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

Cultural Alignment: Teams frequently point to a unifying mission to “give power to the patient” that shapes product priorities and cross‑functional work. Company values such as “Patients First” are prominently referenced in hiring materials and team spotlights.

Collaborative & Supportive Culture: Team environments are described as “supportive but accountable,” with clear goals and access to stakeholders. Regular business reviews and cross‑functional collaboration are emphasized across employer materials and features.

People-First Culture: A hybrid model with 2–3 in‑office days and modern perks—unlimited PTO, paid health options, 401(k) match, wellness programs, and sabbaticals—signals investment in employee well‑being. Hybrid practices are framed with a “test, learn, adjust” approach.

Open Communication: Courageous communication is emphasized through open debate, owning mistakes, and transparent collaboration, with leadership encouraging direct input across levels. Public, peer‑authored performance evaluations increase visibility and accountability for how work gets done.

Collaborative & Supportive Culture: Teams are described as empathetic and kind, with values like “Collective Success” and colleagues who are sharp, friendly, and helpful. Relationship‑building, trust, and cross‑functional support are highlighted as everyday norms.

Cultural Alignment: A mission‑first ethos centers on transforming the healthcare economy, creating a sense of purpose and pride in impact. Hiring and development are framed around enabling “the most outstanding work” of one’s career and aligning to ambitious goals.

Collaborative & Supportive Culture: Company materials describe cross-functional collaboration with agile ceremonies, shared ownership frameworks, and all-hands that reduce bottlenecks and promote teamwork. Public descriptions highlight teams working closely across Product, Design, R&D, and other functions to iterate quickly.

Recognition, Pride & Shared Success: Public descriptions call out shout-outs in all-hands, spot bonuses, value-tied awards, and informal bonding rituals that make contributions visible and celebrate wins. Mission reinforcement through external honors is used internally to underscore impact and shared pride.

Open Communication: Employer profiles emphasize open communication, cross-functional forums, and an open-door approach where issues are surfaced in structured settings. Leadership messaging and people-ops initiatives point to codified culture touchpoints and listening practices.

Cultural Alignment: The mission centers on helping patients achieve their health goals, with teams encouraged to start from patient needs and work backward. Principles like “Fight for patients” and “Deliver results” are positioned as day-to-day guides.

Accountability & Ownership: Principles such as “Full ownership” and “Inch by inch” set expectations for end-to-end accountability and steady, measurable progress. Emphasis on “Swim in the data” signals decisions grounded in metrics.

Innovation & Creativity: A vertically integrated platform and internal “Rockathon” hackathons create room to experiment across telehealth, pharmacy, labs, and care apps. This builder ethos supports shipping end-to-end patient experiences.

People-First Culture: Remote flexibility, unlimited PTO, and a focus on behavioral health and wellness reflect care for employees as individuals. Leadership is described as supportive during personal needs and attentive to well-being.

Collaborative & Supportive Culture: Colleagues are often seen as collaborative, kind, and team-oriented, with thoughtful discussions and supportive leadership shaping day-to-day work. Cross-functional teamwork and a helpful peer environment are frequently highlighted as strengths.

Cultural Alignment: Mission-driven work empowering neurodivergent individuals and caregivers fosters pride and personal connection to impact. Many describe feeling their contributions create positive change, reinforcing shared purpose.

Cultural Alignment: Work is framed around solving the youth mental health crisis with daily focus on student impact and access. Hiring and day-to-day norms invite candidates to tie their own stories to the mission and prioritize school and family partnerships.

Authentic & Consistent Values: Cultural principles (e.g., Seek True North, Narrow Focus, Increase Speed, Go Where You’re Needed Most) are explicitly documented and presented as lived norms guiding behavior and decisions. Expectations around earning partner trust and owning outcomes are consistently emphasized across materials and practices.

Collaborative & Supportive Culture: Colleagues are characterized as collaborative, curious, and kind, with cross-functional problem-solving beyond strict role boundaries. Tight product–operations loops and coordination with therapists, families, and schools reinforce teamwork focused on real outcomes.

Collaborative & Supportive Culture: Teams are described as exceptional, supportive, thoughtful, and collaborative across clinical, operations, product, and marketing. Role descriptions highlight regular check-ins and cross-functional teamwork in a patient-centered, service-oriented environment.

Empowering & Trusting Leadership: Leadership is portrayed as involved, accessible, and compassionate, with managers who address problems directly and understand day-to-day realities. Clinicians are trusted to work independently while having backup and professional development support when needed.

Cultural Alignment: A mission-first focus on improving seniors’ mental health is consistently emphasized and resonates with employees who find the work fulfilling and meaningful. Job language centers on advocacy, compassion, and empowerment for older adults, reinforcing a patient-centered ethos.

Cultural Alignment: Mission-first values and clinical philosophy emphasize putting patients first and improving outcomes, creating clear purpose day to day. Company materials consistently frame work as meaningful healthcare impact enabled by evidence-based care and technology.

Collaborative & Supportive Culture: Peer-to-peer learning, cross-functional respect for clinical outcomes, and coordination with external care teams indicate collaborative norms. Dietitians on company channels describe autonomy, schedule control, and feeling valued across clinical, operations, and engineering teams.

Learning & Knowledge Sharing: An emphasis on first-principles thinking, outcome measurement, candid critique, and peer learning highlights a culture of continuous improvement. Iteration and experimentation are presented as core operating habits to refine care over time.

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.