Top NYC, NY Martech Companies With Best Career Growth & Development (752)

Training & Education Access: Employees have access to internal and external training, continuing‑education stipends, learning budgets, and job training and conferences. These resources are explicitly referenced in role descriptions and employer profiles.

Challenging Assignments: Work spans deep‑learning DSP systems, high‑QPS bidders, and new generative‑AI features, creating hands‑on problems at performance and scale. Engineering posts highlight real‑time bidding complexity and rapid experimentation.

Internal Mobility: The company explicitly lists “Promote from within” and showcases internal promotions into senior roles. Public announcements include elevations like an EVP appointment, indicating real upward moves.

Career Path Clarity: Company materials and the handbook describe transparent career ladders detailing skills, compensation, and equity by level, enabling clear tracking of growth milestones.

Training & Education Access: Formal programs, leadership master classes, guest speakers, skills training, hackathons, and learning allowances indicate substantial access to structured learning opportunities.

Internal Mobility: Published policies and culture content highlight pathways for promotion, rotation, and cross‑functional moves, with documented internal postings and set promotion cycles.

Training & Education Access: Tuition reimbursement, a formal university partnership, and online course options make structured learning accessible companywide. Field, retail, care, and network roles also feature structured technical trainings that build core skills.

Leadership Development: A named leadership framework and programs to cultivate future leaders indicate formal paths to build management capabilities. Culture messaging frames challenges as opportunities to learn and grow, reinforcing development intent.

Internal Mobility: Multiple brands and functions (connectivity, advertising, and local news) create avenues to move across disciplines like engineering, network operations, data, media, and sales. An internal job board with advancement-oriented postings signals pathways to progress within the organization.

Training & Education Access: Company highlights a dedicated L&D team, an annual individual learning stipend, tuition reimbursement, and role- or skill-based curricula (Braze University/Braze Learning, certifications) that employees can personalize. Feedback suggests access also includes mentorship cohorts and coaching sessions that reinforce structured upskilling.

Internal Mobility: Materials describe explicit internal pathways such as a dedicated internal mobility team and the EDGE program, plus leadership programs for newly promoted managers. Feedback suggests employees can move horizontally or vertically as the product evolves, with programs designed to support pivots across functions.

Challenging Assignments: Real-time, enterprise-scale customer engagement work and rapid product investment (e.g., journey orchestration and AI features) create complex, modern problems to solve. Feedback suggests this pace provides stretch scope across data pipelines, cross-channel messaging, and real-time analytics.

Training & Education Access: Company materials describe a Learning Hub with self-paced and live courses, curated paths by role, and support for continuing education during work hours. Programming like Lunch and Learns, conferences, and personal-development training expands structured learning options.

Mentorship & Sponsorship: Employee resource groups (e.g., Movable Pink, Black‑Ink, Inklusive) run mentorship programs, fireside chats, and development sessions that create guidance and peer networks. These communities also facilitate cross‑functional connections that can accelerate informal learning.

Internal Mobility: Employer profiles and careers content emphasize promote‑from‑within, internal mobility, and customized development tracks. Public examples reference role changes and leadership promotions, signaling pathways for advancement when business conditions support it.

Training & Education Access: Company materials highlight structured onboarding, leadership and new‑manager training, and 24/7 access to a broad LinkedIn Learning library. Feedback suggests these resources support continuous upskilling and formal development at multiple levels.

Internal Mobility: Public materials encourage internal transfers and promote‑from‑within practices. Feedback suggests employees can pursue moves across teams as part of career growth.

Mentorship & Sponsorship: ERGs and programs such as mentoring and job shadowing are presented as avenues for development. Feedback suggests these networks expand guidance, connection, and learning beyond an employee’s immediate role.

Professional Development: Structured programs like GROW, Virtual Leadership Bites, ERGs, and annual hackathons are explicitly positioned to drive development. The breadth and recurrence of these initiatives signal an institutional commitment to ongoing professional growth.

Training & Education Access: Continuing education stipends, paid industry certifications, and conference opportunities are described as direct enablers of upskilling. Dedicated learning resources such as GumGum University and role-relevant trainings expand access to formal learning.

Challenging Assignments: Hands-on work with contextual AI (Verity), CTV classification, attention measurement, and the Mindset Graph offers exposure to modern, in-demand skill areas. Operating in a fast-evolving adtech space creates stretch opportunities tied to privacy shifts and changing standards.

Growth Culture: Culture emphasizes meritocracy, ownership, and innovation with performance-based rewards in a small, high-impact AI team. Feedback suggests fast experimentation, customer-driven iteration, and hands-on leadership create frequent learning moments.

Challenging Assignments: Work centers on frontier multimodal generative media with rapid shipping and experimentation. Small, hands-on roles carry broad responsibility and visible impact.

Cross-Functional Experience: Small, cross-functional teams enable broad scopes across product, research, and go-to-market. Direct interaction with creator communities and enterprise-grade use cases can expand perspectives and skills.

Growth Culture: The environment is described as a "Strong Start-Up Culture" that encourages taking initiative, figuring things out, and iterating; feedback suggests this enables individuals to put their stamp on work and learn quickly. References to "shared learning" and "encouraged exploration" reinforce a culture supportive of continuous growth.

Training & Education Access: Skill-building is supported through job training and conferences, paid industry certifications, Lunch and Learns, online course subscriptions, and personal development training during work hours. Feedback suggests these offerings provide structured avenues to upskill alongside on-the-job learning.

Cross-Functional Experience: A small, seed-stage team with direct customer and revenue line of sight typically provides ownership across product and go-to-market surfaces. Feedback suggests hands-on exposure spans applied LLMs, conversation design, and integrations with CRMs/schedulers.

Professional Development: Formal programs like personal development training, Lunch and Learns, and apprenticeship offerings are highlighted as part of the company’s employee development approach.

Cross-Functional Experience: Small, hands-on teams and a fast-paced startup setting mean people often wear many hats, expanding scope across functions and accelerating responsibility growth.

Exposure & Visibility: Accessible leadership, public recognition via Core Value Awards, and direct involvement in product updates create visibility for contributors.

Internal Mobility: Public announcements across 2025–2026 showcase multiple internal promotions into senior roles spanning product, engineering, strategy, and commercial functions, indicating upward pathways. Careers content also highlights “career growth and impact,” and industry features describe non‑linear moves and stretch opportunities.

Training & Education Access: Company materials cite certifications (e.g., MEDDICC), a Leadership Academy, online course subscriptions, lunch‑and‑learns, and an LMS supported by enablement roles. Internship and enablement postings mention creating internal training content and managing learning systems, signaling formal infrastructure.

Challenging Assignments: The organization positions itself as an intelligent SSP operating at scale across CTV and omnichannel with active investment in new capabilities, creating complex technical and commercial problems to solve. Remote‑first, cross‑functional roles often include mentorship expectations and exposure to engineering, product, and client groups that accelerate learning.

Exposure & Visibility: Executive-level client work and proximity to seasoned leaders enable direct access to high-stakes problems and senior mentorship. Colleagues from top technology, communications, and public-sector backgrounds contribute to accelerated learning through close collaboration.

Training & Education Access: Structured programs include an annual learning budget, online course subscriptions, monthly Lunch and Learns, virtual coaching, and structured onboarding. Formal manager training, leadership development, and a mentorship program reinforce ongoing skill building.

Cross-Functional Experience: Work spans data, marketing, communications, and public affairs, encouraging collaboration across teams and client-facing problem solving. Knowledge sharing and cross-functional collaboration are promoted, creating breadth of exposure.

Training & Education Access: Company materials highlight tuition reimbursement, continuing education stipends, job training, conferences, and inclusion/leadership e‑learning with options to learn during work hours. These structured touchpoints and resources indicate reliable access to formal learning.

Mentorship & Sponsorship: Employee spotlights and company content emphasize mentorship, detailed code reviews, and manager encouragement for career development. ERG leadership roles are described as offering visibility and sponsorship opportunities.

Internal Mobility: Employer profiles and company narratives point to a 'promote from within' stance with concrete examples of team-to-team moves and multi‑role progressions. Statements about encouraging internal moves suggest pathways to advance without leaving the company.

Cross-Functional Experience: A multi-brand portfolio and an in-house branded content studio create opportunities to collaborate across marketing, engineering, data, product, and content. This breadth under one umbrella enables movement into adjacent skills and exposure to varied audiences and revenue models.

Challenging Assignments: A post-search strategy and emphasis on social publishing, e-commerce, events, and AI initiatives place employees in evolving areas that require experimentation and modern workflows. These priorities can accelerate learning in audience development, video/social formats, and commerce content.

Exposure & Visibility: Roles aligned to priority lanes—such as social, commerce, video, events, and the flagship People brand—are described as more resourced with faster iteration. Work in these areas can offer clearer impact and higher visibility.

Internal Mobility: Career materials and programs highlight a dedicated internal mobility focus with structured pathways to explore new roles and make cross‑team moves. Examples describe employees moving across multiple teams, supported by formal programs and training.

Training & Education Access: Learning platforms and curricula (e.g., a public training hub, webinars, certifications) provide accessible, structured education across products and skills. Leadership workshops, coaching, and mentorship further expand formal training options for continued development.

Cross-Functional Experience: Ongoing product integrations and evolving go‑to‑market initiatives create chances to work across functions and customer segments. Rotational and cross‑team projects are positioned as ways to broaden scope and build diverse experience.

Advancement Opportunities: Role descriptions highlight owning client portfolios, leading teams, and “career ownership and growth opportunities,” signaling scope expansion that can lead to advancement. Senior role copy also references mentoring, succession planning, and supporting long‑term career development, suggesting pathways into leadership.

Cross-Functional Experience: The organization spans agency services, media program operations, and a tech platform, enabling hands‑on work across strategy, analytics, creative, and operations. This breadth accelerates learning by exposing employees to multiple disciplines within direct mail and OOH.

Training & Education Access: Company materials cite continuing education stipends, online course subscriptions, and support for job training and conferences, indicating formal access to learning resources. Such offerings provide structured avenues to build skills alongside project work.

Training & Education Access: Company materials highlight internal “Fluent University” courses, company‑wide DEI workshops, and access to trainings and certifications that support continuous learning. Feedback suggests these resources are part of a formal Growth & Development pillar with recurring review touchpoints.

Internal Mobility: Careers content and policy listings point to a semi‑annual performance review process with advancement opportunities and an emphasis on promoting from within. Feedback suggests mentorship and structured touchpoints help facilitate moves across teams when aligned to business needs.

Growth Culture: Stated values such as “We move fast and learn faster” and “We are growth‑minded” emphasize experimentation and skill‑building. Industry recognitions as a best place to work are presented as evidence of investment in development practices.

Training & Education Access: Company materials highlight multiple learning programs with in-house training, online classes, and budgets for external courses to support continuous development. Mentoring/coaching workshops and employee-led knowledge exchanges further expand structured learning beyond day-to-day work.

Mentorship & Sponsorship: Mentoring and coaching initiatives provide 1:1 coaching, skills workshops, and networking that help individuals grow. Examples describe leaders enabling work on high-priority projects after employees articulate growth goals.

Exposure & Visibility: Work powering major leagues and expanding media/adtech offerings provides hands-on exposure to cutting-edge sports technology and high-impact initiatives. Long-term partnerships and new products broaden opportunities across data engineering, streaming, advertising, and integrity services.

Training & Education Access: Formal learning avenues are signposted via a client-facing Training team with measurable outcomes, the "FreeWheel Academy," enablement hubs, and a robust learning series covering product and go-to-market skills. Benefits such as education assistance, continuing education stipends, job training, conferences, and mentorship further expand structured learning access.

Cross-Functional Experience: Work tied to programmatic linear, CTV initiatives, and marketplace partnerships fosters collaboration across product, engineering, solutions, training, and go-to-market teams. Active launches and integrations with major publishers and platforms create regular opportunities to partner across disciplines.

Challenging Assignments: Projects at the center of premium TV/CTV ad tech, including programmatic access to linear TV and major live events, are portrayed as steep learning curves with resume-visible impact. The fast-changing problem space around identity, measurement, and cross-screen monetization offers complex, high-value work.

Training & Education Access: Company partnerships and internal programs provide personalized upskilling, mentorship, online courses, certifications, lunch‑and‑learns, and virtual coaching. Structured onboarding such as Taboola U and role‑specific training signal formal investment beyond ad‑hoc learning.

Coaching & Feedback: Biannual performance reviews and regular one‑on‑ones are used to discuss progress, goals, and development, with managers supported by dedicated training and guides. Recent manager cohorts completed modules on feedback, coaching, and building high‑performing teams, reinforcing a consistent feedback cadence.

Internal Mobility: Company materials and spotlights showcase intern‑to‑full‑time conversions and IC‑to‑lead moves, and employer profiles list “Promote from within” among promotion policies. Targets tied to promotion diversity and explicit encouragement of internal moves indicate active pathways to advance across teams and regions.