Datadog complies with applicable federal, state, and local law for areas in which we operate throughout the US. Below are a few notices we are required to display for your information.
Equal Opportunity Employer
At Datadog, diversity means making a conscious effort to reflect the many experiences and identities of the world outside, while treating each other with fairness and without bias. Inclusion is the choice we make every day to foster an environment where people of all backgrounds not only belong, but excel, so that together, as a company, we can succeed.
Datadog is an Affirmative Action and Equal Opportunity Employer and is proud to offer equal employment opportunity to everyone regardless of race, color, ancestry, religion, sex, national origin, sexual orientation, age, citizenship, marital status, disability, gender identity, veteran status, and more.
We also consider qualified applicants regardless of criminal histories, consistent with applicable legal requirements. If you’re applying for a position in San Francisco or Los Angeles, review the guidelines applicable in your area.
Datadog will not discriminate or retaliate against employees or applicants who inquire about, disclose, or discuss their compensation or that of other employees or applicants. Learn more here. If you have a disability or special need that requires accommodation, please let us know by emailing us here.
Datadog is an E-Verify Employer. Learn more here.
Additional Federal Notices
- The US Employee Polygraph Protection Act prohibits most private employers from using lie detector tests either for pre-employment screening or during the course of employment.
- The US Family Medical Leave Act entitles eligible employees of covered employers to take unpaid, job-protected leave for specified family and medical reasons with continuation of group health insurance coverage under the same terms and conditions as if the employee had not taken leave.
California Notices
- California employers must post the current California Minimum Wage notice, which you can view the (English) and (Spanish) versions of here.
- California employers may not discriminate against someone because they identify as transgender or gender non-conforming. See the (English) and (Spanish) versions of this California notice on the rights of employees who are transgender or gender nonconforming.
- All employers, regardless of the number of employees, are covered by the harassment provisions of California law. Review the (English) and (Spanish) versions of California’s Sexual Harassment notice.
- In California, members of the military and veterans are protected from discrimination and harassment in employment. See the (English) and (Spanish) versions of the California Workplace Rights for Members of the Military and Veterans notice for more info.
- California employers are prohibited from making certain pre-employment inquiries to employees or applicants. Review the California Department of Fair Employment & Housing Fact Sheet on Pre-Employment Inquiry Guidelines for more info.
- California law prohibits workplace discrimination and harassment. See the (English) and (Spanish) versions of this notice for more info.
- Under California law, you may have the right to take job-protected leave to care for your own serious health condition or a family member with a serious health condition, or to bond with a new child (via birth, adoption or foster care). California law also requires employers to provide job-protected leave and accommodations to employees who are disabled by pregnancy, childbirth or a related medical condition. See the (English) and (Spanish) versions of the California Family Care and Medical Leave (CFRA Leave) and Pregnancy Disability Leave notice for more info.
- California law protects employees against discrimination or harassment because of an employee’s pregnancy, childbirth or any related medical condition because of pregnancy. California law also prohibits employers from denying or interfering with an employee’s pregnancy-related employment rights. View the (English) and (Spanish) versions of the California Your Rights and Obligations as a Pregnant Employee notice for more info.
Datadog may use an automated employment decision tool (“AEDT”), which utilizes artificial intelligence and machine learning technologies, in connection with applications for employment. In compliance with NYC Local Law 144, an independent auditor has reviewed the AEDT used by Datadog; results of which may be viewed here.
AEDT is used to ease the burden on recruiters and/or hiring managers by recommending and/or highlighting candidates for consideration. It may assess the personal and professional information that you provide in your application to Datadog against the criteria of the role, along with your submissions to assessments during the recruiting process. Datadog will review the results and recommendations produced by these tools to the extent that they impact a final employment decision.
If you would like to request a reasonable accommodation, please submit this form and our team will be happy to assist. If you have additional questions related to reasonable accommodations, you can reach out to us at accommodation-requests@datadoghq.com.
