OKRs
These OKRs are for in fiscal year 2022, which runs from to .
Company
- OBJECTIVE: Make Sourcegraph valuable and accessible to every dev and company
- OBJECTIVE: Solve Big Code problems for the largest enterprises (5k+ user, multi-business unit, global)
- OBJECTIVE: Speak out more on topics that devs care about
- KR: 2 engineering deep dives; 5 feature/product use-case highlights; 4 cofounder posts; 1 code search guide
- KR: Top-5 post on Hacker News
- OBJECTIVE: Promote a healthy, transparent company culture
- KR: Standard company values interview for all candidates
- KR: Weekly per-team reviews of team handbook page for accuracy/freshness
- KR: Weekly CEO company-wide email updates and multi-timezone office hours
Marketing
- OBJECTIVE: Make Sourcegraph valuable and accessible to every dev and company
- KR: Sourcegraph Champions Program V1 deployed with at least 15 champions in mid-June
- KR: Customer Advisory Board event with at least 10 influential customers (100% of attendees are “Likely” or “Highly Likely” to attend future CAB events) in June
- KR: Public Learn Platform MVP deployed in June
- KR: Commit to new packaging model that aligns our product offering with customer value by end of
- OBJECTIVE: Solve Big Code problems for the largest enterprises (5k+ user, multi-business unit, global)
- KR: We’ve documented and are executing on an ABM process to support top target accounts, starting with SFDC
- KR: We have shipped 3 enterprise case studies
- KR: Complete 5 universal code search briefings with target research/analyst firms by end of
- OBJECTIVE: Establish a repeatable, scalable pipeline generation motion
- KR: 3x qualified pipeline coverage for ($N4 in qualified pipeline if at plan)
- KR: We’ve rolled out updated sign up nurture flows (onboarding email sequences for on prem and Cloud)
- KR: We’ve benchmarked conversion rates at each stage of the customer journey
- OBJECTIVE: Build the foundation for rapid growth
- KR: Updated brand narrative and messaging deliverables are adopted across all internal teams
- KR: We have a source of truth for customer referenceability, logo rights, and case study commitments
- KR: New website plan complete; V2 updates are rolling out
- KR: New brand guidelines and documentation are adopted internally
- KR: Self-serve branded swag portal and process are adopted internally
Sales
- OBJECTIVE: Make Sourcegraph valuable and accessible to every dev and company
- KR: $N1 IARR
- KR: 100% Logo Retention on Renewals
- KR: Commercial traction, packaging, and sales enablement sufficient to build commercial team in
- OBJECTIVE: Solve Big Code problems for the largest enterprises
- OBJECTIVE: Build a company that thrives amid rapid growth
- KR: All AEs/SDRs have completed “Know Thy Dev” enablement program
- OBJECTIVE: Establish a repeatable, scalable pipeline generation motion
Customer Engineering
- OBJECTIVE: Build the foundation to be proactive, not reactive, about customer success
- KR: Meet increased CE hiring plan and new CE project hiring plan
- KR: New CEs are onboarded, ramped, and are ready to lead customer meetings within first 30 days
- KR: Every strategic account has a success plan defined
- KR: Across all accounts, if the health of an account is deemed red, there is a plan defined
- KR: Build awesome reusable demo scripts and videos to cover most instances where a demo is needed
- KR: Produce 3 deliverables from CE project-work
- OBJECTIVE: Make Sourcegraph valuable and accessible to every company
- KR: $N1 IARR
- KR: 100% logo retention on renewals
- OBJECTIVE: Solve Big Code problems for the largest enterprises
Product/Engineering
- OBJECTIVE: Reach product-market fit for Sourcegraph.com (OSS and private code)
- OBJECTIVE: Deliver value to enterprise developers
- KR: Batch changes reaches N10 active customers/prospects
- KR: Code insights reaches N11 active customers/prospects
- KR: Non-default, non-code-insight extension usage grows to N12 customers/prospects.
- KR: Get N2 to successful POC
- KR: Keep the number of customer P1 incidents from exceeding N13
- KR: Maintain 100% support issue resolution within 8 days while only requiring help (filing a #rfh Github issue) on 15%
- OBJECTIVE: Increase developer satisfaction
- KR: Improve developer NPS from 25 to 35 (Developer Experience project tracker)
Operations (Finance, Legal, BizOps, People Ops, Tech Ops)
- OBJECTIVE: Upgrade systems and automate processes
- KR: 75% of teammates (in the final month) are onboarded into systems with no work outside of SSO
- KR: 90% of offer letters (in the final month) are completed without any manual editing
- KR: Contract templates are available for all deals within 1 day of request by AEs
- KR: Monthly IARR is predicted at the start of the month with <30% variance
- OBJECTIVE: Proactively help the business make better decisions
- KR: 100% of inbound leads are scored accurately utilizing new lead scoring criteria, enabling marketing to see Lead > MQL > SAO conversion
- KR: 100% of trials+customers are given health and/or risk scores that CE and Sales use to be proactive
- KR: [N14][n14]
- KR: Product is working to improve Cloud retention using 2+ user actions or flows that correlate with (or cause) higher retention
- KR: The Board receives monthly financial updates
- OBJECTIVE: Build an operational foundation that allows Sourcegraph to thrive amid rapid growth
- KR: Vacation usage is tracked and 100% of teammates have taken at least 5 days of PTO in
- KR: Hiring managers report that 75% of new teammates had an onboarding experience that made them successful
- KR: Teammate satisfaction increases from the start of the quarter to the end
- KR: Each department head receives monthly management reports with key information to help their organization thrive (e.g. including headcount, org metrics, hiring, vacation usage, and more)
- KR: 100% of people managers have taken 1 training session to make them more effective leaders at Sourcegraph
Talent
- OBJECTIVE: Build the foundation of our Talent team so we can help the company scale
- KR: 6 Recruiters hired and onboarded
- OBJECTIVE: Attract and hire the best talent, with a consistent focus on candidate-experience and DEI
- KR: Interview training provided for all teammates, including: standard company values interview for all candidates, interviewing 101, unconscious bias
- KR: Lay the foundation for effective DEI recruitment strategy: unconscious bias training, structured interview processes, standardized job descriptions, candidate demographic surveys, and establish partnership with one organization that promotes underrepresented candidates
- KR: Candidate experience: Candidate survey is implemented, results are analyzed on a weekly basis, and feedback is implemented to ensure we’re consistently improving our interview process
- OBJECTIVE: Execute on hiring plans that are responsive to teams’ needs
- KR: Metrics tool is implemented and key KPIs are tracked: acceptance rate, time-to-fill, source of hire, # candidates per hire
- KR: Final hiring is 85%+ of plan