Gitlab Careers

About Gitlab

GitLab is a complete DevOps platform, delivered as a single application, fundamentally changing the way Development, Security, and Ops teams collaborate and build software. From idea to production, GitLab helps teams improve cycle time from weeks to minutes, reduce development costs and time to market while increasing developer productivity.

We're a fast-growing, all-remote company with team members located in over 50 countries. As part of the GitLab team, you can work from anywhere with good internet. You'll have the freedom to contribute when and where you do your best work.

Gitlab Salaries

How much do people at GitLab get paid?

The average estimated annual salary, including base and bonus, at GitLab is $145,924, or $70 per hour, while the estimated median salary is $157,465, or $75 per hour.

At GitLab, the highest paid job is a Director of Engineering at $244,104 annually and the lowest is a CS Rep at $54,971 annually. Average GitLab salaries by department include: IT at $119,437, Sales at $162,546, Marketing at $117,676, and Business Development at $142,233. Half of GitLab salaries are above $157,465.

Source - Comparably

Gitlab Benefits & Perks

• Guiding Principles
  • These principles will guide our benefit strategies and decisions.
• Collaboration
• Work with providers, vendors, and global networks to benchmark benefit data from other similar sized companies.
• Foster cross-company understanding.
• Results
  • Evangelize benefit programs in each entity."
  • Transform "statutory" to "competitive."
  • Make benefits a very real aspect of compensation during the hiring process.
  • Measure team member engagement and benefit enrollment.

Efficiency

• Use the GitLab Inc (US) benefits as a starting point, and try to stay as consistent as possible within the US baseline.
• Iterate on changes for specific countries based on common practices and statutory regulations.

Diversity, Inclusion & Belonging

• Actively work to ensure that our benefit choices are inclusive of all team members.

Iteration

• Regularly review current benefits (bi-annually) and propose changes.
• Everything is always in draft.

Transparency

• Announce and document benefits to keep them updated.

Share upcoming benefit plans internally before implementing them.

Invite discussion and feedback.

We value opinions but ultimately Total Rewards/Leadership will make the decision based on expert advice and data.

Guiding Principles in Practice

When establishing a new co-employer or entity we will outline the following benefits as to why it is or is not offered.

• 1. Medical
• 2. Pension.
• 3.Life Insurance