Best Martech Companies to Work for in Chicago, IL (389)

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.

Work-Life Balance: Schedules are often described as flexible or hybrid, with Summer Fridays and wellbeing programs helping people manage personal and professional demands. Hybrid norms and clear time-off practices contribute to a generally sustainable pace in many roles.

Team Support: Colleagues are frequently characterized as smart, helpful, and collaborative, creating a supportive day-to-day environment. Many groups emphasize inclusion and belonging through ERGs and cross-functional cooperation.

Benefits & Perks: Benefits are described as comprehensive, including multiple medical options, robust mental-health resources, fully paid parental leave, and 401(k) contributions. Additional perks such as generous PTO, tuition reimbursement, commuter subsidies, Care.com backup care, and pet insurance are often highlighted.

Team Support: Colleagues are often described as kind, low‑ego teammates who readily share knowledge and help across regions, with shout‑out rituals and peer‑nominated awards reinforcing the collaborative tone. Regular open forums and Q&A sessions help people feel heard.

Work-Life Balance: Hybrid rhythms of three days in office and two remote, trust‑based time off in some locations, and generous parental leave are highlighted as enabling healthy balance. Offices also offer quiet zones and ergonomic setups to support focus when on‑site.

Benefits & Perks: Comprehensive health coverage, wellness resources, and retirement programs pair with daily meal credits or catered breakfasts and lunches in major hubs. Social events and community programming are common, adding energy to in‑person days.

Benefits & Perks: Offerings include mental-health support via Modern Health, 16 weeks paid parental leave for all parents, flexible PTO with company Rest & Recharge days, an ESPP with equity grants, and a 401(k) match. Additional perks such as home-office and internet stipends, legal insurance, commuter benefits, and lifestyle stipends reinforce a total-rewards package beyond basics.

Work-Life Balance: The company promotes a flexible, hybrid setup across global hubs with remote options, meeting-free focus days, and flexible schedules. Company-wide recharge days and flexible PTO are positioned to support balance and reduce burnout.

Belonging & Inclusion: DEI is presented as always-on, with public updates, active employee resource groups, and inclusion embedded in hiring, development, and product practices. Community engagement and transparency around representation underscore an emphasis on belonging.

Mission & Purpose: Work is closely tied to improving patient education and provider–patient conversations at the point of care, with a large in‑office network that brings day‑to‑day tasks near clinical decision moments. Feedback suggests this scale and clarity of purpose make contributions feel meaningful.

Work-Life Balance: Hybrid/remote options by role, summer short‑day Fridays, front‑loaded flexible time off, mental‑health resources, and “no Friday afternoon meetings” are highlighted. Job postings also show fully remote roles in areas like analytics and product, signaling flexibility across functions.

Team Support: Colleagues are often seen as kind, supportive, and collaborative, with managers described as approachable and helpful. Repeated workplace recognitions and culture signals reinforce a people‑focused, collaborative environment.

Work-Life Balance: Flexible time off, Summer Fridays, a hybrid policy with employee choice, and a full holiday week off signal tangible support for balancing work and life.

Learning & Development: An “Always be Learning” ethos with ongoing education, internal/external workshops, and visible internal mobility is emphasized, and feedback suggests employees can broaden skills across roles.

Benefits & Perks: Comprehensive health coverage, a 401(k) match, equity and performance bonuses, home-office and wellness reimbursements, parental leave, and DEI practices are clearly outlined.

Team Support: Colleagues are often described as helpful, low‑ego, and collaborative, fostering a friendly environment where people readily support one another across teams and locations. This shows up in narratives about open communication, shared ownership, and a team‑oriented culture.

Benefits & Perks: Benefits are portrayed as comprehensive, including 100% paid parental leave for all parents, employer‑paid therapy and coaching, wellness and WFH stipends, flexible time off, and company‑wide recharge days. Public materials and external recognition reinforce a benefits‑forward posture.

Work-Life Balance: Flexible schedules and a remote‑first setup help many manage personal and professional priorities. Extended holidays and recharge days are intended to support balance in a fast‑moving environment.

Autonomy: An entrepreneurial, “nothing is someone else’s problem” mindset and team-level ownership are emphasized, with squads owning roadmaps and ways of working. This setup gives self-starters wide latitude to shape how work gets done across a hybrid, distributed organization.

Benefits & Perks: Offerings include five weeks of paid vacation, paid parental leave, comprehensive health coverage with mental health and transgender‑inclusive benefits, and hybrid/remote flexibility. Additional perks such as equity options, performance bonuses, weekly lunches, wellness benefits, and global rotation opportunities are also described.

Market Position & Stability: An AI-powered platform used by hundreds of global brands and managing multi‑billion‑dollar ad spend provides visible, high‑impact work. Private‑equity backing and acquisitions (e.g., Ad‑Lib.io, INCRMNTAL) signal ongoing investment, scale, and an expanding product surface area.

Work-Life Balance: Remote/hybrid options are standard and a 4.5-day “Flex Fridays” model is promoted, with emphasis that results matter more than location. Flexible PTO and paid sabbaticals are also highlighted as part of a sustainable cadence.

Benefits & Perks: Listed programs include employer HSA funding, 401(k) match, student‑debt contributions, generous parental/partner leave, flexible PTO, a paid three‑week sabbatical, and volunteer days. Wellness resources and stipends are also noted.

Belonging & Inclusion: A “people‑first” ethos is reinforced through ERGs, DEI efforts, and values like humility and supporting each other. Employees cite feeling supported and aligned to the mission.

Work-Life Balance: A hybrid model with remote flexibility, flexible time off, paid holidays and sick time, and summer hours is emphasized to help maintain healthy boundaries. Feedback suggests the pace can be fast while balance is supported through these policies.

Team Support: Colleagues are often seen as collaborative and supportive, with teammates described as friends and mentors and ideas being welcomed. Recognition rituals like awards and shout-outs further reinforce a supportive culture.

Leadership Communication: Leaders are visible and approachable, sharing priorities via OKRs, webinars, all-hands, and open-door norms. This transparency appears alongside cross-functional planning and regular updates on product direction and partnerships.

Work-Life Balance: Flexible schedules, hybrid options, core hours, and seasonal “Sunshine Hours” are emphasized, enabling people to balance work with personal lives. In-person all-hands and team planning rhythms are described as supporting clear coordination without rigid time demands.

Benefits & Perks: Comprehensive packages starting day one include medical, dental, vision, extended parental and adoption leave, 401(k) match, bonuses/profit sharing, tuition reimbursement, student loan support, and wellness programs. Additional offerings such as pet and legal insurance, ClassPass discounts, and an onsite gym in Chicago are also highlighted.

Belonging & Inclusion: A dedicated Global Inclusion team, active ERGs (e.g., BOLD, GENIE, HOLA, LEAP, Rainbow, WISE/WIT), and ongoing DEI education are prominently featured. Community and sustainability initiatives reinforce a culture that aims to value difference and foster belonging across locations.

Work-Life Balance: Remote-first flexibility with periodic in-person meetups is highlighted as supporting balance and autonomy. Flexible scheduling and generous time off are repeatedly emphasized across company and profile materials.

Benefits & Perks: Benefits are described as comprehensive, including medical/dental/vision coverage, paid parental leave, a retirement match, and wellness and home-office stipends. Extras such as weekly meal credits, retreats, and social clubs reinforce a people-focused total rewards approach.

Autonomy: Management is often portrayed as trusting people to do their jobs without micromanagement. Leadership messaging emphasizes ownership and independence within a collaborative setup.

Benefits & Perks: Benefits are described as comprehensive, including medical/vision/dental, 401(k) with match, paid leave, wellness programs, and flexible or hybrid options in many corporate roles. Employer materials and brand profiles emphasize competitive packages that support physical, mental, and financial well-being.

Learning & Development: Employees are offered structured pathways, on‑demand learning, mentorship, co‑ops/internships, and leadership programs with internal mobility across brands. Exposure to omnichannel platforms, data, and retail tech creates hands‑on learning at enterprise scale.

Market Position & Stability: The organization operates at large scale across multiple U.S. grocery brands with a clear omnichannel strategy, which is seen as providing long‑term stability and opportunities. Union agreements in some regions and continued investment in supply chain and digital further reinforce steadiness.

Market Position & Stability: The company has signaled scale and runway through sizable funding and the acquisition of a major ticketing platform, alongside expanding partnerships and new markets. These moves indicate an expanding platform footprint in live entertainment and ticketing.

Mission & Purpose: The mission to democratize access to culture and entertainment, paired with visible consumer experiences and major IP collaborations, is framed as energizing. Global reach across many cities provides tangible impact and scope.

Autonomy: Values emphasize speed, ownership, and data-driven decisions in a high-velocity culture. Project ownership and hands-on scope across markets are highlighted as attractive aspects.