Best Sales Companies to Work for in NYC, NY (138)

Belonging & Inclusion: Colleagues are often seen as welcoming and inclusive, with a people‑first ethos and community rituals that help new hires feel connected.

Career Growth: Development programs, mentorship, and internal mobility are emphasized, and feedback suggests many move across teams or earn promotions.

Work-Life Balance: Hybrid rhythms, work‑from‑anywhere periods, and quarterly Bob Balance Days aim to support flexibility and time to recharge.

Mission & Purpose: Work is framed around improving seniors’ access to coverage by empowering independent Medicare brokers, tying daily efforts to visible beneficiary and broker outcomes. The company positions roles around mission-led impact with operating metrics to underscore progress.

Team Support: Colleagues are often seen as collaborative and low‑ego, with structured cross‑functional onboarding and candid communication to help people ramp and partner effectively. Remote‑first norms emphasize connection through intentional rituals that reinforce a supportive environment.

Benefits & Perks: Benefits are presented as comprehensive, including medical and dental coverage, paid holidays, meaningful equity, a monthly home‑office stipend, and top‑of‑line equipment. Flexible remote work and a paid sabbatical after five years further enhance total rewards.

Mission & Purpose: Work is frequently described as meaningful, focused on improving the doctor–patient conversation across a large point‑of‑care network. Many describe clear alignment to making every doctor–patient engagement better.

Team Support: Colleagues are often seen as supportive and collaborative, with a team‑first mentality and inclusive culture. Company initiatives and events (e.g., ERGs, culture programs, and team celebrations) reinforce belonging across remote and on‑site teams.

Work-Life Balance: Work arrangements commonly include hybrid flexibility and generous PTO, enabling balance for many roles. Several functions operate with remote‑first norms, while in‑office cadence varies by team.

Team Support: Colleagues are often seen as supportive, low‑ego, and eager to help, creating a collaborative environment where people can do their best work. Values like "We Are One" and "We Are an Open Book" reinforce shared ownership and helpful cross‑team collaboration.

Benefits & Perks: Benefits are described as comprehensive and practical, including employer‑paid therapy and coaching, generous parental leave, wellness and work‑from‑home stipends, and extended time off. A remote‑first or hybrid setup with flexible schedules is highlighted as supporting real‑life needs.

Mission & Purpose: Sustainability leadership—being the first certified CarbonNeutral ad exchange and partnering to measure and reduce ad‑supply emissions—is a noted differentiator. Working on a modern, independent SSP across CTV and identity provides tangible market impact.

Belonging & Inclusion: An inclusive, values‑forward culture (“Stand Taller Together,” “Embrace Difference by Design”) with active employee communities is reinforced by recognitions and a collaborative, open‑door environment. Culture materials and observers highlight a people‑centered approach where authenticity, mentorship, and cross‑brand collaboration are encouraged.

Benefits & Perks: Hybrid work with Flex Fridays/summer hours, wellness days, mental‑health resources, paid volunteer time, and upgraded hybrid‑friendly offices are highlighted alongside meaningful cross‑brand merchandise discounts. Family and caregiving supports such as paid parental leave, adoption assistance, and backup care are emphasized as part of a comprehensive package.

Career Growth: Pipelines for store leadership, internal mobility across brands, mentorship, tuition reimbursement, and learning programs signal tangible growth pathways. Cross‑functional, multi‑brand exposure is positioned as a development advantage when aligned to performance and opportunity.

Mission & Purpose: A widely used, “open, independent, and impartial” reviews mission provides clear day‑to‑day impact and alignment with trust and ethics. Company materials consistently reinforce this purpose across values and narratives.

Team Support: Colleagues are often described as friendly, approachable, and collaborative across global offices, with an “unbreakable collective spirit.” Culture spotlights and internal language emphasize supportive teams and cross‑border connection.

Work-Life Balance: Hybrid setups with specified limited in‑office days and wellbeing resources (Headspace, EAP) support balanced routines and flexibility. Job materials highlight structured hybrid norms that help maintain boundaries without a five‑day commute.

Work-Life Balance: Policies highlight “no weekend work,” personalized Monday–Friday schedules, and hybrid/remote flexibility. Feedback suggests the intent is to protect personal time and support sustainable pacing.

Compensation: Pay is positioned as competitive with base‑plus‑variable options for salaried roles and commissions/residuals for independent tracks. Materials emphasize performance bonuses and upside tied to building a merchant portfolio.

Autonomy: Roles are described as field‑driven with ownership from prospecting through installation and broad geographic flexibility. Messaging highlights entrepreneurial freedom, training/mentorship, and trust over micromanagement.

Team Support: Colleagues are often seen as supportive across functions, with active communities/ERGs, frequent all‑hands, and a collaborative “one band, one sound” ethos. Visible leadership and transparent access to product roadmaps and performance dashboards reinforce cross‑team help and shared ownership.

Benefits & Perks: Benefits highlight retirement contributions, equity participation, hybrid supports, commuter and wellness stipends, and plentiful in‑office food. Generous leave policies, mental‑health supports, and home‑office or meal stipends add practical day‑to‑day value.

Career Growth: Structured growth, open communication with leadership, and ongoing scaling create new roles across product lines and regions. Learning programs, certifications, mentorship, and internal mobility enable employees to build skills and advance.

Team Support: Colleagues are often seen as kind, eager to help, and generous with knowledge, creating an energizing, collaborative atmosphere where voices are heard. Cross-functional pods, weekly demos, and a strong advisor community reinforce everyday teamwork.

Learning & Development: Training is presented as extensive and ongoing, with clear on-demand modules, frequent live sessions, drop-ins, and expert-led workshops. Built-in tools for booking, client management, and marketing help newcomers ramp and experienced advisors refine skills.

Work-Life Balance: Schedules are described as flexible, with a hybrid setup for HQ plus remote weeks and flexible Fridays, while advisors can set their own hours and work from anywhere. The ability to operate part-time or full-time supports varied lifestyle needs.

Autonomy: Day-to-day work is structured around high ownership with a remote‑first, async model and a low authority, high accountability culture. Individuals are trusted to set schedules and make decisions within clear scopes, which suits self‑directed communicators.

Learning & Development: Collaborative, peer‑led learning is embedded in onboarding and daily operations, with documented leveling frameworks and paths to leadership development. Working on a learning platform tied to skills development reinforces continuous upskilling.

Work-Life Balance: Remote‑first norms, low‑meeting practices, and flexibility on location and schedule support balance and focused work time. Policies include async communication and options like home‑office or co‑working support to enable sustainable routines.

Autonomy: Work is organized around “context over control” with end-to-end ownership, minimal hierarchy, and process-light execution. Individuals are trusted to make decisions and shape processes, often working closely with leadership.

Innovation & Products: The company ships frequently and moves quickly from idea to production, with a strong emphasis on AI-native features. Proximity to decision-makers and users creates a clear line of sight from building to impact.

Market Position & Stability: Recent funding rounds and an expanding hiring footprint indicate resourcing to invest in product and teams. A growing international presence underscores continued scaling plans.

Market Position & Stability: Independent, long‑standing ownership and a broad global footprint indicate continuity and steady operations. Continued investment in new facilities and digital integrations underscores confidence in long‑horizon projects.

Learning & Development: Structured onboarding, published culture frameworks, and cross‑border project exposure point to intentional skill‑building. Complex, end‑to‑end automation work offers practical growth through varied assignments.

Team Support: Colleagues are often described as friendly and supportive within a collaborative, family‑business ethos. Multinational teamwork provides regular peer learning across sites.

Mission & Purpose: The company positions its work around democratizing commercial solar financing for SMBs with tangible decarbonization impact and visible deployments. Feedback suggests work ties directly to climate outcomes through active partnerships, financings, and product expansion.

Market Position & Stability: Public signals such as a $20M Series A, bank and funding partnerships (e.g., M&T Bank, DLL, Cross River), and ongoing portfolio announcements indicate real traction. These elements point to credible channels and capital access for scaling a lending platform.

Autonomy: A small, senior team with meaningful equity and hybrid in-office collaboration suggests high ownership and broad scope. Materials emphasize working closely with leadership across credit, product/tech, and commercial functions.