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In part 2 of our postmortem series, we dig into how to establish a culture of continuous learning, from getting leadership on board to invoking...
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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.
Your team had been fighting this major incident for hours, but your investigation was hitting one dead end after another. Finally, you managed to isolate...
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