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IN, NOT OUT: DATADOG’S NEW INTERNAL MOBILITY PROGRAM

“Datadog has had a very responsive approach to moving talent that fits our
hypergrowth environment.” The company’s manager of talent management explains
why.
Written byStephen Ostrowski
Published on Mar. 02, 2023
Stephen Ostrowski
DATADOG

The next step in one’s career doesn’t have to be into a different company. Aly
O’Connor has experienced this firsthand. 

After spending her first few years at Datadog as a recruiting lead, O’Connor
became the company’s first manager of talent management. The shift included
doing what O’Connor described as “totally different work at a totally different
scale.” 

In other words, the new role offered her the opportunity to grow and challenge
herself. 

“Through my personal internal mobility journey at Datadog, I’ve been able to
work with different stakeholder groups, gain increased exposure to global teams
and build large-scale programs with immense impact,” O’Connor said. “This was a
big personal leap and a chance to flex a muscle I hadn’t had an opportunity to
yet.”

In her role, O’Connor helps fellow Datadog team members similarly benefit from
in-house moves by leading the company’s internal mobility program, which helps
identify the right opportunities and avenues within the company that talent can
pursue. 

“Internal mobility gives employees an opportunity to try something new while
holding onto valuable knowledge and relationships earned in their time at the
company,” said O’Connor, who noted that a lot of internal moves are seen across
the company already, the highest volume being in the engineering and sales
teams.

O’Connor is focused on realizing a system that provides latitude for employees
while driving impact for the company. Learn how below. 

 

DATADOG

 


TO START, BRIEFLY DESCRIBE YOUR ROLE AND RESPONSIBILITIES. 



I’m Datadog’s talent management manager. My role is to design and build programs
that help our employees grow in their careers. 

I’ve built some of our first global talent management programs that give leaders
the tools to assess talent and drive career growth on their teams. Right now I’m
putting a ton of effort into rounding out our internal mobility program:
defining what internal mobility means to Datadog, refining our data approach so
we can understand mobility and the impact of internal moves, and solving how we
give equal opportunity for Datadogs to apply to open opportunities. 

 


TELL US MORE ABOUT DATADOG’S INTERNAL MOBILITY PROGRAM. WHAT IS ITS GOAL AND
WHAT DOES IT ENTAIL?

We define internal mobility as a change in team, including working with a new
product or new customers, or a change in responsibilities, which may look like
changing departments and doing a different job. 

Datadog has had a very responsive approach to moving talent that fits our
hypergrowth environment. Our engineering teams have been active in moving talent
across product lines, which has helped meet team needs and provide our employees
with technical growth. 

 

> “Datadog has had a very responsive approach to moving talent that fits our
> hypergrowth environment.”

 

Other teams, like sales, make internal mobility frictionless through their
career pathing design. In groups like this, the natural career progression will
include an internal move, baking in an opportunity to gain exposure to various
customers.

 

DATADOG

 


WHAT DOES LEADING THE INTERNAL MOBILITY PROGRAM INVOLVE? HOW DO YOU ADAPT THE
PROGRAM BASED ON EMPLOYEE FEEDBACK?

All career growth programs we build are based on data and feedback so we’re
designing with our business’s needs in mind. Leading the program has meant
building the tools to make sure internal mobility feels seamless to employees
and managers. This includes work across a few different systems and many
different teams. Now and in the future, leading the program means partnering
closely with the business to be more strategic and deploy flexible options for
staffing open roles. 

Datadog has done an incredible job of fostering career mobility organically.
About one in three Datadogs move internally each year, be it through team moves,
promotions or location changes. 

People are making big changes and are learning new things while staying at the
same company. Our most common moves are within our sales and engineering teams.
We also see moves across teams, sometimes as a result of our Embed program where
folks from teams temporarily join or “embed” on another team for exposure and
training. This is a path someone on our Solutions team may take if they’re
interested in becoming a software engineer.  

We’re looking to understand the impact that these moves have and what “healthy”
mobility is. For us, healthy mobility means we’re seeing talent moving through
the business to meet needs as they arise. 

We have two overall goals for internal mobility. Our first is to make sure
employees are aware of open opportunities they may be interested in. That’s
achieved by making sure opportunities are posted on our internal job board,
marketing opportunities to employees and making sure we have a seamless internal
recruitment process. 

 

> “For us, healthy mobility means we’re seeing talent moving through the
> business to meet needs as they arise.”

 

The second is to make sure internal moves are having a positive impact. We know
that by analyzing mobility data and measuring the employee’s success in their
new role, we can glean information from performance, promotion, engagement and
exit survey data. 

 


WHAT DOES THE FUTURE HOLD FOR DATADOG’S INTERNAL MOBILITY PROGRAM? WHAT DO YOU
HOPE TO ACHIEVE WITH IT?

The future includes a lot more intention from the business’s side to get
opportunities in front of employees. We’ll continue to be hyperfocused on data
and employee feedback. 

We want our results to show that internal mobility is helping to strengthen our
culture. Continuing to have happy, engaged and growing employees is important to
us and through the program we hope to also see an increased empathy and transfer
of skills and knowledge across teams.

 

They're Hiring | View 151 JobsDatadog is Hiring | View 151 Jobs

Responses have been edited for length and clarity. Images via Datadog.



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