Previously the MD and Talent Manager of Brighthouse (now known as This Way Up), Nadia has worked at Gitlab since 2017 simultaneously recruiting to scale the company from 75 to 767 hired team members and building up her career in People Operations at the company. She moved into a management position at Gitlab a couple of months ago.
All 767 Gitlab employees work from home. It was decided from the start by the founders that the company would always stay remote.
“If we say all-remote, we really mean it. We have no offices anywhere in the world.”How does Gitlab maintain a productive remote company culture? Nadia lists some handy tips and tools.
When she interviews people in different countries, she can almost immediately tell if it will not work out depending on how open the person is to other cultures. As a global all-remote team, it’s imperative to be able to get along with people from diverse backgrounds.
“We are non-political at work.”
The Values-driven work at Gitlab is not only the responsibility of the management. It’s very bottom-up as opposed to top-down and Nadia reckons it’s up to everyone to help each other stay aligned.
Currently Nadia’s team is working on on-boarding and off-boarding and making sure it’s more of an experience than “train-stopping” for the employees entering and exiting the company.
In a discussion around Hi5 pulses, Nadia mentions it could be better to run 90-day pulse surveys than to run bi-annual 360 degree reviews. It’s also great to go back to what was said in the crucial time of on-boarding in the first 90 days to assess growth and alignment to values.
“Sticking to values-hiring as opposed to ‘bums in seats’ has definitely been game-changing.”Timestamp notes: