Top Chicago, IL Companies With Best Company Culture (4,926)

Authentic & Consistent Values: The company centers its mission on expanding fair, accurate credit access (including enabling rent and utility reporting), and product partnerships are presented as putting this mission into practice. Public messaging about “rewiring” credit data and inclusion appears consistently across materials.

People-First Culture: A remote‑first setup with flexibility, unlimited PTO, and home‑office support reflects an intentional focus on work/life harmony. Company communications highlight remote‑first as a deliberate choice supported by culture programs and compensation.

Recognition, Pride & Shared Success: Recent industry awards and a product‑forward ethos emphasize pride in shipping impactful infrastructure. Public materials highlight momentum and customer impact as shared achievements.

Accountability & Ownership: Company materials emphasize direct communication, initiative, and giving teams room to lead, signaling clear personal responsibility and autonomy. The culture language around execution and trust reinforces end-to-end ownership in day-to-day work.

Learning & Knowledge Sharing: The careers content highlights continuous learning, professional development, and opportunities to shape product direction. Public profiles describe hackathons and technical deep dives that facilitate idea exchange across levels.

Fun, Rituals & Connection: Perks such as a company-paid 24/7 fitness center, catered lunches, and team events aim to build camaraderie. These on-site rituals create touchpoints for connection beyond core work.

People-First Culture: Inclusive pillars such as “Home for All,” ERGs, and a published Human Rights Policy emphasize valuing varied perspectives and safety as priority one. Feedback suggests these structures signal an intent to prioritize people and belonging across brands and sites.

Collaborative & Supportive Culture: A collaboration-focused Deerfield headquarters and a synchronized hybrid cadence are designed to bring teams together and strengthen connection. Feedback suggests many associates experience supportive day-to-day teams and direct supervisors in pockets of the organization.

Innovation & Creativity: Purpose- and growth-led messaging centers on transforming spaces into havens and encouraging bold decisions through the FBIN Blueprint. Feedback suggests the HQ consolidation is framed to fuel cross-brand innovation and faster problem solving.

People-First Culture: Benefits such as 18 weeks of paid parental leave with a ramp‑back program, mental health support, multiple spending wallets, and 20 company‑wide Away Days reflect a whole‑person approach. Remote‑first flexibility to work within one’s country and encouragement to take time off reinforce care for life outside work.

Authentic & Consistent Values: Five core values—People come first; No fine print; It’s on us; Simpler is better; Push the envelope—are repeatedly emphasized and tied to product and teamwork decisions. Leadership links culture to accountability, clear ownership, and transparency in line with these values.

Collaborative & Supportive Culture: An inclusive community is prioritized through ERGs and community groups that foster belonging. Remote‑first norms are supported by stipends, programs, events, and structured learning and knowledge sharing across teams to keep distributed work connected.

Collaborative & Supportive Culture: Colleagues are often seen as supportive and kind, with teams emphasizing collaboration across remote, field, and hub roles. Mentorship, structured onboarding, and approachable managers reinforce a help‑oriented, team‑first environment.

People-First Culture: Belonging is emphasized through employee-led culture collectives, ERGs, and inclusive celebrations that connect distributed teams. Benefits, flexibility, and wellbeing programming signal attention to teammates as people, not just performers.

Cultural Alignment: Work is framed around improving patient–provider engagement and health outcomes, which many find meaningful in daily tasks. Mission-centric initiatives and community impact efforts reinforce purpose as part of the culture.

Collaborative & Supportive Culture: Teams are described as supportive and low‑ego, openly sharing knowledge, helping one another, and celebrating successes together across regions and offices.

Open Communication: Leaders host regular global and local all‑hands with transparent updates and real‑time Q&A, alongside open‑door conversations and ongoing one‑on‑ones that normalize candid dialogue.

Recognition, Pride & Shared Success: Rituals like the 'Ring the Bell' Slack channel, 'Taboola Toasts,' and global gatherings showcase wins and create shared moments of pride and connection.

People-First Culture: Company materials describe a digitally native, remote-first setup with flexible time off and home-office support, framed by a visible IDEA initiative. Feedback suggests this design centers employee well-being and access in how work gets done.

Collaborative & Supportive Culture: The “Pack First” value emphasizes succeeding and failing as one team, optimizing for the whole organization, and assuming positive intent. Cross-team events, hackathons, and descriptions of smart, caring colleagues reinforce an expectation of teamwork in a distributed environment.

Recognition, Pride & Shared Success: Peer recognition programs like Bonusly and shout-outs are highlighted as staples that celebrate contributions and keep appreciation flowing. Feedback suggests these rituals help maintain connection and pride across remote teams.

People-First Culture: The company frames itself as family-owned and people-focused, with employees described as treated fairly, respected, and appreciated. Corporate standards emphasize dignity, respect, safety, and good citizenship across operating companies.

Collaborative & Supportive Culture: Colleagues and managers are characterized as approachable and supportive, with teamwork and mutual help emphasized in day-to-day work. Company events, recognition, and community giving foster connection and help maintain morale.

Empowering & Trusting Leadership: A decentralized structure gives operating companies autonomy and trust to make decisions close to the work, fostering entrepreneurship and innovation. Leadership messaging affirms that impactful ideas can come from anyone in the organization.

Authentic & Consistent Values: Cultural principles are explicitly codified (e.g., inclusive, transparent, creative, client‑first) through a cross‑functional effort and reinforced by leadership. Company materials frame culture as a prized asset that employees co‑create and carry.

Collaborative & Supportive Culture: Day‑to‑day practices emphasize team‑based planning, open‑door access, employee resource groups, and local volunteering that encourage cross‑team collaboration. A hybrid model across office hubs supports a connected, global feel.

People-First Culture: Wellbeing programs and flexible supports (e.g., wellness reimbursements, family care resources, accommodation for dependent‑care needs) are prominently featured. Generous time off, wellness stipends, paid charity days, and periodic sabbaticals signal investment in people.

Accountability & Ownership: Roles are framed for high agency and a “builder” mindset where individuals own outcomes and ship frequently. Messaging highlights taking on hard problems and optimizing for impact over titles.

Transparency & Integrity: Work is intentionally “in public” with decisions and progress tracked in shared spaces, while personal feedback remains private. This setup aims to make context broadly visible and reinforce trust.

People-First Culture: The organization invests materially in remote enablement—fully remote by design with robust tooling, ergonomics, and notable home‑office support. Benefits and thoughtfully planned offsites and sprints are positioned to help people do their best work while distributed.

Collaborative & Supportive Culture: Feedback suggests coworkers are high‑caliber and teams collaborate well, with multiple mentions of “good people” and strong engineering peers. Some accounts highlight supportive peer interactions and camaraderie that make day‑to‑day work positive.

Learning & Knowledge Sharing: Feedback suggests employees learn daily from strong peers and are positively challenged, echoed in testimonials about rapid growth and “pushing the limits.” Learning opportunities are positioned as part of building both the product and the company.

People-First Culture: Feedback suggests flexibility signals like remote/hybrid roles, protected focus time, and broad benefits contribute to feeling respected outside of work. Company messaging emphasizes inclusivity, well‑being, and philanthropy as integral to culture.

Collaborative & Supportive Culture: Feedback suggests a unifying “ONETEAM” identity, campus design for teamwork, and programs that encourage cross‑team connection. Colleagues are often portrayed as collaborative with structures that amplify employee voice.

Recognition, Pride & Shared Success: Feedback suggests a peer‑nominated MVP program, internal spotlights, and a value‑sharing plan signal appreciation and shared upside. External workplace honors are positioned as reinforcement of cultural pride.

Transparency & Integrity: Feedback suggests the organization publicly shares inclusion representation and acknowledges areas to improve, pairing values language with “raw truth telling.” This openness frames culture initiatives as an ongoing journey.

Collaborative & Supportive Culture: Colleagues are often described as helpful and team‑oriented, with a respectful, collaborative atmosphere. The company highlights a team‑centric philosophy that values partnership and positive interactions.

Empowering & Trusting Leadership: Leaders are depicted as fostering trust, transparency, and open communication while encouraging ideas and granting meaningful responsibility. Management is characterized as supportive and ethical.

Recognition, Pride & Shared Success: A pay‑for‑performance approach and recognition programs are emphasized, including shared rewards through stock purchase opportunities and bonuses. External distinctions such as Most Loved Workplaces and Best Places to Work reinforce a shared‑success narrative.

People-First Culture: Inclusion, diversity, and belonging are emphasized as core to being “a company for everyone,” with robust well-being benefits and paid time off reinforcing that stance. Leaders frame an employee-first ethos and a mission to simplify complex health and wealth journeys for millions.

Collaborative & Supportive Culture: Teams are positioned as collaborative problem-solvers with approachable experts, and remote-friendly practices are designed to keep distributed colleagues connected. Colleagues and managers are often characterized as supportive, contributing to a friendly, team-oriented environment across many roles.

Learning & Knowledge Sharing: The organization highlights career development, continued learning, and opportunities to lead projects or join committees. Knowledge-sharing rituals, skill-building events, and internal mobility are portrayed as part of everyday work.

Accountability & Ownership: Performance expectations shifted in 2023 to reinforce ownership and accountability for results, aligning work with measurable outcomes. Values like “Own it” and a high‑impact mindset emphasize results over presence in a Virtual First setup.

Efficient & Empowering Processes: Virtual First codifies async‑by‑default work with four‑hour core collaboration hours, protecting deep work while concentrating meetings. Playbooks, Studios for purposeful gatherings, and ongoing iteration of norms and toolkits make distributed teamwork more predictable and effective.

Fun, Rituals & Connection: Hack Week, Impact Days, ERGs, and “Gratitude Post” foster creativity, service, and appreciation across a distributed workforce. Studios, neighborhood meetups, and regular offsites create intentional moments of belonging and connection.

Collaborative & Supportive Culture: Colleagues are often seen as collaborative and team‑oriented, creating a great, productive, and fun environment. Feedback suggests a small‑company feel that enables close teamwork while delivering meaningful projects for notable clients.

Healthy Workload & Retention: Work–life balance is actively promoted through flexible and hybrid options, signaling respect for time outside work. Feedback suggests the firm aims to work smarter and avoid heavy travel typical of consulting.

Learning & Knowledge Sharing: Continuous learning is emphasized via varied projects, industry‑leading tools, and mentorship, supported by development tracks, training, and conferences. Feedback suggests employees can grow quickly and expand skills in a specialized data and analytics setting.

People-First Culture: Company programs include open meetings, employee resource groups (Women of SteelSeries, For Pride, a Mental Health group), and well‑being supports like an EAP and mindfulness tools. Initiatives are positioned as ongoing and tied to people‑first values of Listen, Challenge, Transform.

Collaborative & Supportive Culture: Colleagues are often described as helpful and friendly within an approachable, casual environment that encourages questions and learning. Communal gaming areas and social office elements reinforce an informal, team‑oriented vibe.

Healthy Workload & Retention: Work‑life balance is highlighted through flexible schedules, remote‑friendly policies, generous PTO, and structured practices like team‑based planning and OKRs. The day‑to‑day rhythm is portrayed as manageable while allowing people to make a visible impact.

Authentic & Consistent Values: Three core values—Own It, Elevate It, Send It—are tied to daily behaviors through onboarding, decision norms, and values-tagged recognition. The mission of “leveling the playing field” and a bias for action are consistently presented as guiding how work gets done.

Recognition, Pride & Shared Success: Visible kudos flow through Bonusly and a #kudos Slack channel, with shout‑outs explicitly linked to values hashtags (#ownit, #elevateit, #sendit). Bi‑annual summits and public acknowledgments are highlighted to celebrate wins and strengthen connection.

Transparency & Integrity: Leadership messaging emphasizes openness, including direct access to executives and sharing both wins and misses to build trust. Cultural descriptions repeatedly call out candor, purpose, and collaboration as operating norms.

Collaborative & Supportive Culture: Feedback suggests cross‑team collaboration with supportive managers is common, including global cooperation and employee‑led communities that strengthen connections.

Accountability & Ownership: Feedback suggests employees have meaningful autonomy and ownership to make an impact, with the ability to contribute ideas and even shift roles with full support.

Healthy Workload & Retention: Feedback suggests the company promotes work‑life balance through flexible/hybrid practices and generous parental support, encouraging people to prioritize personal and family needs.