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

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.

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.

Team Support: Colleagues are often described as friendly, collaborative, and quick to share knowledge, with teams celebrating wins together. The environment is portrayed as welcoming, energetic, and cross‑functional rather than siloed.

Work-Life Balance: Hybrid schedules and flexibility help employees manage their time and maintain balance. Good hours and work‑from‑home options are commonly highlighted as part of the day‑to‑day experience.

Mission & Purpose: Work is framed around becoming a universal symbol of trust, giving teams a clear and energizing purpose. Efforts to combat fake reviews and promote transparency make the work feel consequential.

Autonomy: Colleagues are trusted with end-to-end ownership under “context over control,” with small teams empowered to make decisions and challenge ideas rather than people. This structure reduces micromanagement and lets individuals see the direct impact of what they ship.

Innovation & Products: Product work moves from idea to users quickly through frequent AI-native releases and a high shipping cadence, creating a strong builder environment. Contributors regularly see tangible outcomes from new features and platform investments.

Market Position & Stability: The company highlights momentum with a $52M Series B led by GV, 5,000+ paying customers, and $116M raised to date, signaling resources to scale teams and product. Active hiring across London, Europe, and US hubs underlines ongoing growth plans.

Autonomy: A remote-first “Convexity” culture emphasizes high ownership with coaches over managers, clear scopes, and transparent, documented goals. Feedback suggests this lets self-starters make decisions quickly and see visible impact.

Work-Life Balance: Async-friendly practices and trust-based flexibility allow people to manage where and when they work, with generous time-off policies that vary by region. Home-office support and low-meeting norms aim to make remote work sustainable.

Learning & Development: Peer learning is built in from day one through structured onboarding, buddy systems, and regular feedback, alongside clear leveling and internal mobility. Individual learning budgets and access to the platform reinforce continuous growth.

Work-Life Balance: Flexible options across hybrid, remote and field roles—plus front‑loaded five weeks of flexible PTO, summer hours, and “no Friday meetings after 3 p.m.”—support balance. Mental‑health support and paid volunteer time further reinforce time and wellbeing priorities.

Mission & Purpose: Products aim to engage patients and providers “in the moments care decisions are made,” which makes work feel directly tied to patient–provider conversations. Company profiles consistently emphasize this patient‑focused mission.

Benefits & Perks: Health and family benefits include Cigna medical plans, Delta Dental, EyeMed vision, mental‑health platform access, paid parental leave, and fertility reimbursement up to a $10,000 lifetime max. Financial perks such as a 401(k) with a 3% safe‑harbor contribution and HSA contributions add meaningful support.

Work-Life Balance: A remote-first setup with flexible schedules, company-wide recharge days, and home-office support is emphasized to help employees manage work and life across time zones. Autonomy around location and time is positioned as a core element of day-to-day operations.

Team Support: Employee testimonials describe a respectful, highly collaborative, low-ego environment where colleagues readily help across functions and geographies. This collaborative tone is highlighted as especially important for distributed teams.

Benefits & Perks: Comprehensive offerings include day-one healthcare, employer-paid therapy and coaching, generous parental leave, wellness and WFH stipends, and flexible time off. Recurring “Best Places to Work” recognition is cited as reinforcing investment in total rewards.

Team Support: Colleagues are often seen as friendly and quick to help, with ERGs, frequent all‑hands, and dedicated people-experience roles reinforcing a collaborative, transparent culture. Feedback suggests a strong peer network that smooths onboarding and enables cross‑functional problem‑solving.

Career Growth: Internal mobility, mentorship/buddy systems, and programs like monday U signal structured paths to develop skills and advance. Feedback suggests many roles carry meaningful responsibility and visible impact, aligning growth with the company’s product momentum.

Innovation & Products: The shift to an AI Work Platform and visible launch cycles create excitement about building for a widely adopted product. Feedback suggests teams feel close to customer needs and can ship features that matter.

Work-Life Balance: Work-life norms are framed around a Monday–Friday cadence with no weekend work and flexible hybrid/remote options. This setup aims to protect personal time while allowing individualized schedules.

Compensation: Pay is positioned as competitive with base-plus-variable for salaried tracks and commission/residual upside for independent roles. Materials highlight meaningful earnings potential tied to portfolio growth and performance bonuses.

Manager Effectiveness: Day-to-day leadership is described as approachable and coaching-oriented, with clear goals, regular check-ins, and an open-door policy. This approach emphasizes progress and support over micromanagement.

Benefits & Perks: Generous cross‑brand merchandise discounts and a broad benefits package (healthcare, retirement, parental and family support, and mental‑health resources) are highlighted as tangible upsides. Company materials and postings also point to wellness days, volunteer time, and recognition programs.

Work-Life Balance: Hybrid schedules, Flex Fridays, summer hours, and wellness days are emphasized for many corporate roles, supporting time to recharge. These arrangements are commonly paired with paid time off and sick leave to reinforce balance.

Belonging & Inclusion: A values‑forward culture underscores inclusion, authenticity, and community impact, with active employee resource groups across brands. Communications highlight head‑and‑heart leadership and open dialogue about wellbeing and purpose.

Work-Life Balance: Work is organized as remote-first with flexible schedules, clear focus-time norms, and periodic in-person meetups to sustain connection. Time away is supported through generous PTO and holidays, a year-end recharge period, and a paid sabbatical at five years.

Team Support: Colleagues are often seen as low-ego, helpful, and collaborative, with structured rituals and Slack norms that keep a distributed team connected. Onboarding is described as unusually organized and personalized, with cross-functional introductions that speed ramp-up.

Mission & Purpose: Work is closely tied to enabling independent Medicare brokers and improving seniors’ access to coverage, creating day-to-day tasks with tangible impact. Stated values like “Raise the Bar” and “Succeed as a team” reinforce a service-first, partner-obsessed ethos.

Benefits & Perks: Benefits are described as robust, including health coverage for dependents, 401(k) match, stock options, generous parental leave, flexible PTO, and Summer Fridays. Hybrid flexibility is reinforced by messaging like “an office when you want one,” plus learning stipends and coaching support.

Innovation & Products: Work is centered on a well-known B2B intent-data product (e.g., Company Surge) with an active integrations/partner ecosystem across major GTM platforms. Analyst recognition and ongoing product/partnership activity are presented as signals of product credibility and meaningful, modern MarTech work.

Team Support: The environment is repeatedly characterized as collaborative, friendly, and people-first, with emphasis on mentorship and supportive colleagues. Values language and internal programs around growth and well-being suggest a workplace designed to help employees succeed day to day.

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.

Team Support: Colleagues are characterized as smart, supportive, and collaborative, with strong peer culture across sales and parts of engineering. Friendly people and a willingness to help persist even amid organizational change.

Learning & Development: Roles in sales/SDR and adjacent GTM functions offer steep learning curves, coaching, and quick feedback loops that accelerate skill building. The high‑velocity environment creates meaningful opportunities to ship work and gain marketable experience quickly.

Market Position & Stability: A compliance‑first positioning, recent SOC 2 Type II completion, and a large customer base support a recognizable brand in EMEA sales intelligence. Thought leadership and broad market exposure make selling and marketing the story easier and add resume value.

Work-Life Balance: Remote-by-design flexibility with work-from-almost-anywhere, flexible hours, and Quiet Fridays is highlighted, supporting focus time and balance. The distributed setup emphasizes asynchronous collaboration and meeting-light Fridays.

Innovation & Products: Salesforce-native apps for events and payments with deep CRM integration create practical, interesting problems to solve. Recent releases and expanded capabilities indicate continued investment in the platform.

Autonomy: Roles are framed for builders who enjoy startup pace, rapid iteration, and broad scope in a smaller company. The culture elevates ownership and self-direction across a remote, product-focused environment.