GitLab is establishing an on-going internship program that can offer students, graduates, career switchers, and those returning to the workforce an opportunity to further their careers. We desire to create an inclusive program that will provide a fair and equal opportunity for all qualifying candidates.
To validate and refine our approach to offering internships at an all-remote company we have launched a pilot program between May 2020 and August 2020. Due to it's success we have decided to roll out internships on a more continuous basis and have it be our entry level Engineering position at GitLab. More information on the learnings and the program success can be found on this Working Group page.
The following criteria are considered required for candidates to be eligible for Engineering Internship positions:
As an example of an intern position in our job families please review the Software Engineering Intern job family for further details.
The ideal duration is a minimum of 4 months.
An internship can start anytime. Since it is a lead-in to our fulltime hiring process, internships it should not be delayed unnessarily. Engineering interships are not specifically linked to a cohort or class, nor to specific seasons such as university semesters or summer breaks.
The internship program is all-remote.
The intern can choose to relocate themselves to a region where there happens to be a cluster of GitLab employees who co-work together (when not during the pandemic). But expenses, travel documentation, and all other considerations need to be handled by the intern. They should keep their manager informed of any plans. If the intern converts to a full-time hire all conditions of their country-of-residence must be met related to their country of residence.
Internships at GitLab offered in the framework described on this page will be paid and follow the same logic as that depicted in our Compensation Calculator and according to our Global Compensation Principles. This means that, as usual, the San Francisco benchmark, location and experience factors will be taken into account during the recruitment process and before making an offer. Depending on country regulations, we will have to align with national labor laws.
For interns we will target students or career switchers and would look at our Talent community. We would not limit candidate intake to university students and are open to all qualifying candidates.
We exclusively focus all our active sourcing activities on candidates from underrepresented groups.
We advertise on all the traditional talent acquisition platforms as well as the GitLab vacancies page. Additional advertising is done on internship focussed job boards (e.g. Youtern, angel.co etc.)
We proactively reach out to and engage with universities/colleges to hold a Virtual Careers Talk to encourage students at those universities to apply. Also, we reach out to any associations within these universities that represent underrepresented groups and hold Virtual Careers Talk with them.
We hold virtual talks at a minimum of five universities in the following regions: AMER, EMEA and APAC.
For intern candidates we are setting the bar high at the application stage and apply a similar process as to other level roles at GitLab. On this page you can view a typical timeline for our hiring process.
Requests for opening a intern requisition will be evaluated on the following criteria:
The team manager and mentors will also need to be able to actively participate in the interview process.
The process for opening an intern requisition would be as follows:
After the internship the aim would be to hire the intern as an Intermediate Engineer (depending on previous experience). The timeline for hiring decisions in a 4 month program would be as follows:
If an offer is not made or an offer is not accepted, there are opportunities to stay in touch with GitLab's team or People Business Partner and re-enter a conversation at a later time.
Upon the completion of the internship, participating teams will be asked to complete
a retrospective. This will follow the process used for GitLab's monthly team retrospectives.
Engineering managers should create an issue in the gitlab-com/engineering-internships project using the
Retrospective template and customize it for their team. This issue will initially be confidential.
During the retrospective all team members should be encouraged to contribute, even if they didn't work directly with the intern, so that a complete picture of the effect on the team can be built.
Following the retrospective period the issues will be made public.
The feedback survey provides interns with the opportunity to freely express views about working at GitLab. The People Experience team will send the Feedback Survey to all interns 2 days prior to the pilot programme completion. The People Business Partner & the intern may proactively set up time to discuss their responses and ask for further information. The feedback survey are not mandatory, however your input will help provide GitLab with information regarding what worked well and what can be improved in future iterations.