Commit e0f9b3c8 authored by Kirsten Abma's avatar Kirsten Abma 🙋🏼

Replace Applicant with Candidate

parent 0a9b4ded
Pipeline #19293312 passed with stages
in 12 minutes and 53 seconds
......@@ -15,11 +15,11 @@ Please see our [identity data](https://about.gitlab.com/culture/inclusion/identi
### 100% remote
We have 100% remote team which means our applicants are not limited by geography – Our door, if you will, is open to everyone and we [champion this approach](http://www.remoteonly.org/), to the extent that it’s possible, for all companies.
We have 100% remote team which means our candidates are not limited by geography – Our door, if you will, is open to everyone and we [champion this approach](http://www.remoteonly.org/), to the extent that it’s possible, for all companies.
### Technical interviews on real issue
Another practice we employ is to ask GitLab applicants to work on real issues as a part of our hiring process. This allows people who may not stand out well on paper - which is what the hiring process traditionally depends on - to really show us what they can do and how they approach issues. For us, that’s proven more valuable than where an applicant studied or has worked before.
Another practice we employ is to ask GitLab candidates to work on real issues as a part of our hiring process. This allows people who may not stand out well on paper - which is what the hiring process traditionally depends on - to really show us what they can do and how they approach issues. For us, that’s proven more valuable than where an candidate studied or has worked before.
### Diversity Sponsorship program
......
......@@ -58,7 +58,7 @@ If you believe you have been discriminated against or witnessed discriminatory p
### Bullying / Workplace Violence
GitLab does not tolerate violent acts or threats of violence. The company will not tolerate fighting, bullying, coercion or use of abusive or threatening words directed to, about or against a co-worker, lead, manager, executive, applicant, client/customer or vendor. No individual employed by GitLab should commit or threaten to commit any violent act or discuss committing such offenses, even in a joking manner.
GitLab does not tolerate violent acts or threats of violence. The company will not tolerate fighting, bullying, coercion or use of abusive or threatening words directed to, about or against a co-worker, lead, manager, executive, candidate, client/customer or vendor. No individual employed by GitLab should commit or threaten to commit any violent act or discuss committing such offenses, even in a joking manner.
### Retaliation
......
......@@ -18,7 +18,7 @@ Can't find what you're looking for? Try the main [People Operations page](/handb
US based employees' payroll and benefits are arranged through TriNet. The benefits decision discussions are held by People Operations, the CFO, and the CEO in the summer, to elect the next year's benefits by TriNet's deadline. People Operations will notify the team of open enrollment as soon as details become available.
The most up to date and correct information is always available to employees through the [TriNet HRPassport portal](https://www.hrpassport.com) and the various contact forms and numbers listed there. This brief overview is not intended to replace the documentation in TriNet, but rather to give our GitLabbers and applicants a quick reference guide.
The most up to date and correct information is always available to employees through the [TriNet HRPassport portal](https://www.hrpassport.com) and the various contact forms and numbers listed there. This brief overview is not intended to replace the documentation in TriNet, but rather to give our GitLabbers and candidates a quick reference guide.
If you have any questions regarding benefits or TriNet's platform, feel free to call their customer solutions line at 800-638-0461. If you run into any issues with the platform itself, try switching from Chrome to Safari to login and enroll in benefits/view your profile. If you have any questions in regards to your TriNet paycheck log in to TriNet, then go to [How To Read Your Paycheck](https://www.hrpassport.com/Help/Docs/pdf/Readpaycheck_US.pdf).
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......@@ -195,7 +195,7 @@ When receiving such an email the EA should stage a draft email to the recipient
* There are 2 types of calls with the CEO. First an introductory call which needs the [GitLab primer](https://about.gitlab.com/primer) and second a final interview which needs the form mentioned below.
* PeopleOps makes sure that every candidate that the CEO talks with has a profile in our ATS with background info e.g. a resume or LinkedIn profile link.
* People Ops will tag EA to schedule a call for the applicant with Sid.
* People Ops will tag EA to schedule a call for the candidate with Sid.
* Template email with wording to schedule “Kirsten schedule Sid.”
* Add date/time and make sure to include timezones.
* For calls with candidates for a role of Director level or higher, make sure to plan 90 minutes for a call.
......
......@@ -61,7 +61,7 @@ Please use the same order as in the examples above, a few notes:
Diversity is one of GitLab's core [values](https://about.gitlab.com/handbook/values) and
GitLab is dedicated to providing equal employment opportunities (EEO) to all team members
and applicants for employment without regard to race, color, religion, gender,
and candidates for employment without regard to race, color, religion, gender,
national origin, age, disability, or genetics. One example of how put this into practice
is through sponsorship of [diversity events](https://about.gitlab.com/2016/03/24/sponsorship-update/)
......
......@@ -79,7 +79,7 @@ You may also create a referral link, which you can send to prospective candidate
If there is no current appropriate vacancy, but you would like to make a passive referral, please email `jobs@gitlab.com` and include relevant information, such as name, email address, resume, LinkedIn profile, etc.
Finally, if you do not have the required information to refer someone, an applicant can always apply for a role directly and include in the application that they were referred and by whom, and the referrer will credited.
Finally, if you do not have the required information to refer someone, an candidate can always apply for a role directly and include in the application that they were referred and by whom, and the referrer will credited.
When you refer a candidate, please have an official conversation with them to confirm that they are aware of being referred, and please send them the vacancy description to make sure they are qualified. If the vacancy has location requirements (e.g. Americas, EMEA, or APAC), please also double check that they are in the appropriate location for the role.
......@@ -93,8 +93,8 @@ The People Ops team are the only ones who should be [changing stages for a candi
* New Lead
* Reached Out
* Responded
* Applicant
* New Applicant
* Candidate
* New Candidate
* Contacted
* Assessment Sent
* Assessment In Review
......@@ -107,9 +107,9 @@ The People Ops team are the only ones who should be [changing stages for a candi
* References
* Offer
The "Lead" bucket is exclusively used by the Recruiting team for sourcing new applicants and communicating with them.
The "Lead" bucket is exclusively used by the Recruiting team for sourcing new candidates and communicating with them.
Within the "Applicant" bucket, "New Applicant" refers to all incoming applications; "Contacted" refers to applicants that the Recruiting team has reached out to for more information; "Assessment Sent" refers to applicants whom the Recruiting team has sent an opening questionnaire to, and "Assessment In Review" refers to applicants who have returned the questionnaire and need to be reviewed by a member of the appropriate hiring team. All members of the hiring team who review applicants can refer to the "Assessment In Review" stage to see what applications still needs review.
Within the "Applicant" bucket, "New Applicant" refers to all incoming applications; "Contacted" refers to candidates that the Recruiting team has reached out to for more information; "Assessment Sent" refers to candidates whom the Recruiting team has sent an opening questionnaire to, and "Assessment In Review" refers to candidates who have returned the questionnaire and need to be reviewed by a member of the appropriate hiring team. All members of the hiring team who review candidates can refer to the "Assessment In Review" stage to see what applications still needs review.
The "Interview" bucket keeps track of where candidates are in the process. They are moved into each new stage once they have successfully passed the prior stage; e.g. a candidate who does well in the Screening Call will be moved to First Video Interview while they are scheduling the interview and until feedback is received by the interviewer.
......
......@@ -53,7 +53,7 @@ We've intentionally crafted our hiring and recruiting practices to align with th
## Transparency
* Give every applicant a response
* Give every candidate a response
* Document the hiring process and keep it updated
* Share insights and hiring achievements often and with everyone
* Provide honest and kind feedback
......
......@@ -33,7 +33,7 @@ A vacancy needs to be opened in Lever before we can start interviewing.
- Open - vacancy is open and we are actively sourcing and hiring for the role
- Closed - no vacancy, not actively sourcing or hiring for the role
- Filled - vacancy has been filled by internal or external candidate
- Draining - vacancy is closed, no longer accepting new applicants, but will review existing candidates through the hiring process and fill the role if a qualified candidate is identified from existing applicants
- Draining - vacancy is closed, no longer accepting new candidates, but will review existing candidates through the hiring process and fill the role if a qualified candidate is identified from existing candidates
- Pending Approval - vacancy has been suggested by executive team member and is pending board, CEO, or CFO approval.
1. To open a vacancy, please go to the [People Ops Vacancy project](https://gitlab.com/gitlab-com/people-ops/vacancy/issues)
and create a new issue. Next to title where it says "Choose a template", select the [vacancy](https://gitlab.com/gitlab-com/people-ops/vacancy/blob/master/.gitlab/issue_templates/vacancy.md) template. Follow the directions that populate in the issue.
......
......@@ -447,11 +447,11 @@ We have contracted with [Checkr](https://checkr.com/) to perform these backgroun
Incoming candidates will receive an email to fill out the background check application following an offer. The application process includes signing a disclosure and a consent form which explains the rights of an individual undergoing a background examination. The application process is designed to take less than fifteen minutes to complete.
All team members in the affected positions will be required to complete the background check process, regardless of location. Applicants outside of the US or non-citizens will be required to provide a passport number and national ID number as part of their criminal background check. At this time, Checkr does not support non-US employment verification, so People Ops will be reaching out to collect the appropriate information.
All team members in the affected positions will be required to complete the background check process, regardless of location. Candidates outside of the US or non-citizens will be required to provide a passport number and national ID number as part of their criminal background check. At this time, Checkr does not support non-US employment verification, so People Ops will be reaching out to collect the appropriate information.
To prepare for the employment application process, please gather each previous employer's name and address, your position title held, employment start and end dates, manager’s name and title, their phone number, and email address. Details for a Human Resources contact can be entered instead of a manager's contact details. If you have been self-employed, you must provide backup documentation to act as proof of employment. This documentation can be in the form of tax returns (e.g. W2s), pay stubs, LLC documentation, official company registrations, etc.
Applicants may be required to submit a form of picture ID to process their background check. For security purposes, documentation via email will not be accepted; applicants should check their email for the secure link that Checkr will automatically send in order to upload their document.
Candidates may be required to submit a form of picture ID to process their background check. For security purposes, documentation via email will not be accepted; candidates should check their email for the secure link that Checkr will automatically send in order to upload their document.
Background checks will act as an additional mechanism of transparency and will help to build trust with our clients. We will continue to develop this draft policy to ensure we apply a fair and consistent process which is as respectful to the privacy of our team members as possible while remaining compliant.
......
......@@ -33,8 +33,8 @@ title: People Operations Vision
1. Actively hire globally.
1. Define a candidate centric interview process.
1. Review Interview questions with a team when creating the position.
1. Regularly evaluate interview questions with team for effectiveness based on data from previous applicants and competencies required for the position.
1. Evaluate interviewers for effectiveness based on data from previous applicants and hired team members ([ELO rating](https://en.wikipedia.org/wiki/Elo_rating_system) for interviewers). Everyone at GitLab should be able to [conduct interviews](https://gitlab.com/gitlab-com/peopleops/issues/305).
1. Regularly evaluate interview questions with team for effectiveness based on data from previous candidates and competencies required for the position.
1. Evaluate interviewers for effectiveness based on data from previous candidates and hired team members ([ELO rating](https://en.wikipedia.org/wiki/Elo_rating_system) for interviewers). Everyone at GitLab should be able to [conduct interviews](https://gitlab.com/gitlab-com/peopleops/issues/305).
## Be a preferred employer
......@@ -72,7 +72,7 @@ title: People Operations Vision
1. Create (leadership) development programs regarded as best in class and a reason to join the company.
1. Have a lightweight self serve process to add courses.
1. Let people show off what courses they did and [gamify](https://en.wikipedia.org/wiki/Gamification) it.
1. Courses are used extensively by the wider community (users, contributors, resellers, applicants).
1. Courses are used extensively by the wider community (users, contributors, resellers, candidates).
1. Have tests that are easy to make and take.
1. Great volume of new and updated courses.
1. Record every course and make available to everyone.
......
......@@ -33,7 +33,7 @@ If we didn't please contact people operations.
At GitLab we strongly believe in employee ownership in our Company. We are in business
to create value for our shareholders and we want our employees to benefit from that shared success.
*In this [document](https://docs.google.com/document/d/1tS-HBzy9kYH1tIGPV3ivilyrmWAGPeqowV45m1zkxuQ/edit) (only accessible to GitLab team members and applicants),
*In this [document](https://docs.google.com/document/d/1tS-HBzy9kYH1tIGPV3ivilyrmWAGPeqowV45m1zkxuQ/edit) (only accessible to GitLab team members and candidates),
you can find some more details on the number of shares outstanding and the most recent valuations.*
This guide is meant to help you understand the piece of GitLab that you’re going to own!
......
......@@ -17,9 +17,9 @@ Hiring new Support Engineers is a multi-department process. It will involve Recr
Hiring is described on the [jobs page](https://about.gitlab.com/roles/engineering/support-engineer/#hiring-process) for Support Engineers. Below is a breakdown of what to do in the sections we are responsible for.
### Qualified applicants receive a short questionnaire from our Global Recruiters
### Qualified candidates receive a short questionnaire from our Global Recruiters
Support Engineer - A Recruiter will ping you to review the applicant's questionnaire, please review the questions within 24 hours. If the person looks good, leave a comment pinging the recruiter that sent the application to you and choose the screening call with recruiter template.
Support Engineer - A Recruiter will ping you to review the candidate's questionnaire, please review the questions within 24 hours. If the person looks good, leave a comment pinging the recruiter that sent the application to you and choose the screening call with recruiter template.
### Candidates will be invited to schedule a first interview with a Support Engineer
......
......@@ -28,7 +28,7 @@ feedback in the smallest setting possible. One-on-one video calls are preferred.
1. **Address behavior, but don't label people** There is a lot of good in [this article](http://bobsutton.typepad.com/my_weblog/2006/10/the_no_asshole_.html) about not wanting jerks on our team, but we believe that **jerk** is a label for behavior rather than an inherent classification of a person. We avoid classifications.
1. **Say sorry** If you made a mistake apologize, saying sorry is not a sign of weakness but one of strength. The people that do the most work will likely make the most mistakes. Additionally, when we share our mistakes and bring attention to them, others can learn from us, and the same mistake is less likely to repeated by someone else.
1. **No ego** Don't defend a point to win an argument or double-down on a mistake. You are not your work; you don't have to defend your point. You do have to search for the right answer with help from others.
1. **See others succeed** An applicant who has talked to a lot of people inside GitLab mentioned that, compared to other companies, one thing stood out the most: everyone at here mentioned wanting to see each other succeed.
1. **See others succeed** A candidate who has talked to a lot of people inside GitLab mentioned that, compared to other companies, one thing stood out the most: everyone at here mentioned wanting to see each other succeed.
1. **People are not their work** Always make suggestions about examples of work, not the person. Say, "you didn't respond to my feedback about the design," instead of, "you never listen". And, when receiving feedback, keep in mind that feedback is the best way to improve and that others want to see you succeed.
1. **Do it yourself** Our collaboration value is about helping each other when we have questions, need critique, or need help. No need to brainstorm, wait for consensus, or [do with two what you can do yourself](https://www.inc.com/geoffrey-james/collaboration-is-the-enemy-of-innovation.html).
......
......@@ -303,7 +303,7 @@ The complete hiring plan is kept in the Hiring Forecast doc. Hiring is not an ob
* CEO: Hire according to plan
* CEO: Great and diverse hires
* Global hiring
* Sourced recruiting 50% of applicants
* Sourced recruiting 50% of candidates
* Hired candidates, on average, from areas with a [Rent Index](https://about.gitlab.com/handbook/people-operations/global-compensation/#the-formula) of less than 0.7
* CEO: Keep the handbook up-to-date so we can scale further
* Handbook first (no presentations about evergreen content)
......
......@@ -36,7 +36,7 @@ The Y Combinator program is ideal when you have a solid team of founders that ha
{:.gitlab-orange}
**Sid:** We feel that Y Combinator has the best network, the best partners, the best advice to give you because they see the most companies, and they are very strong at selecting them.
Going where the other strong applicants are, you will have a program where they have the largest set of data to offer you advice.
Going where the other strong candidates are, you will have a program where they have the largest set of data to offer you advice.
Investors have noticed the Y Combinator pattern which helps you raise funding under better terms with better investors. Our Y Combinator experience exceeded our high expectations.
#### Reinder: Is it a problem that I'm a single founder?
......
......@@ -11,8 +11,8 @@ Sid figured talking in person would be way easier than leaving comments and we s
<!-- more -->
With the blog post [trending on the HackerNews homepage](https://news.ycombinator.com/item?id=12615723) last Friday, a lot of applicants wanted to know if their answers were clear and concise; like Sid advised in our blog.
During the office hours and a few one-on-one meetings Sid read and talked through the application form answers and asked questions and discussed what applicants could improve.
With the blog post [trending on the HackerNews homepage](https://news.ycombinator.com/item?id=12615723) last Friday, a lot of candidates wanted to know if their answers were clear and concise; like Sid advised in our blog.
During the office hours and a few one-on-one meetings Sid read and talked through the application form answers and asked questions and discussed what candidates could improve.
Below are a few examples of the calls Sid did over the weekend. We posted the recordings on our YouTube account
so everyone can have a look at the advice mentioned and hopefully adjust the last few details before [sending in their own application](https://www.ycombinator.com/apply/).
......
......@@ -34,7 +34,7 @@ key word of "scaling.")
A VP of Scaling should be broadly deployable in the company and go where the
challenges are. For us, the first task at hand was to scale up our team, starting with our ability to recruit and hire quickly and efficiently. And so it was that I began in the role of Interim Head of People Operations;
from sending out employment agreements and setting up an applicant tracking
from sending out employment agreements and setting up an candidate tracking
system, to laying the groundwork for our
[hiring process](https://about.gitlab.com/handbook/hiring), building the
beginnings of the People Operations team, and developing the first iteration of the [global compensation calculator](https://about.gitlab.com/handbook/people-operations/global-compensation). Once the People Operations team was left in more experienced hands I moved on to help as (interim) Support Lead, followed more recently by time as interim Director of Infrastructure, and currently interim Director of Security.
......
......@@ -27,9 +27,9 @@ GitLab is looking for a motivated and experienced engineer to help grow our test
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](https://about.gitlab.com/team/).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](https://about.gitlab.com/team/).
- Qualified applicants receive a short questionnaire from our Recruiting team
- Qualified candidates receive a short questionnaire from our Recruiting team
- Selected candidates will be invited to schedule a 30 minute screening call with our Recruiting team
- Next, candidates will be invited to schedule a 45 minute first interview with the Director of Quality
- Candidates will then be invited to schedule a 1 hour technical interview with the Edge Team Lead
......
......@@ -33,7 +33,7 @@ Our database engineer is a hybrid role: part developer, part database expert. Yo
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
* Assessment
* 30 minute [screening call](/handbook/hiring/interviewing/#screening-call) with one of our recruiters
......
......@@ -94,7 +94,7 @@ who can get up and running within the GitLab code base very quickly and without
requiring much training, which limits us to developers with a large amount of
existing experience with Ruby, and preferably Rails too.
For a time, we also considered applicants with little or no Ruby and Rails
For a time, we also considered candidates with little or no Ruby and Rails
experience for this position, because we realize that programming skills are to
a large extent transferable between programming languages, but we are not
currently doing that anymore for the reasons described in the [merge
......@@ -278,9 +278,9 @@ the Database Engineer position.
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](https://about.gitlab.com/team/).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](https://about.gitlab.com/team/).
- Qualified applicants receive a short questionnaire from our Recruiting team
- Qualified candidates receive a short questionnaire from our Recruiting team
- Selected candidates will be invited to schedule a 30 minute [screening call](https://about.gitlab.com/handbook/hiring/interviewing/#screening-call) with our Recruiting team
- Next, candidates will be invited to schedule a behavioral interview with the hiring manager
- Next, candidates will be invited to schedule a [technical interview](https://about.gitlab.com/handbook/hiring/interviewing/technical/) with a team manager
......
......@@ -20,7 +20,7 @@ Managers in the engineering department at GitLab see the team as their product.
* Author project plans for epics
* Draft quarterly OKRs
* Run agile project management process
* Train engineers to screen applicants and conduct managerial interviews
* Train engineers to screen candidates and conduct managerial interviews
* Improve product quality, security, and performance
### Director of Engineering
......@@ -71,7 +71,7 @@ The Director of Engineering, Backend at GitLab manages multiple backend teams in
#### Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
* Selected candidates will be invited to schedule a 30 minute [screening call](/handbook/hiring/#screening-call) with our Recruiting team
* Next, candidates will be invited to schedule a 45 minute first interview with our VP of Engineering
......@@ -108,8 +108,8 @@ See [Engineering Manager](/roles/engineering-manager/) for more details.
#### Hiring Process
Applicants for this position can expect the hiring process to follow the order
below. Please keep in mind that applicants can be declined from the position
Candidates for this position can expect the hiring process to follow the order
below. Please keep in mind that candidates can be declined from the position
at any stage of the process. To learn more about someone who may be conducting
the interview, find her/his job title on our [team page](/team).
......@@ -144,7 +144,7 @@ As an Engineering Manager you are expected to
- Be a leader for the team
- Draft quarterly OKRs and have regular 1:1’s with team
- Actively seek and hire globally-distributed talent
- Conduct managerial interviews for applicants, and train the team to screen applicants
- Conduct managerial interviews for candidates, and train the team to screen candidates
- Contribute to the sense of psychological safety on your team
- Generate and implement process improvements
......
......@@ -27,9 +27,9 @@ GitLab is looking for a motivated and experienced leader to grow our test automa
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](https://about.gitlab.com/team/).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](https://about.gitlab.com/team/).
- Qualified applicants receive a short questionnaire from our Recruiting team
- Qualified candidates receive a short questionnaire from our Recruiting team
- Selected candidates will be invited to schedule a 30 minute screening call with our Recruiting team
- Next, candidates will be invited to schedule a 45 minute first interview with the Director of Quality
- Candidates will then be invited to schedule a 1 hour technical interview with the Edge Team Lead
......
......@@ -21,7 +21,7 @@ title: "Frontend Engineer"
- The priority of the issues tagged with this label can be found in [the handbook under GitLab Workflow](https://about.gitlab.com/handbook/communication/#prioritize).
- When done with a frontend issue remove the 'Frontend' label and add the next [workflow label](https://gitlab.com/gitlab-org/gitlab-ce/blob/master/PROCESS.md#workflow-labels) which is probably the 'Developer' label.
## Requirements for Applicants
## Requirements for Candidates
* Know how to use CSS effectively
* Expert knowledge of JavaScript
......@@ -125,9 +125,9 @@ example, fixing 10 typos isn't as valuable as shipping 2 new features.
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
* Qualified applicants receive a short questionnaire from our Global Recruiters
* Qualified candidates receive a short questionnaire from our Global Recruiters
* Selected candidates will be invited to schedule a 45 minute [screening call](/handbook/hiring/#screening-call) with our Global Recruiters
* Next, candidates will be invited to schedule a 45 minute first interview with a Frontend Engineer
* Candidates will then be invited to schedule a 1 hour technical interview with the Frontend Lead
......
......@@ -12,7 +12,7 @@ title: "Frontend Engineering Manager"
* Works with other teams to identify priorities for releases
* Assigns frontend engineers direction issues
* Identifies hiring needs for frontend group
* Interviews applicants for Frontend engineers positions
* Interviews candidates for Frontend engineers positions
* Continues to spend part of their time coding
* Ensures that the technical decisions and process set by the CTO are followed
* Does 1:1's with all reports every 2-5 weeks (depending on the experience of the report)
......@@ -24,7 +24,7 @@ title: "Frontend Engineering Manager"
* Delivers input on promotions, function changes, demotions and firings in consultation with the CEO, CTO, and VP of Engineering
* Defines best practices and coding standards for frontend group
## Requirements for Applicants
## Requirements for Candidates
* At least 1 year of experience leading, mentoring, and training teams of frontend engineers
* Experience working on a production-level JavaScript applications
......
......@@ -12,7 +12,7 @@ title: "Frontend Lead"
* Works with other teams to identify priorities for releases
* Assigns frontend engineers direction issues
* Identifies hiring needs for frontend group
* Interviews applicants for Frontend engineers positions
* Interviews candidates for Frontend engineers positions
* Continues to spend part of their time coding
* Ensures that the technical decisions and process set by the CTO are followed
* Does 1:1's with all reports every 2-5 weeks (depending on the experience of the report)
......@@ -24,7 +24,7 @@ title: "Frontend Lead"
* Delivers input on promotions, function changes, demotions and firings in consultation with the CEO, CTO, and VP of Engineering
* Defines best practices and coding standards for frontend group
## Requirements for Applicants
## Requirements for Candidates
* At least 1 year of experience leading, mentoring, and training teams of frontend engineers
* Experience working on a production-level JavaScript applications
......@@ -40,9 +40,9 @@ title: "Frontend Lead"
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
* Qualified applicants receive a short questionnaire from our Global Recruiters
* Qualified candidates receive a short questionnaire from our Global Recruiters
* Selected candidates will be invited to schedule a 45 minute [screening call](/handbook/hiring/#screening-call) with our Global Recruiters
* Next, candidates will be invited to schedule a 45 minute first interview with a Frontend Engineer
* Candidates will then be invited to schedule a 1 hour technical interview with the Frontend Lead
......
......@@ -20,7 +20,7 @@ The Gitaly Lead reports to the Director of Infrastructure.
* Communicates the status and roadmap for the product within the company and
with the GitLab community.
* Ensures that high quality, useful documentation is produced for the software
* Interviews applicants for Gitaly team positions
* Interviews candidates for Gitaly team positions
* Conducts 1:1 meetings with all reports every 1-3 weeks (depending on the
experience of the report)
* Is available for 1:1 meetings on request from a report
......
......@@ -25,10 +25,10 @@ title: "Monitoring Engineer"
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
* Qualified applicants receive a short questionnaire from our Global Recruiters
* Qualified candidates receive a short questionnaire from our Global Recruiters
* Selected candidates will be invited to schedule a [screening call](/handbook/hiring/#screening-call) with our Global Recruiters
* Next, candidates will be invited to schedule a first interview with the Prometheus Lead
* Candidates will then be invited to schedule an interview with the Senior Product Manager, Prometheus
......
......@@ -99,9 +99,9 @@ Senior Production Engineers who meet the following criteria:
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
* Qualified applicants receive a short questionnaire and coding exercise from our Global Recruiters
* Qualified candidates receive a short questionnaire and coding exercise from our Global Recruiters
* The review process for this role can take a little longer than usual but if in doubt, check in with the Global recruiter at any point.
* Selected candidates will be invited to schedule a 30min [screening call](/handbook/hiring/#screening-call) with our Global Recruiters
* Next, candidates will be invited to schedule a first 45 minute [behavioral interview](/handbook/hiring/#behavioral-questions-star) with a member of the Production team.
......
......@@ -59,7 +59,7 @@ The Senior Security Engineer role extends the [Associate Security Engineer](#ass
* Triages and handles/escalates security issues independently
* Conduct security architecture reviews and makes recommendations
* Great written and verbal communication skills
* Screen security applicants during hiring process
* Screen security candidates during hiring process
***
......@@ -78,7 +78,7 @@ The Staff Security Engineer role extends the [Senior Security Engineer](#senior-
* Implement security technical and process improvements
* Exquisite written and verbal communication skills
* Author technical security documents
* Author questions/processes for hiring and screening applicants
* Author questions/processes for hiring and screening candidates
* Write public blog posts and represent GitLab as a speaker at security conferences
## Specialties
......@@ -218,9 +218,9 @@ Security research specialists conduct internal testing against GitLab assets, an
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](https://about.gitlab.com/team/).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](https://about.gitlab.com/team/).
- Qualified applicants receive a short questionnaire from our Recruiting team
- Qualified candidates receive a short questionnaire from our Recruiting team
- Selected candidates will be invited to schedule a 30 minute [screening call](https://about.gitlab.com/handbook/hiring/interviewing/#screening-call) with our Recruiting team
- Next, candidates will be invited to schedule an interview with Security Engineer
- Candidates will then be invited to schedule an interview with Director of Security
......
......@@ -18,7 +18,7 @@ Managers in the security engineering department at GitLab see the team as their
* Exquisite written and verbal communication skills
* Author project plans for security initiatives
* Draft quarterly OKRs
* Train engineers to screen applicants and conduct managerial interviews
* Train engineers to screen candidates and conduct managerial interviews
* Strong sense of ownership, urgency, and drive
* Excellent written and verbal communication skills, especially experience with executive-level communications
* Ability to make concrete progress in the face of ambiguity and imperfect knowledge
......@@ -113,7 +113,7 @@ and [Security Engineers](https://about.gitlab.com/roles/engineering/security-eng
- Significant application and SaaS security experience in production-level settings.
- This position does not require extensive development experience but the
applicant should be very familiar with common security libraries, security
candidate should be very familiar with common security libraries, security
controls, and common security flaws that apply to Ruby on Rails applications.
- Experience managing teams of engineers, and leading managers.
- Experience with (managing) incident response.
......
......@@ -35,9 +35,9 @@ This role expounds on the Services Support Agent
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
* Qualified applicants receive a short questionnaire from our Global Recruiters
* Qualified candidates receive a short questionnaire from our Global Recruiters
* Selected candidates will be invited to schedule a 30min [screening call](/handbook/hiring/#screening-call) with our Global Recruiters
* A GitLab Team member from any team will conduct a behavioral interview to get a sense of your work experience.
* Candidates will schedule an interview with our Support Lead
......
......@@ -5,7 +5,7 @@ title: "Site Reliability Engineer"
Site Reliability Engineers (SREs) take on problems that require both development and operations expertise. For example, an SRE may solve distributed computing and/or concurrency problems that affect both our application and our infrastructure. An SRE works closely within a team of developers to make sure that the service or feature set that is being developed will reach its' target metrics on availability and latency, and that the solutions are scalable and reliable once deployed to production on GitLab.com.
Applicants need to qualify to join both as a [developer](roles/engineering/developer) and as a [production engineer](roles/engineering/production-engineer) to join the team as an SRE.
Candidates need to qualify to join both as a [developer](roles/engineering/developer) and as a [production engineer](roles/engineering/production-engineer) to join the team as an SRE.
## Responsibilities
......
......@@ -58,9 +58,9 @@ involve any type of consistent "above and beyond senior level" performance, for
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
* Qualified applicants receive a short questionnaire from our Global Recruiters
* Qualified candidates receive a short questionnaire from our Global Recruiters
* Selected candidates will be invited to schedule a 30 minute [screening call](/handbook/hiring/#screening-call) with our Global Recruiters
* Next, candidates will be invited to schedule a 90 minute technical interview with customer scenarios with a Support Engineer
* Candidates will then be invited to schedule a 45 minute behavioral interview with a Support Engineering Manager
......
......@@ -16,7 +16,7 @@ As the Services Support Manager, you will be responsible for making sure that Gi
- Build efficient process to handle volume at scale
- Hold Regular 1:1s with all Members on their team
- Exquisite communication: Regularly achieve consensus amongst their team
- Train Services Support Specialists to screen applicants and conduct interviews
- Train Services Support Specialists to screen candidates and conduct interviews
- Improve the Customer Experience in measurable and repeatable ways
- Create a sense of psychological safety on their team
- Develop onboarding and training process for new Service Support Agents.
......@@ -44,9 +44,9 @@ As the Services Support Manager, you will be responsible for making sure that Gi
#### Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](https://about.gitlab.com/team/).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](https://about.gitlab.com/team/).
* Qualified applicants receive a short questionnaire from our Global Recruiters
* Qualified candidates receive a short questionnaire from our Global Recruiters
* Selected candidates will be invited to schedule a 30 minute [screening call](https://about.gitlab.com/handbook/hiring/#screening-call) with our Global Recruiters
* Next, candidates will be invited to schedule a 90 minute technical interview with customer scenarios with a Support Engineer
* Candidates will then be invited to schedule a 45 minute interview with our Support Manager
......@@ -65,7 +65,7 @@ Additional details about our process can be found on our [hiring page](https://a
- Hold Regular 1:1s with all Members on their team
- Create a sense of psychological safety on your team
- Exquisite communication: Regularly achieve consensus amongst their team
- Train Support Engineers to screen applicants and conduct technical interviews
- Train Support Engineers to screen candidates and conduct technical interviews
- Improve the Customer Experience in measurable and repeatable ways
### Director of Support
......
......@@ -35,7 +35,7 @@ implementing the various initiatives that relate to improving GitLab's security.
* Triages and handles/escalates security issues independently
* Conduct security architecture reviews and makes recommendations
* Great written and verbal communication skills
* Screen security applicants during hiring process
* Screen security candidates during hiring process
***
......@@ -53,14 +53,14 @@ The Staff Security Engineer role extends the [Senior Threat Intelligence Enginee
* Implement security technical and process improvements
* Exquisite written and verbal communication skills
* Author technical security documents
* Author questions/processes for hiring and screening applicants
* Author questions/processes for hiring and screening candidates
* Write public blog posts and represent GitLab as a speaker at security conferences
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](https://about.gitlab.com/team/).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](https://about.gitlab.com/team/).
- Qualified applicants receive a short questionnaire from our Recruiting team
- Qualified candidates receive a short questionnaire from our Recruiting team
- Selected candidates will be invited to schedule a 30 minute [screening call](https://about.gitlab.com/handbook/hiring/interviewing/#screening-call) with our Recruiting team
- Next, candidates will be invited to schedule an interview with Security Engineer
- Candidates will then be invited to schedule an interview with Director of Security
......
......@@ -71,7 +71,7 @@ You know you are doing a good job as a UX Designer when:
- [GitLab Design Kit](https://gitlab.com/gitlab-org/gitlab-design)
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
* Selected candidates will be invited to schedule a 30 minute [screening call](/handbook/hiring/interviewing/#screening-call) with our Global Recruiters.
* Next, candidates will be invited to schedule a 45 minute first interview with a UX Designer.
......
......@@ -14,7 +14,7 @@ Designers report to the UX Lead.
* Work with UX researchers to prioritize quantifiable and actionable feedback through videos and other tools
* Work with product leads on new UX designs/screenshots
* Improve scheduling process to balance necessary UX improvements
* Interviews applicants for UX Designer
* Interviews candidates for UX Designer
* Works with all parts of the organization (e.g. Backend, Frontend, Build, etc.) to improve overall UX
* Reviews material made by UX designers
* Ensures that the technical decisions and processes set by the CTO are followed
......@@ -23,7 +23,7 @@ Designers report to the UX Lead.
* Ensures quality implementation of design materials
* Delivers input on promotions, function changes, demotions, and firings in consultation with the VP of Engineering and Frontend Lead
## Requirements for Applicants
## Requirements for Candidates
* A minimum of 3+ years experience as a design lead, product lead, or design manager
* Solid visual awareness with understanding of basic design principles like typography, layout, composition, and color theory
......
......@@ -25,7 +25,7 @@ title: "Accountant"
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](https://about.gitlab.com/team/).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](https://about.gitlab.com/team/).
- Selected candidates will be invited to schedule a 30 minute screening call with our Global Recruiters
- Next, candidates will be invited to schedule a 45 minute interview with our Controller
......
......@@ -33,7 +33,7 @@ GitLab is adding the next essential member who can help drive operational improv
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](https://about.gitlab.com/team/).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](https://about.gitlab.com/team/).
- Selected candidates will be invited to schedule a 30 minute screening call with our Global Recruiters
- Next, candidates will be invited to schedule a 45 minute interview with our Controller
......
......@@ -20,7 +20,7 @@ title: "Accounts Payable Administrator"
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](https://about.gitlab.com/team/).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](https://about.gitlab.com/team/).
- Selected candidates will be invited to schedule a 30 minute screening call with our Global Recruiters
- Next, candidates will be invited to schedule a 45 minute interview with our Controller
......
......@@ -37,7 +37,7 @@ We are a rapidly growing company which means you must be comfortable working in
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](https://about.gitlab.com/team/).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](https://about.gitlab.com/team/).
- Selected candidates will be invited to schedule a 30 minute screening call with our Global Recruiters
- Next, candidates will be invited to schedule a 45 minute interview with our Controller
......
......@@ -31,7 +31,7 @@ title: "Data Engineer"
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
* Selected candidates will be invited to schedule a [screening call](/handbook/hiring/#screening-call) with our Global Recruiters
* Next, candidates will be invited to schedule a first interview with our Sr. Director of Data & Analytics
......
......@@ -44,7 +44,7 @@ Ultimately, you will ensure our financial planning is healthy and profitable and
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our team page.
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our team page.
- Selected candidates will be invited to schedule a 30 minute screening call with our Global Recruiters
- Next, candidates will be invited to schedule a 45 minute interview with our Senior Director, Data & Analytics
......
......@@ -33,7 +33,7 @@ title: "Senior Director, Data and Analytics"
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
* Selected candidates will be invited to schedule a [screening call](/handbook/hiring/#screening-call) with our Global Recruiters
* Next, candidates will be invited to schedule a first interview with our CFO
......
......@@ -19,7 +19,7 @@ The Director of Legal Affairs, a newly created position, will provide GitLab wit
- As a service provider to other groups within GitLab you will be measured on reducing legal review cycle times, cost reduction, strategic contributions and peer feedback.
- A typical day in the life will include reviewing customer NDA’s, defining and implementing an IP strategy, negotiating several end user license agreements, responding to employee legal issues, managing trademark issues and reviewing open source policy and processes.
## Requirements for applicant
## Requirements for candidate
- Law degree from a top tier US or international law school.
- Minimum 5-7 years of substantial experience in the areas of corporate law in the United States.
......@@ -33,7 +33,7 @@ The Director of Legal Affairs, a newly created position, will provide GitLab wit
## Hiring Process
Applicants for this position can expect the hiring process to follow the order below. Please keep in mind that applicants can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find her/his job title on our [team page](/team).
* The review process for this role can take a little longer than usual but if in doubt, check in with the Global recruiter at any point
* Selected candidates will be invited to schedule a 45min [screening call](/handbook/hiring/#screening-call) with our Global Recruiters