Skip to contentSkip to footer
      employer cover photo
      employer logo
      employer logo

      Datadog

      Engaged Employer

      Datadog reviews

      4.0

      75% would recommend to a friend

      (1,605 total reviews)
      avatar

      Olivier Pomel

      91% approve of CEO

      77% positive business outlook

      Ratings by category

      4.0

      Culture & values

      3.9

      Diversity & inclusion

      3.8

      Work/Life balance

      3.8

      Compensation and benefits

      3.8

      Career opportunities

      3.6

      Senior management

      Datadog has an employee rating of 4.0 out of 5 stars, based on 1,605 company reviews on Glassdoor which indicates that most employees have a good working experience there. The Datadog employee rating is in line with the average (within 1 standard deviation) for employers within the Information Technology industry (3.9 stars).

      Ratings by demographic groups

      Reviews by job title

      2K reviews
      3.0
      May 28, 2025

      Great for early career- but prepare for rigid, "what have you done for me lately" culture

      Cs leader
      Recommend
      CEO approval
      Business Outlook

      Pros

      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.

      Cons

      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.

      avatar
      Datadog Response
      1y
      Thank you for taking the time to share such a thoughtful and detailed review. We're glad to hear you found value in the product, the opportunity to collaborate across teams, and the professional development available during your time at Datadog. We understand that your feedback also reflects concerns about aspects of the employee experience, including cultural dynamics, compensation, and empowerment. While individual experiences may vary, we recognize how important it is to foster an environment where all employees feel supported, heard, and respected. If you're open to sharing more, we welcome additional feedback through our anonymous third-party platform, EthicsPoint: https://secure.ethicspoint.com/domain/media/en/gui/52231/index.html Thank you again, and we wish you all the best in your next chapter.
      3.0
      Feb 13, 2025

      Datadog isn’t remote-friendly anymore

      Senior software engineer
      Recommend
      CEO approval
      Business Outlook

      Pros

      1. Founder-led with a long-term vision – Leadership prioritizes sustainable growth over short-term gains. 2. Industry-leading products – We dogfood everything internally, ensuring high quality and first hand user experience. 3.Talented and collaborative colleagues – You’ll work with smart, driven people who are eager to solve complex problems together.

      Cons

      1. Limited opportunities for remote employees – Remote employees have fewer career growth and internal mobility options compared to in-office counterparts. Strict location requirements severely limit my ability to pursue new roles within Datadog, as very few teams are open to remote hires anymore. 2. Lack of career growth opportunities – My responsibilities and impact have grown significantly, but this has not been reflected in my compensation. For example, despite leading a large team of engineers, my pay remains the same as an individual contributor. There is a disconnect between increased scope and recognition. 3. Lack of transparency – Leadership often makes decisions in isolation and communicates them only after the fact. Instead of fostering strong, autonomous teams capable of making informed decisions, there is a tendency to micromanage. Leadership should focus on enabling teams with the context and trust they need to drive decisions effectively. (This may be specific to my department, rather than the company as a whole.)

      avatar
      Datadog Response
      1y
      Thank you for taking the time to share your thoughts. We appreciate your feedback and understand that these topics are important to you. We strive to create an environment where employees feel supported in their careers and have opportunities for growth. We are continuously looking for ways to improve and evolve. Your perspective is valuable, and we’ll make sure to share it with the relevant teams. If you’d like to discuss any of these concerns further, we encourage you to connect with your manager or People Business Partner.
      3.0
      Jan 14, 2025

      Growing Fast and Losing the Magic

      Software engineer
      Recommend
      CEO approval
      Business Outlook

      Pros

      Good culture around taking responsibility for your work while having a no-blame attitude for major problems, like "incidents". If you can find the right team that matches what you want you'll thrive, but otherwise may struggle with bureaucracy.

      Cons

      Comp reviews are done without any input from the employee. Performance reviews, decoupled from compensation, don't feel impactful - on a scale from 1-5 where 5 is beyond expectations, 5 isn't actually an option because the higher ups don't want those to be given out. In fact, a lot of decisions from higher ups impact the culture negatively, where they make decisions that are better handled by team leads and managers (people regular employees actually work with, talk to, and know). The theme of management is having a lax policy, then slowly killing it without clarity or communication. Promotions also happen without employee input. Hybrid policy, which used to be unclear, is now mandated from above, and tracked by badge swipes. "Unlimited" PTO is not so anymore - in the US it is tracked to be no more than some "average" they got of 15-25 days, up to manager discretion, but after the 25 they're told to decline additional. KPI's are made just to satisfy executives that don't have the best context for the teams that have to write them. Almost a third of the team I'm on are managers of some sort.

      avatar
      Datadog Response
      1y
      Thank you for taking the time to share your thoughts. We appreciate your feedback and your perspective on what’s working well, as well as the areas where we can improve. It’s great to hear that you value the culture of responsibility and our approach to handling major challenges. We hear your perspective around how we can improve on transparency and communication - both are important, and we’re always looking for ways to improve how we engage with employees. We encourage you to share your feedback with your manager or People Business Partner. Thanks again for your input!
      Viewing 178 - 180 of 1,605 Reviews
      Related searches: Datadog jobs | Datadog salaries | Datadog benefits | Datadog interviews | Datadog conversations
      ReviewsDatadog reviews

      Glassdoor has 1,908 Datadog reviews submitted anonymously by Datadog employees. Read employee reviews and ratings on Glassdoor to decide if Datadog is right for you.