Best Sales Companies to Work for (1,540)

Mission & Purpose: Work is framed around improving patient access and reducing friction across scheduling, intake, and post‑visit outreach, which many describe as meaningful in real healthcare settings. Positioning around agentic AI and visible customer traction reinforces a sense of tangible impact.

Benefits & Perks: Public materials highlight flexible PTO, multiple health plan options with $0 in‑network mental‑health copays on most plans, equity, stipends, ERGs, and paid parental leave. A remote‑friendly setup and community programs such as hackathons, trivia, and wellness events further support employee well‑being.

Work-Life Balance: The environment is presented as remote‑first with flexible work hours and flexible time off, enabling people to manage schedules while meeting outcomes. Some accounts cite excellent work‑life balance, particularly in roles that can work from home.

Mission & Purpose: Work is frequently described as helping everyday people resolve debt, consolidate high‑interest balances, and tap home equity—purpose‑driven and client‑focused. Feedback suggests this connection to member outcomes makes the work feel meaningful.

Benefits & Perks: Public materials outline whole‑person benefits such as medical/dental/vision, mental‑health support (Talkspace/EAP), tuition reimbursement, flexible time off, and a 401(k) match reported as 50% up to $5,000 annually. Feedback suggests these offerings are a recurring plus for employees.

Career Growth: Mentorship, formal training, leadership development, and internal mobility are emphasized, with examples of rapid progression and a meaningful share of roles filled internally. Feedback suggests structured onboarding and certification (e.g., IAPDA) help frontline teams ramp and advance.

Belonging & Inclusion: An inclusive, people‑first culture with strong emphasis on diversity and equity is consistently highlighted. Feedback suggests employees feel welcome to bring their authentic selves, supported by ERGs, bias training, and approachable leaders.

Work-Life Balance: Flexible, hybrid practices and trust‑based time off are emphasized. Feedback suggests policies like quarterly balance days and a work‑from‑anywhere option make it easier to unplug and manage personal priorities.

Team Support: Colleagues are often seen as supportive and collaborative across teams and regions. Feedback suggests scalable internal systems and welcoming onboarding reduce day‑to‑day friction.

Work-Life Balance: Remote-first norms and flexible schedules are widely emphasized, with most roles primarily remote and PTO/leave policies supporting balance. Many teams describe in-person collaboration as occasional rather than mandatory.

Mission & Purpose: Teams emphasize tangible impact in safety and regulatory compliance, combining software, on-site consulting, and training to drive practical outcomes for clients. This purpose-driven focus is often described as meaningful day to day.

Team Support: Colleagues are often seen as collaborative and willing to help across departments, with cross-team norms highlighting an approachable, helpful culture. Open communication and a “one team” mindset are recurring cultural cues.

Benefits & Perks: Wellness stipends, mental‑health resources, flexible time off with “Refresh Days,” paid parental leave, and a 401(k) match are offered alongside hybrid/remote options. Additional perks such as gym access in Chicago, catered lunches, and company‑paid health/vision/dental are highlighted on company and Built In pages.

Career Growth: Promotion‑from‑within messaging, mentorship programs, “Camp BigTime” onboarding, and customized development tracks point to structured advancement. A scale‑up setting backed by a major PE investment and acquisitions expands scope for cross‑functional work and learning.

Team Support: Colleagues are often characterized as friendly, collaborative, and supportive, with ERGs and regular mixers/all‑hands strengthening cross‑team ties. Leaders are described as accessible via open‑door policies and skip‑level check‑ins in several culture descriptions.

Benefits & Perks: Benefits are described as unusually comprehensive for a midsize firm, including employer-paid medical/dental/vision, paid parental leave with a phased return, family-planning support, a 401(k) match, professional development funds, and recurring Wellness Friday half-days. Such offerings reinforce a people-first, family-forward environment.

Work-Life Balance: Work-life balance is signaled by a hybrid schedule with set in-office collaboration days and recurring Wellness Fridays, alongside encouragement to rest and take time off. These norms make it easier to manage personal commitments while maintaining in-person collaboration.

Career Growth: Employees describe rapid responsibility, internal mobility across teams, and structured development through learning budgets and defined growth tracks. Examples of cross-functional promotions underscore opportunities to make an impact in a compact organization.

Work-Life Balance: Schedules are often flexible, with hybrid/remote options, generous time off, and strong family leave policies supporting balance. Wellbeing resources and wellness initiatives further reinforce a sustainable pace.

Team Support: Colleagues are frequently described as collaborative and supportive, reinforced by an 'ohana' ethos and cross‑departmental programs. Rituals like Aloha Fridays and learning sessions help people connect, share updates, and solve problems together.

Benefits & Perks: Benefits are positioned as comprehensive, covering health coverage, retirement matching, mental health resources, and home‑office support. Additional perks such as performance bonuses, commuter benefits, and in‑office amenities round out the offering.

Work-Life Balance: Flexible options across hybrid, remote and field roles—plus front‑loaded five weeks of flexible PTO, summer hours, and “no Friday meetings after 3 p.m.”—support balance. Mental‑health support and paid volunteer time further reinforce time and wellbeing priorities.

Mission & Purpose: Products aim to engage patients and providers “in the moments care decisions are made,” which makes work feel directly tied to patient–provider conversations. Company profiles consistently emphasize this patient‑focused mission.

Benefits & Perks: Health and family benefits include Cigna medical plans, Delta Dental, EyeMed vision, mental‑health platform access, paid parental leave, and fertility reimbursement up to a $10,000 lifetime max. Financial perks such as a 401(k) with a 3% safe‑harbor contribution and HSA contributions add meaningful support.

Autonomy: A remote-first “Convexity” culture emphasizes high ownership with coaches over managers, clear scopes, and transparent, documented goals. Feedback suggests this lets self-starters make decisions quickly and see visible impact.

Work-Life Balance: Async-friendly practices and trust-based flexibility allow people to manage where and when they work, with generous time-off policies that vary by region. Home-office support and low-meeting norms aim to make remote work sustainable.

Learning & Development: Peer learning is built in from day one through structured onboarding, buddy systems, and regular feedback, alongside clear leveling and internal mobility. Individual learning budgets and access to the platform reinforce continuous growth.

Learning & Development: Training is described as comprehensive, with structured onboarding, 700+ on‑demand modules, live workshops, and office hours that help newcomers ramp quickly.

Team Support: A strong advisor community, active forums and meet‑ups, plus responsive HQ support, create a collaborative environment where people feel heard and supported.

Work-Life Balance: Advisors can work remotely, set their own schedules, and start part‑time with no sales minimums, while HQ roles follow a hybrid model with flexible Fridays and limited work‑from‑anywhere time.

Team Support: Colleagues are often seen as collaborative and supportive, with onboarding and cross‑team help fostering a strong sense of community. Feedback suggests approachable leaders and in‑person rhythms help connection across global hubs.

Innovation & Products: The platform is commonly described as modern and AI‑native, with ongoing expansion that creates pride and energy in building a category‑leading product. Feedback suggests this momentum makes day‑to‑day work engaging and impactful across functions.

Mission & Purpose: Work is frequently tied to a clear mission of removing “shadow work” in travel and spend, which many find motivating. Feedback suggests shared belief in the product and purpose strengthens cohesion across distributed teams.

Belonging & Inclusion: Culture is described as collaborative and inclusive, anchored by values like “Bring You” and reinforced by employee-led groups and community programs. Repeated Best Place to Work and culture awards, especially in Boston, signal a strong sense of belonging.

Learning & Development: Career development is emphasized through mentorship, internal mobility, emerging‑talent programs, and paid certifications aligned to the “Never Done” value. Company materials highlight upskilling across technical roles with manager-supported growth.

Benefits & Perks: Benefits include unlimited PTO (U.S.), generous parental leave, ESPP/equity, wellness resources, and office amenities. Company-wide recharge days, paid volunteer time, and stocked collaboration hubs are commonly highlighted.

Work-Life Balance: A remote-first setup with flexible schedules, company-wide recharge days, and home-office support is emphasized to help employees manage work and life across time zones. Autonomy around location and time is positioned as a core element of day-to-day operations.

Team Support: Employee testimonials describe a respectful, highly collaborative, low-ego environment where colleagues readily help across functions and geographies. This collaborative tone is highlighted as especially important for distributed teams.

Benefits & Perks: Comprehensive offerings include day-one healthcare, employer-paid therapy and coaching, generous parental leave, wellness and WFH stipends, and flexible time off. Recurring “Best Places to Work” recognition is cited as reinforcing investment in total rewards.

Autonomy: Work is framed as high-ownership with access to leadership and the chance to ship quickly in a remote-first setup, enabling individuals to influence outcomes and experiment.

Career Growth: Opportunities are portrayed as abundant in a high-growth environment, with rapid progression, cross-functional exposure, and resources like learning stipends and paid certifications.

Market Position & Stability: Momentum is highlighted through strong funding, broad product adoption, and external recognition, creating visibility and energy around the work.

Mission & Purpose: Work centers on widely deployed security technology that protects critical organizations, with visible wins and recognition on prominent workplace lists. A clear focus on stopping breaches gives day‑to‑day work strong meaning and pride.

Work-Life Balance: Many roles are remote or hybrid, and the company invests in programs to support connection and flexibility within a remote‑first model. Remote options are emphasized in company materials and job postings as a consistent advantage.

Career Growth: As a market leader in endpoint security, teams gain exposure to modern cloud/AI security problems and global customers. Hypergrowth and platform scale create opportunities to learn, move internally, and build high‑impact experience.

Mission & Purpose: Work connects directly to improving operations and resident outcomes in assisted living and memory care, with materials and spotlights emphasizing solving real customer pain points from the Chicago hub. Ongoing product releases and integrations in this domain reinforce a tangible sense of end‑user impact.

Team Support: Colleagues and leaders are often described as approachable, kind, and supportive within a people‑first culture. Collaborative practices like pair programming, team‑based planning, and open‑door norms reinforce cross‑team cooperation.

Work-Life Balance: Flexible arrangements (in‑office, hybrid, and remote depending on role) and manager‑set cadences are cited, alongside generous PTO and parental leave. These practices point to reasonable expectations and support for daily balance.

Team Support: Colleagues are often described as friendly, collaborative, and quick to share knowledge, with teams celebrating wins together. The environment is portrayed as welcoming, energetic, and cross‑functional rather than siloed.

Work-Life Balance: Hybrid schedules and flexibility help employees manage their time and maintain balance. Good hours and work‑from‑home options are commonly highlighted as part of the day‑to‑day experience.

Mission & Purpose: Work is framed around becoming a universal symbol of trust, giving teams a clear and energizing purpose. Efforts to combat fake reviews and promote transparency make the work feel consequential.

Benefits & Perks: Benefits are frequently characterized as comprehensive, including 100% employer-paid individual medical/dental/vision, flexible PTO, parental leave, equity, and on‑site or home‑office perks.

Career Growth: Career paths are often framed as upwardly mobile, with SDR‑to‑AE progressions, internal mobility, and structured development via training, conferences, and Lunch & Learns.

Team Support: Colleagues are often seen as supportive and collaborative, with accessible leadership, open communication, and recognition practices that encourage sharing strategies and celebrating wins.

Benefits & Perks: Benefits are promoted with first‑day eligibility and broad family supports, including paid parental leave, adoption/foster assistance, senior care support, and an employee stock purchase plan. Health and wellness options and PTO are highlighted as comprehensive across the organization.

Learning & Development: Learning paths span multiple businesses, with offerings like Rocket Academy (including tuition‑paid options), 1:1 coaching, and a robust online learning hub. Internal mobility tools and formal leadership programs signal structured pathways for growth.

Belonging & Inclusion: Team Member Resource Networks and visible DEI programs are emphasized, and belonging is presented as part of the daily culture. Materials also point to strong signals around authenticity and inclusion within the organization.

Autonomy: Colleagues are trusted with end-to-end ownership under “context over control,” with small teams empowered to make decisions and challenge ideas rather than people. This structure reduces micromanagement and lets individuals see the direct impact of what they ship.

Innovation & Products: Product work moves from idea to users quickly through frequent AI-native releases and a high shipping cadence, creating a strong builder environment. Contributors regularly see tangible outcomes from new features and platform investments.

Market Position & Stability: The company highlights momentum with a $52M Series B led by GV, 5,000+ paying customers, and $116M raised to date, signaling resources to scale teams and product. Active hiring across London, Europe, and US hubs underlines ongoing growth plans.