Top Companies With Best Company Culture (10,000+)

Fair & Equitable Treatment: Pay and benefits are considered strong, with equity, remote-first stipends, and wellness and professional development budgets seen as clear investment in people. Feedback suggests many feel fairly compensated and supported through these offerings.

Recognition, Pride & Shared Success: Recognition rituals, public shoutouts, and employee awards visibly celebrate individual contributions, and feedback suggests people see their work have direct impact. Consistent feedback loops and the use of employee input to shape policies reinforce a sense of appreciation.

Empowering & Trusting Leadership: Some teams describe helpful, transparent management that encourages open debate and grants autonomy and ownership. Mistakes are treated as learning opportunities, reinforcing trust in how work gets done.

Recognition, Pride & Shared Success: Structured awards, public shout-outs, and ritualized celebrations make appreciation visible across teams. These practices reinforce pride in accomplishments and a sense of shared success.

Learning & Knowledge Sharing: Apprenticeships, mentorship, hackathons, and development budgets are highlighted, creating frequent opportunities to grow skills and share knowledge. These avenues encourage cross-team learning and ongoing capability building.

Transparency & Integrity: Career ladders, pay bands, and regular leadership updates are openly shared, signaling a norm of clarity and trust. This openness helps employees understand expectations and how decisions are made.

Innovation & Creativity: Programs like the Ideation Hub and an annual Employee Innovation Challenge invite ideas from any level and can provide funding and visibility for winning concepts. This structure signals room for experimentation and bottom-up problem solving within a decentralized environment.

Recognition, Pride & Shared Success: The Fair Enterprise model emphasizes sharing in success through mechanisms such as employee profit participation and site‑level recognition efforts. Pay and benefits are often characterized as competitive, reinforcing a sense that contributions are tangibly acknowledged.

Collaborative & Supportive Culture: Colleagues are often seen as supportive, with strong team camaraderie noted across many locations and functions. Peer cohesion frequently stands out even when other aspects of the experience vary by plant or manager.

Collaborative & Supportive Culture: Colleagues are often seen as smart, helpful teammates who foster day-to-day support and camaraderie. Feedback suggests strong peer relationships help people navigate complex, mission-driven work.

Empowering & Trusting Leadership: Flexible and remote work options are highlighted as clear upsides, signaling autonomy and trust in how people manage their time. This latitude aligns with a remote-first setup designed to let people work how they work best.

Fair & Equitable Treatment: Pay and benefits are considered decent to competitive relative to other aspects of the experience. Compensation, parental benefits, wellness programs, and flexible PTO are repeatedly cited as strengths.

Transparency & Integrity: Decisions and people practices are anchored to CREDIT values and a public, living handbook that explains policies and rationales. This explicit openness helps set consistent expectations for hiring, promotions, and recognition.

Collaborative & Supportive Culture: Colleagues are often seen as caring and welcoming, with all-remote rituals and resource groups used to foster connection across geographies. These practices aim to create belonging even in an async environment.

Efficient & Empowering Processes: An all-remote, async, documentation-first model encourages autonomy and an ownership mindset. Clear written workflows reduce meeting load and enable contribution regardless of time zone.

Collaborative & Supportive Culture: Colleagues are often described as approachable, kind, and eager to help across functions, enabling smooth cross‑team problem solving. Feedback suggests a “connected” environment where shared wins and day‑to‑day help are common.

Empowering & Trusting Leadership: People are frequently given meaningful responsibility and the tools to succeed, with autonomy and ownership emphasized across teams. Feedback suggests individuals feel trusted to make decisions and drive outcomes.

Transparency & Integrity: Company practices highlight open sharing of goals and metrics, including board‑level visibility and candid all‑hands communication. Feedback suggests this clarity promotes alignment and builds trust in how decisions are made.

Collaborative & Supportive Culture: Colleagues are often characterized as supportive and “great people,” with cross‑team cooperation reinforced by the “In This Together” value. Remote‑first connection rituals, inclusive events, and ERGs further sustain a sense of community.

Healthy Workload & Retention: Work–life balance is considered strong, supported by flexible, remote‑first schedules, unlimited PTO, and a company‑wide year‑end closure. Benefits and day‑to‑day pacing are frequently cited as reliable strengths.

Recognition, Pride & Shared Success: Appreciation shows up through end‑of‑year gifts, recognition‑oriented celebrations, and travel‑supported regional gatherings designed to include everyone. Wellness packs and thoughtful surprises signal that contributions are noticed.

Collaborative & Supportive Culture: Colleagues are described as kind, thoughtful, and cooperative, with practices like pair programming and team-based planning that help ideas be heard and accomplishments celebrated. Team interactions emphasize listening thoughtfully, respect, and appreciation while embracing different perspectives.

Empowering & Trusting Leadership: Leadership is portrayed as approachable and transparent with an open-door style, granting autonomy to pursue ideas, build skills, and own projects. Communication of mission, vision, and product priorities is kept open through updates and forums, reinforcing access and trust.

Recognition, Pride & Shared Success: Work is closely tied to a clear sustainability mission, fostering pride and a sense that individual contributions matter to environmental outcomes. Wins are highlighted and connected to impact, strengthening shared purpose.

Collaborative & Supportive Culture: Colleagues are often described as team-oriented and eager to help, with small cross-functional teams and a #HelpOthersSucceed norm that encourages asking for and offering support. Inclusive dynamics and strong peer relationships are credited with making day-to-day work feel positive.

Empowering & Trusting Leadership: Leadership is characterized as accessible and caring, with a personable CEO and managers who empower rather than micromanage. Communication is described as open to questions and discussion, reinforcing trust and approachability.

Healthy Workload & Retention: Work–life balance is considered a strength, supported by flexible or remote options, generous time off, and autonomy over schedules. The hybrid setup and focus on outcomes over hours help sustain a healthy pace.

Collaborative & Supportive Culture: Colleagues are often seen as kind, team-first, and willing to help across functions, reflecting the “We Before Me” value. Feedback suggests this creates a high-trust environment where people enjoy working together and build lasting connections.

Recognition, Pride & Shared Success: Regular town halls, peer shout-outs, and value-based awards make wins and contributions visible. Feedback suggests these rituals help people feel seen and appreciated.

Open Communication: Company-wide forums like VBash and frequent leadership touchpoints keep goals and progress visible. Feedback suggests accessible, down-to-earth managers encourage idea-sharing and help connect day-to-day work to strategy.

Collaborative & Supportive Culture: Colleagues are frequently described as kind, helpful, and collegial, with approachable teammates and open idea‑sharing. Many highlight a welcoming vibe and supportive day‑to‑day teamwork across several groups.

Healthy Workload & Retention: Work‑life balance is considered solid relative to peers, supported by hybrid schedules, reasonable hours, and “Flex Fridays.” Flexibility and wellness‑oriented perks are noted as meaningful quality‑of‑life supports.

Learning & Knowledge Sharing: Structured onboarding, early‑career exposure, and programs like LinkedIn Learning and LIFT create visible development pathways. Many describe significant growth in communication and technical skills through varied, client‑facing work.

Recognition, Pride & Shared Success: Rituals like cohort onboarding, public shout‑outs, and offsites are highlighted to make contributions visible and reinforce appreciation. Pride in accomplishments and a welcoming environment are emphasized across company and third‑party features.

Fun, Rituals & Connection: Remote‑first norms are paired with wellness days, community Slack channels, and periodic offsites to create structured moments of connection. These touchpoints are described as intentional ways to keep distributed teams supported and connected.

Authentic & Consistent Values: A family‑centered mission is reinforced by benefits and practices tailored to parents and caregivers. External workplace accolades cite an inclusive, supportive remote culture consistent with the company’s stated values.

Collaborative & Supportive Culture: Colleagues are often seen as supportive and eager to help, with many describing effective teamwork and strong day-to-day rapport. Practices like collaborative code reviews, pair programming, and cross-functional problem‑solving are frequently highlighted.

Recognition, Pride & Shared Success: Formal programs such as RAVE and Vertafore Way Champions provide frequent, values‑tied appreciation and visible shout‑outs. External culture accolades and internal spotlights further reinforce shared wins and belonging.

Empowering & Trusting Leadership: Flexible‑first practices and supportive managers are regularly cited as signals of trust and autonomy. Many teams operate with independence while using offices intentionally for collaboration and connection.

Recognition, Pride & Shared Success: Recognition programs and company-wide appreciation efforts are emphasized, and many teams describe feeling acknowledged and proud of their work. External employer honors are also noted, reinforcing a culture where contributions are seen and celebrated.

Empowering & Trusting Leadership: People Leaders are often portrayed as supportive, with associates citing decision-making autonomy and active manager support for development. Leadership channels for employee voice and ongoing dialogues are emphasized to improve the workplace.

Learning & Knowledge Sharing: Clear development pathways, internal mobility across brands, and on-demand learning are highlighted as everyday parts of the employee experience. Corporate and tech groups in particular point to strong growth support and knowledge sharing.

Healthy Workload & Retention: Day-to-day balance is often described as strong, with multiple accounts pointing to manageable workloads and respectful time norms. Feedback suggests many teams operate with hybrid flexibility that supports life outside of work.

Collaborative & Supportive Culture: Colleagues are frequently portrayed as helpful and cross-functional, with teams leaning into rituals like retrospectives and shared problem-solving. Feedback suggests people value the mission and enjoy working with strong peers.

Open Communication: Leadership is seen engaging directly on tough topics and emphasizing that voices are heard, reinforcing a speak-up environment. Accounts also highlight practices like psychological safety and low-hierarchy discussion in some groups.

Recognition, Pride & Shared Success: Celebrations, employee events, and formal recognition programs are emphasized, reinforcing pride and a sense that contributions matter. Employees are often made to feel seen, supported, and appreciated.

People-First Culture: Company messaging and internal programs stress that teammates are supported, valued, and empowered, with practices like pay transparency and wellness initiatives. Leadership statements and culture materials consistently frame people as the organization’s greatest asset.

Collaborative & Supportive Culture: The environment is portrayed as welcoming and team‑oriented, with colleagues and managers helping each other and encouraging ideas. Cross‑team connection and a close‑knit feel are recurring cultural notes.

Open Communication: Monthly global all-hands with anonymous Q&A, regular one-on-ones, and biannual performance discussions indicate open lines for questions and candid updates. Policies and strategy are described as evolving through recurring listening mechanisms and transparent forums.

Collaborative & Supportive Culture: Teams are frequently characterized as collaborative, inclusive, and low‑ego, with colleagues eager to help and share knowledge across regions. The environment is often portrayed as welcoming and community‑oriented, with a personal rather than transactional tone.

Recognition, Pride & Shared Success: Rituals like public shout‑outs, awards, “Ring the Bell” channels, and celebratory events make contributions visible. External workplace recognitions and multi‑country certifications reinforce a sense of pride and shared success.

Collaborative & Supportive Culture: Colleagues are often seen as low‑ego, caring, and quick to back each other up, with knowledge sharing and teamwork emphasized. The environment is described as genuinely collaborative, where people win as a team.

Transparency & Integrity: Leadership is described as open and ethical, with direct access to decision‑makers and regular sharing of strategy and results. An open‑source posture and public technical artifacts reinforce a norm of honesty and visible accountability.

Accountability & Ownership: People are expected to move quickly from idea to execution and take real ownership without waiting for heavy process. Early responsibility and autonomy are highlighted as core to how work gets done.

People-First Culture: There is public emphasis on inclusion and employee-led resource groups, plus benefits like global paid parental leave and mental-health support. Multiple 2026 workplace recognitions and an active Great Place to Work certification reinforce a broad emphasis on caring for employee experience.

Collaborative & Supportive Culture: Colleagues are often seen as smart and helpful, with engaging, cross-functional work and flexible arrangements highlighted across locations. Onboarding rituals like DK Immersion and distributed collaboration practices are used to build connection across teams and time zones.

Accountability & Ownership: The culture promotes a high-ownership, product-driven ethos where individuals are expected to take responsibility for outcomes and move quickly. This environment is described as fast-paced and dynamic, offering strong learning and impact for those who enjoy autonomy.

Collaborative & Supportive Culture: Colleagues and local managers are often seen as friendly and approachable, with low‑ego, cross‑functional teamwork making daily work feel cooperative. Autonomy and encouragement from managers are commonly described.

Empowering & Trusting Leadership: Leaders are described as accessible and open‑door, giving people ownership to contribute ideas and grow. This approach is credited with fostering day‑to‑day trust and recognition.

Healthy Workload & Retention: Hybrid schedules, flexible time‑off practices, and a defined year‑end office closure are highlighted as helpful for wellbeing. These policies make it easier to disconnect and maintain balance.