GitLab

GitLab's candidate handbook lays out the interview as seven stages: Application Process, Screening Call, Assessment (required for certain roles), Technical Interview (required for certain roles), Team Interviews, References & TMRG (Team Member Resource Group) Connection, and Offer & Background Screening. The screening call is a 30 to 40-minute recruiter video conversation; Team Interviews then run as a mix of behavioral, panel, and, for certain positions, technical rounds, and three references are required before an offer is made, at least one of whom must be a past manager. The whole loop is asynchronous-friendly by design, with the full stage list published before an application is even filed, so a candidate stacking this against another firm's compressed assessment-centre process gives up less calendar control here than the round count alone suggests.

GitLab's policy is unambiguous. The firm's Visas handbook page states: "GitLab does not offer any form of work or study sponsorship anywhere in the world, other than our specific, internal Netherlands process and support for highly skilled candidates in certain countries, where a candidate is already based in that country. GitLab does not offer any form of support to transfer an existing work permit." Visas the firm explicitly does not sponsor include US H-1B and H-1B1, UK Skilled Worker, Canada CUSMA, Australia Temporary Skill Shortage, and Singapore S Pass. Visas the firm may be able to accept (when the candidate already holds them, independently of GitLab) include US F-1 CPT/OPT, US TN, US Green Card, US H-4 EAD, UK Global Talent, India Employment Visa, Japan Engineer, and EU Blue Cards in France, Germany, the Netherlands, and Spain. For a candidate without independent right-to-work in any country where GitLab has an entity, this is a gate that closes the role before the application begins — worth checking before investing the time in the interview loop above.

A few firm-published facts set GitLab apart from peer software employers:

• All-remote since inception, with team members in over 50 countries and no offices (per the candidate handbook).
• The entire company runs on a public, version-controlled handbook that any reader — including candidates — can browse or propose changes to via merge request. Hiring stages, compensation framework, and people policies all live there.
• The whole hiring loop is documented publicly before an application is filed, including example screening questions and the reference-checking process.

For an early-career applicant, this means the firm's working norms are visible up front. The corollary is that a candidate's own preference for asynchronous, written-first collaboration is itself a fit question worth answering before applying, because there is no in-person fallback if remote-first work is not how the candidate wants to learn.

Not right now. GitLab has no internship or graduate roles listed today; new postings appear here as the firm opens them.

Applications to GitLab go through the firm's own careers site, one application per posting, each expecting a CV and cover letter written for that role.