This page is a guide for People Operations Specialists when onboarding new team members. All onboarding tasks and guidelines for new team members are in the People Ops Onboarding Issue. Each onboarding issue is structured with general tasks at the top and department or role-specific tasks below. In some cases, specific task may link to a supplemental issues such as in-depth training. All new hires will receive all invitational access to their GitLab email, GitLab accounts, and any other work-related accounts on Day 1.
People Operations Specialist will create the on-boarding issue and start the onboarding tasks no later than one week before the new team member joins. Should a contract not be signed prior to 4 working days from the start date, a new start date will be required.
If any changes are made to the onboarding template, kindly notify team members of other teams that the change will impact.
To ensure we create a fluid onboarding experience, provide enough time to the IT Ops team for laptop orders and less delays on day 1, People Operations specialists require a minimum of 4 business days (with the new hire timezone as the basis) before the new hire's start date.
At 14:00 UTC every Wednesday, PeopleOps Bot slack bot will send an alert in the #peopleops-alerts channel which includes details missing from BambooHR account of team members joining the following week. People Operations Specialist team will fill these missing details as soon as possible since completeness and accuracy of BambooHR profile is necessary for all automation.
At 16:00 UTC every Thursday, the bot will send another alert in the #peopleops-alerts channel with a list of new team members joining the following week. This list includes names, email address, joining date and job title of the new hires along with link to a Periscope graph showing the hiring progress over time. After a final and quick round of verification of the details, People Operations Specialist team will then post it in the #team-member-updates channel welcoming all new team members.
Onboarding Issue Tasks
The People Operations Specialist will create the GSuite account first.
Google Suite Account Creation
Log into the Google Admin console and click on the Users link.
People Ops reates email addresses for new team members using the convention of firstname.lastname@example.org. To make sure that we create new GitLab.com GSuite emails according to the new team member's preferred first and last name, we first look at the team member's resume & relevant communications to find their preferred name.
Before creating the email account, verify that the proposed email is not conflicting with a current account. If it is, add a letter for their middle name or ask the team member for their choice in preferred letter addition to their email address.
If a team member's legal name is "Joseph D. Doe" but their application and emails are signed "Joe Doe", then we create the GitLab email as Joe Doe, email@example.com.
If a team member's legal name is "Nina Fernandez Kola" but their resume and emails are signed "Nina Fernandez", then we communicate with the team member in advance and create the GitLab email as firstname.lastname@example.org with confirmation from them that is their preferred name.
If a team member's legal name is "Li Ju Zhang" but their resume and emails are signed "Joanna Zhang", then we communicate with the team member in advance and create the GitLab email as email@example.com with confirmation from them that is their preferred name.
Thereafter, update BambooHR with the information documented here.
The People Operations Specialist will then create an onboarding issue with a ChatOps command in Slack 4-5 business days prior to the new team member's start date:
Log into BambooHR and verify the information is accurate: Name, Job title, Starting date, Department, Country, Entity (Inc, BV, Safeguard, CXC, Lyra etc. etc.), People Manager or not, Name of the Manager (to assign the onboarding issue to).
Use command: /pops run onboarding +BambooHR ID number (not Employee ID #). This can be found in the URL when the employee's file is open and usually straight after the = sign. If BambooHR's API is down, this ChatOps command will fail and will need to be created manually.
Once this has been created, check the accuracy of reporting lines and job titles. If the manager is not automatically tagged, it could be because the employee's manager uses a name in GitLab that is very different from the one in BambooHR, and they don't use their @gitlab.com email id as the primary email id in GitLab. They will then manually need to be assigned.
Once created, copy and paste the link into the Google sheet GitLab Onboarding Tracker. Please note that this document is only viewable to PeopleOps and ITOps to protect personal information.
I-9 and E-Verify
For all GitLab Inc employees, GitLab complies with all USCIS requirements and laws, including the I-9 and E-Verify process.
New hires are sent an email with instructions on GitLab's I-9 process approximately one week before their start date.
GitLab uses an online I-9 portal where the process is completed and documents are saved electronically and securely. Only the two US-based People Operations Specialists who are US Citizens have administrative access to this portal.
New hires are instructed to complete Section 1, and to designate an agent for Section 2, as outlined in the email template.
The People Operations Sepcialist will monitor responses to the I-9 Designated Agent form daily. here
Once a response is received, the People Operations Specialist will enter and designate the agent's contact information (Name and email) into the online I-9 system. The People Operations Specialist sends the invitation to the designated agent to have access to their designated team member's I-9 form.
Once Section 2 is completed by the designated agent, all access is disabled to both the new hire and designated agent.
The People Operations Specialist verifies that the new hire and their agent uploaded correct, high-resolution, uncropped images or scans of their designated I-9 documents. If the documents are missing or unacceptable, the People Operations Specialist must communicate with the new hire so that the People Operations Specialist may upload the correct documents into the portal.
The People Operations Specialist must audit the I-9 form, to see if the entered information matches to the scans of the designated documents. If there are any discreptancies or incorrectly entered information, the People Operations Specialist must audit the I-9 and correct the error.
The People Operations Specialist will run the E-Verify process manually (if it did not already run automatically), by clicking the red "E" in the new hire's employee profile in the portal.
The People Operations Specialist verifies that the Photo Match is completed. If it has not automatically been completed, the People Operations Specialist must click on the "Photo Match" link in the EVerify Employment Verification section in the employee profile.
Once the I-9 process is complete, save a screenshot of the Employment Authorized screen message and upload to the Verification Docs folder in their BambooHR profile. Also upload the scans of their documents in the same folder. Check the tasks listed in the onboarding issue related to this process and notify the People Operations Analyst no earlier than the new hire's Day 1 that the process has been completed.
Invite to swag store
Send "New Hire Swag" email to new hire. It must state that they need to access the GitLab Swag Store, choose goods and use the new hire discount code provided in the email at checkout. New hires must to use their GitLab email at checkout.
Add team member to Beamy
Login in to access the settings for the Beam. In the top menu move your cursor over the blue login button. Go to "Manage your beams". Click on "manage" in the lower left corner. Enter the GitLab email and scroll down to find the newly added email. Check the box for "Auto connect".
Add team member to Expensify (only with employees)
Log in to Expensify and go to "Settings" in the left sidebar. Select the right policy based upon the entity that employs the new team member. Select "People" in the left menu. Select "Invite" and add the GitLab email. Add the GitLab manager as "submits to". For employees in the U.S. use the proper "approves to" option. Sync with the other specialists if you are not sure what this is. For employees outside of the US set "submit to" as firstname.lastname@example.org Click "invite". Verify that the role is set properly, a majority of the team it should be set as "employee" If the team member should be added as an admin to be able to also add new team members, update them to a domain admin.
Add team member to our NexTravel platform
New team member should join NexTravel via link in onboarding issue.
Add to Moo
We expect every team member to be an advocate for GitLab and we offer every team member the opportunity to have business cards, to make GitLab feel real to people around them despite not having an office. Every week, the People Operations DRI creates a Report in BambooHR containing all Active Employees in three columns: their First Name, their Last Name, their GitLab work email. People Ops adds this data to the GitLab : Moo spreadsheet in a new weekly tab titled that Tuesday's date so that our Moo Rep can grab this data and send out email invitations to new team members from the Moo platform. Business cards should be ordered by the team member themselves using the Moo platform. Self-help instructions are here.
If a GitLab team-member is in need of supplies and is unable to purchase the items themselves, People Operations Specialists can place the order, per Spending Company Money.
Use the Amazon business account for all Amazon links. In order to see what is available to ship in each country use that country's Amazon website to sign in, place the order, and ship.
For Apple products sync with IT Ops to place the order.
After an order has been placed or a laptop has been shipped, update Finance and BambooHR via asset tracking.
Adding a New Team Member to BambooHR
As part of onboarding, People Operations Specialists will process new hires in BambooHR. Aside from the steps listed in the onboarding issue, this is a description of how to add the proper information into BambooHR.
Verify the team member was given an Employee ID number.
Enter the appropriate Country.
Enter the locality (geo area, country). This information should be visible in the offer details. If you have any questions, please reach out to the compensation team.
Please note the formatting must be entered exactly as outlined in the location factor file with "area, country" or the integration outside BambooHR will fail.
Region: Should either be Americas, EMEA, or JAPAC.
Verify the work email is entered.
After verifying the work email is set up, go to top right corner, and set access level to "employee self service"
Hire Date - This will be blank. Make sure to enter in the correct date.
Leader - if director or above
Manager - if has any direct reports
Individual Contributor - all others
Cost Center - Leave blank for now. This will become relevant as we scale.
Employee - paid through Payroll
Contractor - IND - Independent Contractor agreement
Contractor - C2C - Contractor Company agreement
PEO - anyone employed via a Professional Employer Org
Exception to IP Agreement - If they answered Yes, on the IP agreement in the contract. Also, send the text for the exception in an email to the VP of Engineering for approval. File the approved email in BambooHR.
Use the BambooHR Calculator in Google Drive to do the following steps. Reach out to an Analyst if you need access.
Effective Date - Hire Date
Pay Rate - Entered as if it were a payroll amount. For example, a US employee would be entered as their yearly amount divided by 24 payrolls in a year. A contractor would have their monthly contract amount listed.
Pay Per - Monthly for contractors and employees paid once per month, Pay Period for all other employees
Pay Type - Use either Salary or Hourly for employees, or Contract for contractors.
Pay Schedule - Select the pay period. Currently we have twice a month for the US, and monthly for all others.
Overtime - This is the FLSA Code - This will either be exempt or non-exempt depending on how the role is classified. If there are questions on the classification, please ask the People Ops Analyst.
Change Reason - Hire
Comment - Please add any comments that are relevant from the contract terms.
Pay Frequency (Note: Pay Frequency times pay rate should equal annual compensation)
12.96 for GitLab B.V. employees in the Netherlands
13.92 for GitLab B.V. employees in Belgium
24 for GitLab Inc. employees in the United States
12 for everyone else paid monthly
On Target Earnings
If the team member does not have any variable compensation, enter "No" in the Variable Pay box, then do not add any additional information in the table. If yes, continue.
Add the effective date, annual amount of the variable component in local and USD, and the OTE in local and USD.
Lastly, add the cadence to which the variable component is paid out.
The effective date is either January 1 or July 1, whichever is more recent. Every January and July, the People Ops Analyst will conduct a currency conversion for all team members.
Use Oanda for the currency conversion. Always convert the currency from local currency into USD so that we remain consistent.
Enter the currency conversation factor from Oanda with all 5 decimal places.
Enter the Local Annual Salary with the appropriate currency code and the converted salary in USD.
Effective Date - Hire Date
Location - Which entity the new team member is contracted through.
Division - Enter the appropriate division from the dropdown.
Department - Enter the appropriate department from the dropdown.
Job Title - Choose the job title. The title should read as Level Benchmark. If the position is at the Manager or Director level it should read as Level Manager, Benchmark. If it does not exist already, scroll to the bottom, click "Add New" and save the new job title.
Reports To - Select their manager.
Job Title Speciality - If there is a specialty (this would be seen in the contract as titling reads Level Benchmark, Specialty, but region alignment is not considered a specialty), use the drop down to select the appropriate specialty. If the specialty is not listed in the drop down menu, create a new one. The Job Title Specialty field has no restrictions except that time zone or territory alignment do not qualify as specialties.
(Examples of a Specialty: Growth, Commercial, DoD.
Examples of what is not a Specialty: Americas East, EMEA, APAC)
Enter whether the team member is part-time or full-time. Any comments? Add them to the compensation table.
Enter the hire date and set the status to active. Also leave a comment if there is anything of note in the contract. Except;
Hires in the Netherlands should have 2 entries;
Temporary Contract with date marked as the start date
Temporary Contract Ending with the date marked as exactly one year from their hire date
New team members from GitLab LTD (UK), CIIC(China), Safeguard Hungary, and Safeguard Spain all have a three month probation period.
Team members from GitLab GmbH(Germany), GitLab PTY(Australia), Lyra(India), Safeguard in countries Italy, Nigeria, South Africa, Ireland will have a six month probation period.
* Set the status to probation period. This sets up an alert for the manager and People Ops automatically, 2 weeks, 1 week, and a day before the probation period expires. Details of the probation period process can be found on the contracts page.Please use these probation periods in BambooHR for team members in these specific groups.
For employees of HRSavvy, LYRA, and CIIC email the Employee ID number to our contact to align our systems.
Enter the start date
Employee or Contractor (This should match Payroll Type on the Jobs Tab)
Enter the number of shares from the contract.
Auditing the BambooHR Entry
Download a copy of the contract from the Documents Tab. Verify the information (start date, title, stock, etc) matches the entries in BambooHR as outlined in Adding a New Team Member to BambooHR.
If all the information is correct, mark the new hire as complete on the "Payroll Changes Report" in BambooHR.
Settings in BambooHR
Changing a Format (Example: Date)
Click on Settings
Select General Settings
Change the date format to match desired output
Add a New Division
Click on Settings
Select Employee Field
Add new division
Auditing System Changes
At the end of each week a People Operations Analyst will review all data entered into BambooHR through the Payroll Change Report for audit purposes. Once a month an audit should be conducted from all payroll providers to ensure the salary information matches BambooHR.
Analyst Onboarding Tasks
Audit the BambooHR Entry
Add to the compensation calculator
Add the Employee ID, First Name, Last Name
All other items in Blue are to be entered. Columns in black are formulas that need to be carried down.
Ensure the Locality follows the criteria for geo areas.
If the team member is over range for their compensation, the Metics column will read as false. Please copy the formula down to generate the adjusted location factor for metrics reporting. For Sales, the Benchmark will need to be manually inputted based on the Sales Comp spreadsheets.
Audit the locality in BambooHR under the personal tab to ensure it matches to the comp calc.
Create a new profile in Lumity (if a US team member)
Login to Lumity
Click your name and then switch to admin view
Under employees, select manage.
Click Hire Employee and enter information as prompted.
Benefits plans are dependent on the state the new hire lives in. OOS stands for Out of State and should be selected if the new team member does not reside in California, Hawaii, or Colorado.
Create a new profile in Betterment
Login to Betterment's Business Account (this is different than the personal account)
Click add an Employee
Enter all information as prompted
All new team members in the US are primary, not part of a union, able to access a computer, and eligible to participate (except interns).
Click on the data folder, then on the next page click on the team.yml file.
Click on the button labeled Web IDE between the Edit and Replace buttons.
Find the vacancy entry for the new team member's position, and replace with some of the new employee details:
DO NOT change slug, unless you are copying template then use jobabbreviation-firstname-lastinitial (ex. mpm-agnes-o)
Type = change vacancy to person
Name = First NameLast Initialonly
Remove placeholder line.
Location Factor = 0.7 (PeopleOps will update at future date)
Role = UPDATE URL to correct /job-family. Must be relative link, do not include https://about.gitlab.com Make sure Title is accurate & matches onboarding issue using proper capitalization
Reports to = Manager slug
Picture = ../gitlab-logo-extra-whitespace.png team member is tasked to update
Departments = REMOVEVacancy; Add main department (i.e. Marketing or Sales).
Story = Joins on Month XXth team member is tasked to update.
If no vacancy entry to be found for this position, create an entry and make sure the information above is correct. Also:
Create a temporary slug, made up of shortened title / abbreviation. Search to be sure that no other team member already has this slug. If the team member will manage team members, make sure that the direct hires have the slug listed in the reports_to section.