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In a world where everything comes down to moments of truth, teams must respond to issues and opportunities in seconds. Rising customer expectations demand real-time...
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It’s a truism that you get what you measure, and recruiting is no different. At PagerDuty, we take people very seriously in the product with our Operations Health Management Service and our focus on making on-call better with noise reduction. But what is less known is how to apply a metrics-driven approach to put people first. Great people are always hard to find, and if you’re growing quickly (like we are—join our team!), you need every edge you can get.
As the definitive source for tracking time-to-acknowledgement and time-to-resolution, here are some of the metrics that we track for our new employees:
For engineers, we track a few additional metrics:
Naturally, we’ve implemented processes that have moved these metrics:
Finding good people is hard, and getting them on board and firing on all cylinders is too important to leave to chance. You get what you measure, so to be successful, it makes sense to measure your success on employee onboarding.
This blog was co-authored by myself and Simon Darken. Once a year, PagerDuty’s SREs get together for a three-day, in-person offsite. With the team spread...
In the United States, it’s almost that time of year again where we count our blessings and give thanks. For retail workers, it’s also that...
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