Top Los Angeles, CA Big Data Companies With Best Career Growth & Development (170)

Mentorship & Sponsorship: Formal programs pair mentors (including women’s ERG members) with employees seeking guidance, with executive coaching available upon request. These supports help individuals navigate career decisions and growth.

Training & Education Access: Learning resources include job training, conferences, “Lunch and Learns,” and a self-guided Monte Carlo University to deepen platform knowledge. Enablement content and certifications provide consistent access to structured education.

Internal Mobility: Examples highlight internal promotions in sales development and lateral role changes such as moving from support engineering to software engineering. Stretch projects and encouragement to advocate for one’s path further enable transitions.

Training & Education Access: GM highlights enterprise learning platforms (e.g., Degreed) and technical academies like GM Technical Learning University, alongside tuition-aligned programs such as the Technical Education Program. These resources span areas from PLCs/robotics to EV skills and are complemented by tuition assistance and certificate pathways.

Mentorship & Sponsorship: The career site emphasizes formal mentorship (new‑hire, technical, career, leadership) and global networking, with communities of practice like the Geek Experience supporting ongoing knowledge‑sharing. Feedback suggests these structures provide regular guidance and relationship‑building that accelerate development.

Internal Mobility: GM promotes internal recruiting and rotational paths like TRACK that help employees move across functions and build networks. Feedback suggests employees can explore roles in engineering, manufacturing, IT, marketing, and supply chain through posted opportunities and structured programs.

Training & Education Access: Company materials cite education subsidies, access to LinkedIn Learning, lunch-and-learns, and hackathons that indicate structured upskilling channels. Candidates are advised to verify these programs remain active and funded post-restructuring.

Challenging Assignments: Work on the AI/ML-powered RAMP platform and search monetization offers hands-on experimentation, optimization at scale, and fast feedback loops. The adtech/ML focus provides practical exposure to performance marketing problems.

Cross-Functional Experience: Operating across brands like Startpage and MapQuest provides varied product surfaces, datasets, and user problems to learn from. A smaller org size typically expands responsibility and iteration speed across functions.

Training & Education Access: The careers site highlights year‑round development sessions to build business, technical, and management skills, plus tuition reimbursement for job‑related education. Company‑wide learning events and recurring programs (e.g., Learning Days) are described as consistent, structured opportunities to upskill.

Internal Mobility: Employer materials describe a promote‑from‑within posture, internal‑only postings, and internal internships intended to leverage current employees before hiring externally. Pathways connected to CarMax’s larger ecosystem are presented as creating broader project scope and potential cross‑company opportunities.

Cross-Functional Experience: Six employee resource groups and culture initiatives are presented as avenues to expand networks, mentorship, and cross‑functional exposure. Signature programs like TEDxEdmunds and leadership sessions are positioned to increase visibility across teams.

Growth Culture: The company highlights a growth mindset, relentless experimentation, and being guided by data. Cross-team collaboration and agency/urgency are emphasized as norms.

Professional Development: Benefits include structured professional development, mentorship, continuing education stipends, certifications, and training sessions such as lunch-and-learns and conferences. Onboarding and virtual coaching are also cited as support mechanisms.

Cross-Functional Experience: The platform spans user acquisition, monetization, exchange, creative, and analytics, offering exposure across the mobile growth stack. Investment in AI/Cortex and internal platforms provides hands-on learning across marketing, product, analytics, and engineering.

Challenging Assignments: Work centers on first‑principles AI verification (Axiom Distillation, Truth Graph) and live products spanning large‑scale data/verification pipelines and consumer UX. Feedback suggests fast cycles (“product decisions in days,” “shipping in hours”) create high‑intensity, hands‑on problem solving.

Exposure & Visibility: A small, founder‑led, no‑middle‑management setup provides direct access to domain owners and leadership. Colleagues are listed by name with clear domain ownership, indicating opportunities to learn from and influence decision‑makers.

Growth Culture: Culture emphasizes extreme ownership, hiring for capabilities over roles, and “spar, don’t please” as operating norms. Signals indicate broad scope and end‑to‑end responsibility that can accelerate on‑the‑job learning.

Training & Education Access: On‑demand courses, certifications, and structured learning are offered via Magnite University, an LMS, AdTech 101, and blended training formats, with added support through stipends and tuition reimbursement. Formal goal/performance reviews and leadership workshops further reinforce organized learning access.

Internal Mobility: Promotion‑from‑within is explicitly signaled and illustrated by senior internal promotions. Career paths and a comprehensive framework are presented to support movement across teams and levels.

Challenging Assignments: Hands‑on exposure to a large‑scale SSP and CTV ad‑serving stack offers complex, high‑throughput problems and end‑to‑end supply‑chain learning. Ongoing product initiatives and platform integrations create opportunities to build, launch, and scale new offerings.

Training & Education Access: Celonis runs a sizeable, free Academy with role-based tracks, hands‑on exercises, certifications, and instructor‑led options, complemented by platforms like Degreed and LinkedIn Learning. This structured backbone shortens ramp time and supports continuous upskilling.

Internal Mobility: Company materials highlight documented internal mobility and a stated “promote from within” practice, with examples such as BDR-to-AE paths and graduate programs that transition into field roles. Internal postings and cohort programs create pathways to progress across teams and regions.

Cross-Functional Experience: Diverse career pathways and rotations enable movement across functions, geographies, and customer engagements. Ecosystem events and community initiatives broaden networks and exposure beyond the day job.

Internal Mobility: Promote-from-within policies, bi-annual evaluations, and documented internal moves indicate real pathways to advance across teams. Company materials highlight examples of employees transitioning roles and being elevated to more senior positions.

Training & Education Access: Online course subscriptions, paid certifications, and time for continuing education are highlighted alongside regular knowledge-sharing forums like Taco Talks. Feedback suggests these structured touchpoints are part of stated benefits and development programs.

Cross-Functional Experience: Annual hackathons and cross-functional collaboration create chances to ship, demo, and learn in public. Roles interfacing with product, data science, and ad-measurement customers provide breadth that can accelerate learning.

Training & Education Access: Structured programs like TaboolaU, Lunch & Learns, online courses, paid certifications, and targeted offerings (e.g., Realize Pro) indicate accessible, formal training pathways. Manager enablement and new‑manager training further show institutional support for ongoing education.

Coaching & Feedback: Two formal career feedback discussions annually, regular development check‑ins, and manager guides underscore deliberate coaching rhythms. New‑manager curricula focused on feedback and coaching reinforce consistent growth conversations.

Cross-Functional Experience: Engineering materials describe cross‑functional tracks and a learning‑by‑doing mindset that promote delivery across teams. Partnerships and new platforms in display, CTV, and publisher AI tools expand collaboration with diverse stakeholders.

Internal Mobility: Customer Care job materials describe “often opportunities for promotion,” and there are accounts of people starting in Customer Care and later moving into different roles over time.

Training & Education Access: Benefits and role descriptions reference employer-sponsored job training, conferences, lunch-and-learns, and paid certifications, suggesting access to formal learning channels.

Growth Culture: External descriptions emphasize values like “Innovate to Learn,” intellectual curiosity, and a growth-mindset leadership narrative that supports experimentation and iteration.

Internal Mobility: Internal moves across LNRS and RELX are highlighted through internal mobility stories and cross‑brand career narratives. Feedback suggests the long ramp‑up period favors advancing people who already know the products and systems.

Leadership Development: Named programs such as Emerge & Evolve, Ignite & Accelerate, Allyship, Aspire & Excel are positioned to support progression and leadership growth. Feedback suggests these structured offerings often precede internal moves and promotions.

Training & Education Access: Workshops, online programs, complimentary virtual classes, and instructor‑led training are described as part of the learning infrastructure. Feedback suggests group‑level benefits like tuition assistance enable pursuing degrees or certifications alongside work.

Professional Development: The company presents “Champion Your Career Growth” messaging and highlights an annual learning reimbursement as a concrete lever for development.

Training & Education Access: A Learning & Development function, orientations, and an Onboarding Buddy Program are described, suggesting structured enablement beyond ad hoc team training.

Internal Mobility: “Promote from within” is explicitly listed under Professional Development on a Built In Los Angeles profile, and a “Day in the Life” story describes an internal promotion from Data Integrity Specialist to Data Analyst.

Internal Mobility: Employee stories describe cross-functional moves and advancement, such as progressing from internships or entry roles into leadership and shifting between finance, operations, platform support, and strategic account management. The company highlights these internal career journeys in its "Life at Nexxen" series.

Training & Education Access: Structured programs like Nexxen Kickstart and Nexxen U provide intensive onboarding, mentorship, and expert-led education in CTV and digital convergence. These initiatives aim to accelerate integration, build industry knowledge, and support continuous learning.

Professional Development: Benefits include tuition reimbursement, job training, and conference opportunities that support ongoing upskilling. Employees describe a culture that encourages learning new technologies and adapting to challenges.