Best Companies to Work for (10,000+)

Market Position & Stability: The company is presented as a long‑standing, publicly traded insurer with strong subsidiary financial ratings and an SEC review that concluded without enforcement. This underpins perceptions of solvency and continuity across roles.

Benefits & Perks: Corporate W‑2 roles include comprehensive benefits such as health, dental, and vision coverage, retirement plans with company match and pension, paid leave, and hybrid/remote options. These offerings provide a conventional employment experience distinct from the agency network.

Compensation: Commission‑only agency structures emphasize uncapped earnings and residuals for self‑sourcing producers who build strong pipelines. High performers can translate production into meaningful income and rapid advancement.

Mission & Purpose: The work centers on an options- and futures-focused mission that blends a brokerage with always‑on education, which appeals to builders who want to serve active retail traders. The media‑plus‑platform model creates visible, end‑user impact for product and content teams.

Benefits & Perks: Chicago offices highlight daily catered lunches, stocked kitchens, an onsite gym, commuter benefits, and a comprehensive benefits package including health coverage, PTO, and parental leave. The hybrid setup and in‑office amenities reinforce an in‑person, collaborative culture.

Market Position & Stability: Backing from a larger parent (IG Group) with continued investment in Chicago offices and studios signals support and growth. Parent integration provides resources and scale while maintaining the brands’ derivatives focus.

Mission & Purpose: Work connects directly to medicine access and specialty care, which many find meaningful. Roles across supply chain, patient support, and specialty services offer proximity to real patient impact.

Market Position & Stability: The organization operates at large scale in healthcare distribution and is investing in core infrastructure. This scale supports operational stability, internal mobility, and access to big-company resources.

Benefits & Perks: Public materials describe comprehensive benefits, including paid parental leave, retirement matching options, wellness resources, and employee networks. Many roles also offer hybrid or remote flexibility depending on function and manager.

Work-Life Balance: Flexible and hybrid work practices, including remote options and team‑set norms, are described as supporting balance. Employees cite autonomy over schedules in several roles.

Benefits & Perks: Compensation packages commonly include 401(k) match, equity, education stipends, commuter and fitness benefits, and in‑office meals. Company materials emphasize competitive pay and perks alongside hybrid flexibility.

Innovation & Products: Work spans recognizable consumer brands and an AI/ML‑driven acquisition platform, offering broad product surface at web scale. Recent press highlights momentum and features across Startpage, MapQuest, CouponFollow, and the 1.org initiative.

Benefits & Perks: Published offerings include 100% employer-paid medical, dental, and vision, a Safe Harbor 401(k) match, generous PTO, paid parental leave, and quarterly allowances. Feedback suggests these tangible perks are a central attraction across many roles and locations.

Work-Life Balance: Roles are framed as on-site, hybrid, and fully remote, with flexibility and understanding around PTO and personal circumstances. Feedback suggests teams commonly support reasonable balance and remote arrangements when expectations are met.

Autonomy: The organization promotes small product groups that “own everything,” minimal bureaucracy, and a direct, get-things-done ethos. Feedback suggests this high-ownership style appeals to people who like moving quickly and taking end-to-end responsibility.

Mission & Purpose: Work centers on high‑visibility medicines and clinical programs with tangible patient impact, expanded further by the oncology footprint post‑Seagen integration. The culture is framed around delivering “breakthroughs that change patients’ lives,” which many roles align to directly.

Benefits & Perks: U.S. materials cite comprehensive packages including medical coverage, 401(k) with match plus additional retirement contributions, paid parental/caregiver leave, and generous paid time off. Job postings also highlight bonus eligibility and long‑term incentives as part of competitive total rewards.

Work-Life Balance: Many corporate and commercial roles specify a structured hybrid model with regular in‑office days alongside remote work, providing flexibility when role‑appropriate. Role descriptions make location expectations explicit so candidates can screen for fit.

Market Position & Stability: Scale and longevity as a long‑established private operator with growing U.S. operations signal operational resources and mature processes. Being a major employer in Stoke‑on‑Trent adds to perceptions of stability.

Compensation: Pay is considered competitive, with mentions of bonuses and good vacation allowances across multiple roles. Compensation is often highlighted as a standout positive relative to the demands of the work.

Benefits & Perks: The benefits package is described as comprehensive, spanning health coverage, 401(k) matching, parental leave, wellness and mental‑health support, and office perks. Many roles also advertise hybrid eligibility of up to three days from home.

Innovation & Products: Work centers on frontier character/video‑generation models and a creative studio, with rapid iteration and cutting‑edge problem solving in generative media. Feedback suggests employees can ship quickly on expressive, controllable avatar and video tools.

Autonomy: A small, product‑focused team in SF/NYC is described as high‑ownership, where individuals can own end‑to‑end work and move fast. This environment typically gives contributors visible scope and direct impact.

Market Position & Stability: Recent seed and Series A financing led by prominent investors signal runway and active hiring. Founder communications and frequent launches indicate momentum in a competitive generative‑AI market.

Team Support: Colleagues are often seen as collaborative and willing to help each other. Feedback suggests many teams experience a supportive environment and fair treatment, reinforced by morale-building events and recognition.

Career Growth: Employees describe opportunities for advancement, promotions, and training. Feedback suggests people gain meaningful experience and learn a lot across roles and operating companies.

Benefits & Perks: Offerings include commuter benefits, company-sponsored outings and family events, generous parental leave, and development tracks with job training and online courses. Feedback suggests these perks contribute to a positive overall package even as specifics can vary by location.

Benefits & Perks: Published benefits include comprehensive health coverage, a 401(k) match, paid parental leave, and wellness, learning, and home‑office stipends. These offerings position the company competitively for a small, remote‑first adtech employer.

Work-Life Balance: Company materials emphasize a remote‑first setup with flexible schedules and autonomy over time off, complemented by hub meetups in Denver, Austin, and Chicago. This structure can support day‑to‑day flexibility for roles that thrive in asynchronous collaboration.

Recognition: External workplace accolades and certifications publicly associate the organization with a strong culture signal. Such recognition suggests recent efforts to invest in employee experience and employer brand.

Mission & Purpose: Sustainability leadership—such as independently verified net‑zero targets and CarbonNeutral certification—sets the company apart in adtech. This purpose orientation is positioned as a draw for mission‑minded candidates.

Benefits & Perks: Offerings include 401(k) match, equity, flexible/remote options, learning stipends, generous leave, and wellness perks. Day‑to‑day extras like free meals, happy hours, and team outings contribute to a positive atmosphere.

Team Support: Colleagues are often described as collaborative, low‑ego, and quick to help, creating a friendly, productive environment. Inclusion programs and ERGs reinforce a sense of community and belonging.

Benefits & Perks: Benefits include fully subsidized medical, dental, and vision for employees and dependents, generous time off with company-wide Away Days, robust parental leave, and monthly stipends/wallets. Company materials consistently position these offerings as core to the employee experience.

Mission & Purpose: The organization emphasizes building honest, transparent financial products and a consumer-first mission. This orientation appears in public materials around underwriting choices and product design, which many candidates find motivating.

Team Support: Colleagues are often seen as talented, kind, and collaborative, contributing to a supportive community. Multiple sources highlight empathetic peers and a culture that values inclusion and respectful interaction.

Mission & Purpose: Work centers on helping security and business leaders quantify cyber risk in financial terms and make defensible decisions, which gives the work clear purpose. Feedback suggests a transparent, collaborative environment with visible impact in a specialized cybersecurity niche.

Market Position & Stability: Recognition as a Leader in cyber risk quantification and recent ecosystem partnerships indicate external validation and commercial traction. These signals can translate into engaging customer problems and steadier go-to-market motion.

Benefits & Perks: The offering includes modern perks such as MacBook hardware, unlimited PTO, equity, comprehensive healthcare, 401(k) match, FSA, and hybrid/remote flexibility. These benefits support well-being and flexible work styles.

Leadership Communication: Company leadership is described as transparent and accessible, with the CEO sharing updates and holding regular company‑wide meetings. This cadence fosters clarity and psychological safety across teams.

Autonomy: The culture emphasizes trust and ownership, encouraging individuals to take initiative and shape work and product direction. Employees are given freedom and responsibility in their roles.

Recognition: Recognition is embedded through company‑wide and peer‑to‑peer programs tied to IMPACT values, celebrating contributions and wins. This helps make both visible and less‑visible work feel valued.

Innovation & Products: Alaska Airlines has used ASI’s operations software in production since 2021 and has publicly described fuel and time savings from the deployment; industry and ICAO materials also reference the platform’s environmental benefits.

Market Position & Stability: The company is backed by well-known investors and is expanding from civil aviation into defense, logistics, and energy, with public mentions of U.S. government programs and awards signaling broader market surface area.

Autonomy: Careers materials emphasize speed, ownership, flexible hours, premium healthcare, equity, and daily team lunches, reflecting a small, high-autonomy builder culture where employees ship operational software to real users.

Work-Life Balance: Feedback suggests flexible working hours and a hybrid model enable employees to balance office and remote work effectively. Generous paid time off and encouraged usage further reinforce balance and recovery.

Benefits & Perks: Health, dental, and vision coverage, parental leave with return‑to‑work programs, and stipends for home‑office and commuting signal a comprehensive total rewards approach. Added perks like volunteering days, relocation assistance, and company events round out day‑to‑day support.

Belonging & Inclusion: Dedicated D&I staff, mandated unconscious bias training, and hiring practices that promote diversity indicate a structured inclusion agenda. Values like “Inclusive Community” and programs such as ERGs cultivate a sense of belonging.

Learning & Development: Training includes 700+ on‑demand lessons, live support, and mentorship that create a clear on‑ramp for newcomers. Feedback suggests this ongoing education and tooling help advisors build confidence and skills over time.

Team Support: Colleagues are often seen as collaborative and generous with advice via active forums, events, and approachable HQ support. This peer network and mentorship culture reduce isolation for independent advisors.

Work-Life Balance: Roles are flexible and remote with no sales quotas, fitting full‑time or side‑hustle setups. Advisors can set their own schedules and build at their own pace.

Innovation & Products: Products are being shipped in a tightly regulated domain (e.g., CFTC‑regulated XRP/altcoin futures and crypto‑settled margin), indicating execution under oversight. A unified stack spanning spot, perpetuals, futures, options, and prediction markets reflects broad product ambition.

Market Position & Stability: Regulatory status under the CFTC (DCM/DCO/FCM) and recent no‑action relief provide a credible on‑shore footing relative to offshore venues. This positioning signals policy tailwinds for certain lines of business.

Autonomy: Engineering ownership is highlighted via a Haskell‑heavy backend (including the matching engine) and low‑latency systems with chances to work across the stack. Lean teams suggest hands‑on impact and decision surface for builders.

Innovation & Products: Product work spans custody, clearing, fractional trading, 24/5 equities, and cloud‑native modernization (e.g., Apex Ascend), indicating a builder‑oriented environment at meaningful scale. Feedback suggests teams are shipping APIs and infrastructure that power many partner fintechs.

Market Position & Stability: The platform underpins many investing apps and advisors, touching millions of investor accounts and enabling modern capabilities like fractional fixed income and stock rewards. Signals such as continued private investment and strategic partnerships indicate a focus on strengthening the core business.

Learning & Development: Active early‑career programs and internships plus listed benefits like training, conferences, mentorship, and tuition reimbursement point to structured development opportunities. Feedback suggests interns and newer hires receive meaningful projects and support to grow.

Mission & Purpose: Work centers on improving financial health for a large, underserved consumer base, and the mission is frequently cited as a meaningful motivator. The product is described as resonating with its audience, connecting daily work to tangible user outcomes.

Market Position & Stability: Being part of a larger public parent provides resources, a defined segment mandate, and signals of continued investment. This structure offers stability while preserving a focused operating unit led by its founders.

Belonging & Inclusion: Programs such as multiple Employee Resource Groups, a documented equal‑pay policy, and leadership engagement (e.g., skip‑levels) indicate intentional inclusion efforts. Cultural rituals and community involvement further reinforce a sense of belonging.