Hero image for Development at GitLab
Logo for Development at GitLab

Development atGitLab

The development team at GitLab consists of backend engineers, frontend engineers, fullstack engineers, and management.

271+ people,
100% remote

Openings

Location & Timezone
Nomad friendly

Work from anywhere, on any timezone, and on any schedule that best fits your needs. Digital nomad frequently changing locations? Exciting! Night owl? Great! Morning bird? Great! We're 100% flexible.

Application Process

Generally:

  1. Questionnaire
  2. Initial call
  3. Technical interview
  4. Possible follow-up interview(s)
  5. We contact your references and do a background check
  6. We make you an offer

Note: We strive to be as expeditious as possible in our hiring process. However, the speed of the process can and does vary. To see our historical and recent trends related to time-to-hire, please view the Time to Offer Accept (Days) chart.

View the hiring section of our handbook for more insight.

CommunicationOur Bias Towards Async Communication

Asynchronous
Deep-work friendly

We use asynchronous communication as a starting point and stay as open and transparent as we can by communicating through public issues, merge requests, and Slack channels.

We also place an emphasis on ensuring that conclusions of offline conversations are written down. When we go back and forth three times, we jump on a synchronous video call.

We don't expect employees to be available at all times. There's no expectation to respond to messages outside of your planned working hours.

Preventing burnoutTake Time Off

Flexible schedule
Long-term leave
Parental leave
Minimal meetings
Personal allowance

In an all-remote environment, it can be difficult to identify signals of burnout and distress in ourselves and others. It is common to turn to work as a distraction to the chaos we feel in our day-to-day lives.

One of the most effective ways we encourage our employees to manage their mental health is to utilize the GitLab PTO Policy.

Taking time off is important. Here are just a few highlights of the GitLab PTO policy that are in our handbook to remind team members the importance of taking time away from work:

Not taking vacation is viewed as a weakness and people shouldn't boast about it. It is viewed as a lack of humility about your role, not fostering collaboration in training others in your job, and not being able to document and explain your work.
It's important to take PTO while you have something you want to do, rather than waiting until you need the time off.
Remember that it's normal to take extra time to catch up after returning from paid time off. Taking time off doesn't mean that you need to work multiple extra hours before or after your vacation. When taking extended time off, expect to have reduced capacity to take on new work the week of your return while you're catching up on the work that happened while you were away.

For more insight into how we help our employees prevent and address burnout, see this section of our handbook.

GatheringsGitLab Contribute - Our Annual Company Meetup

Exotic location(s)

"Contribute" is our annual GitLab team event where we get together to interact with one another and cultivate our community. Since our team is scattered all over the globe, we try to plan a different location each year. Contribute is an optional event and team members aren't pressured to attend.

In April 2020, we pivoted to a Virtual Contribute after canceling the Prague (Czech Republic) Contribute due to Covid-19. GitLab team members and investors joined from around the world to enjoy keynotes, workshops, and speed coffee chatting.

In May 2019, 518 team members and 43 guests gathered in New Orleans, Louisiana (USA). Around a dozen customers, community members, and investors also experienced the GitLab culture.

Before we evolved to become GitLab Contribute, our annual gathering was called the GitLab Summit. Summits brought the team together every 9ish months:

  • August 2018, Cape Town (South Africa)
  • October 2017, Crete (Greece)
  • January 2017, Cancun (Mexico)
  • May 2016, Austin, Texas (USA)
  • October 2015, Amsterdam (The Netherlands)
  • October 2013, Novi Sad (Serbia)

This year (2021), we'll be gathering on Atlantis Paradise Island, in The Bahamas. Curious to learn more? View the official page.

PersonalityWelcoming, Positive & Efficient

Approachable
Diverse
Jokes allowed
Welcoming

Even though we are a large and distributed team, GitLab is like a big family.

Welcoming and Kind

We value caring for others. Demonstrating we care for people provides an effective framework for challenging directly and delivering feedback. We disagree with companies that say Evaluate People Accurately, Not "Kindly". We're all for accurate assessment, but we think it must be done in a kind way. Give as much positive feedback as you can, and do it in a public way.

Oh, we also have a slack channel ("#thanks") where we express our gratitude towards each other.

Learning from failure

"Iteration" is critical to our product improvement and development. We see what each of us produce initially as a draft. This helps us reduce the cycle time and have a prototyping mindset towards the features we are working on. We are not afraid of failure since we are always flexible in adjusting our products based on the feedback from both our external and internal communities.

Image for the QA section Welcoming, Positive & Efficient

Benefits

Vacation policy

In the 3 months I've been at GitLab, I've taken more time off than the last 2 years at my previous job.

– GitLab engineer

We have a "no ask, must tell" time-off policy. This means that:

  • You do not need to ask permission to take time off unless you want to have more than 25 consecutive calendar days off. The 25-day no ask limit is per vacation, not per year. You can have multiple no ask vacations per year that add up to more than 25 days in total; there is no limit to this.
  • If your planned leave exceeds the 25 calendars days (including weekends and holidays), please make sure to reach out to your Manager, People Business Partner and the Total Rewards team for a special request.
  • What we care about are your results, not how long you work. While you don't need to ask approval for time off, it shouldn’t be at the expense of business getting done. Please coordinate with your team before taking time off, especially during popular or official holidays, so that we can ensure business continuity. We want to ensure we have adequate coverage and avoid situations where all/most of the team is taking time off at the same time.
  • When taking time off make sure your manager is aware of your absence. Informing your manager can be done by using PTO by Roots, as it will create an event and notify your manager for you. Giving your manager and team members a heads up early helps them prioritize work and meet business goals and deadlines.
  • If you're gone for 72 hours without notification, this could be deemed as Job Abandonment.
  • It can be helpful to take longer breaks to re-energize. If this is helpful to you, we strongly recommend taking at least two consecutive weeks of time off per year.

View the PTO section of our handbook.