PagerDuty

Healthy work-life balance is essential for both our employees' well-being and our company's success. While we offer comprehensive benefits covering health, retirement and family care, our primary focus is fostering an environment where Dutonians can thrive holistically.

By supporting our employees in all aspects of their lives, we cultivate renewed energy, creativity and passion in their work. This approach helps prevent burnout and reduce stress — particularly during more hectic seasons. Our philosophy aligns with our company's purpose: empowering teams to build the future.

By nurturing a culture of balance and support, we're creating an environment where innovation flourishes and our team can achieve its best. This not only enhances productivity and creativity but also fosters loyalty and engagement. Moreover, our flexible policies enable Dutonians to meet both personal and professional commitments without compromise.

By prioritizing work-life balance, we're supporting our current team and attracting top talent who value a workplace that respects their whole selves.

The feedback we've received about our support during the holiday season has been overwhelmingly positive. In fact, our flexible work arrangements, wellness days and supportive culture are consistently highlighted in employee engagement surveys as key contributors to a healthy work-life balance.

Our engagement well-being score has increased year over year for three years in a row. One of our core values, "Run Together," has been particularly impactful. Employees often share how this value creates a collaborative environment where work is completed efficiently, allowing everyone to truly enjoy their time off.

This teamwork ensures that when someone is on leave, they can disconnect without worry, knowing their colleagues have their back. We've heard numerous stories of Dutonians using their HibernationDuty time to pursue personal passions, reconnect with family or simply recharge.

Many return feeling refreshed and more motivated, often bringing new ideas and perspectives to their work. This positive feedback reinforces our belief that supporting work-life balance, especially during the holidays, is crucial for both individual well-being and our collective success at PagerDuty.

Embracing: PagerDuty provides career opportunities to people of diverse backgrounds and shows compassion to all. Our team is composed of individuals with unique strengths and perspectives who complement each other, creating a vibrant and experienced group ready to assist both colleagues and customers.

One of our strongest team attributes is collaboration. Coming from many different cultures and walks of life, we support, respect and treat each other with empathy.

I've been with PagerDuty for over six years now and came from a very large established IT organization. I've always likened PagerDuty to a very nimble and quick ship compared to my prior organization, which was more like a massive battleship — powerful but hard to maneuver.

PagerDuty provides the opportunity for your voice to be heard and to really make a difference, given its relatively young age and its smaller employee size. It retains a fast-paced, innovative culture — particularly true when I first started. Now it seems to be "growing up" and taking on more of the procedures and practices of a larger and long-lasting organization.

The growth has helped me personally in that I've been able to shift roles within the organization and move from a pre-sales role to a post-sales (customer success) role. This has proved to be a much better fit for me and highlights how PagerDuty offers internal mobility that is beneficial for both the employee and the company.

At PagerDuty, our sales culture is dynamic, collaborative and highly supportive. My favorite PagerDuty value is "Run Together" for that reason. We thrive on a strong sense of teamwork and continuous improvement.

As such, we offer mentorship and career development programs to ensure we break down the barriers of remote work and continue developing our talent. We celebrate both big and small victories across the team. This not only boosts morale but also fosters a culture of recognition and appreciation.

Annually, we have our Champion's Club, an exclusive event for top performers across the entire company, which is a significant motivator and a reward for hard work. Our culture and people are the top reasons I continue to feel energized to work at PagerDuty — for almost six years!

The culture is unique. We truly have an employee-first mentality, so our sales team can bring themselves every day.

We're on the hunt for top talent to join our growth and acquisition enterprise team. My top advice? Be authentic and true to yourself.

We're looking for talented individuals who have a proven track record and will commit to continuous learning and improvement. That means we want candidates who are prepared, who have done their research and who ask effective questions. Take the time to understand our platform and the solutions we offer.

You don't need to be a tech expert, but having a basic grasp of DevOps, IT operations and incident management will definitely help. One of our core values is "Champion the Customer," so we're looking for those who can share stories about how they've made customers successful through a consultative selling approach.

Finally, we value team players. Our culture is highly collaborative, and we want individuals who have demonstrated strong teamwork and partnership with their colleagues. It takes a village.

When I started in tech, I didn't even understand what software was. Fortunately, my employer invested in comprehensive training that built upon the foundation my father — a sales professional and author — had given me. He taught me that success stems from building trust by answering three unasked customer questions: Can I trust you?

Are you committed? Do you care about me? Unlike many salespeople who rely on "the gift of gab" and generic pitches, I learned that listening matters more than talking.

Years of customer meetings, negotiations and implementations helped me develop my skills, complemented by training programs and books. There's no replacement for practice — you improve through repetition. I approach every interaction guided by three principles: Do what's right, do your best and treat others as they want to be treated.

This customer-focused approach has been the cornerstone of my success in building lasting relationships and driving results throughout my career in technology sales.

I never aspired to leadership until my manager — a talented leader who built a top-performing team — approached me about a first-line role and offered his sponsorship. With his coaching, I received the Leadership MVP award that year and my team won top enterprise team the following year.

Great mentors have been essential to my growth. My network includes diverse leaders with different experiences whom I can ask questions and soundboard ideas. Some have become friends, others business acquaintances, but all model expertise I value, including balancing demanding careers with fulfilling personal lives.

Approaching these conversations with curiosity, vulnerability and self-awareness has been game-changing. PagerDuty invested in me with a career coach, continuous training and stretch opportunities. When our CRO called asking me to lead EMEA sales temporarily, I felt excitement mixed with uncertainty and fear.

I was transparent and he explained why he believed in me and promised support. I've learned that admired leaders didn't get there alone — they're products of countless people who believed in them and invested their time, wisdom and energy.

A vice president once shared wisdom that shaped my leadership philosophy: "Leadership should be a pull, not a push." Rather than forcing your way into leadership roles, be pulled through sponsorship and recognition from leaders who see your impact. This drives how I develop women on my team.

You don't need a title to lead — opportunities present themselves daily and I encourage seizing ownership of projects requiring commitment and the ability to inspire others. One sales rep excels at orchestrating cross-functional teams and building pipeline, so I asked her to lead training for our entire North American field team.

Another rep deeply understands customers' businesses, so I invited her to join a company-wide project defining our customer journey to accelerate value realization. By creating platforms for sharing expertise, I provide broad exposure that showcases their natural leadership abilities.

When asked about getting promoted, I share what I've learned: when you're doing your job well, you don't need to self-promote. Say yes to opportunities that let you share your story, actively help others succeed and recognition follows naturally when you focus on creating value for others.