Top NYC, NY Martech Companies With Best Company Culture (747)

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.

Authentic & Consistent Values: Values are explicitly codified (e.g., Start with the Customer, Own the Outcome, Bias for Action) and used in hiring, promotions, and day‑to‑day decisions. This explicit playbook signals consistency between stated principles and expected behaviors.

Fun, Rituals & Connection: Company‑wide rituals such as Global Kick‑Off, hackathons, frequent all‑hands celebrations, and team lunches are centerpieces of the in‑person‑first culture. These events are positioned to deepen relationships, spark collaboration, and build belonging.

Transparency & Integrity: Salary and career‑ladder transparency, weekly CEO reports, and an openly shared handbook are emphasized as core practices. This focus aims to provide clear context, reduce ambiguity, and strengthen trust across teams.

Authentic & Consistent Values: The company’s six employee‑authored values appear consistently in official materials and are referenced as everyday norms. These values guide decisions, communication, and early issue‑spotting (“Don’t ignore smoke”).

People-First Culture: Employee resource groups, identity‑affirming mentorship, social‑impact grants, and volunteer programs are active and recurring across regions. Colleagues are portrayed as caring and inclusive, with leadership support for belonging and wellbeing.

Accountability & Ownership: Phrases like “Take your seat at the table” and a “bias for action” set expectations for initiative and ownership. Managers are described as empowering growth through development, internal mobility, and mentorship.

Effective & Decisive Change Leadership: Leadership messaging centers on a multi‑year culture transformation with the Optimum Leader framework and a 'One Optimum' approach to strengthen collaboration and customer focus.

Recognition, Pride & Shared Success: External workplace recognition such as Great Place to Work certification and an industry Work Culture award is prominently highlighted.

Learning & Knowledge Sharing: Corporate materials describe employee resource groups and career development programs, indicating structured avenues for learning and connection.

People-First Culture: ERG networks (e.g., Bridge Builders, Mosaic, Women at Zeta) and inclusion initiatives are positioned as central to belonging, paired with hybrid/remote options and flexible time off. These programs signal intent to support wellbeing and connection alongside day-to-day work.

Collaborative & Supportive Culture: Cross-team collaboration and a supportive, impact-oriented environment are emphasized, with stories of learning and partnership even in largely remote settings. Accessible teammates and growth mindsets are highlighted as enablers of problem-solving across functions.

Innovation & Creativity: A “big ideas,” AI-driven ethos frames work as tackling ambitious problems, with teams encouraged to experiment and iterate quickly. Descriptions like a “mad scientist’s playground” signal room for invention on large-scale projects.

Accountability & Ownership: Values like 'Ownership + Action' and 'Meritocracy' emphasize acting with speed, bringing solutions, and rewarding performance, creating broad scopes and visible impact. Small, hands‑on teams and leaders close to the work reinforce end‑to‑end responsibility.

Collaborative & Supportive Culture: Principles such as 'Empathy + Respect' and 'Unity Above All Else' stress transparent, team‑first collaboration with debate followed by commitment. In‑office hubs and a tight, cross‑functional setup promote frequent face time and fast feedback loops.

Innovation & Creativity: Positioning as a frontier AI lab and a product‑plus‑research hybrid underscores fast experimentation and building novel generative media capabilities. Customer‑driven iteration and rapid engineering deployments reflect a culture that prizes inventive problem‑solving.

Authentic & Consistent Values: The company consistently anchors culture in Curiosity, Empathy, and Grit, described by leadership as “non‑negotiable” and jointly owned with employees. Programs and behaviors are framed as employee‑led and values‑driven as the organization scales.

Fun, Rituals & Connection: Multiple ERGs and a cross‑functional culture committee host belonging initiatives, events, and community impact activities across a hybrid workforce. Wellness programming and hybrid connection efforts help maintain cohesion and a sense of community.

People-First Culture: Global mental‑health resources, roles focused on workplace experience and hybrid culture, and flexible time‑off policies are emphasized to support well‑being. Recognition through culture spotlights and “Best Places to Work” features reinforces attention to employee experience.

Authentic & Consistent Values: Cultural principles—Grit, Relevance, Simplicity, Honesty—are explicitly codified and tied to how the product is built and scaled. Leadership frames the culture as enabling deep, thoughtful work aligned to a clear mission to build trustworthy AI agents.

Accountability & Ownership: A lean, small-team structure emphasizes high autonomy, visible impact, and end-to-end responsibility for outcomes. Roles commonly require wearing multiple hats with direct access to leaders and clear accountability.

Learning & Knowledge Sharing: Day-to-day norms include shared learning, encouraged exploration, and experimentation alongside accountability for results. Team-based planning, in-person all-hands, off-sites, and periodic hackathon-style collaboration reinforce knowledge exchange.

Collaborative & Supportive Culture: Colleagues are often described as supportive and cross‑functional, with hands‑on onboarding and a close‑knit team dynamic. Leaders are said to create room to grow while encouraging collaboration across functions.

Recognition, Pride & Shared Success: Public Core Value Awards regularly spotlight individuals who embody company principles, making recognition visible and routine. Celebration of values and public shout‑outs indicate that appreciation is built into daily rituals.

Healthy Workload & Retention: Flexible and remote arrangements, unlimited vacation, and paid time off policies signal attention to balance. Hybrid practices and an open‑door approach are positioned to support sustainable work rhythms.

Fun, Rituals & Connection: Recurring 'Connect' programming, wellness experiences (e.g., virtual sound baths, meditations), mixers, team‑building, and dinners with leaders keep distributed teams engaged and connected. Hybrid flexibility with coworking options reinforces regular touchpoints with leadership and peers.

Authentic & Consistent Values: DEIB is treated as a core pillar through the VOICE Coalition, ERGs, and ongoing allyship and education, with leadership framing psychological safety and authenticity as cultural goals. Principles emphasize customer obsession, agility/ownership, innovation, belonging, and social impact alongside sustainability.

Collaborative & Supportive Culture: A 'community first' outlook emphasizes people feeling appreciated and seen, supported by friendly teams and cross‑functional collaboration. Leadership‑access programs and life‑skills workshops further reinforce community and support.

Collaborative & Supportive Culture: Colleagues are often described as smart, supportive, and approachable, with an “open door” posture from leadership and in‑office events that build connection. Company narratives emphasize collaboration within the 5Cs and highlight team‑oriented wins.

Learning & Knowledge Sharing: Learning rituals such as employee spotlights and lunch‑and‑learns signal a norm of knowledge sharing and ongoing development. Public materials depict continuous learning as part of day‑to‑day work.

Recognition, Pride & Shared Success: Awards from Built In and Crain’s and the “award‑winning” framing are used to instill pride and shared accomplishment. Culture pages celebrate values and achievements to reinforce a sense of collective success.

Collaborative & Supportive Culture: Colleagues are often seen as supportive and kind, with teams emphasizing collaboration across remote, field, and hub roles. Mentorship, structured onboarding, and approachable managers reinforce a help‑oriented, team‑first environment.

People-First Culture: Belonging is emphasized through employee-led culture collectives, ERGs, and inclusive celebrations that connect distributed teams. Benefits, flexibility, and wellbeing programming signal attention to teammates as people, not just performers.

Cultural Alignment: Work is framed around improving patient–provider engagement and health outcomes, which many find meaningful in daily tasks. Mission-centric initiatives and community impact efforts reinforce purpose as part of the culture.

Authentic & Consistent Values: The company publishes explicit values centered on ownership, transparency, customer focus, unity, and fast iteration, and reiterates them in careers content and spotlights. Feedback suggests these values are reflected in collaborative behaviors, open knowledge‑sharing, and quick iteration.

Collaborative & Supportive Culture: Colleagues are commonly portrayed as smart, respectful, and quick to help across functions, with open knowledge‑sharing and cross‑functional support. Accounts also point to training and enablement that foster learning and impact.

People-First Culture: Flexible, remote‑friendly work, generous time off, comprehensive benefits, and visible ERG/DEI activity are emphasized as part of a people‑centric approach. Recognition on workplace lists and employee testimonials align with a culture that aims to help individuals feel valued and supported.

Collaborative & Supportive Culture: Cross‑functional collaboration between engineering, design, and product is emphasized, with knowledge‑sharing and respectful teamwork described as day‑to‑day norms. Intentionally designed, team‑centric workspaces and global hubs reinforce connection and cooperation.

Innovation & Creativity: A design‑first, maker‑centric ethos with hack weeks and space for side projects encourages people to run with ideas and build polished outcomes. Creative perks like free personal websites and a “be yourself” vibe support everyday experimentation.

People-First Culture: ERGs, heritage‑month programming, donation matching, and generous family and fertility benefits are positioned as cultural pillars that invest in belonging and life‑stage support. Flexibility signals (e.g., hybrid/remote options and liberal PTO) aim to sustain work‑life balance.

Empowering & Trusting Leadership: Managers are described as empowering employees to lead initiatives, with access to senior leaders and regular career development touchpoints. Structured mentorship and sponsorship stories reflect trust and encouragement to take ownership beyond core roles.

Fun, Rituals & Connection: Frequent social activities, themed happy hours, and longstanding traditions are used to build community and a welcoming atmosphere. Leadership encourages employee‑hosted events to reflect diverse interests and sustain connection in a hybrid setup.

Learning & Knowledge Sharing: A fast‑paced setting with customized development tracks, conferences, and mentorship creates significant learning and rapid responsibility. Cross‑department opportunities enable skill expansion across functions such as engineering, data, and client teams.

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.

Accountability & Ownership: Empowered teams and individual ownership over outcomes are emphasized, with principles like Take Ownership and Commit & Do shaping day-to-day decisions. Autonomy is prioritized over heavy hierarchy, enabling faster execution and personal accountability.

Transparency & Integrity: Practices such as sharing context behind decisions, opening business metrics, and practicing radical candor are codified and encouraged. These norms are presented as mechanisms to build trust and align teams for speed.

Learning & Knowledge Sharing: The culture stresses maximizing learning and smart risk-taking, with early‑career programs that promote growth from day one. Engineering narratives highlight metrics‑led improvement, code reviews, and a zero‑bug stance that reinforce continuous learning.

Recognition, Pride & Shared Success: Regular kudos channels, demos, and tech talks visibly celebrate contributions and learning. Public rituals and shout‑outs make wins and progress highly visible across teams.

Adaptability & Agility: Small pods test and iterate openly under a “fast execution wins” ethos, grounding decisions in data over seniority. Rapid experimentation keeps teams close to customer signals and accelerates improvements.

Authentic & Consistent Values: Leaders consistently reinforce a clear value system—customer obsession, ownership, speed, and data—that is woven into hiring and day‑to‑day practices. Culture design is treated deliberately, with explicit attention from founders.

Collaborative & Supportive Culture: Teams work cross‑functionally with clear ownership and accountability practices that keep projects moving and prevent bottlenecks. A distributed model with regular meetups and a kind, people‑focused ethos reinforces collaboration across locations.

Open Communication: Communication is described as open and transparent across levels, with explicit norms for when to use asynchronous versus live collaboration. Leadership reinforces healthy collaboration by empowering managers and sharing goals across functions.

Accountability & Ownership: Roles are framed with real autonomy and ownership of impactful work, supported by clear ownership structures. Direct access to leadership enables fast decisions and signals trust in individuals to drive outcomes.

Collaborative & Supportive Culture: Teams are described as supportive and low‑ego, openly sharing knowledge, helping one another, and celebrating successes together across regions and offices.

Open Communication: Leaders host regular global and local all‑hands with transparent updates and real‑time Q&A, alongside open‑door conversations and ongoing one‑on‑ones that normalize candid dialogue.

Recognition, Pride & Shared Success: Rituals like the 'Ring the Bell' Slack channel, 'Taboola Toasts,' and global gatherings showcase wins and create shared moments of pride and connection.