Director of Pricing & Monetization

About the company

PagerDuty is a digital operations management leader that helps organizations run reliable digital experiences around the clock. Its platform is used to spot issues in real time, bring the right teams together, and resolve problems quickly before they spread. More than 13,000 organizations, including 60 Fortune 100 companies, rely on PagerDuty for digital transformation, cloud migration, and DevOps modernization. The platform continues to expand through AI/ML and automation across development, IT, customer service, security, and other business teams.

Role overview

PagerDuty is hiring a Director of Pricing & Monetization to lead the strategy and execution for packaging, pricing, and monetizing its Operations Cloud platform. This position belongs to the Product Development organization and reports to the VP of Product Strategy & Growth.

This is a product-led role that requires the same discipline a strong product manager brings to product decisions: customer understanding, structured testing, clear tiering logic, and a focus on measurable outcomes. The role also serves as the bridge between Product, Sales, Finance, and Marketing so that pricing strategy turns into field execution and commercial results. It owns the complete cycle from recommendation through implementation and ongoing operations, including real-time decisions on deal desk activity, discounting, and promotions.

The ideal candidate will have worked at the intersection of product management and monetization in a later-stage B2B SaaS company, with direct ownership of packaging choices, monetization systems, and the ability to influence both product roadmaps and sales motions.

What you will own

Product and monetization

• Shape and refine the packaging structure for PagerDuty, including tiers, feature placement, usage-based levers, and entitlement models, in collaboration with Product and Engineering.
• Create and sustain a monetization review workflow so pricing is considered early in roadmap discussions rather than added at the end.
• Drive SKU design and testing by building repeatable methods for launching, validating, and improving packaging changes quickly and safely.
• Own the roadmap for monetization tooling, including usage tracking, entitlement flexibility, and faster SKU experimentation, in partnership with Engineering and Revenue Systems.
• Act as the cross-functional decision-maker across Product, Design, and Engineering for feature frameworks, entitlements, metering, and the path from planning to launch and operations.
• Provide pricing and packaging guidance to other product teams across the portfolio.

Go-to-market execution

• Translate pricing into field execution through discount governance, approval flows, customer-facing messaging, and enablement assets.
• Lead the rollout of packaging migrations as legacy customers move to modern Operations Cloud plans, including cohort planning, field playbooks, and customer communications.
• Serve as a key cross-functional decision-maker for GTM, Technology, and Revenue Operations teams.

Analysis and planning

• Monitor pricing initiative performance, including win rates, discount patterns, migration progress, and ARR impact by segment.
• Develop or use financial modeling capabilities with Finance to assess pricing scenarios and segment-level effects.
• Engage directly with customers to test pricing assumptions and identify friction points.

What you will build

This role will inherit and expand an existing pricing and monetization foundation that already includes billing and quoting systems, pricing calculators and field tools, discount approval workflows, and a SKU architecture spanning legacy and modern Operations Cloud offerings. There is also an expectation to align pricing direction with executive leadership and company-wide ARR and growth goals.

The opportunity is to modernize this base so pricing decisions happen more quickly and go-to-market teams have tools they trust and actively use.

Team leadership

You will lead and develop a small existing team that includes a Pricing Analyst, a Pricing Manager, and a Technical PM / Monetization Ops resource. The goal is to grow this group from a support function into a strategic pricing capability that product and sales teams actively rely on.

Success measures

At 3 months

• Build a strong understanding of the current SKU structure, billing environment, and field pricing behavior.
• Establish working relationships with Sales Strategy, Deal Desk, Finance, and major Product stakeholders.
• Propose a monetization review process that brings pricing decisions into product planning earlier.

At 6 months

• Launch and instrument one or two packaging experiments, such as a new tier, a usage-based pilot, or feature unbundling.
• Improve go-to-market and customer-facing pricing tools in a way that increases field confidence and usage.
• Strengthen discount governance with clear ownership and approval paths for exceptions.
• Make SKU creation more efficient through clearer ownership, documented steps, and faster turnaround times.

At 12 months

• Deliver measurable ARR impact through better win rates on Operations Cloud, lower discounting frequency, or faster migration away from legacy SKUs.
• Put a credible modernization path in motion for billing and quoting systems.
• Increase entitlement flexibility so product teams can run pricing tests with greater speed and independence.
• Establish pricing as a strategic partner to Product, Sales, and Finance.
• Develop the team into a high-agency group with broader scope.

Salary and compensation

The base pay range for this position is CAD 156,000 to CAD 236,500 annually. The role may also be eligible for bonus, commission, equity, and/or benefits. Actual pay is determined by role level, location, market data, job-related skills, and experience.

Additional compensation details can be shared by the recruiter during the hiring process.

Work model and location

This position is based in Toronto, Ontario, Canada and is expected to be in the Toronto office two days per week. PagerDuty uses a hybrid work model across its offices. Candidate eligibility depends on location, and some regions are excluded from employment consideration.

Candidate location restrictions

PagerDuty cannot employ candidates residing in the following locations:

• Australia: Northern Territory, Queensland, South Australia, Tasmania, Western Australia
• Canada: Alberta, Manitoba, Newfoundland, Northwest Territories, Nunavut, PEI, Quebec, Saskatchewan, Yukon
• United States: Alaska, Hawaii, Iowa, Louisiana, Mississippi, Nebraska, New Mexico, Oklahoma, Rhode Island, South Dakota, West Virginia, Wyoming

Candidates must live in an eligible location, which varies by role.

How the company works

PagerDuty’s values shape how it supports customers, collaborates internally, builds products, and fosters belonging. For people leaders, the company emphasizes high-performance environments and accountability across four leadership dimensions: Lead Self, Lead the Team, Lead the Business, and Lead the Future. These dimensions are supported by a shared competency framework and manager expectations.

What the company offers

PagerDuty’s total rewards approach is designed to be competitive and aligned with local laws and regulations. The package may include competitive salary, a comprehensive benefits package, flexible work arrangements, company equity, an employee stock purchase program, a retirement or pension plan, generous paid vacation, paid holidays and sick leave, Wellness Days and HibernationDuty companywide days off in addition to PTO, paid parental leave, paid volunteer time off, company-wide hack weeks, and mental wellness programs. Eligibility can vary by role, region, and tenure.

About PagerDuty

PagerDuty is a global digital operations management company whose AI-powered Operations Cloud helps enterprises build resilience and improve operational efficiency. With a generative AI assistant at its core, the platform helps teams detect and resolve issues in real time, orchestrate complex workflows, and continuously improve digital operations. The company is trusted by nearly half of the Fortune 500, approximately two-thirds of the Fortune 100, and the Forbes AI 50.

PagerDuty is certified as a Great Place to Work and has also been recognized by Fortune and product review platforms such as TrustRadius and G2.

Additional information

PagerDuty is an equal opportunity employer and does not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, parental status, veteran status, or disability status. By applying, candidates acknowledge the company’s privacy policy.

The company provides reasonable accommodations for qualified individuals with disabilities during the application process. Candidates who need accommodation can email the company’s accessibility contact for support.

PagerDuty also uses E-Verify employment verification.

Application encouragement

Applicants are encouraged to apply even if they do not meet every requirement. The company values potential and reviews each candidate’s broader professional background.