Top NYC, NY Telehealth Companies With Best Company Culture (46)

Collaborative & Supportive Culture: Feedback suggests colleagues are described as thoughtful, caring, and team‑oriented, with cross‑functional collaboration emphasized in many orgs. Engineering and several teams highlight strong peer support, mentorship, and accessible stakeholders.

Cultural Alignment: Feedback suggests many employees connect daily work to a patient‑first mission, describing clear values and meaningful impact. Mission focus is cited as a unifying North Star that guides priorities and strengthens purpose.

Recognition, Pride & Shared Success: Feedback suggests awards tied to core values, visible recognition rituals, and active ERGs reinforce appreciation and community. Public celebrations and structured recognition are described as reinforcing cultural norms and pride in contributions.

Empowering & Trusting Leadership: Flexible scheduling and remote autonomy for dietitians suggest trust in professionals to manage their work. PTO accrual and CEU reimbursement reinforce a sense of empowerment to balance time and growth.

Collaborative & Supportive Culture: Colleagues are described as supportive, with some noting a positive culture and community among teams. This peer support helps offset the demands of telehealth work.

Cultural Alignment: A clear, patient‑first mission provides purpose and meaning in daily work. Mission‑driven values are frequently referenced as connecting employees to the organization’s goals.

Collaborative & Supportive Culture: Colleagues are described as kind, smart, and collaborative, with approachable leaders and norms like “Water the Plants” reinforcing mutual support. Regular team rituals (in-person all-hands, onsites) and cross-functional help foster a warm, team-first environment.

Recognition, Pride & Shared Success: Many describe feeling genuinely appreciated, citing meaningful responsibility and direct impact on kids and families. The mission focus creates visible purpose and shared pride in outcomes.

Empowering & Trusting Leadership: Leaders are portrayed as low-ego and approachable, creating space where people feel heard and trusted to own decisions. Published principles emphasize feedback and ownership, and clinicians often note autonomy over scheduling.

Authentic & Consistent Values: Core principles like “Demonstrate compassion with efficiency,” “Obsess over the details,” and “Take action, assume responsibility” are prominently emphasized and paired with a blended tech‑and‑human care model. The mission to ease “life’s toughest moments” is reinforced by partner stories and narratives centered on meaningful service.

Collaborative & Supportive Culture: “Boutique” New York and Tel Aviv hubs and cross‑functional roles around care, client success, sales, data, and engineering point to close‑knit, collaborative work. Materials highlight teammates helping people through their worst days, underscoring peer support and shared purpose.

People-First Culture: Benefits such as bereavement care with premium platform access, paid time off, parental leave, a 401(k) match for U.S. employees, and equity signal investment in employee well‑being consistent with the product’s ethos. Equal‑opportunity commitments and an aim to reflect the diverse families served reinforce a people‑centric stance.

People-First Culture: The organization encourages employees to prioritize health and well-being and promotes growth within a balanced work environment. Feedback suggests a people-first stance is evident in wellness emphasis and respect for individuals.

Collaborative & Supportive Culture: Colleagues are often described as supportive, encouraging, and mission-driven, with leadership responsive and open to change. This teamwork orientation contributes to a constructive day-to-day experience.

Recognition, Pride & Shared Success: Many express feeling valued and challenged while contributing to autism and neurodiversity communities, creating pride and meaning in their work. Purpose-driven impact reinforces a shared sense of contribution.

Recognition, Pride & Shared Success: Company materials describe structured recognition across all-hands, value-tied awards, shoutouts, and spot bonuses that make contributions visible across teams. Leadership is portrayed as investing in programs and manager training to reinforce appreciation throughout the year.

Collaborative & Supportive Culture: Descriptions highlight cross-functional teamwork with rituals such as retrospectives and all-hands that encourage peers to help one another. Examples cited include teams stepping in across departments during peak periods, reinforcing a supportive dynamic.

Cultural Alignment: Company narratives consistently tie daily work to a clear healthcare-access mission and stated values. Public employer-brand profiles emphasize alignment with those values and purpose-driven work.

Collaborative & Supportive Culture: Teams are often characterized as exceptional, supportive, and thoughtful, with clinicians noting strong professional and personal backing. Onboarding is described as smooth, day-to-day support is responsive, and operations help minimize administrative burden so therapists can focus on care.

Empowering & Trusting Leadership: Leadership is involved and easy to reach, understands day-to-day clinical realities, and handles issues directly and with compassion. Leaders actively seek input to improve the therapist experience and provide clear expectations alongside consistent development support.

Cultural Alignment: Work serving older adults is frequently described as meaningful and fulfilling, aligning personal values with the organization’s mission. Clinicians highlight making a real difference in seniors’ lives and feeling prioritized within that purpose.

Collaborative & Supportive Culture: Colleagues are often described as kind, capable, and collaborative, with many noting supportive day-to-day interactions. Team environments and cross-functional collaboration are highlighted as strengths.

Recognition, Pride & Shared Success: Pride in a patient-first mission is emphasized, with many citing meaningful impact and purpose in their work. Public spotlights showcase teammates celebrating contributions and shared wins tied to patient outcomes.

People-First Culture: ERGs, wellness programs, and flexible time off are prominently featured, signaling attention to inclusion and well-being. Mental-health resources, stipends, and community events are used to create safe spaces and connection.

Collaborative & Supportive Culture: Colleagues are often seen as empathetic, kind, and quick to help across functions, with relationship-building and trust as everyday norms. Teams emphasize collective success and mutual assistance.

Open Communication: Direct, high-candor dialogue is promoted across levels, with leadership modeling approachable discussion and structures like 360-degree reviews. Many feel comfortable speaking up, including to executives.

Cultural Alignment: Purpose-led work around transforming the healthcare economy is cited as a strong motivator. People connect their roles to tangible impact, reinforcing alignment with stated values.

Cultural Alignment: Culture is explicitly tied to the mission of eliminating barriers to mental health, with values like candor with care, ownership, and science‑driven impact emphasized. External recognition and awards are highlighted alongside this mission focus.

People-First Culture: Wellbeing practices such as Calm Fridays, periodic Focus Weeks, free therapy/coaching, and a month‑long sabbatical aim to support focus, flexibility, and recovery. A remote‑friendly setup with practical perks is positioned to enable balance alongside high standards.

Collaborative & Supportive Culture: Executive‑sponsored ERGs across diverse identities and high participation are positioned as active inputs to cultural decisions and community‑building. Inclusion content and ERG‑led programs are regularly spotlighted, suggesting ongoing investment in belonging.