Datadog
New York, NY · founded 2010
Datadog is a cloud monitoring and observability platform founded in 2010 in NYC—now public in the S&P 500 after rejecting a $7 billion Cisco acquisition. The company has built a rare reputation for stable, collaborative engineering culture with strong work-life balance and consistent headcount growth. The caveat: management is inconsistent and career progression can feel unclear, while base compensation typically trails the largest tech firms.
see the full file on Datadogdocumented benefits (24)
| How leave is framed | equal_all_parents |
|---|---|
| Fertility support | yes |
| Adoption & surrogacy support | offered |
| Relocation | yes |
| Retirement match | offered |
| Financial advising | yes |
| Equity | RSU |
| Stock purchase plan | yes |
| ESPP discount | 15% |
| Mental health | yes |
| Gender-affirming care | yes |
| Dental | yes |
| Vision | yes |
| Disability | yes |
| Life insurance | yes |
| Office policy | Hybrid workplace; no required number of office days stated in postings. |
| Fully remote roles | yes |
| Unlimited PTO | yes |
| Food | lunch |
| Commuter benefit | yes |
| Phone & internet | offered |
| Pet insurance | yes |
| Gym / fitness subsidy | yes |
| Internal course catalog | yes |
what Datadog pays
Median of 25 certified wages filed with the US Department of Labor: $205,000.
Half of Datadog's certified filings fall between $188,100 and $239,200.
| role | median | filings | range |
|---|---|---|---|
| senior software engineer | $235,000 | 6 filings | $205,000 to $250,000 |
| software engineer ii | $188,100 | 4 filings | $168,400 to $210,000 |
| senior product designer | $190,000 | 3 filings | $180,000 to $190,000 |
| senior product manager | $225,000 | 3 filings | $190,000 to $239,200 |
| senior manager, fp&a | $185,000 | 2 filings |
Source: US Department of Labor, FY2025 Q4. Read 2026-07-27.
notable perks
- Gender Affirming Care Wallets that reimburse a range of gender-affirming procedures and therapy services
- Fitness reimbursements covering everything from yoga classes to ski passes
- Pet adoption assistance plus pet insurance for 'employees adding a furry friend'
- 10 free mental-health appointments a year for you and your dependents
- Fully stocked kitchens and catered lunches a few times a week in the main offices
- Eight employee resource groups, including DINAdogs, Rainbowdogs, Women of Datadog and BiT (Black in Technology)
the legal floor where they are
Set by law, not by Datadog. It applies to every employer in NY.
| IVF cycles the state covers | New York requires three IVF cycles, from large groups only. Insurance Law §§ 3221(k)(6)(C) and 4303(s)(3) require large group policies to cover 'three cycles of in-vitro fertilization (IVF) used to treat infertility and prescription drugs that are prescribed for the IVF treatment'. Large group means more than 100 employees, and the law applies to policies issued or renewed on or after 1 January 2020. Age restrictions are not permitted, and an insurer may not discriminate on age, sex, sexual orientation, marital status or gender identity. Small group and individual plans must cover basic infertility treatment such as intrauterine insemination but are NOT required to cover IVF. THE LIMIT THAT DECIDES WHETHER THIS REACHES YOU: the Department of Financial Services states that 'the IVF law does not apply to self-funded ERISA plans', nor to Medicaid managed care, the Essential Plan or Medicare. KFF's 2025 employer survey puts 67% of covered workers in a self-funded plan and 80% at firms of 200 or more, so at most large New York employers this law does not apply and the fertility benefit on the page is the company's own choice. (New York Insurance Law §§ 3221(k)(6)(C) and 4303(s)(3), effective 1 January 2020.) |
|---|---|
| Adoption leave the law gives | 12 workweeks of UNPAID job-protected leave in any 12-month period on the placement of a child for adoption or foster care, and only for employees who meet the FMLA eligibility test. There is no federal paid adoption leave. (Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(B) and 2612(c); eligibility at 29 U.S.C. 2611(2) and (4). Quoted from the 2023 edition of the US Code.) |
| Pay when you are ill | No federal law requires any paid sick leave. The FLSA does not require payment for time not worked, and the FMLA gives 12 workweeks of UNPAID job-protected leave in any 12-month period for a serious health condition, and only for employees who meet the FMLA eligibility test. Any paid sick time comes from a state or city law, or from the employer's own choice. (Fair Labor Standards Act, per the Department of Labor's statement on payment for time not worked; Family and Medical Leave Act of 1993, 29 U.S.C. 2612(a)(1)(D) and 2612(c). Quoted from the 2023 edition of the US Code on govinfo.gov.) |
Every claim above is sourced and dated. See sources on the full page.
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