Datadog used to be a particularly difficult company to negotiate with. They softened their policies in 2021 and are now middle of the pack. Some recruiters at Datadog might try to claim they don't negotiate, but that is not true.
Datadog's compensation structure is fairly standard. Two specific things to note: 1) no cash performance bonuses 2) refreshers are not as consistent as other big tech companies.
Datadog doesn't offer cash performance bonuses. When comparing your Datadog offer to other competing offers, you should factor those performance bonuses into your total comp calculation. It's reasonable to push for a higher base salary from Datadog to offset the lack of performance bonus.
Datadog does offer stock refreshers. As mentioned above, these aren't as consistent as most stock refresher plans at public companies. These refresher grants are heavily performance based and strong performers typically received them starting at the end of their 2nd year. However, we have heard that Datadog is looking to update their policy to a yearly refresher grant with clearer targets (i.e. a target % of initial grant).
Datadog has a mixture of in-person and remote roles. The decision as to whether a role is eligible for fully remote is mainly based on the hiring team's needs and preferences. For in-person positions, you will be required in the office 3 days a week.
Datadog has comparatively smaller pay discounts for remote positions. This is a huge advantage if you are working in a low cost of living area.
Some roles at Datadog will require you to move, and in that case, you should push for a $10k+ relocation package.
Datadog's most negotiable component is equity, which is pretty standard in the industry. While base salary is more negotiable than at other companies, the component with the second largest comp band is still signing bonus.
Datadog doesn't usually require written competing offers when negotiating but will ask for additional information like location, breakdown, etc.
Datadog very rarely goes above band. For a long time they refused to match strong competing offers, though they've become somewhat more flexible on this if you use the right strategies.
It is always beneficial to have a strong relationship with your hiring manager. We've seen hiring managers tip the scales in Datadog negotiations. This is more common for companies Datadog's size vs. a company like Google.
The hiring process at Datadog is different for every role. For a software engineer, the hiring process typically has four stages: technical phone screen, take home, onsite interview, and offer stage.
Take-home assignments can be pretty time intensive. They aren't required for all roles and you might be able to avoid doing it in some cases.
Let's consider a Datadog software engineer salary. At the senior level, Datadog tends to give more equity, which can get close to $200k per year. Whereas at Splunk, the highest is around $140k/year. The base salary is pretty comparable at both companies, Splunk is around $225k/year, and Datadog is about $230k/year. Signing bonuses are also similar.
Nothing particularly unique in terms of benefits. It's a better idea to focus your negotiation on equity and signing bonus.
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As an engineering leader with decades of experience and having now gone through the negotiation with the team at Rora, the only thing I can say is — get the help. Whether you realize you need it, or even if you think you don’t. Just because you have done well in engineering doesn't mean that you understand the tactics and limits of the recruiting process.
Rora helped me get a $200K increase on my original Facebook offer without any competing offers. It was clear that Rora was deeply familiar with Facebook's negotiation playbook. I’d honestly give the experience an 11/10.
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This is my first FAANG role and I'm so happy I worked with Rora (thanks again Annie!) for the negotiation. My goal was to increase my Google offer, but I was in a tricky situation where I only had 1 other interview (no offer yet) at a small startup. With their guidance, I managed to get a $240K increase on my Google offer, despite Google's policy of requiring cross offers in writing to justify an increase.
The mock negotiations were a big part of why I was able to get this increase. Going into the negotiation, I assumed the key factor was what to say but I quickly learned that how you say it is equally if not more important. This was clear when over the course of the call"no" turned into "I'll see what I can do" and eventually"I think we can make this work". A big part of this was also having someone with me on the calls to provide real time guidance. This took a lot of the stress out of the situation. I can't recommend this team highly enough!
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has a unique set of negotiation policies. If you don’t have experience negotiating with them, you risk losing out on large amounts of money because of very small mistakes.
There are many of these rules you need to know to get the highest