What is the hiring process like at Datadog?

Great office location, heart of Denver Catered lunches 3x per week (to offset the ~$15 per day parking) Great experience, but you have to put up with poor work culture to attain it

"Disappointing Leadership and Misaligned Culture" I joined Datadog with extensive experience in hiring sales talent and was excited about the opportunity to contribute to the Talent Acquisition (TA) team. Unfortunately, my experience revealed systemic challenges that made it difficult to thrive in this environment. Leadership and Organizational Issues A key concern was the lack of experience among leaders in both TA and the sales organizations I partnered with. This often resulted in a disconnect between expectations and execution. For example, many sales leaders lacked the training to effectively interview candidates or minimize hiring biases. When these concerns were raised to TA leadership on multiple occasions, there was no meaningful follow-up or action taken. Instead, I often felt dismissed, and my attempts to advocate for parity in the hiring process were interpreted negatively. Another red flag was a diversity initiative that asked us to focus exclusively on interviewing female candidates. While promoting diversity is critical, the approach felt overly simplistic and missed the broader picture of fostering an inclusive and equitable hiring process. Challenging Workplace Culture The workplace culture also presented challenges. There was significant pressure to participate in social events, such as weekly happy hours, and those who opted out often felt alienated or judged. Additionally, the competitive dynamic among team members fostered a lack of trust. On multiple occasions, I experienced colleagues prioritizing personal gain over collaboration, which created unnecessary tension. Final Thoughts While the company offers growth opportunities (to certain people) and operates in an exciting industry, I believe more focus is needed on equipping leaders with the skills and training required to support their teams effectively. Additionally, fostering a culture of collaboration and respect could significantly improve the employee experience. For those considering a role at Datadog, I would recommend asking questions during the interview process about leadership style, team dynamics, and how success is measured. Make sure you cross-check these answers with your experience in the first 90 days or so to ensure they align with what was communicated during the hiring process.

Hiring process: The whole hiring process was great. The recruiters always told me about the next steps and what else was missing in the process. The process went quite quickly (in fact, I slowed it down a bit because was doing another process). At the end, I had a team matching round where I was able to pick between 3 teams. I was also able to negotiate a pretty good compensation package. Onboarding: The onboarding was well organized. You have a 30-day, a 60-day and a 90-day "lookbacks" (reviews) to see if you're meeting expectations and what should you be focusing on. My manager is pretty hands-off and the team has been very welcoming, helping me with the ramp up and answering any questions for me. The office: I'm based in the Madrid office. You have to come 3 days per week. You have free lunches Monday, Wednesdays, and Fridays. Most people either come Mon-Wed or Mon/Wed/Fri. The office usually organizes office-wide activities once a month. There is a mix of international and Spanish-speakers. The company/Exec: IMO Exec seems to have a clear direction for the company. Things get a bit more fuzzy at the team level, with Product and Engineering disagreeing on the specifics of certain OKRs/efforts (classic Tech). Depending on your Org/team, things can feel a bit more hierarchical, but overall I've had a very good feeling of the company.

I can't think of much. The 3-days per week office policy is ok, but I really hope they don't change it, otherwise I know a lot of people would be unhappy. It also depends a lot on your manager/Org. I know some people come once or twice a week and their managers don't care, while others would get a comment in their 1-1s if they haven't come 60% of the days to the office in a given month.

Great office location, heart of Denver Catered lunches 3x per week (to offset the ~$15 per day parking) Great experience, but you have to put up with poor work culture to attain it

"Disappointing Leadership and Misaligned Culture" I joined Datadog with extensive experience in hiring sales talent and was excited about the opportunity to contribute to the Talent Acquisition (TA) team. Unfortunately, my experience revealed systemic challenges that made it difficult to thrive in this environment. Leadership and Organizational Issues A key concern was the lack of experience among leaders in both TA and the sales organizations I partnered with. This often resulted in a disconnect between expectations and execution. For example, many sales leaders lacked the training to effectively interview candidates or minimize hiring biases. When these concerns were raised to TA leadership on multiple occasions, there was no meaningful follow-up or action taken. Instead, I often felt dismissed, and my attempts to advocate for parity in the hiring process were interpreted negatively. Another red flag was a diversity initiative that asked us to focus exclusively on interviewing female candidates. While promoting diversity is critical, the approach felt overly simplistic and missed the broader picture of fostering an inclusive and equitable hiring process. Challenging Workplace Culture The workplace culture also presented challenges. There was significant pressure to participate in social events, such as weekly happy hours, and those who opted out often felt alienated or judged. Additionally, the competitive dynamic among team members fostered a lack of trust. On multiple occasions, I experienced colleagues prioritizing personal gain over collaboration, which created unnecessary tension. Final Thoughts While the company offers growth opportunities (to certain people) and operates in an exciting industry, I believe more focus is needed on equipping leaders with the skills and training required to support their teams effectively. Additionally, fostering a culture of collaboration and respect could significantly improve the employee experience. For those considering a role at Datadog, I would recommend asking questions during the interview process about leadership style, team dynamics, and how success is measured. Make sure you cross-check these answers with your experience in the first 90 days or so to ensure they align with what was communicated during the hiring process.

Cant think of much exept of the cons.

Working in a multi national environment is great, but I do not think it's for everyone in leadership at Datadog. I have encountered so much not-so subtle racism and discrimination. Your achievements and performance doesn't really matter if a hiring manager puts you in a box and label you as 'less' than others. Surprisingly, didny expect this to be the case in the Amsterdam office. It is spirit-crushing to find yourself having to record conversations and save screenshots all the time to try and convince and proof to higher management and HR that youre in the right or being miss treated. And even when you do come forward with proof(s), their focus is to protect themselves with lies and misinformation until they think, you have no legal stand to sue. The managers that people have complained about over and over got promoted to be higher managers and directors. Happy to share names to assist management to know which cases I am talking about.

- amazing benefits that are very competitive, including unlimited PTO, healthcare for you and partner, fitness and gym reimbursement, equity, egg freezing, and more - beautiful new office in prime location - very smooth hiring process (back in 2021) - travel opportunities (role dependent) - getting to work alongside some extremely talented and personable individuals (almost always mid-management and below), some who really care about their teams and have amazing leadership skills - great product - well-respected CEO

- salaries are not competitive at all (benchmarked against 27 companies personally all offering 50-70k AUD more for the same role) - 3 day in office requirement (depends on personal preference as to whether this is a pro or con) - terrible, poor leadership in Marketing including managers that don’t turn up for 1-1s and no communication or give conflicting information - no strategy whatsoever to our activities! - no KPIs or goals in marketing whatsoever. Only trying to introduce now - no consistent leadership (had 8 managers, 6 different people) in just over two years - no growth opportunities or clear career paths in the marketing department - some disrespectful local sales teams members which made working together very unpleasant, even after raising it for more than 6 months.

Flexible working environment Nice colleagues

Misleading product to gain more sales Complex internal processes and time consuming

Great office location, heart of Denver Catered lunches 3x per week (to offset the ~$15 per day parking) Great experience, but you have to put up with poor work culture to attain it

"Disappointing Leadership and Misaligned Culture" I joined Datadog with extensive experience in hiring sales talent and was excited about the opportunity to contribute to the Talent Acquisition (TA) team. Unfortunately, my experience revealed systemic challenges that made it difficult to thrive in this environment. Leadership and Organizational Issues A key concern was the lack of experience among leaders in both TA and the sales organizations I partnered with. This often resulted in a disconnect between expectations and execution. For example, many sales leaders lacked the training to effectively interview candidates or minimize hiring biases. When these concerns were raised to TA leadership on multiple occasions, there was no meaningful follow-up or action taken. Instead, I often felt dismissed, and my attempts to advocate for parity in the hiring process were interpreted negatively. Another red flag was a diversity initiative that asked us to focus exclusively on interviewing female candidates. While promoting diversity is critical, the approach felt overly simplistic and missed the broader picture of fostering an inclusive and equitable hiring process. Challenging Workplace Culture The workplace culture also presented challenges. There was significant pressure to participate in social events, such as weekly happy hours, and those who opted out often felt alienated or judged. Additionally, the competitive dynamic among team members fostered a lack of trust. On multiple occasions, I experienced colleagues prioritizing personal gain over collaboration, which created unnecessary tension. Final Thoughts While the company offers growth opportunities (to certain people) and operates in an exciting industry, I believe more focus is needed on equipping leaders with the skills and training required to support their teams effectively. Additionally, fostering a culture of collaboration and respect could significantly improve the employee experience. For those considering a role at Datadog, I would recommend asking questions during the interview process about leadership style, team dynamics, and how success is measured. Make sure you cross-check these answers with your experience in the first 90 days or so to ensure they align with what was communicated during the hiring process.

Honestly, the product. Other than that, None.

Looking back at my time at Datadog, I can honestly say it was a masterclass in misrepresentation and disappointment. What was promised to me during the recruitment process couldn't have been more different from the reality once I walked through the door. If you’ve ever had the joy of being told one thing, only to realize you’ve been led into a completely different world once you're in, you’ll understand my frustration. From management to culture, to the sales methodology that everyone claims is "the best in tech," it was nothing short of a Kafkaesque experience. Recruitment: Lies, Damned Lies, and… More Lies Let’s start with the recruitment process, which was about as transparent as a brick wall. I was sold the idea that promotions and internal moves happened regularly after just nine months. My recruiter, my manager, everybody told me this. "You’ll be on the fast track!" they said. Fast forward to me joining the company, only to learn that promotions are actually a two-year slog in the Commercial AE role before you're even eligible for a move. That little tidbit? Not mentioned once during the interview process. If I had a dollar for every time I was misled in the recruitment phase, I could have paid for parking at the office… which, by the way, isn't free. Surprise! Now, onto the "flexible" hybrid work environment they touted. "People-first," they said. Well, turns out "hybrid" actually means, "you must show up at the office from 8:30 AM to 5:30 PM, no questions asked, and don’t even think about leaving a minute earlier." Need to leave for a doctor's appointment? Tough luck. That’s Tuesday or Friday territory—remote days, where you can "take care of yourself" while the rest of the team grinds away in the office. This sense of inflexibility? It’s truly a work of art. If flexibility had a thesaurus entry, this place would be the opposite. And that OTE they promised—$160,000? Yeah, that’s adorable. In reality, hitting that target is a pipe dream for 75% of first-year Commercial AEs, if not more. So, while you're doing your best impression of a hamster in a wheel, chasing unattainable goals, remember that 25% of the sales team gets the glory. The rest? Well, they’re just living the dream of chasing something that isn’t going to happen. Sales Methodology: The Art of Harassment Let’s talk about this so-called "best sales methodology in tech." The pitch is all about MEDDIC, Command the Message, and the book A Qualified Sales Leader—which is apparently some sacred text. In theory, these methods are fine, and I’m sure they work for some companies. But at Datadog? They’re comically misapplied. Here, the focus isn’t on building relationships, understanding clients’ needs, or providing value. Oh no. At Datadog, the art of sales is less about finesse and more about bullying. Your job as a sales rep is not to help clients solve problems but to harass them into meetings, force them into trials, and, if you're lucky, get them to sign up for services they have zero interest in. And don’t worry—your manager will always be there to encourage you to add products that the client doesn’t need just to hit a goal. Selling something a client won’t use or need? That’s just a fun little Monday morning activity. The product’s great, don't get me wrong, but the way it’s sold? Yikes. If you’re not into pestering clients until they hate you, don’t worry—you're not alone. Most customers I interacted with already had a healthy disdain for Datadog before I even dialed their number. Why? Because every sales rep at Datadog seems to think that getting yelled at by a potential customer is a badge of honor. There's no art to this approach, just a whole lot of relentless pestering until someone finally breaks down out of sheer exhaustion. And the management? Well, let's just say if you expect any actual coaching or development from them, you'll be sorely disappointed. Instead of guiding, mentoring, or developing a relationship with their team, the sales leadership at Datadog operates via Slack tirades. Messages like “KEEP PUSHING YOURSELF” are the equivalent of a motivational poster in a toxic workplace—empty, vapid, and ultimately demoralizing. You want actual help with a deal? Prepare for the most dismissive answer possible. I once asked for help with moving a deal forward and the response was, “Have you ever used Salesforce before?” That, my friends, was my manager’s idea of being helpful. The real goal of leadership at Datadog seems to be to churn and burn employees as fast as possible. If you don’t succeed, fine. If you leave, fine. They’ll just plug another warm body into your seat. Culture: Cliques, Micromanagement, and All the Drama Now, let’s get to the "culture". Datadog would like to tell you that they have a culture. Well, they do… it's just the worst kind. The teams are divided into cliques, and good luck fitting in unless you’re fully dedicated to selling your soul to the company. The sellers have their own little world where ego and petty competition reign supreme. You get the vibe that even junior sellers, fresh out of college and with one deal under their belt, think they have the right to lecture you on your qualifications. Talk about weird. And if you think management will support you, think again. There’s no rapport or camaraderie—managers make sure to stay above it all, talking amongst themselves while you do the actual work. You’re just a cog in their high-pressure sales machine, and they’ll remind you of it at every turn. Office days are rigid, as in you have to be there from 8:30 AM to 5:30 PM—no exceptions. If you try to leave early, prepare for a public shaming. I witnessed someone get told to sit back down at their desk at 5:21 PM. The micromanagement is absurd. Need to sit in a common space or take a break? Nope. Get back to your desk, and keep dialing until you drop. No breaks, just relentless work. And just when you think you’re free, on days when a regional VP visits, you’ll be required to come in on a day you’re not even scheduled to be in office. Will they let you leave early? Oh, of course not—only you, the employee, have to sacrifice your time. And if you’re unlucky enough to park in the Denver office, prepare to shell out $12-$16 a day. So, enjoy those free lunches they give you, because they're clearly just there to keep you chained to your desk with zero personal life. One particular director in the Denver office, who’s praised for his “no-nonsense” approach, could only manage to instill fear and intimidation in his team. Rather than coaching or building positive relationships, he’d send out passive-aggressive Slack messages designed to make people feel like they were walking on eggshells. His idea of leadership was to belittle employees publicly while providing zero constructive feedback. And forget about team events—if you're not into binge drinking, you're probably not going to fit in. After work, you’ll be expected to stay for events that, frankly, nobody wants to go to after already putting in 45+ hours a week. But hey, that's what the “culture” is all about, right? Sacrifice your personal life, your happiness, and your well-being for the company, because that’s what “being a team player” means at Datadog. The Product: A Shiny Object in a Pile of Garbage Here’s the most frustrating part: the Datadog product itself is excellent. I genuinely believe it’s a fantastic product with a ton of potential for clients. If only the company could get its act together and train their sales team to actually sell it with some integrity and professionalism. Instead, the aggressive and dishonest sales tactics only hurt the product’s reputation, meaning you’ll spend more time trying to undo the negative feelings customers already have about the company than actually selling the product. Conclusion: A Career Regret, Not a Learning Experience In conclusion, Datadog was a huge disappointment. If you’re considering joining, I highly recommend you take a closer look at what’s actually going on behind the shiny recruitment pitches. The sales methodology might look good on paper, but in practice, it’s just harassment. The culture is toxic, and the inflexible office policies make you feel like you’re trapped in a cage. And the fact that I was promised a great career trajectory, only to find out I was stuck for two years in a role that didn’t align with my goals, just makes me feel downright stupid for ever buying into it. If I could go back, I would’ve run the other direction. This experience was a rude awakening that there’s a lot more to a company than a flashy product and an impressive job title. Do yourself a favor and avoid this mess.

Great office location, heart of Denver Catered lunches 3x per week (to offset the ~$15 per day parking) Great experience, but you have to put up with poor work culture to attain it

"Disappointing Leadership and Misaligned Culture" I joined Datadog with extensive experience in hiring sales talent and was excited about the opportunity to contribute to the Talent Acquisition (TA) team. Unfortunately, my experience revealed systemic challenges that made it difficult to thrive in this environment. Leadership and Organizational Issues A key concern was the lack of experience among leaders in both TA and the sales organizations I partnered with. This often resulted in a disconnect between expectations and execution. For example, many sales leaders lacked the training to effectively interview candidates or minimize hiring biases. When these concerns were raised to TA leadership on multiple occasions, there was no meaningful follow-up or action taken. Instead, I often felt dismissed, and my attempts to advocate for parity in the hiring process were interpreted negatively. Another red flag was a diversity initiative that asked us to focus exclusively on interviewing female candidates. While promoting diversity is critical, the approach felt overly simplistic and missed the broader picture of fostering an inclusive and equitable hiring process. Challenging Workplace Culture The workplace culture also presented challenges. There was significant pressure to participate in social events, such as weekly happy hours, and those who opted out often felt alienated or judged. Additionally, the competitive dynamic among team members fostered a lack of trust. On multiple occasions, I experienced colleagues prioritizing personal gain over collaboration, which created unnecessary tension. Final Thoughts While the company offers growth opportunities (to certain people) and operates in an exciting industry, I believe more focus is needed on equipping leaders with the skills and training required to support their teams effectively. Additionally, fostering a culture of collaboration and respect could significantly improve the employee experience. For those considering a role at Datadog, I would recommend asking questions during the interview process about leadership style, team dynamics, and how success is measured. Make sure you cross-check these answers with your experience in the first 90 days or so to ensure they align with what was communicated during the hiring process.

The food and the product are cool, its a shame they’re hiring jerks

While Datadog has a lot of potential, the experience for Black employees within the sales department in Denver is far from ideal. Out of the entire SDR team, there are only 1 Black SDRs, which speaks volumes about the lack of diversity. Additionally, management in the Denver office needs significant improvement. It's concerning that external hires are often prioritized over internal growth, which affects team morale and cohesion. Moreover, the recruitment process was disappointing, with the recruiter displaying behavior that felt racially insensitive, highlighting the urgent need for better DEI initiatives. Datadog has a long way to go in creating a truly inclusive and equitable workplace.