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New Relic
What's It Like to Work at New Relic?
Frequently Asked Questions
New Relic supports job satisfaction through collaborative work, career development and flexible work practices. Its culture is organized around The Relic Way, which emphasizes shared accountability, customer impact and helping employees do meaningful work together.
- Purposeful and collaborative work: New Relic’s One Team value encourages employees to share ideas, challenge assumptions and work across functions. A sales development representative described New Relic as “one of the most collaborative cultures I’ve experienced,” noting that senior executives actively sought input from a new hire. A senior technical support engineer similarly wrote that the “collaborative environment here means that I can learn from and support my colleagues.”
- Career growth and recognition: Employees can build skills through technical ownership, peer mentorship and internal mobility. A senior software engineer described leading mentorship circles while contributing to critical database services, calling the experience “some of the best moments of my career so far.” A newly promoted senior solutions consultant described the move as “a meaningful milestone,” crediting teammates, mentors and customers with helping shape his development while he built experience solving complex customer problems. New Relic also offers certification paths, technical courses and career-development programming.
- Flexibility and well-being: New Relic provides flexible time off, recharge days and mental-health resources such as Headspace. Its Access ERG also hosts programming focused on building community, setting healthy work boundaries, and fostering psychological safety. A recent blog post highlighted that “prioritizing wellbeing isn’t a trade-off for high performance; it’s the engine behind it.”
- External signals:
- Team experience: One reviewer described “great work-life balance and supportive team culture,” while another called the workplace “friendly” and “helpful.” Reviews also highlight collaboration across teams. (Glassdoor)
- Leadership and autonomy: External reviewers cite a culture of listening as well as “trust and autonomy” for employees. (Comparably)
- Learning and flexibility: Employees mention “good co-workers and learning opportunities” alongside a “great WFH structure” and unlimited PTO for eligible regions. (Blind)
Bottom line: New Relic supports job satisfaction by combining meaningful work, collaborative teams and growth opportunities with flexibility and well-being programs.
New Relic earns positive employee feedback for its collaborative culture, supportive leadership and benefits. On one external employee review site, 85% of employee reviews were positive, and the company ranked in the top 30% of similarly sized employers for overall culture.
- A culture employees describe as genuine: New Relic defines its workplace through six core values that guide collaboration, decision-making and customer work — called The Relic Way. These core principles include Results Driven, Customer Forever, One Team, Competitive Spirit, Technical Excellence, and a Challenger Mindset. An executive assistant said, “The culture is the real deal,” adding that new-hire perspectives feel valued while employees maintain “a high bar for getting work done.” A sales development representative similarly described New Relic as “one of the most collaborative cultures [they’ve] experienced” and said senior executives genuinely wanted input from a new hire. (Glassdoor)
- Recognition for inclusion and employee support: New Relic earned a score of 100 on the Human Rights Campaign Foundation’s 2026 Corporate Equality Index for the second consecutive year. The company also supports five employee resource groups and peer mentoring opportunities. A senior employee experience and community manager called the recognition “a massive accomplishment,” noting that multiple teams contributed information about benefits, business practices and culture initiatives. Confidence in the company’s direction: Employees connect their workplace experience to New Relic’s product and market position. The Chief Revenue Officer, Hein Hellemons, said he was drawn to the company’s “immense market opportunity,” “outstanding platform” and “talented leadership team.” External reviews also praise the company’s technical challenges, AI investment and strong product. (Glassdoor; Blind)
- External signals:
- Employee recommendation: 85% of external reviews were positive. New Relic also received an “A” rating for its CEO and an “A” for perks and benefits. (Comparably)
- Workplace experience: Reviewers describe New Relic as a “great place to work,” with “awesome people,” “supportive leaders” and “good vibes.” One employee wrote, “One year in and I genuinely want to stay here forever.” (Glassdoor; Indeed)
- Team and leadership support: Employees highlight “trust and autonomy,” an “open door policy” and leaders who listen. Others praise knowledgeable colleagues and collaborative teams. (Comparably; Blind)
Bottom line: Employees recommend New Relic for its collaborative culture, inclusive programs, supportive leadership and strong benefits.
New Relic's Candidate Tradeoffs
If you’re weighing whether New Relic is the right fit, these are the core tradeoffs to consider.
- New Relic emphasizes minimal micromanagement and high trust, giving employees space to make decisions and move quickly, which requires a high level of autonomy and self-directed motivation.
New Relic Employee Perspectives
New Relic works to create a workplace where LGBTQIA+ employees feel supported through benefits, business practices and culture initiatives — not just during Pride Month, but throughout the year. In 2026, its cross-functional approach to inclusion helped the company earn a perfect score on the Human Rights Campaign Foundation’s Corporate Equality Index for the second consecutive year.
“I am proud to lead the effort to earn this award. Multiple teams contribute to more than 100 questions about our benefits, business practices, and culture initiatives to determine if we are best-in-class in regard to LGBTQIA+ inclusion in the workplace. It’s a huge undertaking and massive accomplishment. As a Black gay man, this is more than a work accomplishment—it’s personal.”
New Relic aims to create an inclusive workplace where employees across its global teams feel welcomed, supported and able to thrive. Its continued recognition in the Human Rights Campaign Foundation’s Corporate Equality Index reflects the company’s investment in workplace policies and practices that support LGBTQIA+ employees.
“I am proud of the work that New Relic has done to create an inclusive and welcoming workplace. This accomplishment underscores our commitment both in the U.S. and globally.”
New Relic works intentionally to create a connected culture across its distributed global teams. Through inclusive collaboration, regional programming and employee communities like Women @ New Relic, the company gives employees opportunities to build relationships, learn from one another and feel part of a shared mission wherever they work.
“In a global, distributed company, a sense of belonging doesn’t just happen by accident. You have to build it on purpose.”
New Relic Employee Reviews
What People Are Saying About New Relic
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Benefits & Perks: Offerings include comprehensive healthcare, a 401(k) match, wellness funds, paid parental leave, and flexible or unlimited PTO for many exempt roles. These benefits are emphasized across company materials and are consistently positioned as a core strength.
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Work-Life Balance: Flexible time off and remote/hybrid options help people manage personal and work commitments. Policies and cultural cues indicate employees can take time away when needed.
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Team Support: Colleagues are often seen as knowledgeable, helpful, and collaborative, with little micromanagement in many teams. This peer environment contributes to a positive day-to-day experience.
New Relic's Benefits
Company or teams have recognition rituals for individual work
Teams use Slack, meetings, and Relicnitions to consistently highlight and celebrate individual contributions.
Employee feedback used to shape policies and strategy
Employee feedback isn’t just collected—it’s acted upon. Survey responses and team input directly shape our strategic priorities and workplace planning.
Encourages autonomy and ownership from employees
Built on trust rather than micromanagement, Relics have full ownership of their work to solve complex problems, drive technical excellence, and deliver real outcomes.
Established employee awards to honor work and contributions
Managers give public shoutouts and celebrate employee milestones
Leaders actively celebrate team wins, work anniversaries, and personal achievements through public shoutouts in team syncs, Slack, and company all-hands.
Managers offer consistent feedback loops
Managers maintain steady 1:1 check-ins and performance conversations, ensuring you always have clear goals, growth guidance, and real-time feedback.
Provides modern technology across teams
Relics are equipped with modern technology, equipment, and AI-forward tools to help you do your best work friction-free.
Provides resources to build team camaraderie
We invest in team budgets, ERG events, and virtual or in-person gatherings to build strong relationships, collaboration, and camaraderie across distributed teams.
Quarterly engagement surveys to gauge employee satisfaction
We use employee surveys to capture continuous feedback on the workplace experience, ensuring team sentiment directly informs our workplace strategy.
Documented career progression frameworks
We use structured Career Tracks with transparent job levels, expectations, and competencies so you always know where you stand and how to advance.
Documented internal promotion policy
We maintain clear, transparent guidelines that outline eligibility, evaluation metrics, and the exact steps needed to move to your next level.
Documented path to leadership development
We provide dedicated mentorship, executive sponsorship, and management coaching programs to give you a clear roadmap into leadership positions.
Encourages lateral mobility to expand skills and impact
Cross-functional moves and track switches are fully supported, giving employees the freedom to broaden their skills and continuously grow their careers at New Relic.
Posts new positions internally and encourages employees to apply
New positions are actively promoted across an internal job board available to all employees, giving the team continuous opportunities to discover and apply for their next career move.
Prioritizes promotion advancement based on impact
Advancement is driven by measurable execution and direct contributions toward key business goals, ensuring high impact—not just tenure—powers growth.
Prioritizes promotion advancement based on long-term contribution
We reward sustained high performance, ownership, and long-term value creation across our teams.
Promote from within
Growing internal talent is a core priority, and our team members are actively supported to take on bigger challenges and higher-level roles.
Provides customized development tracks
Our tailored Individual Contributor and Management tracks empower you to grow along the path that best aligns with your strengths.
Regularly scheduled promotion review cycles for employees
We hold structured, predictable performance and promotion review cycles so you have recurring opportunities to discuss and celebrate your career growth.
Defined policies promoting a professional, respectful workplace
Documented guidelines and zero-tolerance policies maintain a safe, inclusive, and professional environment for all Relics.
Defined values and mission statements
Our core values—The Relic Way—and mission to help companies deploy with confidence and run with intelligence anchor our culture, strategy, and daily work.
Documented operating principles
Our core values—The Relic Way—guide how we make decisions, while our Ways of Working clearly define how we collaborate and operate globally.
Documented policies and procedures to protect employee privacy and data
Engineering team utilizes pair programming
Engineering teams leverage pair programming, code reviews, and shared technical sessions to solve complex problems and upskill together.
Hosts in-person revenue kickoff meetings
Implements team-based strategic planning
Teams map out quarterly goals collaboratively, aligning individual projects directly with overall department roadmap objectives.
Leadership encourages open, transparent debate
Guided by a Challenger Mindset, teams have continuous avenues for feedback to challenge assumptions through respectful dialogue and drive better outcomes together.
Leadership is transparent and communicative
Executive leadership shares company updates, strategy shifts, and performance metrics openly through regular all-hands and Q&As.
Open office floor plan to encourage communication and collaboration
Policies promote a low-ego, team-driven culture
We operate as One Team, leveraging diverse perspectives to solve complex problems and achieve shared success.
Prioritizes mission-driven work in decision-making processes
Strategic decisions directly support our mission to help customers deploy with confidence and run with intelligence.
Prioritizes real-world impact of work in decision-making processes
Being Results Driven and Customer Forever guides our choices, prioritizing work that delivers measurable real-world value.
Promotes a people-first, social culture
We prioritize employee well-being, community connection, and active Employee Resource Groups (ERGs) to foster an inclusive, supportive workplace.
Promotes a strong in-person office culture
Uses an OKR operational model to clearly define goals and priorities
We use Objectives and Key Results (OKRs) to maintain clear strategic alignment, tracking measurable outcomes across all teams.
Utilizes an open door policy that encourages accessibility
Leaders and executives are directly accessible via Slack and occasional open office hours, encouraging approachable, open communication across all levels.
Allows work from home occasionally
Async-friendly policies, culture that encourage work flexibility
Grounded in an async-first mindset, we prioritize asynchronous communication to support our global workforce, establishing productive collaboration across time zones.
Defined working hours and availability expectations
Anchored in our Ways of Working, teams establish clear core availability to collaborate mindfully across schedules.
Documented overtime policy
Established expectations for communication between time zones
Guided by our Ways of Working, we set clear cross-time-zone communication expectations to ensure global collaboration while respecting everyone's working hours.
In-office days / expectations are defined
For roles or regions with in-office requirements, expectations and schedules are defined for employees.
Offers a remote work program
We offer fully remote roles across many regions, equipping you with everything needed to succeed from anywhere. Remote team members are fully integrated into our culture, projects, and growth.
Provides work from home flexibility
Utilizes a flexible work schedule
Built on trust and autonomy, Relics structure their workday for peak productivity without micromanagement. We focus on outcomes and impact, trusting you to manage your schedule and deliver results.
Utilizes a hybrid work model
Utilizes restricted work hours
Driven by our shared ways of working, teams set clear availability guidelines to collaborate mindfully across time zones while protecting your work-life balance.
