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More than half of the Fortune 500 and more than two thirds of the Fortune 100 trust PagerDuty including Cisco, Cox Automotive, DoorDash, Electronic Arts, Genentech, Shopify, Zoom and more. More than half of the Fortune 500 and more than two thirds of the Fortune 100 trust PagerDuty including Cisco, Cox Automotive, DoorDash, Electronic Arts, Genentech, Shopify, Zoom and more.
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Bachelor's degree and at least 5 years of relevant professional technical experience as a pre-sales engineer, solution architect or solutions consultant. IT service management (e.g., ServiceNow, Atlassian.
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Bring Your Self | Bring your best self to build empathy and trust with users. Sr Solutions Consultant II - Strategic Partnerships. Able to do basic scripting (Java, php, Ruby, Perl) and fundamental knowledge of Linux.
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The PagerDuty Operations Cloud revolutionizes how critical work gets done, and powers the agility that drives digital transformation. Cloud platforms (e.g., AWS, Azure, GCP, or other IaaS/PaaS) Run Together | Build strong teams that amplify our impact on users.
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As a Solutions Architect for Strategic Partnerships at PagerDuty, you will be responsible for managing technical relationships and driving technical initiatives with our most strategic partners. Led by CEO Jennifer Tejada, PagerDuty’s Board of Directors is 50% female and 62% URP representation.
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Coordinate with our solutions consultants on internal technical enablement for partnerships and facilitate technical field engagement as needed. We also provide ample opportunities for in-person and virtual connection, like team offsites and volunteering events.
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Take the Lead | Disrupt and invent to be the first choice for users. Broad ability and interest to work with many different products and technologies across Cloud, DevOps, IT Ops. PagerDuty is Great Place to Work-certified, a Fortune Best Workplace for Millennials, a Fortune Best Medium Workplace, a Fortune Best Workplace in Technology, and a top rated product on TrustRadius and G2.
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We strive to build a more equitable world by investing 1% each of company equity, product, and employee volunteer time. Go behind-the-scenes @pagerduty ( on Instagram. The base salary range for this position is 156,000 - 215,000 USD. This role may also be eligible for bonus, commission, equity, and/or benefits.
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PagerDuty, Inc. (NYSE:PD) is a global leader in digital operations management. Whether you're new to the corporate world, returning to work after a gap in employment, or simply looking to take the next step in your career path, we are excited to connect with you.
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Retirement or pension plan. Highly collaborative externally with partners and internally (e.g., PM, Engineering, Solutions Consulting, Sales, Marketing, Support) In this role you will collaborate closely with the partner team as well as cross-functionally with product management, engineering, sales and solutions consultants to develop alignment and coordinate execution.
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Our values are deeply embedded in how we operate and the people we bring on board. Collaborate with product management and engineering on product roadmap requirements and planning for integrations that require engineering investment.
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The range, which is subject to change based on primary work location, reflects the minimum and maximum base salary we expect to pay newly hired employees for the position. Dutonian Wellness Days - scheduled company-wide paid days off in addition to PTO.
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One way we ensure our employees are inspired to do their best is through a comprehensive total rewards approach that supports them and their loved ones. Customers rely on the PagerDuty Operations Cloud to compress costs, accelerate productivity, win revenue, sustain seamless digital experiences, and earn customer trust.
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Champion the Customer | Put users first to design great products and experiences. We offer a hybrid, flexible workplace. Hands-on experience with solutions architecting, product integrations & APIs, and customer deployments.
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Our base salary ranges are determined by role, level, and location. Paid parental leave - up to 22 weeks for pregnant parent, up to 12 weeks for non-pregnant parent (some countries have longer leave standards and we comply with local laws.
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).