Best Digital Media Companies to Work for (4,758)

Mission & Purpose: Work centers on building tools used at scale by youth teams and families, making day-to-day efforts feel meaningful. Coverage across millions of amateur games reinforces visible, real-world impact.

Work-Life Balance: The company presents a remote-first setup across the U.S., flexible schedules, unlimited PTO, mental health resources, and generous parental leave. Materials also encourage employees to unplug to prevent burnout.

Market Position & Stability: Operating within DICK’S Sporting Goods since the 2016 acquisition provides resources and runway. Investor materials continue to reference GameChanger as part of the parent’s portfolio, signaling ongoing backing.

Work-Life Balance: Remote-first flexibility, work-from-anywhere options, and home-office support are emphasized, making it easier to manage schedules across regions. Generous PTO and parental leave policies are also highlighted.

Innovation & Products: A deep-learning-first DSP with in-house LLMs and massive distributed systems gives roles a “real tech” feel. Recent launches like the rtb.com self-serve platform point to ongoing product expansion.

Team Support: Coworkers are often characterized as helpful, smart, and collaborative across functions and markets. Culture initiatives and virtual/in-person events help maintain connection in a distributed setup.

Compensation: Pay is considered competitive and transparent, with published salary bands and equity ranges by level alongside a clear Career Ladder. Company materials also emphasize equity participation and bonuses as part of total rewards.

Benefits & Perks: The handbook outlines generous time off, paid parental leave, sabbaticals, wellness resources, and a 401(k) match in the U.S. Community elements like an annual Global Kick Off and hackathons further reinforce the overall package.

Career Growth: Career paths are described as clear and fast‑moving, featuring rapid learning, cross‑team mobility, and meaningful ownership in a high‑growth setting. Structured ladders, regular performance cycles, and development programs are highlighted across company materials.

Learning & Development: Exposure to multiple ventures and industries is frequently described as accelerating skill growth and hands-on learning. Access to leaders, mentorship, and cross-functional collaboration reinforce a "Startup University"-style environment.

Team Support: Colleagues are often seen as collaborative, low-ego, and willing to share knowledge across departments, creating strong camaraderie. A "no inner circle" ethos encourages open idea-sharing regardless of title.

Benefits & Perks: Benefits are presented as comprehensive, including medical/dental/vision coverage, a 401(k) match, and equity grants in incubated startups. Office and community perks such as catered lunches and a social, in-office vibe add to the experience.

Belonging & Inclusion: Teams are described as welcoming and inclusive, with active ERGs (e.g., Taboola Noir, Taboola Pride) and approachable leaders fostering a global community. An ownership-driven, low‑ego culture encourages cross‑regional collaboration and idea sharing.

Benefits & Perks: Benefits are portrayed as comprehensive, including strong health coverage, generous parental leave, and practical office perks such as meals, stocked kitchens, wellness spaces, and social events. Equity participation and bonuses further round out total rewards in many locations.

Market Position & Stability: Scale across major publishers and long-term partnerships (e.g., Yahoo, NBC News, Microsoft/MSN) create visible impact and ongoing product momentum on the open web. This reach tends to provide engaging, cross‑functional work across go‑to‑market, product, and engineering teams.

Work-Life Balance: Hybrid norms (e.g., Tue–Thu in-office with remote Mon/Fri) and unlimited PTO are highlighted, with a family‑friendly stance that respects time off. This setup contributes to a consistently cited strength in day‑to‑day balance across teams.

Team Support: Colleagues and managers are described as approachable and collaborative across global offices, with inclusive practices and regular all‑hands to stay aligned. The workplace vibe is relaxed, upbeat, and professional, and many describe feeling appreciated.

Benefits & Perks: Packages feature equity, 401(k), comprehensive health coverage, generous parental leave, tuition reimbursement, and office perks like catered lunches and dog‑friendly spaces. These offerings are prominently detailed on company materials and profiles.

Work-Life Balance: Day-to-day balance is supported by hybrid/remote flexibility, Flexible Time Off/unlimited PTO, Summer Fridays, and generous parental leave. Job posts also note flexible hours and limited required in‑person cadence for many roles.

Benefits & Perks: Total rewards include employer‑matched 401(k) (region‑dependent), equity for some roles, wellness reimbursements, WFH stipend/WeWork access, paid volunteer time, and robust parental leave. These offerings are consistently highlighted in careers materials and role listings.

Belonging & Inclusion: ERGs (VOICE Coalition, Women of GumGum, Queersphere) and DEIB programming, along with company events and hackathons, are used to build connection across a distributed workforce. Colleagues are commonly characterized as collaborative and supportive, reinforcing a welcoming environment.

Benefits & Perks: Benefits are highlighted as a standout, including 100% employer-paid employee-only health coverage, a 401(k) match, an ESOP, and on-site perks like a gym, stocked kitchens, and weekly car washes at the Woodland Hills HQ. Hybrid/remote supports such as home-office stipends and wellness programs are also described.

Work-Life Balance: Work-life balance is repeatedly described as strong, with hybrid and remote options for many roles and structured time off. The day-to-day pace is often called “comfortably fast,” not a nonstop grind, which many see as compatible with balance.

Career Growth: Career growth is portrayed through in-house, cross-functional exposure and programs like the Hippo Buddy mentorship, town halls, and pitch contests. Early ownership and visible impact are common due to the vertically integrated, end-to-end model.

Work-Life Balance: Work-life balance is described as healthy, with hybrid/remote flexibility and norms that respect time off, generous PTO, and team-level latitude on in‑office cadence. Feedback suggests people find the day-to-day manageable relative to adtech norms.

Team Support: Colleagues are often seen as smart, friendly, and collaborative, with ERGs, culture committees, and inclusive practices reinforcing a supportive environment. Engineering teams in particular are noted for low micromanagement and helpful peers.

Learning & Development: Learning opportunities are highlighted through coaching, mentorship, hackathons, and access to resources like LinkedIn Learning and education subsidies. Employees are given autonomy to take on diverse projects and build skills across brands and the RAMP platform.

Work-Life Balance: A virtual-first setup with flexible scheduling, Summer “Swerve Fridays,” and lighter work periods around year-end signals a strong emphasis on balance. Feedback suggests remote flexibility is genuine and supported by intentional in‑person moments when needed.

Benefits & Perks: Published offerings include medical/dental/vision, employer-paid life and disability, a 401(k) match up to 5% with no vesting, paid parental leave, paid volunteer time, monthly remote-work stipends, and coworking reimbursement. This slate is positioned to support a distributed workforce.

Learning & Development: Structured programs such as Fire Sessions, dedicated L&D, paid certifications, education reimbursement, and transparent growth tracks are highlighted. Feedback suggests hands-on exposure to Google and Adobe stacks provides meaningful skill-building.

Mission & Purpose: Many are attracted to the goal of accelerating the world’s research, making day-to-day work feel meaningful compared with more generic tech domains. Small, fast-moving teams and widely used scholarly products amplify a sense of direct impact.

Benefits & Perks: Benefits include 100% employer-paid medical, dental, and vision, generous PTO, paid parental leave, and a six-week sabbatical every four years. Stipends, equity/401(k), retreats, and home-office support round out a notably comprehensive package for the company’s size.

Work-Life Balance: A structured hybrid model with defined collaboration hours and Tuesday/Thursday in-office rhythms supports manageable pacing and flexibility. Feedback suggests reasonable hours and policies (like sabbaticals) help sustain balance outside of launch cycles.

Work-Life Balance: A structured hybrid schedule with remote Mondays/Fridays and in‑office mid‑week, plus generous time off, quarterly wellness days, and an end‑of‑year closure are frequently cited as enabling healthy balance. Feedback suggests workloads are generally manageable outside peak periods.

Benefits & Perks: Benefits are described as comprehensive, including day‑one healthcare, family‑focused leave, equity and an ESPP, wellness programs, and in‑office perks like catered lunches. These offerings are often highlighted alongside flexibility as key strengths.

Team Support: Colleagues are often seen as collaborative and supportive, with cross‑functional partnership common and ERGs and an “Engagement & Belonging” framework fostering community. Feedback suggests approachable teammates and open communication contribute to a positive daily experience.

Mission & Purpose: Work spans satellites, wireless/5G/Open RAN, and large consumer platforms under a global communications mission, offering consequential, systems‑level problems. Company materials highlight calculated risk‑taking, AI/cyber/resilient networking, and cross‑brand scope that appeals to builders.

Learning & Development: Programs such as Pathfinder and LEAD, tuition reimbursement, leadership training, and internal mobility are emphasized, with examples of employees moving between roles and brands. These signals point to structured avenues to build skills and progress within a large, multi‑country footprint.

Benefits & Perks: Comprehensive healthcare, paid time off, a 401(k) match, profit sharing, an ESPP, and product discounts are prominently featured. External recognitions and documented accessibility accommodations underscore an intent to compete on total rewards and employee experience.

Work-Life Balance: Work-life balance is described as part of the operating model through a remote-first setup, flexible scheduling, and periodic in-person meetups, supported by home-office and wellness stipends. Parents and others are said to structure days around personal commitments so long as goals are met.

Benefits & Perks: Benefits are portrayed as comprehensive, including medical, dental, and vision coverage, paid parental leave, a retirement match, and stipends for wellness and home office needs. Team activities, social clubs, monthly outings, and an annual all-inclusive retreat add to the experience.

Learning & Development: Learning is emphasized via a structured annual stipend for courses and certifications, lunch-and-learns, and other continuing education resources. Promotion-from-within practices and cross-team collaboration are highlighted as pathways to upskilling and growth.

Benefits & Perks: Benefits include full medical/dental/vision, a 401(k) match, up to 20 weeks fully paid parental leave, unlimited PTO, and a $2,000 vacation bonus, plus learning funds and home‑office/commuter stipends. These offerings are presented as core to a people‑first approach.

Work-Life Balance: Work is described as comfortably fast with an explicit stance against hustle culture, flexible schedules, and encouragement to fully unplug during PTO. Remote and hybrid options, with periodic in‑person gatherings, further support balance without daily office mandates.

Autonomy: Small, cross‑functional teams are empowered to make decisions and own outcomes, giving individuals visible impact and close access to leadership. Feedback suggests this setup enables rapid learning and end‑to‑end responsibility.

Benefits & Perks: Benefits are presented as comprehensive, including employer-paid medical/dental/vision, unlimited PTO, paid parental leave, mental-health support, and stipends for learning and home office needs.

Autonomy: Roles are framed with high ownership and end-to-end responsibility, using OKR-driven goals and direct access to leadership to enable visible impact.

Career Growth: The company highlights salary transparency and a clear leveling framework, with promotion from within and funded learning positioned to support progression in a smaller, high-ownership organization.

Compensation: Pay is considered competitive, with annual bonuses and long‑service recognition commonly highlighted. Packages are presented as strong across many roles and regions.

Learning & Development: Structured training, mentoring, and clear pathways for internal mobility are emphasized. Fast, product‑centric teams help people build industry knowledge quickly.

Market Position & Stability: A large, global operator with expanding U.S. hubs offers scale, momentum, and opportunities to have impact across trading, tech, and operations. The brand’s growth creates openings for new roles and moves between functions.

Benefits & Perks: Benefits include day‑one 401(k) match with immediate vesting, unlimited PTO, parental leave, semi‑annual bonuses, an onsite gym, and regular social events, with many LA roles following a Tue–Thu in‑office cadence. Career materials and job posts consistently highlight these offerings as part of the employee experience.

Career Growth: Career pages and external profiles emphasize promotion‑from‑within, internal mobility, and structured learning and development. Roles spotlight hands‑on exposure to data‑driven marketing, rapid testing, and cross‑functional work across media, analytics, engineering, and sales.

Team Support: Colleagues are often characterized as smart, collaborative, and supportive, creating a social, fast‑moving office vibe. Descriptions point to cross‑functional collaboration and frequent team activities that reinforce a sense of camaraderie.

Learning & Development: Structured, hands-on learning includes formal training, paid certifications, mentorship, and frequent exposure to strategy, client conversations, and cross-team problem-solving. Daily work emphasizes skill-building across channels and access to broader AI-enabled capabilities after the acquisition.

Work-Life Balance: Hybrid and fully remote options with flexible start times and return-to-work arrangements support adaptable schedules across locations. Flexible PTO and parental leave policies further reinforce balance for many roles.

Team Support: Colleagues are often described as knowledgeable and collaborative, with frequent peer recognition through awards and all-hands shout-outs. These practices reinforce a supportive, appreciative culture on many teams.

Work-Life Balance: Flexible, remote/hybrid arrangements with “Flex Fridays,” flexible time off, and paid sabbaticals are emphasized. These practices are framed to help people recharge and manage peak campaign or release windows.

Benefits & Perks: HSA funding, a 401(k) match, student‑debt contributions, parental/partner leave, mental‑health support, and volunteer days are frequently highlighted. The package also includes travel‑friendly options and flexible PTO.

Autonomy: Teams are described as operating with high autonomy in a remote/hybrid model where deliverables matter more than location. Office time is optional and anchored around the Chicago HQ.