Meet with your current manager to discuss the internal opportunity you’d like to pursue prior to submitting your application. If you are not comfortable with having this discussion with your manager, please connect with your PBP.
Ensure you have met your department specific eligibility requirements:
Guidelines for performance eligibility:
Team members who are assessed at a Performing or Exceeding Performance level during Talent Assessment are eligible to be considered for another role
Team members whose Performance is assessed as Developing or are actively undergoing written performance management, may not be eligible. These situations require manager and/or PBP approval to proceed.
Team members that have not had a Talent Assessment require manager and/or PBP approval to proceed
Time in role eligibility will be 6 months in current role. Exceptions to this:
Job Family specialty changes
Business Impact (revenue-dependencies, interim role to perm)
Business driven transfers (example of realignments)
SDR 12 month in role
Ensure the opportunity aligns with your career goals here at GitLab
To apply, visit the internal job openings. If you are interested in keeping an eye on openings that are posted you can also join the #newvacancy channel in Slack.
For any questions you have about internal hiring or questions specific to your individual interview process you can either:
Recruiters will set up notifications for internal applications, to ensure they are notified when internal candidates apply to the role
Once the Recruiter receives an internal team members application, they will proceed with the following:
Ensure the internal team members GitLab email is associated with their application. If it is not, then update it as such and notify the team member of this change.
Reach out to People Connect by emailing people-connect@gitlab.com with the following subject line “Eligibility Check for internal team member”. In the body of the email please include the team member name and the link to their Greenhouse application.
Once the Recruiter is notified that the eligibility check is completed via the private notes in Greenhouse, and if eligible, Recruiter will reach out to the team member to introduce themselves and set expectations around the process. If a team member is not eligible, Recruiter will send the appropriate decline email template.
Recruiter will then continue the process as described in the Talent Acquisition Process Framework for all candidates. Recruiter will use identified templates in Greenhouse to communicate with candidates, current managers and hiring managers throughout the internal hiring process.
If an internal candidate is moved to offer, the Recruiter will ask the internal candidate what their compensation expectations are. Recruiter will input that information in the private notes section of Greenhouse and share it with the hiring manager.
Once an internal candidate verbally accepts an offer, the Recruiter will notify CES to get the Letter of Adjustment (LOA) to the team member.
CES Responsibilities
When scheduling internal team members during the internal hiring process, use the team member’s Google calendar. This allows for a consistent and efficient scheduling process. Internal candidates are notified to:
Block off any times on their calendar when they would prefer not to interview.
Have working hours visible on their internal Google Calendar
Please follow the scheduling process for executive scheduling
People Connect Leads will handle all eligibility checks for team members applying for an internal opportunity.
Engage People Connect by emailing people-connect@gitlab.com with the following subject line “Eligibility Check for Internal Team Member”. In the body of the email please include the team member name and the link to their Greenhouse application.
People Connect Leads will notify the Recruiter that the eligibility check is completed via the private notes in Greenhouse. They will also include the appropriate PBP on CC.
Ensure you have met your department specific eligibility requirements:
Guidelines for performance eligibility:
Team members who are assessed at a Performing or Exceeding Performance level during Talent Assessment are eligible to be considered for another role
Team members whose Performance is assessed as Developing or are actively undergoing written performance management, may not be eligible. These situations require manager and/or PBP approval to proceed.
Team members that have not had a Talent Assessment require manager and/or PBP approval to proceed
Time in role eligibility will be 6 months in current role. Exceptions to this:
Job Family specialty changes
Business Impact (revenue-dependencies, interim role to perm)
Business driven transfers (example of realignments)
SDR 12 month in role
For any situations where further discussion may be needed, People Connect Leads will go to the department specific PBP.
Hiring Manager Responsibilities
Hiring Managers will be notified by Recruiter when an internal team member has applied and has completed the necessary eligibility checks as mentioned above, and they will follow the process outlined in the Talent Acquisition Process Framework for all candidates.
At any stage a team member needs to be declined, it is up to the Recruiter and Hiring Manager to connect to determine the best approach to ensure the appropriate feedback is given.
If a team member moves to offer, the Hiring Manager will connect with the team member's current manager.
Hiring Manager will be provided the candidates compensation expectations from the Recruiter. It is up to the hiring manager to propose a compensation aligned with budget, candidate expectations, and internal pay equality.
Internal Hiring Process Survey
A survey will be sent out to all team members that have made it through to the team interview stage.
This survey will measure:
Expectations set
Recruiter interaction
Interviewer experience
Timely experience
Scheduling
Feedback (for declined candidates)
Overall experience rating
Talent Acquisition's goals for this survey will be determined after the base survey data is captured.
