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Digital Operations Management arms organizations with the insights needed to turn data into opportunity across every operational use case, from DevOps, ITOps, Security, Support, and beyond.
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We just held our annual conference, PagerDuty Summit 2018, where we shared new product announcements and demoed new capabilities. But while we always have big...
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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.
Reflective Practice at PagerDuty With an almost 20-year career in social services—including working in institutions such as The University of Chicago, the United States Peace...
Over-What? If you’ve ever been on call, you know that the incidents don’t stop because you have the flu. Or when you’re attending your child’s...
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