Top Los Angeles, CA Adtech Companies With Best Company Culture (400)

Collaborative & Supportive Culture: Cross-functional collaboration between product, marketing, data, and engineering is emphasized, with a team-first approach embedded in explicit team norms. Leaders tie everyday expectations to company values that reinforce collaboration and shared ownership.

Learning & Knowledge Sharing: Formal support for professional development and AI upskilling is highlighted, alongside an ethos of continuous improvement captured by “1% better every day.” Company spotlights describe widespread application of AI to improve velocity and productivity, indicating active knowledge sharing in practice.

People-First Culture: Competitive pay and benefits, a 401(k) match, and wellness and technology stipends are presented as signals of a people-centered environment. Flexibility and public workplace accolades are emphasized as part of investing in employee experience.

People-First Culture: Wellbeing and inclusion initiatives are prominent, including Mental Health First Aiders, wellbeing workshops, an extra day off for World Mental Health Day, and company step/activity challenges. Formal DEI commitments and belonging-focused messaging reinforce a people-centered environment.

Collaborative & Supportive Culture: A “One Genius/one team” ethos is emphasized, describing a supportive, sociable culture with strong teamwork and flexibility. Colleagues are often characterized as smart, welcoming, and inclusive across backgrounds.

Learning & Knowledge Sharing: Mentoring and coaching, a Manager’s Academy, internal knowledge‑share events, and global internships/externships are positioned as ongoing development pillars. Structured manager training and early‑career pathways signal active investment in continuous learning.

Collaborative & Supportive Culture: Teams are described as collaborative, with inclusive ERGs and local culture committees building community and keeping people connected. The structured hybrid rhythm with in‑person rituals further supports cross‑team partnership.

Accountability & Ownership: Core behaviors emphasize empowerment and 'Own the Results,' and individuals are portrayed as trusted to make an impact. People are expected to raise the bar and take responsibility for outcomes.

Open Communication: Monthly all‑hands, access to leaders, and engagement surveys establish frequent company dialogue. Transparency is explicitly cited as part of how teams work and make decisions.

People-First Culture: ERG networks (e.g., Bridge Builders, Mosaic, Women at Zeta) and inclusion initiatives are positioned as central to belonging, paired with hybrid/remote options and flexible time off. These programs signal intent to support wellbeing and connection alongside day-to-day work.

Collaborative & Supportive Culture: Cross-team collaboration and a supportive, impact-oriented environment are emphasized, with stories of learning and partnership even in largely remote settings. Accessible teammates and growth mindsets are highlighted as enablers of problem-solving across functions.

Innovation & Creativity: A “big ideas,” AI-driven ethos frames work as tackling ambitious problems, with teams encouraged to experiment and iterate quickly. Descriptions like a “mad scientist’s playground” signal room for invention on large-scale projects.

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.

Authentic & Consistent Values: The company publishes explicit values centered on ownership, transparency, customer focus, unity, and fast iteration, and reiterates them in careers content and spotlights. Feedback suggests these values are reflected in collaborative behaviors, open knowledge‑sharing, and quick iteration.

Collaborative & Supportive Culture: Colleagues are commonly portrayed as smart, respectful, and quick to help across functions, with open knowledge‑sharing and cross‑functional support. Accounts also point to training and enablement that foster learning and impact.

People-First Culture: Flexible, remote‑friendly work, generous time off, comprehensive benefits, and visible ERG/DEI activity are emphasized as part of a people‑centric approach. Recognition on workplace lists and employee testimonials align with a culture that aims to help individuals feel valued and supported.

Accountability & Ownership: Feedback suggests the company sets a high bar with real ownership, shared accountability, and outcomes over optics, celebrating wins together and dissecting losses together. Senior-operator decision-making and a builder ethos indicate individuals are trusted to drive meaningful client impact.

Learning & Knowledge Sharing: Feedback suggests lunch-and-learns, quick talks, hackathons, and habit-forming learning rituals make it safe to admit gaps and celebrate curiosity. Engineering leaders cite faster test cycles and shared insights that raise experiment quality.

Adaptability & Agility: Feedback suggests rapid, all-inclusive testing across strategy, design, code, and analytics enables a ship-learn-ship rhythm. Hybrid collaboration “when it matters” and AI-as-engine practices reinforce quick decisions and iteration.

Collaborative & Supportive Culture: Company materials describe an open, inclusive workplace that encourages teamwork and transparent communication across levels. Leadership is portrayed as accessible with an open-door style that fosters trust.

Innovation & Creativity: Feedback suggests employees are encouraged to share new ideas and often see them implemented. The culture is framed around creativity and embracing new approaches to improve outcomes.

Recognition, Pride & Shared Success: Company materials highlight recognition programs, performance-based incentives, and repeated workplace honors that celebrate achievements. Team events and milestone celebrations reinforce shared success.

Accountability & Ownership: Empowered teams and individual ownership over outcomes are emphasized, with principles like Take Ownership and Commit & Do shaping day-to-day decisions. Autonomy is prioritized over heavy hierarchy, enabling faster execution and personal accountability.

Transparency & Integrity: Practices such as sharing context behind decisions, opening business metrics, and practicing radical candor are codified and encouraged. These norms are presented as mechanisms to build trust and align teams for speed.

Learning & Knowledge Sharing: The culture stresses maximizing learning and smart risk-taking, with early‑career programs that promote growth from day one. Engineering narratives highlight metrics‑led improvement, code reviews, and a zero‑bug stance that reinforce continuous learning.

Collaborative & Supportive Culture: Cross-functional collaboration is emphasized through efforts such as “Symphony” and iterative, data‑informed, cross‑functional ways of working, and feedback suggests teams lean into shared launches and live events. ERGs further strengthen connection by building community, mentorship, and leadership access across locations and businesses.

Respectful & Positive Atmosphere: Policies explicitly center on dignity, “doing the right thing,” and zero tolerance for harassment, setting clear conduct expectations that underpin daily interactions. Employees are often described as feeling valued, respected, and supported by teammates and leadership.

Learning & Knowledge Sharing: Rotational programs, internships, and Page‑style entry points create broad exposure and a “learn by doing” ethos across multiple businesses. Structured early‑career pathways and mentorship via ERGs help employees build skills and networks over time.

Authentic & Consistent Values: Company materials consistently center on TRUST—Transparency, Resourcefulness, Urgency, Simplicity, and Togetherness—showing values embedded in programs and rituals. Evidence includes ERGs and the Board of TRUSTees visibly tying everyday behaviors to these values.

Learning & Knowledge Sharing: The culture highlights ongoing development sessions, company-wide learning events, and skill-building opportunities across teams. Engineering practices like internal tech conferences and hackathons reinforce knowledge exchange and continuous improvement.

People-First Culture: Benefits such as flexible time off, wellness and mental health resources, parental leave, and community programs position wellbeing as a standard part of the employee experience. The Santa Monica “EdQuarters,” ERG programming, and connection-focused events emphasize belonging and support.

Fun, Rituals & Connection: Recurring 'Connect' programming, wellness experiences (e.g., virtual sound baths, meditations), mixers, team‑building, and dinners with leaders keep distributed teams engaged and connected. Hybrid flexibility with coworking options reinforces regular touchpoints with leadership and peers.

Authentic & Consistent Values: DEIB is treated as a core pillar through the VOICE Coalition, ERGs, and ongoing allyship and education, with leadership framing psychological safety and authenticity as cultural goals. Principles emphasize customer obsession, agility/ownership, innovation, belonging, and social impact alongside sustainability.

Collaborative & Supportive Culture: A 'community first' outlook emphasizes people feeling appreciated and seen, supported by friendly teams and cross‑functional collaboration. Leadership‑access programs and life‑skills workshops further reinforce community and support.

Authentic & Consistent Values: Leadership frames the company around “content made by people for people,” with People as the “hero brand,” giving teams a clear editorial north star and consumer focus. Feedback suggests this brand-led identity reinforces a people-first ethos across a broad lifestyle portfolio.

Collaborative & Supportive Culture: Cross-brand collaboration with the in-house Studio enables integrated campaigns and experimentation across platforms. Shared services and mature infrastructures create frequent opportunities to partner across brands and functions.

Learning & Knowledge Sharing: Expert networks, standards-driven work, content testing, and studio support foster craft development for journalists, editors, producers, and branded-content creatives. Feedback suggests off-platform growth and creator collaborations expand skill-building in social and video.

Empowering & Trusting Leadership: Leadership is described as servant‑oriented and approachable, empowering people at all levels to make an impact and learn from experienced colleagues. Feedback suggests regular all‑hands and open goal‑sharing reinforce trust and autonomy.

Collaborative & Supportive Culture: Colleagues are often seen as caring and team‑first, with cross‑department rituals like "Taco Talks" and monthly all‑hands fostering open collaboration. Day‑to‑day team interactions are portrayed as a highlight of the work experience.

Learning & Knowledge Sharing: A growth mindset is emphasized through continuous skills development, leadership training, clear career paths, and cross‑functional projects. Programs such as hackathons, LinkedIn Learning, and structured onboarding signal ongoing knowledge sharing.

Collaborative & Supportive Culture: Colleagues are often described as supportive across teams, with a team‑first, “in this together” ethos and cross‑functional collaboration. A people‑oriented environment emphasizes ownership while maintaining a constructive, helpful tone.

Authentic & Consistent Values: Clear, codified values—Growth Mindset, Guided by Data, Agency & Urgency, and In This Together—are presented as everyday decision guides. Rituals, programs, and ways of working are repeatedly framed as expressions of these values.

Healthy Workload & Retention: Benefits and flexibility (remote‑first setup, unlimited time off, health coverage, stipends, stock options) signal investment in sustainable work. Work–life balance is highlighted positively alongside intentional wellbeing and connection programs.

Accountability & Ownership: Accountability and ownership are emphasized through core values and an explicit push for equity participation so employees are positioned as owners. Autonomy is reinforced by “work your way” flexibility and empowerment to shape how outcomes are delivered.

Collaborative & Supportive Culture: Colleagues and immediate teams are often framed as friendly, collaborative, and supportive, with approachable managers in some groups. Community Action Teams, mentoring, and volunteer programs are positioned as mechanisms to strengthen cross-functional connection.

Fun, Rituals & Connection: Local rituals and informal gatherings (e.g., shared weekly meetups and office traditions) are described as part of how teams build connection. The stated value of “Laugh” and site-specific “time together” activities reinforce a social, human tone in day-to-day work.