GitLab's SQL style guide is one of the best I've seen.
Link for anyone looking:
https://about.gitlab.com/handbook/business-ops/data-team/sql...
GitLab Handbook
71–80 of 82 posts
Re: GitLab Handbook
#72I applied for an Engineering role at Gitlab. I didn't make it past the initial interview screening and politely asked for feedback in order to grow professionally. I never heard back from the recruiter or company after that yet their handbook says: "If the candidate asks for further feedback, only offer frank feedback. This is hard, but it is part of our company values." I always wondered if it was because I question…
Nowadays (almost) no one will give you post-interview feedback. The risk of being sued for "discrimination" because of whatever made-up reason is just too high. In the World when more and more people belong to unknown 3 months earlier "oppressed minority" nobody wants to take chances. The funniest story I read the other day on HN was about some company which needed to fire 10% of their employees. After consulting wit…
> Nowadays (almost) no one will give you post-interview feedback.
In Europe, GDPR allows you to ask for your interview notes, and discrimination laws mean that companies need to actually have reasons in them for not hiring you. Given that a GDPR data request is more effort than just providing feedback you usually get some response to the question.
Re: GitLab Handbook
#73I like the section on the CEO: https://about.gitlab.com/handbook/ceo/#flaws
For some reason, that rubs me the wrong way. I had a manager who acted the same way, told us all his flaws and then expected us to cater towards him, without him making much effort. If anything went wrong, and we somehow didn't cater to his flaws, he would blame us for it. He also came into one of our retrospectives, and said "I'm feeling really emotional today, so I might act a bit strange". Everyone asked him to le…
I was pretty impressed with the tone of that section. It was very clearly giving people permission to pick him up on it when one of those traits came up, which is the opposite of your example.
The interesting question to me is whether the CEO needs to be a special case. We all have flaws, how should this be handled? Surely the important thing is that the company culture is such that people feel ok with (politely) pointing out these behaviours? Or is the CEO always going to be a special case where they're constantly in contact withe people many layers below them and that isn't a realistic expectation?
Re: GitLab Handbook
#74I applied for an Engineering role at Gitlab. I didn't make it past the initial interview screening and politely asked for feedback in order to grow professionally. I never heard back from the recruiter or company after that yet their handbook says: "If the candidate asks for further feedback, only offer frank feedback. This is hard, but it is part of our company values." I always wondered if it was because I question…
Nowadays (almost) no one will give you post-interview feedback. The risk of being sued for "discrimination" because of whatever made-up reason is just too high. In the World when more and more people belong to unknown 3 months earlier "oppressed minority" nobody wants to take chances. The funniest story I read the other day on HN was about some company which needed to fire 10% of their employees. After consulting wit…
This blog claims that that doesn't happen ever and the HR drones are way over committing to risk mitigation. It was on HN a few days back.
http://blog.interviewing.io/no-engineer-has-ever-sued-a-comp...
Re: GitLab Handbook
#75Earlier quoted context omitted.
I applied twice with a year between the two attempts: First time I was rejected after the first interview because they found somebody better suited for the role(my lack of Ruby experience was likely a factor) - that at least was the response I got. Second time I was rejected outright - the reason given was that for people with more than five years of experience, they expected candidates to spend more than two years i…
Not to be mean but I'm sceptical of CVs like that too. I expect people to stick around for a while. I need to know I can depend on them not to jump ship at the slightest hiccup. Unless they can give me a reasonable explanation for the job hopping I'm not going to take the risk. If I want mercenaries I'll just get some freelancers.
Unless they can give me a reasonable explanation for the job hopping I'm not going to take the risk.
The current place was not going to match the salary offered at the next place. Is this reasonable enough? Why do you think people change jobs in the first place? Your approach sends a signal you are hiring people who just want to coast and/or not aware of their market value. Which is also fine, I guess.
Re: GitLab Handbook
#76GitLab's SQL style guide is one of the best I've seen.
We link to three others at the bottom of our guide that have heavily inspired us https://about.gitlab.com/handbook/business-ops/data-team/sql... Thanks for the kind words!
* https://github.com/fishtown-analytics/corp/blob/master/dbt_c... * https://github.com/mattm/sql-style-guide * https://gist.github.com/fredbenenson/7bb92718e19138c20591
Re: GitLab Handbook
#77Earlier quoted context omitted.
They're open when it doesn't matter. When it does, they go just as hard in the other direction: https://gitlab.com/gitlab-com/diversity-and-inclusion/issues... About which more here: https://www.theregister.co.uk/2020/02/06/gitlab_sales_women/
The first link 404s.
I believe the company determined that diversity and inclusion issues are private by default - they used to be pubic.
Re: GitLab Handbook
#78Earlier quoted context omitted.
Oh for sure, we have those laws too and I'm definitely aware of them. I guess my question has existing employees baked in mind. An existing employee who wants to move to a higher COL environment seemingly has to go through a process that existing employees who are expecting a child don't, even though having a child dramatically changes the day to day expenses of living for a household. Or at least, that is a situatio…
You seen to be conflating a household's actual expenses with a city's relative cost of living. Gitlab (along with my own employer and most remote-friendly companies I know of) adjust's pay based on the latter, not the former. If I wanted to move to San Francisco I'd have to get my manager's approval, and I'd get a raise. If I decided to have more kids, buy a bigger house, eat out more, start collecting vintage cars,…
You seen to be conflating a household's actual expenses with a city's relative cost of living.
I mean, I'd argue there are several things involved with having a family that have costs relative to where you live (access to schools/primary education for example), so I don't really see it as disparately.
Re: GitLab Handbook
#79I applied for an Engineering role at Gitlab. I didn't make it past the initial interview screening and politely asked for feedback in order to grow professionally. I never heard back from the recruiter or company after that yet their handbook says: "If the candidate asks for further feedback, only offer frank feedback. This is hard, but it is part of our company values." I always wondered if it was because I question…
We really appreciate all of your feedback about the GitLab interview process — it helps us improve as we continue to grow. Your experience as a candidate is extremely important to our whole team, and I’m sorry to hear that yours wasn’t positive.
We do provide feedback to candidates who have passed the first interview stage and met with the team or hiring manager. Our recruiting team is working through more than 10,000 applications per month, so unfortunately it just isn’t scaleable to provide specific feedback for every applicant in earlier stages. You can find more details on the interviewing page of our handbook: https://about.gitlab.com/handbook/hiring/interviewing/
Thank you again for pointing out areas where we can continue to get better. We hope you’ll consider GitLab again in the future.
Re: GitLab Handbook
#80I applied for an Engineering role at Gitlab. I didn't make it past the initial interview screening and politely asked for feedback in order to grow professionally. I never heard back from the recruiter or company after that yet their handbook says: "If the candidate asks for further feedback, only offer frank feedback. This is hard, but it is part of our company values." I always wondered if it was because I question…
Thank you all for taking the time to give us feedback on our handbook and location factors. Why we pay local rates as outlined in the following section: https://about.gitlab.com/handbook/people-group/global-compen....
We work handbook first at GitLab (https://about.gitlab.com/handbook/handbook-usage/#why-handbo...) in line with our value of transparency so that each relevant page acts as a reference for company policies and internal operating procedures. In this case, that may mean the community would see how we define location factors, but also how they are calculated by the compensation team. I understand how the latter can feel very operational when reading through. If there is any feedback on how to make certain sections feel less cold, please open an issue in our compensation issue tracker (https://gitlab.com/gitlab-com/people-group/Compensation/issu...) or tag me in a merge request (@brittanyr).
With respect to our location factors not having all cities, this is due to taking a geographical areas approach. https://about.gitlab.com/handbook/people-group/global-compen... If there is a city that is 1) not listed or 2) not aligned to local market rates, please feel free to send us an email with this information (compensation@gitlab.com) or open an issue in our compensation issue tracker with the following issue template: https://gitlab.com/gitlab-com/people-group/Compensation/issu....