PagerDuty is growing! To hire and retain the best talent, we’re working hard to foster a People First culture where employees can thrive, grow their careers, and get the support they need. Just like for our customers, work has changed for our employees and we’re listening and adapting our strategy to meet their evolving needs.
Putting People First is in Our DNA
What does a People First culture look like? It starts with our people-centric values —”Bring Your Self” and “Run Together.” Our values guide our work, including how we hire and develop employees. As a leadership team, we put our values into action every day. People First is a journey, not a destination.
Here’s a look at how we strive to go above and beyond the standard compensation and benefits package to support and nurture our employees from day one at PagerDuty.
1. Vesting Equity Faster
All Dutonians (PagerDuty employees) are owners in the company and we are proud to offer competitive RSU (restricted stock unit) grants to every new hire. New hires that started October 2021 or later can look forward to vesting their equity faster, with RSUs vesting quarterly, removing the previous 1-year cliff vesting. This equity change demonstrates to our new hires globally how much we value their contributions and decision to bring their talents to PagerDuty.
Want to tap into more equity? All Dutonians can buy PagerDuty stock at a 15% discount through our Employee Stock Purchase Program (ESPP) which includes a 24-month look back period, which means a greater discount is possible over time (15% at a minimum).
2. Leaning into Flexible Work
PagerDuty has been recognized as a Great Place To Work®. The majority — 94% of employees — say they feel encouraged to balance their work lives and personal lives. That’s no coincidence.
Work-life integration starts during the hiring process. All candidate job interviews are now conducted virtually, offering more flexibility and control. The virtual interview also gives candidates a preview of what it’s like to work with our distributed teams.
Being distributive is our native state, and we’re leveraging lessons learned over the past year to provide every Dutonian with an excellent experience, connected not only to their team, but to the values and culture that make PagerDuty a truly special place to work.
Once a new hire starts, they choose how and where they want to work: in-office, hybrid, or anywhere. This flexibility makes it easier to manage life’s responsibilities.
While we have adopted a flexible working strategy, there are some roles that need to be in an office, or benefit greatly when individual work is conducted from an office. We make sure that expectations are clear to both employees and candidates about their choices in work mode.
3. Hiring Inclusively
We want to invoke change not only in the tech industry, but in the world. PagerDuty partners with Women Who Code, People of Color in Tech, Out 4 Undergrad, PowerToFly, and Latinas in Tech to find the best underrepresented talent in technology. However, attracting diverse candidates is just the start. Feeling comfortable bringing yourself to work matters at PagerDuty. In order to help our candidates really see themselves at PagerDuty, we now offer on-demand videos and resources from our Employee Resource Groups (ERGs), and even a chance to meet with our ERG members through informal, non-evaluative conversations at a late stage of the recruitment process. Our goal is to ensure every candidate leaves feeling that PagerDuty offers an environment where they will feel valued, included, and like they belong.
PagerDuty has six ERGs: PagerDuty Array (Black and Latinx employees), PageAble (visible and invisible disabilities), PatriotDuty (military veterans), RainbowDuty (promoting gender identity and sexual orientation diversity), Illuminate (Asian and Pacific Islander), and SisterDuty (women and allies).
4. Improving Our Communities
Our People First commitment extends far beyond ourselves. To introduce new hires to our giving culture, they receive a $25 USD (or local currency equivalent) credit to donate to a charity of their choosing in their first week at PagerDuty.
Beyond donations, PagerDuty believes in supporting community volunteering. PagerDuty gives employees 20 hours of paid volunteer time off (VTO) each year to give back to organizations and causes that are meaningful to them. Additionally, all global voting-related activities (including voting in-person, mailing your ballot, and volunteering as a poll-worker) are eligible for VTO. At PagerDuty, we believe that voting, and supporting a democracy where all voices are counted, is one of our most important rights and responsibilities, and a way for every individual to drive social impact.
While we are constantly evolving our Social Impact program, these recent efforts have roots going back several years. Since 2017, PagerDuty has been a member of the Pledge 1% movement. That means we commit 1% of equity, 1% of product, and 1% of employee time to help our communities and support employee volunteerism. We’ll be sharing lots of new and innovative ways that we’re supporting our employees over the next several months and we’re excited to offer these additional benefits and perks!
Interested in Joining the PagerDuty Team?
People First is core to PagerDuty’s success. We hold ourselves to the highest standards and strive to be a best-in-class company that our employees love!
PagerDuty is hiring for a variety of positions in Atlanta, Lisbon, London, San Francisco, Sydney, Tokyo, Toronto, and remotely from those countries and Chile. Use the search bar below to view current openings, or join our Talent Network to stay in touch!
By Joe Militello, PagerDuty Chief People Officer
Originally published NOVEMBER 17, 2021 on PagerDuty Blog.