PagerDuty reviews

There is an over-emphasis on Diversity, Inclusion and Equity to the point that it is a distraction in all-hands meetings and has deleterious effects in team planning and recruiting. It is counterproductive and making the company less diverse in unintended ways. (Example: The mascot 'Pagey' uses they/them pronouns. The fact that a mascot has preferred pronouns should tell you everything you need to know.) Other reviewers have correctly commented on the heavy influx of SFDC management, which has created an executive 'in-crowd' of those who have recently arrived, made some bad decisions that have eroded the culture of the organization, then pat themselves on the back for 30% YoY growth that was initiated by other people's hard work two years prior. This has crowded out experienced leadership that brought PD through the IPO period to the detriment of the organization. The company desperately wants to think of themselves as scrappy and in late start-up mode, but this is very much not the case. They are very slow to move on product advances, are highly siloed in communications among departments, and new executives are free to eliminate entire job functions while parroting "People First" slogans. This is a good company that believes they are an amazing company. Although great for executive talking points at kick-off meetings and CNBC appearances, the gap in intellectual honesty is preventing these same executives from effective assessments about the performance and direction of the company.

Want to know why PagerDuty is a great place to work and for whom? Leadership is largely ineffective preferring to keep employees happy (enable their entitlement, bend over backwards when they complain about absolutely anything - which is a lot) to get the awards for best place to work (hard to recruit if your workplace ratings are poor). Middle management is struggling to effectively manage and hold their teams accountable, resulting in employees having a stranglehold on their managers. It is difficult to move out non-performers or unqualified employees leaving managers frustrated and incapable of being able to build solid performing teams. Most director level managers want to leave PagerDuty because when they attempt to implement real change they get a lot of pushback and don't get the support they need from leadership or the People team. There are some employees that have either sabotaged newcomers ability to be successful or have bad mouthed and ostracized them when they have tried to change the status quo. How can they do this? Because leadership favors a particular group of loyalists despite their inexperience. This is not isolated to a team or two; it is pervasive. Many employees are promoted without qualifications. So if you are early in your career and want an opportunity to learn on the job, work at your own pace, come and go as you please, refuse to learn from those with more experience, then this is your deal. If you are at the director level, you will struggle to make an impact and should look elsewhere where your experience will be respected and valued.