PagerDuty Incident Response Employees Reviews, Feedback, Testimonials

Employee Testimonials

I have talked with several current and former employees, and the stories are real and varied. Some people say, "I love the mission — helping teams respond faster when things go wrong — and you feel like you are doing meaningful work." Others will tell you about late-night incident calls that left them drained but proud of the follow-through. There are developers who appreciate cross-team collaboration and product folks who say they learned a lot quickly. Overall, working at PagerDuty Incident Response tends to attract folks who like fast-paced problem solving and are comfortable with occasional stress.

Company Culture

The company culture at PagerDuty Incident Response is strongly collaborative, mission-oriented, and engineering-driven. Teams care about incident reviews, reliability, and continuous improvement. There is a healthy emphasis on blameless postmortems and learning from failures rather than assigning fault. You will find that open communication and transparency are regularly encouraged, with rituals around incident response that shape how teams operate. Socially, it is a mix — many teammates are friendly and supportive, though the intensity of the work can make it feel more serious than playful at times.

Work-Life Balance

Conversations about work-life balance at PagerDuty Incident Response come with nuance. You will usually have a standard workweek that feels reasonable, but there are on-call rotations and incident surges that will require after-hours attention. People who prioritize balance tend to set firm boundaries around on-call responsibilities or negotiate team agreements to distribute incidents fairly. If you value predictable hours, you should ask managers about on-call expectations during interviews. For many, the payoff is rewarding work and strong peer support, even if you occasionally trade evenings for impactful incidents.

Job Security

Job security is generally solid for core roles that align with the incident response mission and product roadmap. There are periodic reorganizations that are tied to product priorities and market conditions; those can affect headcount in specific teams. Employees who maintain skill relevance, contribute to reliability work, and demonstrate cross-functional impact will have stronger job security. Overall, the company is focused on delivering value and will prioritize roles that directly support that outcome.

Leadership and Management

Leadership emphasizes operational excellence and customer reliability. There is an executive commitment to incident response as a strategic area, and leaders often communicate roadmaps and priorities. Management quality varies by team, but senior leadership tends to promote transparency and metrics-driven decision making. There are formal channels for feedback up the ladder, and leadership teams host regular all-hands and town halls to share progress and challenges.

Manager Reviews

Managers are generally competent and technically literate, especially in engineering and product teams. Many managers run consistent one-on-ones and encourage professional growth plans. Some teams have great mentorship and structured feedback; others may be more hands-off, which can be frustrating if you prefer guided development. If you are evaluating a role, request to meet your prospective manager during the interview process to assess fit, communication style, and expectations.

Learning & Development

Learning and development receive steady attention. There are budgets for conferences, online training, and certifications, and teams encourage reading incident postmortems as a primary learning tool. New hires experience technical onboarding paired with buddy programs, and there are opportunities to rotate into adjacent roles for broader exposure. The culture supports continuous learning, especially around reliability engineering, observability, and incident management practices.

Opportunities for Promotions

Promotions are possible and often tied to demonstrated impact, ownership, and cross-team influence. The cadence and criteria are transparent in many groups, with clear expectations around performance and leadership at level. Time-to-promotion can vary by function; engineers and product managers who lead high-impact incident improvements tend to move faster. Employees who document impact and seek feedback regularly will have an advantage when opportunities open.

Salary Ranges

Compensation is market-competitive and varies by role and geography. Typical US salary ranges might look like: entry-level engineers $90,000–$130,000, mid-level $130,000–$170,000, senior engineers $170,000–$240,000, and staff/principal levels above $240,000. Product, design, and sales roles follow market bands appropriate to their function. Total compensation packages will also include equity and benefits components that can be significant, especially at senior levels.

Bonuses & Incentives

There is a mix of annual bonuses and equity incentives. Bonuses are typically performance-based, aligned with both company and individual goals. Equity grants in the form of RSUs are common and vest over multiple years, providing long-term alignment. Sales and certain customer-facing roles may have commission or quota-driven incentives in addition to standard bonuses.

Health and Insurance Benefits

Health benefits are comprehensive and include medical, dental, and vision plans, with employer contributions for premiums. Mental health support, employee assistance programs, and wellness stipends are often available. Parental leave policies are competitive, and there are generally options for flexible time off and disability coverage. Benefit structures may vary by country, but the company aims to match industry norms.

Employee Engagement and Events

Employee engagement includes regular town halls, hackathons, learning lunches, and team offsites. Incident review rituals double as learning and community events, and there are social channels for interest groups. Events aim to connect distributed teams and celebrate reliability wins. Engagement quality will depend on team size and local organization, but there is an active effort to maintain connection across remote locations.

Remote Work Support

Remote work support is strong. The company supports distributed teams with home office stipends, equipment allowances, and flexible policies. There are clear guidelines for remote communication, and many roles are remote-first or hybrid. Collaboration tools and processes for async work are emphasized, which makes remote work feasible for most positions.

Average Working Hours

Average working hours are around 40 per week for many roles, with variations. Incident response teams will experience spikes during outages or major incidents, which can temporarily increase hours. On-call rotations are structured to distribute load, and teams work to minimize burnout. Expect normal business hours most of the time, with predictable occasional peaks.

Attrition Rate & Layoff History

Attrition is moderate and fluctuates with product cycles and market conditions. The company has undertaken restructuring at times to refocus product priorities, and there have been targeted layoffs in challenging market periods. These events have tended to be company or market-driven rather than a reflection of general employee performance. People considering roles should assess team stability during interviews.

Overall Company Rating

Overall, this organization rates well for people who enjoy technical challenges, mission-driven work, and a culture of reliability. You will find supportive peers, meaningful impact, and solid benefits. There are trade-offs around on-call expectations and occasional reorganizations. If you value growth, learning, and contributing to real-time reliability, this is a strong place to build skills and make an impact.