This page contains an overview on how we have scaled team members Globally. The DRI for all Employment Solutions is the Employment Solutions Specialist. Any changes to any contracts should be requested to the Employment Solutions Specialist and will require approval from our Director of Tax & our Director of Legal, Employment.
|Team Member Type||Abbreviation||Location|
|Contractor : IND||Cont-IND||Non-US|
|Contractor : C2C*||Cont-C2C||Non-US|
|Employee : PEO||Emp-PEO||Non-US|
|Contractor : PEO||Cont-PEO||Non-US|
GitLab has a few different team member types. The following tables each show how we hire and scale around the world, where we have entities, where we use Professional Employer Organisations, and how we add new countries to our list.
To ensure the accurate entry of information in BambooHR, we created this table as guidance of what is applicable in which location. When adding new team members to BambooHR, please ensure you use this terminology for accurate reporting.
More information related to payroll processes can be found on the Payroll handbook page.
|Country||Team Member Type(s)||Entity||Pay Frequency||Paid By||BambooHR Profile (Y/N)|
|Australia||Employee||GitLab PTY Ltd||12||GitLab Payroll Dept||Y|
|Belgium||Employee||GitLab BV||13.92||GitLab Payroll Dept||Y|
|Canada||Employee||GitLab Canada Corp||26||GitLab Payroll Dept||Y|
|Germany||Employee||GitLab GmbH||12||GitLab Payroll Dept||Y|
|Netherlands||Employee||GitLab BV||12.96||GitLab Payroll Dept||Y|
|New Zealand||Employee||GitLab PTY Ltd NZ (Branch of GitLab PTY Ltd Australia)||12||GitLab Payroll Dept||Y|
|United Kingdom||Employee||GitLab UK Ltd||12||GitLab Payroll Dept||Y|
|United States||Employee||GitLab Inc||24||GitLab Payroll Dept||Y|
|United States (Public Sector)||Employee||GitLab Federal LLC||24||GitLab Payroll Dept||Y|
|Japan||Employee||GitLab GK||12||GitLab Payroll Dept||Y|
|Ireland||Employee||GitLab Ireland Ltd||12||GitLab Payroll Dept||Y|
There are multiple options for PEO (Professional Employer Organizations), also known as Employers of Record, in the market. This is not the exact list of providers GitLab uses, but is intended to help the wider community when looking for vendors:
This table reflects where we use PEO's currently:
|Country||Agreement Type(s)||Hiring Partner||Entity to Invoice (for AP only)||Pay Frequency||Paid By||BambooHR Profile (Y/N)||Scalable PEO (Y/N)||Open for hiring (Y/N)|
|Austria||Employed via a PEO||Remote.com||GitLab IT BV||12||PEO||Y||Y||Y|
|Hungary||Employed via a PEO||Remote.com||GitLab IT BV||12||PEO||Y||Y||Y|
|Mexico||Employed via a PEO||Remote.com||GitLab IT BV||12||PEO||Y||Y||Y|
|South Africa||Employed via a PEO||Remote.com||GitLab IT BV||12||PEO||Y||Y||Y|
|India||Employed via a PEO||Global Upside||GitLab IT BV||12||PEO||Y||Y||Y|
|Philippines||Employed via a PEO||Global Upside||GitLab IT BV||24||PEO||Y||Y||Y|
|Latvia||Employed via a PEO||Global Upside||GitLab IT BV||12||PEO||Y||Y||Y|
|Denmark||Employed via a PEO||Global Upside||GitLab IT BV||12||PEO||Y||Y||Y|
|Costa Rica||Employed via a PEO||Global Upside||GitLab IT BV||12||PEO||Y||Y||Y|
|Chile||Employed via a PEO||Global Upside||GitLab IT BV||12||PEO||Y||Y||Y|
|Kenya||Employed via a PEO||Global Upside||GitLab IT BV||12||PEO||Y||Y||Y|
|South Korea||Employed via a PEO||Safeguard||GitLab IT BV||12||PEO||Y||Y||N|
|Switzerland||Employed via a PEO||Safeguard||GitLab IT BV||12||PEO||Y||Y||Y|
|Brazil||Employed via a PEO||Safeguard||GitLab IT BV||12||PEO||Y||Y||N|
|France||Employed via a PEO||Safeguard||GitLab IT BV||12||PEO||Y||Y||N|
|Italy||Employed via a PEO||Safeguard||GitLab IT BV||14||PEO||Y||Y||N|
|Spain||Employed via a PEO||Safeguard||GitLab IT BV||12||PEO||Y||Y||N|
|Romania||Contracted via a PEO||CXC||GitLab IT BV||12||PEO||Y||N||Y|
|Ukraine||Contracted via a PEO||CXC||GitLab IT BV||12||PEO||Y||N||Y|
|Poland||Contracted via a PEO||CXC||GitLab IT BV||12||PEO||Y||N||Y|
|Russia||Contracted via a PEO||CXC||GitLab IT BV||12||PEO||Y||N||Y|
|Czech Republic||Contracted via a PEO||CXC||GitLab IT BV||12||PEO||Y||N||N|
|Israel||Contracted via a PEO||CXC||GitLab IT BV||12||PEO||Y||N||N|
|Turkey||Contracted via a PEO||CXC||GitLab IT BV||12||PEO||Y||N||N|
|Greece||Contracted via a PEO||CXC||GitLab IT BV||12||PEO||Y||N||N|
|Portugal||Contracted via a PEO||CXC||GitLab IT BV||12||PEO||Y||N||N|
Contact information for our PEO representatives is found in the
Entity & Co-Employer HR Contacts note in the PeopleOps vault in 1Password. If a team member, manager or PBP has a question relating to a PEO, their process, or any related procedure for a PEO-employed team member, please reach out to the Employment Solutions Specialist (@rhendrick) who will liaise and find a solution with the PEO's support.
Where we do not have an entity or a PEO, we hire team members via our GitLab IT BV entity as independent or C2C contractors.
At GitLab, we hire people from all over the world and all walks of life. Diversity, Inclusion & Belonging is one of our core values. However, as an all-remote company we do face challenges with hiring in certain countries. Each country has unique and complex rules, laws, and regulations, that can affect our ability to conduct business, as well as the employability of the citizens and residents of those countries.
We are growing and continuously expanding our hiring capabilities in a variety of geographies. However, at this time we are unable to hire employees and contractors in certain specified countries due to a variety of reasons. Specific country hiring information is discussed with potential candidates. GitLab is able to hire team members who are eligible to work in the location of their residence. GitLab cannot assist or facilitate a process to help you become eligible to work in a location if you do not already have that eligibility. The hiring in certain countries can be paused for a variety of reasons at any time. In other locations, hiring is not possible. Countries where hiring is either not possible or currently paused are:
As GitLab continues to scale, we will be converting all team members to an employment scalable solution as per our OKR. Team members are hired in the following ways:
To better understand how we decide on what country to convert next, please follow this link to our risk matrix (this is an internal document, as this is unique to GitLab). We measure risk on both the total target cash & the number of team members in said location. To follow along on the progress, view our Country Conversions and Entity tracking issue(this link is internal to GitLab team members only).
This also aligns with GitLab's strategy and growth plans.
We were interviewed live by members of the Recruiting and People Business Partner teams, and we encourage all team members to watch this video with frequently asked questions about Country Conversions:
The Employment Solutions Specialist is responsible for managing the country conversion processes outlined here.
As part of the country conversion and benefits review process, the Total Rewards and Employment Solutions Specialist will review the gross value of cash compensation and benefits while also ensuring alignment to the employee rate in the compensation calculator.
The total rewards and people ops specialist team should also review alignment to the compensation ranges based on the new employee status and the range of the compensation calculator. Whenever we change salaries as part of a country conversion, these should be consistently applied among all team members in that country.
This process is managed by the People Operations Specialist team as the DRI, in partnership with Total Rewards and the People Business Partners. For any questions not addressed below, please email email@example.com.
If you are considering a move it is best to discuss this with your manager as soon as possible, always before you are thinking of moving, to understand the impact to compensation or your role at GitLab. First, the company retains discretion at all times whether to allow you to continue your role in the new location. In some instances a move will not align to your proposed location, (e.g. a recruiter hired in EMEA to support EMEA would not be approved to move to the US), and in other instances the company may not be able to support a hire in the proposed location. Second, in almost all situations the compensation may change. For an idea about the compensation impact, please check with our Total Rewards team for an estimate. The actual compensation amount will be reviewed and will need approval before relocation can occur.
If you are not changing your permanent location (where you maintain permanent residency), but instead are traveling to different locations over a period of time, you are responsible for maintaining your health insurance, visas, and any other item directly relating to your travel.
Since any short-term stay is your decision and not required by GitLab as part of your role, you will not be eligible to use the Business Accident Travel Policy or submit any expenses related to your travel. If you are hired in a role requiring a time zone alignment, you must still be able to fulfill that requirement.
If your short-term stay is for less than 6 months in a new location, there should be no need to update your address in BambooHR. If you plan on staying in a location for more than 6 months, or are in that location for an aggregate of more than 6 months in a single calendar year, that becomes your residence and you must complete the long-term relocation process described below. In most countries, tax residency is determined by the place where a GitLab Team Member keeps its vital interests. This is the place where you are registered, where your SO and/or dependents live, the place where you work, where you live, where you keep your subscriptions etc.
** Please note that in some jurisdictions, even short term stays can add up to more than 183 days per year and can subject you to payroll tax in the new location. Anything that does not look like a temporary stay can be reviewed as staying somewhere to establish a residence for tax purposes. GitLab cannot provide you individual tax advice but you should always make sure to check with your tax advisor before traveling to any location where you will be performing work for an extended period of time, whether it is more than or less than 183 days.
If you are interested in a possible long-term relocation (defined below), you need to confirm that you would be eligible to work in that location. Except for the Netherlands, GitLab does not provide any form of sponsorship or immigration aid for team members who choose to move to new countries. For more information, please refer to our Visa page. GitLab cannot assist or facilitate a process to help you become eligible to work in a location if you do not already have that eligibility. You are of course free to apply and gain that eligibility if there are steps you can take that do not involve GitLab. Once you are certain that you are eligible to work in your requested Relocation country, you will need to provide proof of eligibility by uploading the proof in the Documents tab of your BambooHR profile. If you move before establishing eligibility to work, but then cannot establish eligibility to work in the new location within the first six months of residency, it may affect your ability to continue your role with GitLab.
A long-term relocation means that you will establish yourself in a new location outside of your current residential area. If you are ending your current residential living arrangement, spending more than six months in one calendar year in one location as part of an extensive period of travel and/or will have your mail delivered to an address in a different city, please follow the steps below.
It is at the company's discretion to determine whether it can approve the relocation:
Assuming that relocation is approved, the location factor of the new location may result in an adjustment to compensation. Depending on the location factor and the benefits offered in the particular country, this adjustment may result in an increase or a decrease to compensation. At the onset, this practice sounds harsh when moving to a lower-paid location. One might argue that it seems unfair for the organization to pay someone less for the same work in the same role, regardless of where they go. However, if you look at it from another angle for a minute and compare this practice to what most companies do, it should make more sense. For example, say you work for a company with physical locations and say they haven't accepted that remote work is as productive as coming into the office yet. If you wanted to pack up and move to a location where they did not have a physical site, you would have no alternative but to resign and seek new employment in your new location. You would find quickly that companies in the area pay at a locally competitive rate.
Now, let's say the company did have a site in your new location and they offered the flexibility to transfer. If they did not have a similar position open, you would have to either apply for a different open position in the same company or resign and apply externally (back to the realization that other companies will pay at local competitive rate). If you were lucky enough that they did have a similar role in the new location, a transfer would come with a pay rate based on the local market to ensure equity across all incumbents (people in the job) by location.
Adjusting pay according to the local market in all cases is fair to everyone. We can't remain consistent if we make exceptions to the policy and allow someone to make greater than local competitive rate for the same work others in that region are doing (or will be hired to do). We realize we might lose a few good people over this policy, but being fair to all team members is not negotiable. It is a value we stand behind and take very seriously.
Team Member If you are moving to a different country, please start this process no later than 3 months before your ideal relocation date. If your relocation is within the same country, please start the process no later than 30 days before your ideal relocation date.
Note: Assuming your relocation is approved, any applicable changes in compensation will not be effective until your move date (or the date you start working in the new location), which will be listed as the effective date on your new contract.
People Ops, Total Rewards, PBP's & Payroll
Please check the Country Conversion and Entity Creation Tracking issue to be aware of upcoming country conversions and to confirm where the Company currently hires. These are the only countries where team members can relocate. For certain limited situations, the Company may be able to consider a scalable employment solution in new countries. You may open an issue and assign to employment solutions.
nonuspayroll @gitlab.com) for visibility on any upcoming changes.
Contracts & Changesfolder.
People Experience Associate
Employee and Contracts Templates and Stagingfolder in the shared drive.
Contracts & Changesfolder in BambooHR.
total-rewards@ gitlab.comand Payroll
nonuspayroll@ gitlab.comto notify them of the changes.
The steps our People Operations Specialist team uses to support relocation to the Netherlands:
Important: If the team member has been with GitLab for two or more years at the time they are asking to relocate to the Netherlands, the team member should be issued an indefinite contract.
People Experience Team
Contracts & Changesfolder in BambooHR. -If the team member is relocating to the Netherlands, please see above.
Contracts & Changesfolder in BambooHR.
total-rewards@ gitlab.comand Payroll
nonuspayroll@ gitlab.comto notify them of the changes.
My Infoor hover over your job title and click
View My Info
Personaltab, scroll down to the section where your current address appears
Your request will be sent to the Total Rewards team for final review and approval. Until the change is approved, which usually occurs within 24 hours, your address section will be greyed out.