Remote Working Tips for Early Career Tech Workers: Insights from Phil Calder at GitLab

Remote working has transformed the tech industry from a rare perk to a common reality, especially post-COVID. It offers flexibility but presents challenges for early career and graduate tech workers navigating this new landscape. To shed light on effective remote working strategies, I interviewed Phil Calder from GitLab, a company renowned for its all-remote workforce. Phil shared insights from his experience and practices from Gitlab, covering recruitment, onboarding, team practices, and career development.

This is one of a series of Stories from the Field, resources and insights from tech industry professionals, shared to help employers of interns and grads shape and grow our industry.

Phil Calder - Head of Engineering at GitLab

The recruitment process at GitLab

GitLab's recruitment processes are transparent and well-documented. "Like most people, I started reading a handbook," Phil says. GitLab's handbook is open source for everyone to see - https://handbook.gitlab.com/ . The company has a dedicated Talent Acquisition team that focuses on sourcing their team, including junior talent and internships. "We now have the associate role, but we also have internship programs that we hire through," Phil explains.

GitLab's approach to recruitment aligns to their core values. "We have our C.R.E.D.I.T. values: Collaboration, Results, Efficiency, Diversity, Inclusion and Belonging, Iteration, and Transparency. ( https://handbook.gitlab.com/handbook/values/)  And that's really how we work," Phil shares​​. These values guide the hiring process, ensuring that new team members are not only technically skilled but also a good cultural fit. The recruitment process involves multiple stages, including interviews and assessments, to identify candidates who embody these values​​.

The process of hiring interns is well documented on their site https://handbook.gitlab.com/handbook/engineering/internships/. The programme is designed to give interns real-world experience and integrate them into the GitLab team. Interns work on real projects, receive mentorship, and participate in regular team activities. The handbook outlines the application process, which includes submitting a resume and completing coding challenges or other relevant assessments. It also emphasises the importance of GitLab's values and culture, ensuring interns are aligned with their collaborative, open-source environment.

Onboarding New Team Members

Effective onboarding is crucial for setting new hires up for success. GitLab's onboarding process includes detailed checklists, learning platforms, and dedicated onboarding buddies. Phil explains, "We have a very comprehensive onboarding process. It’s got dozens of check boxes, things to read, and courses to take. We also pair new hires with an onboarding buddy." This buddy system ensures that new team members have a go-to person for any questions, helping them navigate the company culture and processes.

GitLab's onboarding process is designed to be thorough yet flexible, accommodating different learning styles and paces. "Typically, it takes two to three weeks. Most engineers want to dive in and start coding on about day three. That's fine," Phil notes. The goal is to balance the need for quick integration with the importance of thorough training and orientation.

GitLab's onboarding buddy system is also a key part of this process. According to GitLab's handbook, "The onboarding buddy will provide the new team member with information about the company culture, day-to-day practices, and team norms". This structured support helps new hires feel more comfortable and confident as they start their new roles.

TeamOps: GitLab's Operational Framework

GitLab operates under a framework called TeamOps (https://handbook.gitlab.com/teamops/) , which guides their remote working practices. This framework promotes autonomy and self-management, aligning with GitLab's core values of collaboration, results, efficiency, diversity, iteration, and transparency.

"We put up what TeamOps says. That's how we work in an all-remote, globally distributed environment. So the key to that is working Async first. We don't jump on a call all the time. We don't have water cooler catch-ups, you know, those ad hoc catch-ups," Phil explains. "We're not spending all day on Slack, going back and forth to messages. We try to be as asynchronous as possible. And key to that is documentation. So for setting up new team members for success, including interns and associates, we have a very comprehensive onboarding process"

TeamOps is about more than just working remotely; it's a comprehensive approach to team collaboration and productivity. "We apply TeamOps principles to ensure everyone can contribute effectively, regardless of their location," Phil states. This involves clear documentation, defined processes, and a culture that values contributions from all team members. By fostering a supportive and inclusive environment, GitLab enables its employees to thrive and excel in their roles.

One of GitLab's key practices is asynchronous communication. "We try to be as asynchronous as possible. Key to that is documentation," Phil states. (https://handbook.gitlab.com/handbook/company/culture/all-remote/effective-communication/)  This approach reduces the need for constant communication, allowing team members to work more flexibly. GitLab's issue tracker and detailed documentation support this asynchronous workflow, enabling efficient collaboration across different time zones. This principle ensures that team members can manage their time effectively and maintain a healthy work-life balance.

Encouraging autonomy and motivation

GitLab promotes a culture of autonomy, encouraging team members to take ownership of their work. "We call it being a manager of one," Phil notes. This principle aligns with the ideas of autonomy and intrinsic motivation, as highlighted by Daniel Pink in his book "Drive." By empowering employees to manage their own tasks and projects, GitLab fosters a highly motivated and productive workforce.

Phil elaborates on this approach, saying, "We encourage people to ask questions. The onboarding buddy, rather than answering all their questions, will just point them in the right direction. You should create an issue to ask this question. Here's a channel in Slack where you can go and ask that question". This strategy not only promotes autonomy but also helps new hires build their networks and integrate into the company culture.

GitLab's handbook reinforces this approach: "Our culture is built on trust and empowerment. We believe that giving team members the autonomy to manage their work leads to greater engagement and productivity”.

Career Development and Internal Mobility

Career development is a priority at GitLab. The company provides various resources and opportunities for growth, including internal mobility programs. "We have customer success managers who become product managers, engineers who become product managers, and support staff who move into engineering roles," Phil highlights. GitLab's focus on internal mobility helps retain talent and fosters a culture of continuous learning.

GitLab's approach to career development is proactive and supportive. "We're looking at gaps and how to set them up for success. This feeds into their learning and development plan," Phil says. The company offers extensive training on essential skills like CI/CD and cloud technologies, ensuring new hires are well-equipped to contribute effectively.

GitLab's career development framework is detailed in their handbook: "Our goal is to provide team members with the resources and opportunities they need to grow and advance in their careers”. This includes regular check-ins with managers, access to learning platforms, and clear paths for progression within the company.

Building Connections through Coffee Catch-Ups

To replicate the informal interactions of a traditional office, GitLab uses "coffee catch-ups." Phil explains, "Coffee catch-ups are how we deal with that sort of water cooler talk. We have apps on Slack called Donut Be Strangers, which pair you with someone random for a chat." These casual meetings help build connections and integrate new hires into the company culture.

These informal interactions are crucial for maintaining a sense of community and belonging in a remote setting. "We don't schedule coffee catch-ups. It's part of the onboarding. You have to set up five coffee catch-ups in your first week," Phil shares. This practice ensures that new hires have multiple points of contact and opportunities to build relationships with their colleagues.

GitLab's handbook also highlights the importance of these connections: "We encourage team members to schedule regular coffee chats to build relationships and foster a sense of community”.

Supporting Diversity and Inclusion - Everyone means Everyone

GitLab is committed to fostering a diverse and inclusive workplace. The company recognises the value of different perspectives and experiences and strives to create an environment where everyone can thrive. "Diversity and inclusion are part of our core values," Phil states. "We aim to create a workplace where everyone feels valued and included."

This commitment to diversity and inclusion is reflected in GitLab's hiring practices and team dynamics ( https://handbook.gitlab.com/reports/people-group/2023/diversity-inclusion-belonging/).  The company actively seeks to recruit and support individuals from diverse backgrounds, ensuring that all team members have the opportunity to contribute and grow. The company measures and posts metrics on DIB ( https://handbook.gitlab.com/reports/people-group/2023/diversity-inclusion-belonging/#the-story-our-dib-data-tells-about-our-people) By promoting a culture of inclusivity, GitLab not only enhances its team’s creativity and innovation but also builds a stronger, more resilient organisation.

Lots to learn from GitLab

For early career tech workers, mastering remote working requires adapting to new tools, processes, and communication styles. GitLab's practices, as shared by Phil Calder (and on their website https://handbook.gitlab.com), provide a comprehensive framework for success. From transparent recruitment and thorough onboarding to promoting asynchronous communication and fostering career development, GitLab sets a high standard for remote work in the tech industry.

We could learn a lot by embracing these strategies, early career tech workers can thrive in a remote environment, leveraging the flexibility and opportunities it offers to build fulfilling and impactful careers.

Phil’s Bio 

Phil Calder joined GitLab in 2019 during a period of significant growth. "I joined GitLab in 2019. It was quite a big intake," he recalls. GitLab had expanded from 600 to over 2000 employees now. At GitLab, Phil has taken on various roles and now manages the Govern stage, focusing on vulnerability management, dependency management, compliance and security policies, and authentication and authorization. His work involves ensuring that organisations can comply with various security frameworks and policies, integrating new capabilities to support this goal.

Before GitLab, Phil worked at the New Zealand Stock Exchange (NZX) as a Development Manager and at the Ministry of Social Development as a Technical Team Lead. He also has experience with various other tech companies, where he contributed to the development and management of software projects.

Phil is skilled in software development, team leadership, and project management, with a strong focus on fostering collaboration and efficiency within his teams. His background in both government and private sectors has equipped him with a diverse skill set and a unique perspective on managing technical projects.

For more about Phil, visit his LinkedIn profile.