Merge branch 'hiring-pages' into 'master'

cw update hiring page

See merge request !6515

source/handbook/hiring/index.html.md

@@ -13,12 +13,12 @@ title: "Hiring"
 GitLab is committed to hiring the best talent through an open and fair hiring process. Our hiring is managed by our [Global Recruiters](https://about.gitlab.com/jobs/recruiter/) as part of People Operations. The following information on our process has two main objectives:
 1. It is meant to be instructive for GitLab employees on how to conduct interviews and best hiring practices.
-1. It acts as an informative tool for applicants during the process to better anticipate and prepare for interviews and next steps. For job-specific hiring information, applicants can now reference the *hiring process* section of each job description. For general information review the [typical process](#typical-process) and for details on our interviews refer to [screening](#screening-call), [interviewing](#interviewing), and [interview questions](#ceo-interview-questions).
-## Our Hiring Process:
-  - [Interviewing Process](/handbook/hiring/interviewing/)
-  - [Vacancy Process](/handbook/hiring/vacancy-process/)
+1. It acts as an informative tool for applicants during the process to better anticipate and prepare for interviews and next steps. For job-specific hiring information, applicants can now reference the *hiring process* section of each job description. For general information review the below hiring process pages.
+## Our Hiring Process
+  - [Interviewing](/handbook/hiring/interviewing/)
+  - [Vacancies](/handbook/hiring/vacancy-process/)
 ## Equal Employment Opportunity

source/handbook/hiring/interviewing/index.html.md

 ---
 layout: markdown_page
-title: "Interviewing Process"
+title: "Interviewing"
 ---
 ## How to Apply for a Position
@@ -14,25 +14,25 @@ To apply for a current vacancy:
 1. Click on the position title that interests you!
 1. This will take you to the job description.
 1. If this position interests you, click the "Apply" button at the bottom of page.
-1. You will be redirected to a new page hosted by Workable that asks you to fill out basic personal information, provide your resume and cover letter, and answer any application questions.
+1. You will be redirected to a new page hosted by Workable, our Applicant Tracking System (ATS), that asks you to fill out basic personal information, provide your resume and cover letter, and answer any application questions.
 1. Once you have finished, click "Submit your application" at the bottom.
-## Typical Hiring Process
-An applicant should expect to wait 2-3 business days between each step of the process. An applicant, at any time, is welcome to contact the recruiter they are working with for an update on their candidacy.
-1. **Confirmation of the application**: applicants automatically receive confirmation of their application, thanking them for submitting their information. This is an automated message from Workable. If the person came through another channel they must be added to Workable before continuing the process. There are various ways to do this, see [Workable's documentation](https://resources.workable.com/adding-candidates).
-1. Recruiting team does a **first round of evaluations**. Disqualified candidates should be sent a note informing them of the [rejection](#rejecting-applicants). There are templates in Workable to assist, but messages can be tailored as appropriate: place yourself on the receiving end of the message. If more information is required to make the determination, feel free to specifically ask for it (e.g. a cover letter). (If you don't see the templates, you probably haven't [linked your email account to Workable](https://resources.workable.com/support/connecting-gmail-with-workable) yet.)
-1. **Pre-screening Questionnaire** Applicants will be sent a pre-screening questionnaire relating to the position by either the recruiting team or the manager to complete and return to the sender. Responses will be added to the candidate's Workable profile.
+## Typical Hiring Timeline
+An applicant should expect to wait 2-3 business days between each step of the process. An applicant, at any time, is welcome to contact the People Ops team member they are working with for an update on their candidacy.
+1. **Confirmation of the application**: Applicants automatically receive confirmation of their application, thanking them for submitting their information. This is an automated message from Workable. If the person came through another channel they must be added to Workable before continuing the process. There are various ways to do this, see [Workable's documentation](https://resources.workable.com/adding-candidates).
+1. The employment team does a **first round of evaluations**. Disqualified candidates will be sent a note informing them of the [rejection](#rejecting-applicants). There are templates in Workable to assist, but messages can be tailored as appropriate: place yourself on the receiving end of the message. If more information is required to make the determination, feel free to specifically ask for it (e.g. a cover letter). (If you don't see the templates, you probably haven't [linked your email account to Workable](https://resources.workable.com/support/connecting-gmail-with-workable) yet.)
+1. **Pre-screening Questionnaire**: Applicants will be sent a pre-screening questionnaire relating to the position by the employment team to complete and return to the sender. Please do not reply "in-line" to the email, as Workable is unable to upload in-line responses. The questionnaire and answers will be added to the candidate's Workable profile.
 1. [**Screening call**](#screening-call): in Workable,
+   1. If the applicant qualifies, a member of the employment team will send the applicant the Calendly link for the Recruiters using the template in Workable.
+   1. A member of the employment team will move the applicant to the "screening call" stage in Workable.
    1. Our [Global Recruiters](https://about.gitlab.com/jobs/recruiter/) will do a screening call;
-   1. move the applicant to the "screening call" stage in Workable.
-   1. send the applicant the Calendly link for the Recruiters, there is a template in Workable.
-Depending on the outcome of the screening call, the manager can either [reject an applicant](#rejecting-applicants), or move the applicant to the interview stage in Workable.
+Depending on the outcome of the screening call, the employment team or manager can either [reject an applicant](#rejecting-applicants) or move the applicant to the interview stage in Workable.
 1. **Technical interview (optional)**: As described on the [Jobs](/jobs/) page, certain positions require [technical interviews](/jobs/#technical-interview).
-1. **Further interviews** that would typically follow the reporting lines up to the CEO. So for instance, the technical interview would be by a co-worker, next interviews would be with the manager / team lead, executive team member, and then the CEO. See below for [sample questions](#interview-questions). The candidate should be interviewed by at least one female GitLab team member.
-1. **Reference calls**: Make [reference calls](#reference-calls) for promising candidates. This process can start at an earlier stage, but should happen before an offer is made. At minimum two reference calls should be completed - one to a manager, the other to a colleague. Move the candidate to the "Reference Call" stage in Workable, and ping the relevant person from People Ops to get it going.
-1. **Hiring package** After reference calls are completed successfully the employment team submits the [employee approval package](#hiring-package) to the CEO and Hiring Manager.
+1. **Further interviews**: Additional interviews would typically follow the reporting lines up to the CEO. So for instance, the technical interview would be by a co-worker, next interviews would be with the manager / team lead, executive team member, and then the CEO. See below for [sample questions](#interview-questions). The candidate should be interviewed by at least one female GitLab team member.
+1. **Reference calls**: The employment team will make [reference calls](#reference-calls) for promising candidates. This process can start at an earlier stage, but should happen before an offer is made. At minimum two reference calls should be completed - one to a manager, the other to a colleague. Move the candidate to the "Reference Call" stage in Workable, and ping the relevant person from People Ops to get it going.
+1. **Hiring package**: After reference calls are completed successfully, the employment team submits the [employee approval package](#hiring-package) to the CEO and Hiring Manager.
 1. When the manager or CEO makes the **offer**, this can be done verbal during the call with the applicant, but is always followed quickly with the written offer as described in [the section on preparing offers and contracts](#prep-contracts).
 1. People Ops will draft a contract based upon the written offer that was extended.
 1. Manager follows up to ensure that the offer is accepted, and that the contract is signed.
@@ -80,8 +80,7 @@ If you have completed your portion of the hiring process and would like to stop
 ## Conducting a GitLab interview
-Interviewing is hard, it's hard for both sides. In less than one hour you both need to get to know each other and
-both will have to make the decision if you want to work with this person.
+Interviewing is hard for both sides. In less than one hour you both need to get to know each other and both will have to make the decision if you want to work with this person.
 This is an effort to provide a set of guidelines to make interviewing a bit less traumatizing.
 Note: So you are about to interview folks for a job at GitLab? Please take a moment to carefully read
@@ -105,7 +104,7 @@ Note: So you are about to interview folks for a job at GitLab? Please take a mom
 ### Technical interview considerations
-1. Try to get a real sample of work (which we already do for developers by working on GitLab issues) Avoid puzzles or weird algorithm testing questions. Probing for data structures is fine as long as it is relevant to the job the person is going to do.
+1. Try to get a real sample of work (which we already do for developers by working on GitLab issues). Avoid puzzles or weird algorithm testing questions. Probing for data structures is fine as long as it is relevant to the job the person is going to do.
 1. Be mindful of the background of the candidate, someone who knows 10 languages already (and some languages in particular, Perl for ex), may pick up Ruby in a second given the right chance. Don't assume that someone with a Java background will not be capable of moving to a different stack. Note that individual positions may have stricter requirements; the Backend Developer position [requires Ruby experience](/jobs/developer/#ruby-experience), for example.
 1. Consider including non-engineering people to ask soft skills questions. Because technical people should be capable of talking to non-engineering just fine, we should assess it.
@@ -168,7 +167,7 @@ Scoring can be defined as follows:
 ## Rejecting applicants
 1. At any time during the hiring process the applicant can be rejected.
-1. The applicant should always be notified of this. The recruiting team is primarily
+1. The applicant should always be notified of this. The employment team is primarily
 responsible for declining candidates.
 1. If the applicant asks for further feedback only offer frank feedback. This
 is hard, but it is part of our [company values](/handbook/values).
@@ -180,12 +179,12 @@ is hard, but it is part of our [company values](/handbook/values).
     * Do not argue with or acknowledge the validity of the contents of the feedback.
     * Share their feedback with the people involved in the interviews and the decision.
     * Template text: "I've shared your feedback with the people involved in the interviews and the decision. We do not expect to revert the decision based on your feedback. In our hiring process we tend to error on being too cautious. We rather reject someone by mistake than hire someone by mistake, since a wrong hire is much more disruptive. Organizations can reject people with great potential http://thehustle.co/whatsapp-founder-got-rejected-by-both-twitter-and-facebook-before-19-billion-buyout so please don't be discouraged from seeking a great job."
-1. The recruiting team will send out an inquiry to all candidates to gather feedback after they have exited the hiring process. The feedback survey should be sent out within 2 days after the applicant has been notified of the rejection or hire.
+1. The employment team will send out an inquiry to all candidates to gather feedback after they have exited the hiring process. The feedback survey should be sent out within 2 days after the applicant has been notified of the rejection or hire.
    * People Ops will review all feedback and use it to improve the hiring process.
 ## Hiring Package
-Employment team will create an employee approval package for CEO for each candidate in Workable after their interview with an executive and their reference checks are completed. The CEO will review the approval package and tag the candidate as Approve, Question, Interview, Decline.
+The employment team will create an employee approval package for CEO for each candidate in Workable after their interview with an executive and their reference checks are completed. The CEO will review the approval package and tag the candidate as Approve, Question, Interview, Decline.
    * Approve = Make the offer
    * Question = Discuss offer with hiring manager
@@ -223,16 +222,16 @@ Offers made to new team members should be documented in Workable through the ema
       - is it clear how many (if any) stock options this person should receive?
       - is all necessary information (start date, salary, location, etc.) clearly available and agreed to?
    1. makes the contract based on the details found in the Workable platform, using reply-all to gather any missing pieces of information,
-   1. has the contract reviewed and approved by another member of PeopleOps as a quality check. The Global Recruiter who did not create the contract will conduct the quality check. Backups for approval are the People Ops Generalist, then the People Ops Specialist, and lastly the Sr. Director of People Operations.
-   1. stages the contract in HelloSign and emails offer to the signing parties, cc PeopleOps
+   1. has the contract reviewed and approved by another member of People Ops as a quality check. The People Ops team member who did not create the contract will conduct the quality check. Backups for approval are the People Ops Generalist, then the People Ops Specialist, and lastly the Sr. Director of People Operations.
+   1. stages the contract in HelloSign and emails offer to the signing parties, cc People Ops
 1. When the contract is signed, the People Ops team member should move the candidate in Workable to the "Hired" bucket of the "Hired Team Members (admin access only)" job. This accomplishes two goals. First, thanks to an integration between Workable and BambooHR, it will automatically add an entry for the new team member in BambooHR. However, in the automatic move, "self-service" is switched off in BambooHR by default, so this must be switched on explicitly within BambooHR. Second, by keeping the application and interview notes of successful applicants in a more restricted area of Workable we are able to maintain confidentiality if/when the applicant becomes involved in the hiring process for their peers.
 1. This same person from People Operations files the signed contract in the appropriate place, and starts the [**onboarding issue**](/handbook/general-onboarding/).
-1.Candidates will start the onboarding process no more than 30 days before her/his start date.
+1. Candidates will start the onboarding process no more than 30 days before her/his start date.
 Note for People Operations:<br>
 - the type of contract required (employee or contractor; BV or Inc) is clarified by the guideline on the
 [Contracts page](/handbook/contracts).
-- Onboarding info for the PeopleOps system, BambooHR, can be found on the [PeopleOps](/handbook/people-operations) page.
+- Onboarding info for the People Ops system, BambooHR, can be found on the [People Ops](/handbook/people-operations) page.
 ## CEO Interview Questions
@@ -242,7 +241,7 @@ All candidates are asked to fill out the form when they are scheduled for an int
 ## Reference calls
 As part of our hiring process we will ask applicants to provide us with two or more
-references to contact. These reference calls are completed by our [Global Recruiters](https://about.gitlab.com/jobs/recruiter/) following [these guidelines](http://www.bothsidesofthetable.com/2014/04/06/how-to-make-better-reference-calls/).
+references to contact. These reference calls are completed by our employment team following [these guidelines](http://www.bothsidesofthetable.com/2014/04/06/how-to-make-better-reference-calls/).
 ## Visas & Work Permits

source/handbook/hiring/vacancy-process/index.html.md → source/handbook/hiring/vacancies/index.html.md

 ---
 layout: markdown_page
-title: "Vacancy Process"
+title: "Vacancies"
 ---
 ## On this page
@@ -25,7 +25,7 @@ Your Executive Team member must escalate and obtain authorization for any new jo
 1. If a description of the role does not already exist, the hiring manager will create a vacancy description and assign the MR to the People Ops Generalist and tag the Recruiter.
     1. Create the relevant page in `https://about.gitlab.com/jobs/[name-of-job]`, being sure to use only lower case in naming your directory if it doesn't already exist. If the location of the applicant is important, then the location and a compensation range corresponding to that location can be provided as part of the vacancy posting.
 1. A Recruiter will use a this [gender decoder](http://gender-decoder.katmatfield.com/) to ensure that the language and structure of the vacancy description is gender neutral. The recruiter will make necessary edits to the vacancy description to create a neutral description.
-1. Once a vacancy description exists, hiring managers should update the [Vacancy Requisition Document](https://docs.google.com/a/gitlab.com/spreadsheets/d/12VgxbGXshbbvqtDd2Tg_P9ETAwB82JEa6F6WAJwdV2U/edit?usp=sharing) with the proposed vacancy. Once every column is completed for the role, assign the line item to your PeopleOps Business Partner (either Generalist or Sr. Director of PeopleOps) through the comments. If the role is not already in the hiring forecast, the Business Partner will assign the line item to the CFO/CEO for final approval.
+1. Once a vacancy description exists, hiring managers should update the [Vacancy Requisition Document](https://docs.google.com/a/gitlab.com/spreadsheets/d/12VgxbGXshbbvqtDd2Tg_P9ETAwB82JEa6F6WAJwdV2U/edit?usp=sharing) with the proposed vacancy. Once every column is completed for the role, assign the line item to your People Ops Business Partner (either Generalist or Sr. Director of People Ops) through the comments. If the role is not already in the hiring forecast, the Business Partner will assign the line item to the CFO/CEO for final approval.
 1. After final approval, the People Ops Generalist pings the People Ops Specialist to propose an appropriate NYC benchmark compensation for the role, and they submit the proposal to the [compensation committee](/handbook/people-operations/global-compensation/#compensation-committee) for approval.
    - For any position, filling in the NYC benchmark salary in the `jobs.yml` file will automatically cause the [Compensation Calculator](/handbook/people-operations/global-compensation) to show at the bottom of the position description page.
    - For some positions, it may be possible or desirable to exclusively seek candidates outside of higher cost regions. This is a role by role decision between the Hiring Manager and People Operations. _If_ it is decided to seek candidates outside of higher cost regions, then that needs to be explicitly communicated on the position description page in order to set fair expectations for candidates and recruiters alike. Sample text to consider placing on the position description page: "Globally, xx % of people live in metro areas with a rent index greater than yy, while at GitLab, this is zz % of people in this role currently. Therefore, in line with our value of staying [frugal](/handbook/values), we are now focusing on only hiring in metro areas with a **rent index lower than yy**. Please bear this in mind when using the compensation calculator below." (obviously, fill in the missing numbers).
@@ -56,14 +56,14 @@ Your Executive Team member must escalate and obtain authorization for any new jo
 The manager should always ask the team for passive referrals for open positions. GitLab team members can refer candidates through our [referral program](/handbook/incentives/#referral-bonuses)
-The recruiting team will **always** publicize the job through the following means:
+The employment team will **always** publicize the job through the following means:
 1. Announce it on team call and on the #general chat channel.
 1. Tweet the new job post with the help of the content marketing manager and team.
 1. Request "soft” referrals by encouraging all GitLab team members to post links to the jobs site on their LinkedIn profiles.
 1. Use the [Workable Clipper](http://resources.workable.com/the-workable-clipper) to source candidates directly from LinkedIn.
-**Note**: The recruiting team will advertise the job through the following sites:
+**Note**: The employment team will advertise the job through the following sites:
 1. [PowerToFly](https://www.powertofly.com) Helping us connect with 100k+ women in tech
 1. [Hacker News Who's Hiring](https://news.ycombinator.com/ask): On the first of the month, include a note for GitLab in the Hacker News thread of "Who's Hiring" . Template text:
@@ -72,19 +72,19 @@ The recruiting team will **always** publicize the job through the following mean
 1. [WeWorkRemotely](https://weworkremotely.com) ($200 for 30 days, per position).
 1. [RemoteOK](https://remoteok.io) ($200 for 90 days, per position)
 1. [RemoteBase](https://remotebase.io/) (Free. Job descriptions are synced directly to our respective job description sites)
-1. [StackOverflow](http://stackoverflow.com/jobs) (Able to post 3 jobs simultaneously, please mention to recruiting team if you want your role listed here)
+1. [StackOverflow](http://stackoverflow.com/jobs) (Able to post 3 jobs simultaneously, please mention to employment team if you want your role listed here)
 1. [Indeed Prime](http://www.indeed.com/) (Primarily used for non-engineering roles)
 ### Sourcing for Open Positions
-On difficult or hard-to-fill positions, the recruiting team will use available tools to source for additional candidates. Please communicate with the recruiting team if sourcing is needed for a strategic, specialized, or difficult to fill position.
+On difficult or hard-to-fill positions, the employment team will use available tools to source for additional candidates. Please communicate with the employment team if sourcing is needed for a strategic, specialized, or difficult to fill position.
 ## Closing a vacancy
 To close a vacancy:
-1. The recruiting team will clear the pipeline of candidates in all stages of application. Consider adding tags to candidates who were interesting but were passed over in this hiring process. Adding tags makes it easier to find them in Workable later on if you are recruiting for the same or a similar position.
+1. The employment team will clear the pipeline of candidates in all stages of application. Consider adding tags to candidates who were interesting but were passed over in this hiring process. Adding tags makes it easier to find them in Workable later on if you are recruiting for the same or a similar position.
 1. Ask a Workable admin (People Ops) to close the position in Workable. People Ops: consider archiving the job posting to reduce number of positions GitLab is charged for by Workable.
-1. Recruiting team will create a merge request, in which you remove the application URL for Workable, and set the listing flag in the `jobs.yml` file to `open: false`. See ["vacancy creation process"](#vacancy-creation-process) for reference).
-If the position was posted on any job site (i.e. Stack Overflow, PowerToFly) the recruiting team will email the partner or remove the position from that site.
+1. The employment team will create a merge request, in which you remove the application URL for Workable, and set the listing flag in the `jobs.yml` file to `open: false`. See ["vacancy creation process"](#vacancy-creation-process) for reference).
+If the position was posted on any job site (i.e. Stack Overflow, PowerToFly) the employment team will email the partner or remove the position from that site.