New Relic is an Observability Platform, delivering full-stack visibility and analytics to 17k+ paid customers. The New Relic One Platform provides actionable insights to drive digital business results helping companies pinpoint issues before customers are impacted. Companies of all sizes trust New Relic to monitor application and infrastructure performance so they can quickly resolve issues, and improve digital customer experiences.
Each team is asked to select, explain, and rank their top 8 values in order of importance.
Heavily Team Oriented
We’re not individual superheroes – it’s a team effort.
At New Relic, we believe everyone has things to teach and to learn, regardless of seniority. While there are some engineering teams that work in silos, our Data OS team (DOS) is happiest when we’re collaborating. If we’re crunched for time during a sprint, everyone will pause what they’re doing to help their teammates get across the line. Even though we’re distributed (with team members in the Bay Area, Phoenix, and Portland), we find joy in supporting one another. You’ll see this from the start, since part of onboarding and ramping up includes pairing and shadowing existing teammates.
It is standard within New Relic to have performance reviews twice a year, which is coupled with leveling. However, our DOS team does these quarterly. We do these more frequently to give our team members additional opportunities to review key strengths, accomplishments, areas of improvement, goals, and how managers can help. Our Engineering Manager, Teresa Martyny, shares 1-on-1 docs with everyone so that we can add questions, keep track of quarterly goals, and make sure feedback is transparent both ways. We are all growing always!
Teamwork is especially important within DOS, where also use project “squads” composed of folks from different teams (e.g. infra engineering and analytics). This isn’t a typical practice at New Relic, but we find it beneficial for us to prevent knowledge silos and encourage more collaboration. Bringing together experts on different parts of our systems and business ultimately helps deliver greater value. That’s why internal transfers are also fairly common. All new engineering roles on teams are posted in an internal job board, and employees can apply and go through an accelerated interview process. We encourage people to transfer to different teams when it will support their career growth goals. New Relic as a whole considers it a better outcome for someone to transfer to a new team to help grow their skills than to leave the company entirely.
If you’re a data nerd like we are, New Relic is your paradise.
There are a lot of companies that drive initiatives based on executives’ feelings, but they’re not necessarily grounded in actionable data. At New Relic, simply feeling that something is wrong won’t cut it for us – we aim to make decisions rooted in data. We pride ourselves on collecting data on everything from sprint velocity to data quality in order to make decisions regarding process and system improvements. DOS strives for monitoring-driven development, where monitoring is the first step of a project instead of the last. This is key in establishing a baseline for the current state and for demonstrating the utility of new features and system optimizations. That being said, we try to strike the right balance between making decisions based on math/data and remaining empathetic.
Actively Practices Inclusion
We believe in fostering diversity and inclusion not just at New Relic, but also in our greater community.
We are committed to hiring a diverse workforce and supporting the career growth of people who are underrepresented in tech, starting with how we speak to potential applicants in our job descriptions. We are thoughtful about the language we use and do our best to welcome all applicants to apply.
Once a hire is made, we have a wide variety of employee resource groups (ERGs) available, too. Fireside chats, panels, social events, and workshops are regularly held by ERGs such as Relics of Color, Rainbow Relics, [email protected], NeuRelics (Relics who want to help build a culture with neurodiversity and mental health in mind), and NR-VERG (Relics who have served).
Fostering a diverse and inclusive community is important to us not just within New Relic’s walls, but also when we’re outside of the office. Employees get paid time off to leverage their skills and contribute to a cause they’re most passionate about. (As one example, several of our DOS team members went to local schools to read to kids last year.) In order to create more equality and accessibility in the tech community, we also offer free software licenses to non-profits and invest in STEAM education. You can learn more about our non-profit work here!
Last, but not least, we also conduct a company-wide inclusion survey every year. We take the results from this survey very seriously, quickly act on the feedback provided, and always use a 3rd-party service to ensure confidentiality. Personally, for those on our DOS team, we continue to be impressed by the anti-oppression analysis New Relic brings to the forefront. There is ongoing education for staff on how to address culture add vs. culture fit, equality vs. equity, and talking about systematic oppression in an industry that has a lot of work to do. Overall, New Relic has the capacity to support the empowerment and growth of people who are underrepresented in tech and believe we have no excuses in helping shift the status quo.
EQ > IQ
Technical skills can’t get you anywhere if you can’t communicate with your team.
To assess candidates’ EQ, we have specific interview sessions that are standard across all roles. We look for the ability to communicate and receive constructive technical feedback. We’re also interested in how candidates approach and navigate complex conversations. It’s important to us that every interview panel consists of employees with diverse backgrounds, too, which means you’ll meet a mix of people when you interview: men, women, people who are self-taught, people who have CS degrees, as well as people from different departments and disciplines.
We continue to prioritize EQ once you’ve joined New Relic, too. We invest in our team members and help coach team members to ensure your “soft skills” are getting as much attention to growth as your technical skills. The Learning Development group offers optional workshops on a variety of topics such as Managing Up, Having Hard Conversations, Managing Conflict, Leadership Bootcamp, Executive Presence, and the list goes on. Sometimes attending these workshops becomes a part of an individuals’ formal goals for a quarter.
We also make sure people receive direct and timely feedback, coach them on any negative behaviors they may not be aware of (and recognize when folks successfully change these behaviors). Not only is this a typical part of our weekly 1:1s (see Heavily Team Oriented above), but it’s also something we do in the given moment to address things as soon as they come up.
Engineers are not only responsible for the code they ship, but also the data that their code produces.
At New Relic, project leads own projects start-to-finish. This includes collaborating on ideation, creating specs and tickets and ensuring the project is delivered on schedule, with adequate monitoring, tests, and documentation. What they’re not responsible for is writing code. They may write some code, but that’s not the expectation as a lead. Tickets within projects can be completed by any engineer on the team, but the project leads ensure the integrity and success of the overarching project. When working on a ticket, engineers are not only responsible for the code they ship, but also the data that it produces. Data quality is an integral part of our acceptance criteria.
We’re lucky to have many teams at New Relic to support our individual team. For example, there’s an entire team dedicated to helping other teams at New Relic with their processes: establishing charters, beliefs, and doing retros. We also have a reliability team that supports other teams, making sure we’re following the best practices with derisking. All of this is built in so that we can pay full attention to our work and not worry about other things like devops. Leads can then focus on what they know best: taking ideas to stories and executing everything on time.
Safe Environment to Fail
There is perhaps over-enthusiasm on our team when reviewing PRs, improving code, and doing retros.
Our Reliability Team provides one of the infrastructures at New Relic that is incredibly on point: Do not Repeat Incidents (DRI). The retros for DRIs are completely blame-free and when managers write up summaries, we won’t even include names. There’s a lot of acknowledgment that anyone can make a mistake and we never focus on who did it. Instead, we try to identify what’s missing in our process or infrastructure and what we need to solve in order to alleviate those gaps.
Specifically on our Data OS team, there is a tremendous amount of support reviewing PRs and improving our code. There’s actually quite a bit of silliness and joy! Feedback is never given from a punitive place and always comes from a place of wanting to support you and your career.
Committed to Personal Growth
We have amazing resources to help all of our people continue to grow.
As a starter, all of our training materials and workshops are tailor-made. Our onboardings are not only customized to New Relic, but also for the specific department you’re joining. (People Ops, Sales, Technical teams all have their own training material.) For those of us who have been in the industry for many years (or in some cases, decades), we were all blown away by the amount and quality of content that helps new hires ramp up at New Relic.
You’re also assigned to a buddy when you get hired. Buddies have a whole list of things to work with you on to help you get oriented: tours of our nap rooms, how to schedule an appointment with one of our in-office masseuses, or going over our rooftop yoga schedule. There are also so many tools available for Rookie Relics (as we call them) to help you understand how we do sprint planning, write a good story, and find out what team someone is on (or what a team does!).
Once you’re situated, there continues to be many opportunities for growth. So many, in fact, that you probably won’t have enough time to take advantage of everything that’s offered to you! Even when the unexpected happens (like with COVID-19), we make a big effort to support one another and stay connected as a team.
Heavily Team Oriented
Actively Practices Inclusion
EQ > IQ
Safe Environment to Fail
Committed to Personal Growth
5 Data Engineers
1 Engineering Manager
1 Product Manager
Flexible Time Off (FTO), which means you do not accrue PTO and are encouraged to take the time off that you need to do your best work and have a happy, balanced life. Sick time doesn’t count as vacation and we also offer 12 weeks of paid parental leave.