When it comes to hiring, GitLab’s employee handbook is not your average HR guide. It covers everything from the company's interview schedule template to its requisition process—in a ton of detail.
Let’s chat through the big lessons they’ve shared, which are incredibly relevant whether you’re hiring for a small startup or a corporate giant.
GitLab makes it crystal clear: recruiting should never just be left to the recruiters. It’s a team sport. The recruiters, hiring managers, and even the interviewers all play a part. Their philosophy is built on collaboration, so everyone involved in hiring knows what the role needs and can better evaluate who’s best for it.
The handbook puts it simply:
"Recruiting is a partnership between recruiters, hiring managers, and the entire hiring team."
By making hiring a shared responsibility, GitLab ensures that the process is more targeted and efficient. It’s not just about who’s available to fill the role right now—it’s about planning ahead and building long-term relationships with great talent.
You don’t wait until you have an opening; you engage potential candidates before the need arises.
Have you ever been part of an interview that was all over the place? That won’t happen with GitLab. They’ve mastered the art of structured interviews. It’s not just for efficiency; it’s to keep things fair.
GitLab’s approach to interviews is consistent. They believe in having a set of core questions that are the same for every candidate. This creates an even playing field. No surprises, no bias—just a clear way to assess who’s the right fit.
The company also encourages using scorecards to evaluate candidates based on predetermined criteria. This helps them avoid being swayed by personal biases or impressions.
GitLab’s advice?
"Interviewers should use the same set of questions for all candidates applying for the same role."
This structured system makes the process objective and ensures that every candidate gets a fair shot.
Let’s talk about the candidate’s side for a second.
GitLab takes the candidate experience seriously. From start to finish, they’re committed to making sure people feel respected, informed, and treated with professionalism. Whether someone gets the job or not, they’ll walk away with a positive impression of GitLab.
"We treat every candidate with respect, transparency, and professionalism, regardless of the outcome."
What does that mean in practice? Timely communication, honest feedback, and clear expectations. It’s all about showing candidates that their time and effort are valued. Even if they don’t get the job, they’ll leave the process feeling good about the company—and possibly refer others who might be a better fit.
GitLab doesn’t just talk about diversity and inclusion—they live it.
Their hiring process is designed from the ground up to be as inclusive as possible. They know that a more diverse team brings better ideas, so they take action to reduce bias in hiring.
How do they do it? By removing personal details from resumes in the initial screening (blind resume reviews) and using diverse interview panels. This way, candidates are evaluated for their skills and experiences, not their background or identity.
They say it best:
"We are committed to building a diverse and inclusive workforce. Our hiring process is designed to eliminate bias and ensure that all candidates are evaluated on their merits."
By creating an inclusive job description and a thoughtful interview process, they attract a wider range of applicants, which only strengthens their team.
Being a fully remote company, GitLab has a lot of thoughts on the remote hiring process. They don’t just look at whether a candidate is qualified—they focus on whether they’ll succeed in a fully remote environment.
One key thing they assess is how well a candidate communicates asynchronously. Since GitLab operates across multiple time zones, asynchronous communication is essential to getting work done without being tied to a specific schedule.
"When interviewing remotely, it’s important to focus on asynchronous communication skills."
Their interview process also gives candidates a chance to see if remote work is truly for them. They use tools like Zoom to simulate how their day-to-day would look, ensuring that candidates are comfortable with the communication style and tools GitLab uses.
GitLab’s hiring philosophy is all about building a fair, transparent, and efficient process. They’ve designed their approach to hiring with purpose, ensuring that every candidate has an equal opportunity to show what they can bring to the table.
Their focus on structure and inclusivity not only helps them find the right talent but also promotes a positive candidate experience that bolsters their reputation as an employer of choice.
By prioritizing fairness, diversity, and remote readiness, GitLab has created a blueprint for other companies, especially those trying to navigate the challenges of a remote-first workforce.
Whether you’re a startup or a global corporation, taking a page from GitLab’s handbook can help you create a hiring process that’s both effective and humane.
Want to learn more? Check out the full GitLab Hiring Handbook for all the details.
The 5 C's of interviewing include Competency, Character, Communication Skills, Culture Fit, and Career Direction. Competency involves having the necessary technical skills for the task, often assessed through technical evaluations during the interview.
To conduct an effective interview, start by making the applicant comfortable, such as by establishing rapport with a shared topic before diving into more challenging questions. Utilize open-ended questions to encourage detailed responses, listen more than you speak, take notes diligently, and be mindful of legal boundaries in questioning.
When giving an interview, it's advisable to arrive early, prepare a brief summary of your experience relevant to the position, listen attentively to each question, maintain a positive demeanor while avoiding negative remarks about previous employers, and be conscious of your body language and tone.
A good interview should begin with a friendly opening to make the candidate feel at ease, followed by proper introductions. Set clear expectations for the interview, treat it as a conversational exchange to gather essential information, and share your leadership philosophies. Finally, allow the candidate to ask their own questions.
