Best Software Companies to Work for (10,000+)

Belonging & Inclusion: ERGs across communities (e.g., Pride@Braze, Parents@Braze, Jews@Braze, Women@Braze) and initiatives like Braze for ALL, Culture Club, and speaker series are prominently featured and active. Feedback suggests these programs foster a strong sense of community, with ERG-directed giving surpassing $1.2M and social-impact avenues embedded in the employee experience.

Work-Life Balance: A hybrid-by-design model allows teams to operate in remote, hybrid, or in‑office modes, and employees highlight comfort managing family responsibilities through programs like Parents@Braze and flexible time off. Official filings acknowledge a large remote workforce, reinforcing flexibility as a core aspect of how work gets done.

Benefits & Perks: Comprehensive offerings include equal parental leave (16–18 weeks), up to 12 weeks paid medical/caregiver leave, mental‑health support (e.g., Modern Health), and family‑forming benefits with generous reimbursements. Additional perks such as multiple medical plans, 401(k) match and financial planning tools, telecommuter stipends, and tuition/learning stipends are emphasized.

Mission & Purpose: Work is often framed around a patient‑first mission to “give power to the patient,” which many describe as motivating and meaningful in day‑to‑day decisions. Company values and narratives consistently connect individual efforts to tangible patient impact.

Benefits & Perks: Benefits are characterized as strong, with comprehensive health coverage, parental leave, retirement matching, and hybrid/remote flexibility highlighted. In‑office perks such as daily lunch and wellness supports are also emphasized.

Team Support: Colleagues are often seen as thoughtful, collaborative, and supportive, creating a friendly environment across functions. Cross‑functional work is frequently described as cohesive and energizing.

Mission & Purpose: Work is explicitly tied to real‑world dating outcomes under the “designed to be deleted” ethos, which many find clarifying and motivating. This focus appears consistently across job postings, culture materials, and role descriptions.

Benefits & Perks: Materials highlight mental‑health support, generous time off, fully paid parental leave, learning stipends, and unique offerings like a monthly date stipend. A hybrid setup with intentional in‑office time and NYC office amenities is also emphasized.

Work-Life Balance: Published policies outline substantial PTO and wellness days alongside practices such as Summer Fridays within a hybrid model. These measures are framed to encourage true disconnection and a sustainable pace.

Belonging & Inclusion: Culture is repeatedly characterized as welcoming, inclusive, and values‑driven, with colleagues seen as caring and supportive across time zones. Company materials emphasize “welcoming to all,” integrity, and give‑back programs like SailPoint Cares that strengthen community.

Work-Life Balance: Flexible remote/hybrid options and generous time‑off policies are highlighted across roles and hubs, supporting healthy balance. A compassionate stance toward scheduling and time away underscores that people are treated as humans, not machines.

Learning & Development: Structured offerings—mentorship, job training, conferences, online courses, certifications, and the Sail‑U program—create clear avenues to grow skills. The identity security domain is presented as rich with learning curves that compound expertise.

Compensation: Pay is considered competitive across many roles, reinforced by programs like profit sharing and a 401(k) match that strengthen total rewards. Feedback suggests these offerings are a meaningful draw even as specifics vary by country, division, and site.

Career Growth: Internal mobility and global opportunities are often highlighted, supported by a decentralized structure and formal programs such as succession planning and the NextGen rotation. Feedback suggests employees can move across divisions and regions to build skills in diverse technologies.

Innovation & Products: Work is frequently tied to ADAS and monitoring systems, hybrid drives, and electronics, with external awards and partnerships signaling ongoing product relevance. Employees often point to meaningful, real‑world impact on vehicles and mobility tech.

Benefits & Perks: Benefits are described as robust, including RSUs/ownership framing, comprehensive healthcare, generous parental leave, wellness and fitness support, volunteer/mental‑health days, and home‑office stipends. Flexible and hybrid work options, travel opportunities, and region‑specific packages are also highlighted.

Belonging & Inclusion: Culture materials consistently foreground “FlyMates,” ERGs (such as Pride, Women of Flywire, and FlyBLACK), and formal belonging initiatives with training to support inclusion. External recognitions and company pages reinforce an inclusion‑forward environment that encourages bringing one’s whole self to work.

Learning & Development: Structured development is emphasized through mentoring, workshops, global induction, and internal mobility programs like #OneFlywire, alongside “learn by doing.” Named programs and employee spotlights showcase sustained investment in growth.

Benefits & Perks: Benefits are described as comprehensive, including medical, dental and vision coverage, a 401(k) match, company‑paid life and disability insurance, generous PTO and paid holidays, along with wellness perks and a structured hybrid model. Feedback suggests these tangible offerings contribute to a sense of support and well‑being.

Career Growth: Career development is emphasized through internal mobility, mentorship, paid certifications, annual reviews, and thorough training to navigate the platform and industry learning curve. Feedback suggests many gain meaningful skills and ownership on projects within a scaling fintech environment.

Team Support: Colleagues are often seen as approachable and collaborative, with cross‑functional problem‑solving, open communication, and team events that build connection. Feedback suggests this supportive dynamic makes day‑to‑day work engaging and community‑oriented.

Compensation: Pay is considered competitive across many roles, with mentions of equity, bonuses, and solid 401(k) matching. Compensation is often viewed as a relative strength compared with other categories.

Benefits & Perks: Benefits are described as comprehensive, including day-one health coverage, flexible or unlimited PTO, wellness stipends, parental leave, and hybrid/remote options. These offerings are positioned to support well-being and flexibility.

Mission & Purpose: Work is framed as directly impacting how energy projects hire crews, stay compliant, and get vendors paid, keeping teams close to real operations. Many roles emphasize meaningful ownership on problems central to the energy sector.

Work-Life Balance: Flexible and hybrid work practices, home‑office support, and generous PTO and parental leave are consistently emphasized. Feedback suggests teams and managers often protect time off and maintain reasonable boundaries.

Team Support: Colleagues are often seen as friendly, collaborative, and eager to help across functions, contributing to an "ohana" feel. Feedback suggests day‑to‑day interactions are people‑focused and supportive.

Benefits & Perks: Benefits are described as comprehensive, including strong healthcare, substantial leave, and remote‑work stipends and equipment. Feedback suggests these perks meaningfully support well‑being and ease of work.

Work-Life Balance: Flexible scheduling, a trust-based iMAway PTO approach, and wellness days are prominently emphasized, with hybrid options highlighted across materials. These practices are positioned to support reasonable hours and healthier pacing.

Belonging & Inclusion: Active employee communities and ERGs (e.g., iMProud, iMBlack, iMWomen) and the iBelong initiative are described as fostering connection across offices. Recurring inclusive events and programs aim to build a sense of community and inclusion.

Mission & Purpose: An explicit values framework and the “Make It Mean Something” ethos frame work as meaningful and customer-focused. Programs like iThrive provide structure around growth and purpose-aligned development.

Work-Life Balance: Hybrid and remote options, quarterly Wellness Days, and flexible hours are consistently highlighted as supports for balance. Many roles describe reasonable expectations around time off and the ability to manage schedules without heavy micromanagement.

Team Support: Colleagues are often seen as collaborative, supportive, and welcoming across regions, reinforced by global communities and culture events. A people-first ethos and multi-country Great Place to Work recognition signal strong peer cohesion.

Learning & Development: Structured programs, mentorship, and exposure to AI, cloud, and observability create robust opportunities to build skills. Early-career pathways and internal mobility are emphasized alongside resources like training, buddy systems, and industry events.

Work-Life Balance: A remote‑friendly setup with location flexibility, core overlap hours, and company‑funded offsites supports collaboration without daily commuting. Generous PTO, wellness days, and home‑office support help people manage personal commitments alongside work.

Benefits & Perks: Comprehensive offerings include health coverage, mental‑health resources, a U.S. 401(k) match, generous holidays/PTO, EAP, wellness stipends, and learning/development reimbursement. Region‑specific perks such as parental leave, fertility benefits, and home‑office stipends reinforce total rewards.

Team Support: Colleagues are often seen as approachable, talented, and collaborative, with rituals that recognize individual contributions and emphasize open idea‑sharing. Managers are described as providing real‑time feedback and visible recognition across distributed teams.

Benefits & Perks: Benefits include comprehensive health coverage, mental‑health support, generous parental and caregiving leave, equity participation, wellness programs, and retirement plans. This breadth of coverage is a clear attraction for many roles.

Work-Life Balance: A remote‑first, distributed model with optional offices, flexible schedules, wellness days, and PTO options helps many employees maintain boundaries. Numerous roles are described as having predictable hours with the ability to disconnect after work.

Mission & Purpose: Work centers on redefining the world’s relationship with money and ships at large consumer scale across payments, banking, investing, and lending. Teams often see immediate, visible impact from features used by tens of millions of customers.

Mission & Purpose: Work centers on building and operating brokerage, clearing, and custody platforms that power investing for well-known fintech brands, creating visible market-scale impact. Messaging around enabling “frictionless investing for everyone” reinforces a clear, purpose-led mandate.

Team Support: Colleagues and managers are often described as approachable and collaborative, with cross-functional partnering between product, operations, and engineering and mentoring for newer employees. Onboarding and access to leaders are highlighted as strengths that help people ramp and grow.

Benefits & Perks: Benefits include comprehensive health coverage, PTO that increases with tenure, volunteer time, parental leave, mental-health resources, and a 401(k) match, alongside a structured hybrid schedule. Employer pages and job postings consistently outline a well-rounded total rewards package.

Mission & Purpose: Work is framed around helping organizations prove cyber resilience, and the tangible, incident‑simulation nature of the platform is described as motivating and real‑world. This sense of purpose is frequently positioned as a reason people enjoy the work.

Learning & Development: Formal and informal learning are emphasized, including company‑wide training, “Learn Anything” funds, and regular growth conversations that support skills development. The core business of upskilling in cybersecurity is mirrored internally through hands‑on learning opportunities.

Work-Life Balance: Flexible start/finish times, reduced‑hours options, hybrid/remote setups, and thoughtful time‑off policies are highlighted as quality‑of‑life strengths. These practices are presented as part of a flexible, people‑first operating model.

Benefits & Perks: Benefits include health, dental, and vision coverage, a 401(k) match, equity with early exercise, unlimited PTO, paid family leave, team offsites, Friday lunches, and a guaranteed birthday off with a Michelin‑star dinner plus a mechanical keyboard choice. These offerings, alongside competitive compensation, signal deliberate investment in employee well‑being at a small but growing company.

Autonomy: Roles emphasize high ownership within a small, high‑bar team that prefers proactive self‑starters under a “no passengers” ethos. Broad scope, in‑person hubs in NYC/SF, and tight customer feedback loops create direct impact and end‑to‑end responsibility.

Innovation & Products: Work is centered on a high‑performance CI cloud built on bare‑metal infrastructure, microVM isolation, co‑located caching, and deep GitHub integration with rich CI observability. An active shipping cadence and visible performance wins make the product surface technically engaging with measurable outcomes for engineering teams.

Mission & Purpose: Work is positioned at the intersection of defense, public health, and critical infrastructure, with engineers deploying Foundry/Gotham/AIP into real operations. Many join for visible, real-world impact and a mission‑first culture emphasized in company materials.

Compensation: Pay and equity are described as highly competitive for technical roles, with strong total compensation noted across engineering tracks. Packages commonly feature substantial equity alongside comprehensive benefits and perks.

Autonomy: The forward‑deployed model provides early ownership, small‑team responsibility, and direct work with users to shape solutions end‑to‑end. Mentorship and bootcamp‑style onboarding are highlighted to support rapid ramp and hands‑on problem solving.

Work-Life Balance: Flexible work options are emphasized, with remote and hybrid setups and programs to keep distributed associates connected. Outside peak periods, balance is often considered healthy due to scheduling flexibility and leaders who respect time away.

Learning & Development: Learning resources span technical, industry, and leadership training, with coaching, CPA exam support, and tuition assistance. Broad client exposure across audit, tax, digital, and advisory enables skills growth and mobility.

Values & Integrity: Core values such as Integrity, Caring, Excellence, Teamwork, and Perseverance are prominently reinforced and reflected in day‑to‑day expectations. The culture is often characterized as collaborative and people‑first, grounded in those principles.

Mission & Purpose: The mission is framed as building the “control plane for enterprise agents” with a security‑first focus, and there are public signals of real deployments with name‑brand, regulated customers (e.g., HHS, MongoDB, Comcast). For those wanting production impact in high‑stakes enterprise settings, the work is positioned as consequential.

Autonomy: Roles are consistently described as high‑ownership, “founding” or forward‑deployed positions on a small, senior‑leaning team, giving individuals end‑to‑end stewardship and broad scope. In‑person collaboration with accessible founders further supports rapid decision‑making and visible impact.

Learning & Development: An apprenticeship‑style environment is emphasized through Lunch & Learns, close access to leadership, promote‑from‑within practices, and regular reflection on results. Challenging assignments across security, governance, and complex integrations accelerate practical skill growth.

Work-Life Balance: Work-life balance is considered a strong point, with hybrid “Centers of Energy,” remote options, and a flexible, “take the time you need” PTO approach that encourages real time off. Wellness initiatives like the Calm app, wellness days, and paid volunteer time further support recharge.

Benefits & Perks: Benefits are described as comprehensive, including multiple health plan options, a 401(k) match, equity, generous parental leave, and a Lifestyle Spending Account. Additional perks such as wellness resources and home‑office support contribute to a well-rounded total rewards package.

Team Support: Colleagues are often portrayed as collaborative, friendly, and helpful, with employee‑led groups fostering inclusion and community. The “One Team” culture and regular connection forums help people feel welcomed and supported.