: Feedback suggests values are consistently referenced in decisions and storytelling, with visible programs that make them tangible. The mission around unlocking financial progress appears to anchor daily work and reinforce cultural alignment.

Recognition, Pride & Shared Success: Feedback suggests rituals like “Chimetacular” and peer‑nominated Values Awards provide visible appreciation and celebrate impact. Culture stories that tie day‑to‑day work to the mission appear to foster pride and shared wins.

Collaborative & Supportive Culture: Feedback suggests cross‑team collaboration and proactive problem solving are common norms aligned to “win together” and “be an owner.” Colleagues are often seen as supportive partners who reinforce ownership and low‑ego teamwork.

Collaborative & Supportive Culture: Colleagues are described as respectful teammates with peer mentorship and open knowledge-sharing across functions, supported by employee-led communities like a Culture Club and Women’s Community Group. Remote-friendly and in-person rituals help teams challenge ideas constructively and stay connected across hubs and time zones.

People-First Culture: Employer-paid global health plan options, generous PTO, and up to 26 weeks of fully paid parental leave indicate a people-supportive operating model. Inclusive celebrations and flexible, remote-friendly programming reinforce belonging alongside day-to-day work.

Recognition, Pride & Shared Success: Mission framing around "fixing globalization" and tackling issues like forced-labor risk and counternarcotics fosters daily purpose and pride in impact. Public-sector and enterprise deployments are positioned as tangible outcomes that teams rally around.

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.

Authentic & Consistent Values: Values of “Kind, Smart, Creative” are embedded across recruiting, interviewing, and internal expectations, with leaders reinforcing collaboration, candor, and creativity in daily work. Company materials and compensation philosophy explicitly tie impact and values together, signaling consistency between stated principles and practices.

Innovation & Creativity: Leadership encourages experimentation and normalizes early “failure” to spark original ideas in AR and camera‑driven products. This product‑first mindset prioritizes rapid iteration and creativity to deliver tangible user impact.

Collaborative & Supportive Culture: An in‑person “default together” ethos is positioned to strengthen performance, mentorship, and face‑to‑face problem‑solving. Active ERGs and learning programs, framed within CitizenSnap, aim to build community and inclusion aligned to a culture of kindness.

Collaborative & Supportive Culture: Cross-functional teams emphasize customer empathy and measurable outcomes, with colleagues often described as “great people” who work well together. Feedback suggests day-to-day collaboration is encouraged across product, engineering, design, and go-to-market functions.

Adaptability & Agility: Leaders champion a “skrappy” startup mindset—operating fast, iterating, and challenging the status quo—reflected in rapid shipping and an AI‑native product focus. Feedback suggests this bias toward action enables quick learning and course-correction.

Fun, Rituals & Connection: A remote-first setup is complemented by recurring virtual events, twice‑yearly in‑person retreats, culture awards, and “Kamp Kustomer” gatherings. These rituals are positioned to strengthen connection and belonging across distributed teams.

Transparency & Integrity: Radical transparency and regular CEO communications (e.g., weekly AMAs and business reviews) are emphasized alongside the value “Always share whether we succeed or fail.” This positions openness and honesty as a daily operating norm.

Fair & Equitable Treatment: ERGs with executive sponsors, Pride‑month initiatives, and inclusive benefits like fertility support and parental leave are presented as tangible expressions of belonging. These programs aim to support equitable experiences across identities.

Fun, Rituals & Connection: Structured multi‑month onboarding includes a three‑day in‑person new‑hire onsite in Washington, DC and CEO meet‑and‑greets to build relationships in a hybrid workforce. Peer recognition rituals such as celebratory “tacos” on Slack and periodic in‑person events reinforce connection.

Collaborative & Supportive Culture: Colleagues work across offices with approachable, cross‑functional problem‑solving and an open workspace rhythm, with day‑to‑day collaboration highlighted as part of how work gets done. Social rituals and community programs (e.g., team activities, weekly gatherings, volunteering) further reinforce connection and teamwork.

Empowering & Trusting Leadership: Autonomy, flexibility, and opportunities to create are emphasized, with individuals given responsibility to take initiative in a fast‑moving environment. Management is described as trusting people to perform without excessive oversight.

Transparency & Integrity: Leaders emphasize visibility into what teams are doing and how the business is performing, and authenticity and transparency are stated operating principles. Public commitments like pay‑equity reporting and open cross‑office collaboration practices support this tone.

Recognition, Pride & Shared Success: Visible recognition mechanisms (e.g., quarterly values awards and company-wide shout-outs) and long-running external IT workplace accolades reinforce pride in contributions and impact. Company messaging ties recognition to core values like “Best Answer Wins,” elevating ideas from any level.

Learning & Knowledge Sharing: Robust onboarding, continuous training, and knowledge-sharing forums (hack nights and internal “Enovation” programs) are emphasized as everyday practices. Small, focused teams and data-driven decision-making create frequent opportunities to learn and grow.

Innovation & Creativity: Programs such as Enovation Tank/Labs and a “Be Bold and Move Fast” ethos encourage experimentation and idea generation across levels. Company materials and public profiles highlight a test-and-learn mindset and analytics-driven iteration.

Collaborative & Supportive Culture: Teams are depicted as “genuinely collaborative and supportive,” with debate encouraged “free of ego” and an explicit emphasis on psychological safety. Ubuntu and cross‑functional delivery norms reinforce a low‑ego, team‑first environment.

Transparency & Integrity: Values materials stress honesty, accountability, and openness in how people work and relate to each other. This framing positions trust and candor as everyday expectations across the organization.

Accountability & Ownership: Work is described as fast‑moving with a bias to ship solutions that drive measurable business impact, and individuals are trusted with meaningful responsibility from day one. Ownership is tied to real outcomes rather than producing dashboards that get ignored.

Open Communication: Programs emphasize a speak‑up environment with leaders expected to “listen up” and practical steps like renaming Q&A to “Speak Up”. Psychological safety is highlighted so people can challenge, question, and raise concerns openly.

Transparency & Integrity: Governance and compliance materials stress transparency, open dialogue, and an ethics program (“Our Compass”) anchored in core values. Safety and well‑being policies further reinforce responsible conduct and trust.

Collaborative & Supportive Culture: The culture highlights co‑creation across borders and disciplines, with internal mobility and peer learning promoted. Inclusive communities and early‑career networks visibly support connection and growth.