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Pulumi raises $37.5M Series B for its cloud engineering platform
Seattle-based Pulumi, one of the newer startups in the ”infrastructure-as-code” space, today announced that it has raised a $37.5 million Series B funding round led by NEA. Previous investors Madrona Venture Group and Tola Capital also participated in this round, which brings the total investment in the company to $57.5 million.
The new investment follows the launch of Pulumi 2.0, which got the company closer to its vision of becoming what the team calls a “cloud engineering platform” and impressive growth over the last year, with a 10x growth in adoption in the last 12 months.
“We started with infrastructure as code, because we felt like that was a foundational piece that gave us the programming model, along with the cloud resource model,” Pulumi co-founder and CEO Joe Duffy told me. “That was an important place to start. With [Pulumi] 2.0, we launched support for testing, for policy as code — so that you could actually apply governance and compliance as part of your infrastructure management — and really helping more of the team work together.”
Indeed, after starting with a focus on infrastructure teams, Pulumi is now looking to expand across teams.
“The infrastructure team is becoming the nucleus that pulls the whole team together. We’re actually calling this cloud engineering,” Duffy explained. “What we’re calling cloud engineering is developers using the cloud in a first-class way, infrastructure teams helping them do that and increasingly pulling in security engineers to make sure that governance is part of the story as well. The 2.0 release was our first time exploring those adjacencies and trying to paint a path to realizing the full Pulumi vision.”
Infrastructure as code isn’t necessarily new, of course. The promise of Pulumi is that it isn’t hobbled by any legacy products but that the team designed it as a cloud-native product from the ground up. That’s something NEA’s Aaron Jacobson, who will join the company’s board, also stressed.
More on Pulumi
“If you think about how fast the cloud has evolved just in 10 years, Pulumi is built in a place of multi-cloud, of Kubernetes, of serverless, Jacobson said. “And much of the original infrastructure-as-code constructs didn’t even have those in mind. Since Pulumi is newer to market and has come after all those constructs, it just has better integration, it’s just a more delightful experience to developers.”
NEA’s Scott Sandell is actually taking this a bit further. “Venture capitalists are in the business of pattern recognition,” he said. “And the pattern that I recognized actually goes all the way back to when I was a product manager in the windows group. And I saw that developers don’t want to have to deal with complexity — they want to have the complexity managed for them.” That, he argues, is what Pulumi does for developers — and it surely helped both Duffy and his co-founder and Pulumi executive chairman Eric Rudder, who left successful careers at Microsoft to build this company.
In addition to the new funding, Pulumi also today announced that it brought in a number of new executives, including industry veterans Jay Wampold as CMO, Lindsay Marolich as senior director of demand generation, Kevin Kotecki as VP of sales and Lee-Ming Zen as VP of engineering.
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Your first sales hire should be a missionary, not a mercenary
Micah Smurthwaite is a partner at Next47 focusing on investments in enterprise software, infrastructure, cybersecurity and frontier technology companies.
As the first sales hire at Cloudflare, I learned firsthand from both our high growth and my own mistakes how to build a world-class sales team. Early hires are the cultural cornerstones of an organization. As Vinod Khosla described the initial hires at Sun Microsystems, “Initial hiring is way more important than you think because of its multiplicative effect. So, it’s worth taking a little longer when you hire those people.”
The first sales hire will set the best practices, cultural tone and is responsible for making sure each subsequent new sales hire succeeds. For this reason, it is important that startups look to hire missionaries, not mercenaries, when they bring on their first sales team member. If the first sales hire is a “coin-operated” mercenary whose priority is to overachieve quota and is a great solo player, they may be more competitive than collaborative. In contrast, if the first hire is a missionary who cares more about evangelizing the product and is a team player, they will naturally enable the next set of hires to succeed.
Hiring the missionary
There is an overwhelming amount of declarative advice on how to make your first sales hire: They should have experience selling at an early-stage company, tenure in that company to a much larger team (five to 50 employees, or $100,000 to $10 million ARR), they’ve sold at your price point, overachieved quota consistently (beware of this one. Quota overachievement can be a false positive and may be the result of a fruitful territory, a comp plan where quotas were too low or selfish “me-first” behavior.), etc. What you should look for are missionaries, and they exhibit two key qualities: resourceful ingenuity and team-based behavior.
Missionaries are resourceful team players
At early-stage startups, there is more work to do than people to do it. These are resource-constrained environments where roles go beyond job descriptions and are “jack-of-all-trades” positions. This first sales hire is not an ordinary sales gig. It requires a missionary with a deep interest in the technology who wants to evangelize the product. The resourceful missionary must have an enterprising mindset to build their own sales collateral, a clever approach for testing pricing, a passion for the product technology and an ability to navigate the organization so engineering and product teams can hear the voice of the customer.
While resourceful skills are needed to test out different sales motions, the most important quality the missionary must have is a team-first attitude to share those learnings with colleagues. As the missionary, and the subsequent missionary hires, are developing a repeatable process they are engaging in novel intellectual work; this is not routine execution. When someone develops better messaging, or discovers a new use case, the goal is to spread that expertise so overall collective intelligence and team performance increases. If that operational know-how becomes siloed and an individual optimizes for themselves, instead of the team, the organization loses.
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