You can see who reports to whom on our organizational chart.
|Level||Example(s)||Peer group / shorthand for peer group|
|Board member||Chief Executive Officer||Board|
|Executive||Chief People Officer and EVP of Engineering||Executives / E-group|
|Senior Leader||Senior Director or VP of Global Channels||Senior leaders / S-group|
|Director||Director of Engineering||Directors / D-group|
|Manager||Engineering Manager||Managers / M-group|
|Individual contributor (IC)||Staff Developer||ICs|
GitLab Inc. has at most six layers in the company structure (IC, Manager, Director, Senior Leadership, Executives, Board). You can skip layers but you can never have someone reporting to the same layer since that creates too many layers in the organization. The CEO is the only person who is part of two levels: the board and the executives.
Board Members serve on the GitLab board and participate in board meetings and board committees, as well as other responsibilities.
The executive layer is structured as follows. There are two primary processes, product (product management, engineering) and go-to market (marketing and sales). Some companies have a Chief Product Officer (CPO) for the former and a Chief Operating Officer (COO) for the latter. We have a flatter organization. The C-level exec for product is the CEO and the EVPs of Product Management, Product Strategy, and Engineering report to the CEO. Marketing and sales have separate executives. The three enabling functions, legal, finance and people, also each have a C-level executive, the Chief Legal Officer (CLO), Chief Financial Officer (CFO) and Chief People Officer (CPO). Together, these executives consist of the E-group They meet weekly, attend quarterly board meetings, have a public Slack channel #e-group for most discussion topics, as well as a private one for rare confidential matters.
Except for Sales and Marketing, there are usually multiple executives to a cost center. For example,CLO, CFO, CEO, and CPO all fall under the G&A (General & Administrative Expenses) Cost Center.
The title of a senior leader can be either VP or Senior Director. They are all members of our S-group.
In some divisions, senior leaders map to departments in the cost center structure.
Directors are managers of managers. They make up the Director Group.
In some cost center, Directors map to departments. For example, under the G&A Division, Business Operations is a department led by a Director. This is not a hard-and-fast rule, though, as under G&A, People is all under one department.
Managers are people managers. They belong to the Management Group.
Note - within the Engineering and Product divisions we try to maintain a close relationship between our organizational structure and our Product Hierarchy in order to maintain stable counterparts in our organizational structure.
Finance also has a notion called "departments" for financial planning purposes. But these do not align with our organizational departments. For instance the finance department "product development" rolls up both the PM and Engineering functions. But it excludes the Support department, which is part of the engineering function, but a different budget. This name collision should probably be resolved in the future.
In many ways, we are organized by output. This way we can ensure that responsibilities don't overlap. We also ensure every department has a clear priority.
For example, we have a Product Manager, Product Marketing Manager, Engineering Manager, Content Marketer, Backend Developers, Frontend Developers, and Product Designers that are all dedicated to a group called "Package". Collectively, these individuals form the "Package group". The word "Package" appears in their titles as a specialty, and in some cases, their team name.
A group has no reporting lines because we don't want a matrix organization. Instead, we rely on stable counterparts to make a group function well. In some shared functions, like design, technical writing and quality individuals are paired to one or more stages so that there are stable counterparts.
While everyone can contribute, the scope of a group should be non-overlapping and not a required dependency for other groups to deliver value to users. This facilitates results, iteration and efficiency.
Internal platform groups (those focused on a non-user facing part of our product, like a set of internal APIs) tend to create heavy coordination costs on other groups which depend on platform improvements to deliver valuable features to users. In order to stay efficient, it is important to ensure each group is non-blocking and is able to deliver value to users directly. This is why we avoid internal platform groups.
It is also important to ensure a group doesn't have a scope definition that is shared across multiple groups. Here are two examples:
A working group is a specific type of group that assembles for a period of time to accomplish a business goal. Working groups have defined responsibilities and meet regularly. Ideally a working group can disband when the goal is complete to avoid accrued bureaucracy.
Middle managers are team members who do not report to the CEO and have managers of people reporting to them. It is not defined by someone's title or their place in the org chart, but by these two criteria.
People can be a specialist in one thing and be an expert in multiple things. These are listed on the team page.
Specialists carry responsibility for a certain topic. They keep track of issues in this topic and/or spend the majority of their time there. Sometimes there is a lead in this topic that they report to. You can be a specialist in only one topic. The specialist description is a paragraph in the job description for a certain title. A specialist is listed after a title, for example: Developer, database specialist (do not shorten it to Developer, database). Many specialties represent stable counterparts. For instance, a "Software Engineer in Test, Create" specializes in the "Create" stage group and is dedicated to that group. If you can have multiple ones and/or if you don't spend the majority of your time there it is probably an expertise. Since a specialist has the same job description as others with the title they have the same career path and compensation.
Expert means you have above average experience with a certain topic. Commonly, you're expert in multiple topics after working at GitLab for some time. This helps people in the company to quickly find someone who knows more. Please add these labels to yourself and assign the merge request to your manager. An expertise is not listed in a role description, unlike a specialist.
For Production Engineers, a listing as "Expert" can also mean that the individual is actively embedded with another team. Following the period of being embedded, they are experts in the regular sense of the word described above.
Developers focused on Reliability and Production Readiness are named Reliability Expert.
Whereas an expert might assist you with an individual issue or problem, mentorship is about helping someone grow their career, functional skills, and/or soft skills. It's an investment in someone else's growth.
Some people think of expertise as hard skills (Ruby, International Employment Law, etc) rather than soft skills (managing through conflict, navigating career development in a sales organization, etc).
If you would like to be a mentor in a certain area, please add the information to the team page. It is important to note whether you would like to be a mentor internally and/or externally at GitLab. Examples of how to specify in the expertise section of the team page:
Mentor - Marketing, Internal to GitLab or
Mentor - Development (Ruby), External and Internal to GitLab.
Some of the things we do make are GitLab.com specific, but we will not have GitLab.com specific people, meetings, or product KPIs. We want to optimize for IACV and customer success and .com is simply a way to deliver that. Our innovation and impact will slow down if we need to maintain two separate products and focus our energy on only one of them. The majority of work in any role applies to both ways of delivery GitLab, self-managed and .com.
We do have an exception to the above, which is a senior leader in Product Management that is responsible for the cross-functional outcomes needed on GitLab.com. This is because GitLab.com is a large operational expense, it's also potentially a large source of IACV, and because it's strategically important that we have a thriving SaaS offering as more of the world gets comfortable hosting their source code in the cloud.
Here are some examples of the things that this senior leader will coordinate:
Some of individual contributors (without any direct reports) have manager in their title without a comma after it. These titles are not considered a people manager in our company structure nor salary calculator, examples are product manager, accounting manager, account manager, channel sales manager, technical account manager, field marketing managers, online marketing manager, and product marketing manager. People with manager and then a comma are a people manager in our company structure.
GitLab is a project bigger than GitLab the company. It is really important that we see the community around GitLab as something that includes the people at the company. When you refer to the community excluding the people working for the company please use: wider community. If referring to both people at the company and outside of it use community or GitLab team-members.
We refer to all the people working for the company as team-members. This is a bit confusing since team is reserved for the smallest group but it is preferable over all the alternatives we considered: