Datadog reviews

CSMs are capped on bonus payout at 100%. You are bringing in a ton of revenue for the company but not seeing any return on that because CSMs are not paid like sales people, and yet are expected to hit static revenue targets regardless of book of business composition. Sales targets are 100% your primary focus, but less than 1/4 of your variable payout. Leaders will say that’s not the case, then proceed to ask about your pipeline and where to fill the gaps. If you are a sales-driven CSM or Account Manager, you should look for an org where your potential isn’t capped from a financial perspective. Instead of overachieving, you will be sandbagging for the next quarter to scrape to get 100% of your payout. This CSM role demands more work day-to-day than any CSM role I have ever seen, but the financial recognition (or lack thereof) is not worth the amount of effort, sweat, and tears you will have to put up with on a weekly basis. You handle billing and support because you handle all billing tasks, manual effort to reconcile billing each month, and the support team did not scale quickly enough to meet the rapid scale of customers. Escalations and support tickets can take weeks, if not months, to resolve. It is incredibly demanding and high-stress, and you will often be the sounding board for customer frustration. I would highly advise looking elsewhere because I can guarantee you that most CS roles are higher-paying and less demanding and stressful than the environment at Datadog. Do yourself a favor and find a culture that supports its CS teams, ICs, and managers, and one that takes input from the front lines. Last but not least, career pathing is minimal. It’s poorly defined and band aid solutions have been put in place to be able to say that feedback has been taken, but segments are locked and you can’t move between segments without it being lateral.

Things are growing so quickly that you cannot trust anything to be the same as the day before. What a team lead or a manager says one day will not be true the next. As a result you *must* get everything in writing or else people will just brush it off as untrue or something that you misinterpreted. Because everything is done via Slack and the history only goes back 30 days things conveniently get lost. You have to look out for and advocate for yourself or you’re SOL. All the people that interviewed me when I took this job have left since growth picked up. Multiple coworkers have advised me to take screenshots of my Slack conversations over the past couple of months. It’s the only way to keep management accountable. They are unconcerned with lower level employees and are just peacocking for senior management. When I joined the company I was chatting with people regardless of their title. Now I am constantly watching my back and won’t say anything to anyone that may be reviewing me. I’m really sick of being told this is a result of growing pains. The Technical Solutions team has been reinventing the wheel every couple of months and then rewarding people working overtime with socks or a jacket. During the Q3 review the VP said we had our highest customer ratings ever! Well, that’s because we just started measuring that metric. If you care about professional development or career growth this is not a good spot. The rapid growth has done nothing to help onboarding or creating a cohesive culture. It is now a zero-sum environment with a bloated hierarchy. People share the best way to “snipe tickets” in order to pump their numbers. It has nothing to do with actually helping customers. I feel bad for whoever at HR has to read these Glassdoor reviews but all the responses to the bad reviews blame it on rapid growth. How much longer can you all say it with a straight face?