Talent Acquisition

Recruiter (Intermediate)

The GitLab Recruiter creates a positive experience for candidates and hiring teams throughout the recruiting process. The Recruiter contributes to identifying opportunities within GitLab’s hiring processes. The Recruiter holds a high volume req load as well as focuses on pipeline building and foundational excellence.

Job Grade

The Recruiter is a grade 6.

Responsibilities

Collaborate with crossfunctional partners and hiring teams to establish effective recruiting strategies
Engage in Full Lifecycle Recruiting, with a focus on developing a balanced candidate source mix (passive, active and referral candidates)
Develop and advertise accurate job descriptions to attract a highly qualified candidate pool
Utilize talent market insights and research to influence sourcing strategy
Proactively build and use personal resources and assets to enable high quality, accurate conversations
Utilize data to develop and execute effective hiring team management strategies
Cultivate positive candidate experience by ensuring timely, thoughtful and engaging communication throughout the hiring process
Leverage a data driven approach to pipeline management by monitoring key metrics to evaluate the effectiveness of recruiting processes
Develop recommendations for course corrections by utilizing data from our ATS, candidate surveys and other feedback loops
Contribute to TA process iteration, with a focus on continuous improvement
Employ deep recruiting pipeline knowledge or experience to identify industry best practices and evaluate competitors
Promote GitLab values and culture in day-to-day work and in external-facing settings
Partner with Talent Brand to deliver engaging employer brand content and ehance networks and partnerships

Requirements

Experience recruiting at all levels, preferably within the technology sector
Proven success in recruiting for positions in competitive global job markets
Focused on delivering an excellent candidate experience
Ambitious, efficient and stable under tight deadlines and competing priorities
Ability to build collaborative crossfunctional relationships across multiple timezones
Working knowledge using a candidate tracking system (ideally Greenhouse) and various sourcing tools (including LinkedIn Recruiter)
Outstanding written and verbal communication skills
Willingness to learn and use software tools including Git and GitLab
Remote working experience in a public technology company setting is an added advantage

Levels

Intern

Job Grade

The Recruiting Intern is not aligned to a job grade.

Responsibilities

Understand the roles we need filled and the requirements for those roles.
Develop candidate reports for key roles, outlining candidates that we should be targeting for our roles.
Act as point-of-contact for candidate inquiries regarding the application process, available positions and other recruitment-related inquiries.
Assist recruiters with sourcing/researching activities, utilizing a variety of resources, including Search Engines and Social Networking Media, to proactively and continually source, develop and maintain an effective pipeline.
Assist in maintaining our internal database, continuously updating candidate records.
Perform additional tasks, projects and responsibilities as assigned. This will include assisting GitLab in building an internship program with a strong diversity focus.

About you

Minimum one (1) year of work experience, demonstrating responsibility and reliability (experience supporting recruiting staff preferred).
Enrolled at an accredited University with a formal internship/co-op program.
Comfortable using technology
Experience working with Google Workspace preferred.
Ability to interpret substantial amounts of data.
Excellent written & verbal communication skills both in person and over the phone/computer.
Strong organizational skills, ability to take on multiple tasks and function under stressful situations and deadlines.
Strong attention to detail and ability to maintain detail focus in a fast-paced environment.

Associate

Job Grade

The Associate Recruiter is a grade 5.

Requirements

Associate recruiters share the same requirements as the Intermediate recruiter listed above, but typically join with less or alternate experience in one of the key areas of expertise (global experience, candidate tracking systems, technical recruiting experience, etc). Junior recruiters will be expected to:

Managing inbound candidate traffic for all assigned roles
Ensure positive candidate experiences for every candidate
Provide clear, thorough, and timely communications/feedback to candidates and hiring teams.
Identify top-tier candidates through resumes, cover letters, and initial calls.
Meet with hiring managers to collect job requirements and expectations
Write effective job descriptions

Senior

Job Grade

The Senior Recruiter is a grade 7.

Requirements

Senior recruiters share the same requirements as the Intermediate recruiter listed above, but also carry the following:

5 plus years recruiting experience
Experience sourcing and recruiting for senior level roles
An aptitude for sharing best practices and becoming a subject matter expert in the role
Proven ability to be a talent advisor to your hiring managers
Lead by example and performance in the following areas: # of hires, Time to fill, Hiring Manager, and Candidate Satisfaction
Provide insight and feedback for process improvement opportunities

Lead

Job Grade

The Recruiting Lead is a grade 8.

Responsibilities

Own a req load (~80% capacity) with a primary focus on senior level roles
Provide an exceptional and high touch candidate experience
Serve as a mentor to the rest of the recruiting team through leading by example, sharing best practices, and a resource for questions and guidance
Provide input into the sourcing and recruiting strategies
Act as a key business partner to members of the organization to improve processes for recruiting
Work closely with various internal functional groups to understand business requirements, and consult on talent solutions
Stay connected to the competitive landscape, including trends in recruiting and compensation
Ensure that the teams maintain a high level of data integrity with our ATS and other people systems
Provide consistent training and best practices to the rest of the recruiting team

Requirements

You have at least 6 years of recruiting experience within a growing organization
You have at least 2 years experience recruiting for senior level roles
Consistent track record and strong performance with sourcing, recruiting, and closing extraordinary talent (especially passive)
You have worked closely with sourcers, recruiters, and coordinators
Experience working directly with hiring managers
High sense of urgency
Proven organizational skills with high attention to detail and the ability to prioritize
Confidence to learn new technologies (MAC, Google Workspace, GitLab) and translate that learning to others
Experience and proficiency with Applicant Tracking Systems and other recruiting software (ideally including Greenhouse and LinkedIn Recruiter)
Experience as mentor, guide, or subject matter expert

Manager

Job Grade

The Manager, Recruiting is a grade 8.

Responsibilities

You will lead a collaborative remote based recruiting team that can scale to the dynamic demands of a rapidly growing world-wide technology company
Mentor, guide, and grow the careers of all team members
Own a small req load as business needs dictate with a primary focus on senior level roles
Help define consistent data-driven hiring metrics and deliver on the goals
Create and execute innovative sourcing strategies and recruiting campaigns
Work closely with various internal functional groups to understand business requirements, and consult on talent solutions
Stay connected to the competitive landscape, including trends in recruiting and compensation
Deliver on Hiring Plans by ensuring your team is staffed appropriately and operating efficiently
Report out on progress to leadership, flag hot spots, and work through creative solutions with the team
Provide coaching to improve performance of team members and drive accountability

Requirements

You have at least 6 years of recruiting experience within a growing organization
You have at least 2 years experience recruiting for executive level roles
Consistent track record with sourcing, recruiting, and closing extraordinary talent (especially passive)
You have experience leading a recruiting team and driving performance, job satisfaction, and accountability
Experience executing on hiring plans and recruiting strategy
Proven organizational skills with high attention to detail and the ability to prioritize
Confidence to learn new technologies (MAC, Google Workspace, GitLab) and translate that learning to others
Experience building and defining recruiting pipeline metrics and data
Experience and proficiency with Applicant Tracking Systems and other recruiting software (ideally including Greenhouse and LinkedIn Recruiter)

Senior Manager

Job Grade

The Senior Manager, Recruiting is a grade 9.

Responsibilities

Lead a recruiting team that could include Managers, Leads, or Recruiters.
Own the recruiting processes across the organization with input from stakeholders to ensure consistency and optimization across all departments.
Anticipate recruitment team needs to support the business
Mentor, guide, and grow the careers of all team members
Assess and predict workloads for the team and effectively load balance to ensure recruiters are able to work efficiently, strategically and bring speed to the business
Help to create and implement hiring strategies to achieve an annual hiring plan that emphasizes quality and diversity of hires, process efficiency, strong client management and encourages the sharing of best practices
Provide strategic input on the direction of the recruiting team to the Senior Director
Collaborate closely with partners such as People Business Partners and Finance to ensure alignment and communication

Requirements

Minimum 7+ years of Recruiting experience
Consistent track record with sourcing, recruiting, and closing extraordinary talent (especially passive)
Demonstrated success leading recruiting for a function at large scale in a fast-paced environment
Experience executing on hiring plans and recruiting strategy
Proven organizational skills with high attention to detail and the ability to prioritize
Confidence to learn new technologies (MAC, Google Workspace, GitLab) and translate that learning to others
Experience building and defining recruiting pipeline metrics and data
Experience and proficiency with Applicant Tracking Systems and other recruiting software (ideally including Greenhouse and LinkedIn Recruiter)
Solid analytical skills and ability to work with metrics, numbers, and trends
Successful track record of partnering with senior leaders to create and deliver hiring strategies with a high level of attainment to plan
Proven ability to effectively influence and communicate cross-functionally to drive results

Director

Job Grade

The Director, Recruiting is a grade 10.

Responsibilities

Lead a recruiting team that could include Sr. Managers, Managers, Leads, or Recruiters.
Own the recruiting processes across the organization with input from stakeholders to ensure consistency and optimization across all departments.
Anticipate recruitment team needs to support the business
Mentor, guide, and grow the careers of all team members
Assess and predict workloads for the team and effectively load balance to ensure recruiters are able to work efficiently, strategically and bring speed to the business
Help to create and implement hiring strategies to achieve an annual hiring plan that emphasizes quality and diversity of hires, process efficiency, strong client management and encourages the sharing of best practices
Provide strategic input on the direction of the recruiting team to the Senior Director
Collaborate closely with partners such as People Business Partners and Finance to ensure alignment and communication

Requirements

Consistent track record with sourcing, recruiting, and closing extraordinary talent (especially passive)
Demonstrated success leading recruiting for a function at large scale in a fast-paced environment
Experience executing on hiring plans and recruiting strategy
Proven organizational skills with high attention to detail and the ability to prioritize
Confidence to learn new technologies (MAC, Google Workspace, GitLab) and translate that learning to others
Experience building and defining recruiting pipeline metrics and data
Experience and proficiency with Applicant Tracking Systems and other recruiting software (ideally including Greenhouse and LinkedIn Recruiter)
Solid analytical skills and ability to work with metrics, numbers, and trends
Successful track record of partnering with senior leaders to create and deliver hiring strategies with a high level of attainment to plan
Proven ability to effectively influence and communicate cross-functionally to drive results

Performance Indicators

Senior Director, Talent Acquisition

Job Grade

The Senior Director, Talent Acquisition is a grade 11.

Responsibilities

Partners with the VP, Talent & Engagement to align on overall plan for talent acquisition to ensure we maintain the high caliber of team members
Partner with Finance, Department Leaders and People Business Partners to deliver data-driven workforce planning processes to ensure the right people are in the right roles with a clear view of talent supply and demand
Champion the diversity efforts within GitLab to drive a diverse talent pool for our open roles
Provide leadership to the Global Talent Acquisition team by creating a culture of accountability with a focus on delivering measurable results
Continuous partnership with the VP, Talent & Engagement on the structure and capabilities required of the Talent Acquisition team
Drive an engaging team culture based on GItLab’s core values
Consistently evaluate and evolve team structure to support growing business needs
Responsible for accurate and transparent hiring plans that are accessible in real time

Requirements

Proven experience in high growth global environment building an overall Talent Acquisition strategy and team to hire at scale
Successfully driven globally distributed hiring
Excellent people management skills, enabling the Talent Acquisition team to reach their full potential
Led a high performing Global Talent Acquisition team
Strong attention to detail and ability to work well with changing information
Comfortable building a working knowledge of GitLab
Succinct communication skills with the ability to collaborate with cross functional team members
A team player who acts with a sense of urgency and adapts to a fast-paced and ever-changing environment
Resourceful and takes initiative to seek internal and external resources when problem solving
Have implemented talent acquisition tools while delivering internal OKRs

Sales & Marketing

Responsibilities

Own a req load specific to Sales & Marketing
Act as business partner for Sales & Marketing leaders to improve their teams and recruiting processes

Requirements

Experience recruiting for executive level roles and all other roles within Sales & Marketing
Experience partnering with leaders within Sales & Marketing

Engineering

Responsibilities

Own a req load specific to Engineering
Act as business partner for Engineering leaders to improve their teams and recruiting processes

Requirements

Experience recruiting for executive level roles and all other roles within Engineering
Experience partnering with leaders within Engineering

Executive Search

Own Director and above level searches across GitLab

Responsibilities

Own Director and above level searches including sourcing, assessing, and hiring.
Act as a business partner with Senior Leadership related to hiring leaders across all Divisions.
Collaborate with other Recruiting leadership peers

Requirements

Experience recruiting for executive level roles across all functions
Experience partnering with senior leadesrhip on hiring needs

Early Career Programs

Responsibilities

Partner closely with the People Group, developing a proposition and execution plan for our Early Careers program
Develop a working relationship and partnership with our Diversity, Inclusion and Belonging (DIB) team to ensure that we are hitting key milestones for Diversity hiring through our Early Careers Program
Build relationships with non-traditional institutions (code schools etc)
Build a sourcing strategy that aligns very closely with our DIB goals and objectives
Successfully recruit Early Career talent to deliver on hiring goals
Use qualitative and quantitative data, with the ability to present data and influence decisions
Build out an Early Career “curriculum” together with the Learning & Development teams
Build an intentional feeder program from the internship program to the graduate program

Requirements

Experience of influence and program build at the executive level, preferably in a global capacity within the software industry
Proven success in leading and running an early career program at scale
Proficiencies with LinkedIn Talent Insights and talent mapping

Internal Mobility

Responsibilities

Partner closely with our Talent Acquisition Leadership Team, developing a proposition and execution plan for our Internal recruiting strategy.
Develop a working relationship and partnership with our Diversity, Inclusion and Belonging (DIB) team to ensure equitable internal hiring processes and policies
Work closely with the business teams to ensure that they have input on the strategy and use influence to ensure positive interaction and partnering with the internal recruiting program
Own the end to end internal recruiting experience for our internal team members
Develop and execute against an OKR focussing on experience
Develop a relationship with our counterparts in finance to build predictability into our internal hiring processes
Use qualitative and quantitative data, with the ability to present data and influence decisions
Be able to keep developing our program with the view of it transitioning to have more influence on broader internal mobility programs
Work with the People Business Partner (PBP) teams and the L&D teams to innovate in this space

Requirements

Experience of influence and program build and execution, preferably in a global capacity within the software industry
Proven success in a recruiting role
Passionate about candidate experience and career development
Proficiencies with LinkedIn Talent Insights and talent mapping
Strong project management skills, with an eye for continuous improvement
Experience within the development tools or open source space is a plus
Experience with Workday is a plus
Remote working experience in a technology startup will be an added advantage

Hiring Process

Candidates for this position can expect the hiring process to follow the order below. Please keep in mind that candidates can be declined from the position at any stage of the process. To learn more about someone who may be conducting the interview, find their job title on our team page.

Qualified candidates will be invited to schedule a 30 minute screening call with our Recruiting Manager
Then, candidates will be invited to schedule a 30 minute interview with one of our Recruiters
Next, candidates will be invited to schedule a 30 minute interview with our Sourcing Manager
Next, candidates will be invited to schedule a 30 minute interview with our Candidate Experience Manager
After that, candidates may be invited to a 45 minute interview with our Recruiting Manager
Finally, our CEO may choose to conduct a final interview

As always, the interviews and screening call will be conducted via a video call. See more details about our hiring process on the hiring handbook.

Career Ladder

The next step in the Recruiting job family is to move to the Recruiting Leadership job family.

About Gitlab

GitLab Inc. is a company based on the GitLab open-source project. GitLab is a community project to which over 2,200 people worldwide have contributed. We are an active participant in this community, trying to serve its needs and lead by example. We have one vision: everyone can contribute to all digital content, and our mission is to change all creative work from read-only to read-write so that everyone can contribute.

We value results, transparency, sharing, freedom, efficiency, self-learning, frugality, collaboration, directness, kindness, diversity, inclusion and belonging, boring solutions, and quirkiness. If these values match your personality, work ethic, and personal goals, we encourage you to visit our primer to learn more. Open source is our culture, our way of life, our story, and what makes us truly unique.

Top 10 Reasons to Work for GitLab:

Mission: Everyone can contribute
Results: Fast growth, ambitious vision
Flexible Work Hours: Plan your day so you are there for other people & have time for personal interests
Transparency: Over 2,000 webpages in GitLab handbook, GitLab Unfiltered YouTube channel
Iteration: Empower people to be effective & have an impact, Merge Request rate, We dogfood our own product, Directly responsible individuals
Diversity, Inclusion & Belonging: A focus on gender parity, Team Member Resource Groups, other initiatives
Collaboration: Kindness, saying thanks, intentionally organize informal communication, no ego
Total Rewards: Competitive market rates for compensation, Equity compensation, global benefits (inclusive of office equipment)
Work/Life Harmony: Flexible workday, Family and Friends days
Remote Done Right: One of the world's largest all-remote companies, prolific inventor of remote best practices

See our culture page for more!

Work remotely from anywhere in the world. Curious to see what that looks like? Check out our remote manifesto and guides.

Last modified October 31, 2023: Update links for all migrated sections (5f71f5a9)

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