What are pay rises like at Datadog?

Sales training is one of the best.

Salary is slightly below market, although you can get a raise few months later, depending on performance

Strong Product & Market Position: Datadog is a leader in observability, with a highly respected platform that customers generally see clear value in.

Very Low Base Pay Compared to Industry: While OTE looks appealing, the base salary is well below what other tech companies pay for similar roles, making it hard to justify the stress. Unrealistic Quotas: Quota expectations are extremely aggressive, making consistent achievement difficult even for top performers. • Management Issues: Direct leadership (manager and director level) lacked genuine support and empathy. Coaching was minimal, and leadership often felt disconnected from the challenges of actually selling. • Job Security Concerns: The culture is unforgiving—missing quota for even a single quarter can lead to termination. This creates a constant atmosphere of fear rather than motivation. • Work-Life Balance: With the high pressure to hit unrealistic targets, personal time and mental health often take a back seat.

Good people, good product, fun role, high pace environemnt

Upward mobility is relatively stagnant and comp increases are small

Amazing product Great team work Lots of learnings Type A sales methodology

No inflation salary increase atm

Great company, very stable, wonderful people and culture

Takes time to get promoted or move internally. Little to no bonuses or salary increases

Working at Datadog offers several genuine advantages, particularly for sales and customer-facing professionals. The company is undeniably a market leader with an exceptional product that practically sells itself - this makes customer interactions enjoyable and builds confidence in what you're representing. The product's complexity provides an incredible learning opportunity that develops sophisticated sales skills transferable anywhere in enterprise software. The team selling approach is excellent for professional development. Working alongside Sales Engineers, deal desk, and cross-functional teams teaches you the full sales cycle and how to navigate complex enterprise deals. For tenured employees, there are genuine career growth opportunities, and the company does generally promote from within when possible. The c-suite stands out as experienced professionals who understand how to run a successful public company. They're actively involved in operations and customer relationships, bringing a level of strategic thinking that's reassuring. The equity component remains strong given Datadog's consistent public market performance, and the product's stickiness creates a stable business foundation.

The culture has noticeably shifted post-IPO. What was once a growth-focused but balanced environment has become "growth at all costs" with a heavy emphasis on recent performance over long-term contributions. There's a pervasive "what have you done for me lately" mentality that can be demoralizing. Compensation structures, particularly in customer success roles, haven't evolved with market standards or job responsibilities. Many roles function as account management but lack commission structures or meaningful upside potential. Leadership often refers to CS at Datadog as their "secret sauce" which, given the compensation model, feels disconnected from market realities. Chronic understaffing affects both employee experience and customer outcomes. Supporting functions like deal desk are consistently behind hiring goals, creating bottlenecks that impact everyone. The company tends to be inflexible with new leadership - if you're hired as a leader, expect to adapt completely to existing processes rather than bringing external best practices. The work environment has become increasingly rigid. Heavy email culture with excessive documentation requirements slows decision-making. The hybrid policy includes location tracking with monthly reports to leadership about office attendance, which feels micromanaged for professional roles. Compensation bands are inflexible, with minimal annual increases regardless of performance. Turnover has increased across all levels, often because leadership protects existing structures rather than developing talent or addressing systemic issues.

Well payed an not that amount of work

Not bonus included and expensive cost of living

Great benefits, work life balance, people, and perks

Raises with promotion are not super high

Expensive material aome times you must pay with your salary

Teamwork is very good at this company

Great people, great product, very nice office, good incentives. Excellent company for young people starting career. Excellent onboarding program, probably the best I ever experienced. I would definitely reconned the company to other people.

Low salary compare to other companies, stupid hybrid office policy